As the dreary funding winter soars, at e27, we are kickstarting a new article series Line of Hire to understand a company’s culture and hiring philosophies to empower tech workers with the right growth tools to enable business owners to attract talent.
Daryl Lim currently holds the role of Co-Founder and COO at MetaPals, a blockchain entertainment venture designed to facilitate user transition from Web2 to Web3 with the aid of digital pets in the metaverse.
Lim is an active mentor for startups, having imparted his knowledge and experience at many platforms, from hackathons to accelerator programmes.
In this episode, Lim shares his organisation’s culture and hiring philosophies.
Excerpts:
What personality traits/qualities do you look for in potential employees?
At MetaPals, we seek innovators with a pioneering spirit, individuals who are unafraid to challenge conventions and push boundaries. Authenticity, values alignment, and the drive to make a genuine impact are crucial to us, more so than titles or years of experience.
We prize a diverse, inclusive and open-minded team, as we believe that diverse perspectives fuel the most creative solutions. Continual improvement and curiosity are not just traits we appreciate but values that are deeply woven into our fabric. If you resonate with our mission and culture, you might just be what we’re looking for.
How do they fit into your company culture? Tell us a little more about your company culture.
Our company culture thrives on creativity and collaboration, fostering an environment where every voice matters.
We’ve created a virtual headquarters using GatherTown, a tool that brings the team together in a digital space, encouraging spontaneous communication and collaboration akin to a physical office. We also utilize Slack to facilitate open dialogue, where every team member’s work is visible and can benefit from the diverse perspectives across the company.
This fusion of technology and culture helps us create our digital companions, MetaPals, enhancing the emotional bond between users and their virtual pets. This approach ensures every MetaPal becomes a unique, trusty companion on the user’s journey through the metaverse.
How do you foster transparency and encourage achievement in the workplace?
At MetaPals, transparency and achievement are deeply woven into our DNA. We run regular alignment meetings across product, development, and growth teams, ensuring each team member is well-informed, and their voices are heard.
Also Read: It is better to have a great team than a team of greats: Jeff Lee of Zoala
During sprint planning sessions, every team member’s input is valued and welcomed, fostering a sense of ownership and commitment. We celebrate achievements in our weekly company-wide meetings where supervisors highlight individual accomplishments, boosting morale and encouraging high performance.
Do you have a mental health policy? What does that look like?
At MetaPals, we emphasize a healthy mental state for all our employees, recognising that our mission of fostering virtual companionship extends to our team as well.
We foster an open-dialogue culture where each team manager has weekly one-on-one discussions with their team members about non-work related matters, ensuring that any personal struggles or events impacting their mental well-being are addressed. Our HR managers play a crucial role as confidants, fostering relationships with team members while maintaining their anonymity.
This approach encourages more open discussions about personal issues and well-being. We also respect and understand the need for personal time off. Hence we have an unlimited leave policy that allows our team to take a break whenever needed.
WFH or WFO, or hybrid?
At MetaPals, we embrace a hybrid work model. By default, we are a remote-first company, leveraging tools like Gather to provide a virtual office that encourages natural communication, collaboration, and team alignment.
However, we also understand the value of physical interaction and are establishing office spaces in Singapore and Jakarta. These spaces foster creativity and collaboration, making them appealing to team members who wish to work in person.
We view the use of our offices not as a requirement but as an added benefit for those who choose to utilise them. Our goal as management is to provide an environment that supports all modes of work and caters to the diverse needs of our team.
How should a tech worker prepare for the funding winter?
Just like a bear prepping for winter, tech workers can fortify themselves for the funding winter. Bears fatten up and find safe dens before the freeze; similarly, tech workers should enhance their skills, make themselves indispensable, and secure a supportive professional network. Like bears storing energy, tech workers should save and invest wisely.
A bear doesn’t sleep through all winter; they wake intermittently, ready to adapt. Similarly, tech workers should stay updated with trends and be ready to pivot. Just as the bear trusts the cycle of seasons, tech workers should remember winter always leads to spring. And in spring, opportunities bloom again.
How do you measure the performance of your employees?
We measure performance through a comprehensive four-part yearly review.
Q1 involves creating a career progression plan, where we set individual KPIs and expectations. In Q2, we have a mid-year review, taking stock of an employee’s culture fit, KPI progress, and overall career trajectory. Q3 is a recalibration stage, where we update the career progression plan based on the year’s experiences. Finally, Q4 hosts the end-of-year review, which significantly impacts salary adjustments, ESOP allocations, and promotions.
This methodical approach ensures constant alignment and transparent dialogue, allowing us to jointly navigate the journey towards each employee’s professional growth.
Will you consider a moderately skilled person with great honesty or a highly skilled person with less honesty when hiring?
We value honesty and personal growth, making us inclined towards moderately skilled individuals with high integrity. Our long-term mindset appreciates the value of trust and authenticity in building a sustainable and innovative team.
Honesty, especially with oneself, fosters introspection and personal growth, which is essential for adapting to our fast-paced industry. While skills can be developed over time, integrity forms the bedrock of our culture, and it’s non-negotiable. We believe in investing in individuals who show potential for growth, especially when they demonstrate a strong alignment with our core values.
Also Read: The ownership is with the leadership to be honest and respectful: Madhura Moulik of KarmaV
Do you encourage ‘intrapreneurship’ in your organisation?
At MetaPals, ‘intrapreneurship’ is not just encouraged; it’s celebrated. We’ve created an ‘Idea Pool’ on Coda where all team members can contribute their visionary concepts for the future of our platform. Our Slack channels are buzzing hubs for innovation, used to brainstorm and discuss the game’s potential.
We also host weekly idea competitions in our company-wide meetings, covering everything from naming our in-game currency to designing inventive guerrilla marketing campaigns. Our employees who bring the most innovative ideas to the table are recognised with unique rewards, fostering a culture where every voice can shape MetaPals’ future.
How do you support upskilling for your employees?
We are committed to nurturing our team’s growth beyond their current roles. We encourage employees to expand their horizons and acquire skills that align with their KPIs and interests.
A perfect example is Rachelle, who started as a junior UX/UI intern and rose to manage our product team, ultimately becoming our full-time product manager.
We provide a rich assortment of online courses, including Masterclass, and offer a flexible compensation allowance for any additional upskilling required. Our aim is to foster an environment that empowers each member of our team to reach their full potential.
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