How we work

What we actually value

Daisy is a Series B software company, about 180 people, still small enough that how we work is shaped by habit more than by policy. Three things show up repeatedly:

Say the real thing. Feedback that arrives late or gets softened into mush helps nobody. We'd rather you disagree in the 1:1 than nod along and vent about it later.
Default to async. Most decisions don't need a meeting; they need a clear Notion doc and a Slack thread where people can respond on their own schedule. A meeting is for the things that genuinely need real-time back-and-forth.
Ship, then improve. We favor a working version people can react to over a perfect plan nobody's seen yet. That doesn't mean sloppy — it means visible early, not invisible until polished.

Where things live

Slack is for conversation and quick decisions. Notion is where decisions and docs actually live once they're made — if it's not in Notion, it didn't really happen, even if it was said in a meeting. Jira tracks the work itself. If you're hunting for something and it isn't in one of those three places, ask in your team channel rather than assume it doesn't exist.

Equal opportunity

Daisy is an equal opportunity employer. We make employment decisions — hiring, pay, promotion, discipline, and everything in between — based on qualifications and performance, not on race, color, religion, sex, national origin, age, disability, genetic information, sexual orientation, gender identity, veteran status, or any other characteristic protected by federal, state, or local law. This applies to every stage of your time here, not just the interview process that got you this handbook.

A workplace free of harassment

Harassment of any kind — based on any of the characteristics above, or otherwise — has no place at Daisy, whether it comes from a coworker, a manager, or someone outside the company you deal with on the job. That includes unwelcome conduct that creates an intimidating, hostile, or offensive environment, not just the most obvious cases. If you experience or witness it, report it; you don't need to be the target to raise it.

Open door, and no retaliation for using it

You can raise a concern with your manager, your manager's manager, People Ops, or, if none of those feel right, our confidential ethics line — whichever feels safest for the situation. We mean this literally: there's no wrong door.

Retaliation against someone for raising a good-faith concern, or for participating in an investigation into one, is itself a violation of this policy and is treated as seriously as the original complaint would be. If you report something and later feel you're being treated differently because of it, that's a second, separate thing to report.

Accommodations

If a disability affects how you do your job, you can request a reasonable accommodation at any time — this isn't limited to your first week. Talk to People Ops, who will work with you and your manager through an interactive process to figure out what would help, consistent with the Americans with Disabilities Act. You don't need to disclose a diagnosis to start that conversation, only what you need.

Questions

For anything that doesn't feel like it fits cleanly into "how do I get my job done," People Ops is the right first call.