"First, von Ahn said new hires should not come in with "massive egos" or be duplicitous in their dealings with colleagues. "Don't be a jerk," von Ahn wrote. "Duolingo has an allergic reaction to toxic behavior, and our culture quickly identifies and rejects it," he added."
"Second, von Ahn said Duolingo employees should be proactive in coming up with solutions when they encounter any problems. He cited the example of Duolingo's company blog, which one of their engineers started. Von Ahn said Duolingo didn't have a company blog at first. One engineer complained about it to von Ahn for months, while another engineer went ahead and made one. The latter engineer "did way better at Duolingo," von Ahn said. "If something bothers you, you generally have the freedom here to fix it. We're still figuring lots of things out, and if you see a problem, you can actually do something about it here," von Ahn wrote."
"Third, von Ahn said new hires must approach their work with a company and mission-first mentality. "When making decisions, think in this order: What's best for the company's mission? What's best for your team? What's best for you?" von Ahn wrote. "This doesn't mean work yourself to death. But people who focus on what's good for Duolingo's mission tend to do better than people who are purely selfish," he continued."
New hires should avoid massive egos, duplicity, and toxic behavior because the company culture identifies and rejects such conduct. Employees are expected to be proactive and implement solutions rather than merely complain, with freedom to fix problems demonstrated by an engineer who created the company blog and succeeded. Decision-making should follow the order: company mission first, then team, then individual interests, while avoiding burnout. Staff are encouraged to use the company’s product. Proactivity, humility, mission-first choices, and product familiarity form core expectations for successful new employees.
Read at Business Insider
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