Our take on the latest in mobile, tech, and business.
Here at Heady we’re constantly searching out new ways to help our team members do their best work and live their best lives. From unlimited PTO and a flexible hybrid schedule to awesome team gatherings (think World Cup matches in the conference room and post-happy hour karaoke), we take the pursuit of fulfillment seriously — and that’s precisely what motivated the launch of our latest employee benefit.
As 2022 comes to an end, we’re taking the opportunity to look back on an incredibly exciting year at Heady. From making key leadership hires and growing our team to tackling even bigger and better projects than ever before, it’s been a year of epic growth across the spectrum.
To return to in-person work or not to return? That’s the question facing so many CEOs and organizations, including us, since rising vaccination rates and falling case numbers began to shape a vision of the post-pandemic landscape. Here at Heady, we believe that there’s no one right approach (other than listening to our most important stakeholders, our employees). That being said, we’ve put an immense amount of thought and strategy into navigating these new waters with the goal of keeping our organization and our culture intact. So we decided to share the four pivotal questions that guided our decision-making, both for the benefit of our own internal team as well as other organizations currently wrestling with the same decision.While this is the approach Heady took after much consideration and collaboration, there’s no one-size-fits-all prescription here: Your organization’s needs may be different, and we encourage you to find your own North Star when it comes to finding the balance between a return to normalcy and keeping employees safe.
We’re still flying high from our recent recognition as a certified Great Place To Work from the people at (you guessed it) Great Places To Work! Beyond the pride and gratitude we feel for this honor, in true Heady form, we wondered, “How can we use it to help others?” So, we decided to distill the elements that serve as the cornerstones of how we work together into guiding points that other employers can emulate.
There’s usually a gap between how fantastic a company thinks they are — touting things like a playful culture or unlimited PTO — and how fantastic their employees know it to be. That gap is wide for some, really wide for others, but for companies with self-awareness and a strong north star of employee respect, perception and reality occupy the same space. We are proud to be in the latter category, having just earned ourselves a formal certification by Great Places to Work™. On a scale of 1 to 100, 96% of employees say that Heady is a great place to work. Ninety-six percent! We are humbled, proud, and take this honor seriously.
for bits, pixels, and tote bags.
So this Mother's Day, we'd like to give a little nod all to the moms in tech — be it moms of blended families, moms of fur babies, moms who serve the role by choice rather than by blood, etc. — who have been doing ALL THE THINGS, working out the kinks, and who know that in the end, the only U/X that matters is that your kids feel loved. To that end, we spoke to a few mothers who work in this industry — and whose own experiences were very much in beta — about what they’ve learned while iterating in this new landscape.
Starting and building a mobile product consultancy requires a flurry of choices at every turn. Where to invest your time and effort? When to divest time when you are not seeing a return.
Among VC firms and the business press, retention is often overlooked in favor of all things new: new talent, new business, new tech. Steady progress might not seem glamorous, but it’s effective.
