Instantish is building an issue tracker designed to be used by every role in the company, not just those in engineering, product, or design. Instanstish integrates deeply with Slack and other tools where conversation and collaboration happens.
WE'RE INSTANTISH 🚀
We're solving the problem that issue trackers are mainly designed for one audience (engineers/designers/product managers), and for one interface (web). As a result, a lot of anti-patterns come up, like marketing people DMing an engineer to ask to create an issue, or team members screenshotting Slack conversations and pasting it in a web interface.
Our core product is a deeply integrated Slack app that blurs the line between issue tracking and conversation. We're currently in an early access program, where we fine tune every interaction. Members of the early access program include Wefunder, Glossier, Gumroad, and Framer.
We've raised $1.2M to expand the concept of issue tracking to something that is accessible in all team conversations, and by all team members 🎉
GENEROSITY AND INCLUSION 🤝
Our company values are generosity, inclusion, and maintaining a growth mindset.
A lot of companies can build good products, but trust is difficult to build and maintain. Being generous is how we want to build our company, and it also helps us communicate to our users that we're on their side, and trying to solve their problem without always thinking about how it immediately benefits us. We put out guides, resources, do research, and release open source projects, to help our users out, and include them in the process.
Inclusion is extremely important because it's important to the type of company we want to build, and inclusion is the same as being idea-driven. We think that great ideas come from everywhere and everyone, and a company's processes and tools should help identify, encourage, and grow these ideas.
The third value is growth mindset. We want all team members to feel supported in growing their skills and taking on challenges. Growth mindset also promotes intellectual confidence.
DIVERSE & INCLUSIVE TEAMS BUILD BETTER PRODUCTS 🔨
Diversity is incredibly important to us at Instantish. Not only because diverse teams create better products and companies, but also because everyone should be able to thrive and feel included in the tech industry. We also think inclusion isn't binary, and there is always more work to be done.
Equity is important because it involves individualizing support and resources, and recognizing the unique contributions of underrepresented team members. A company process is weak when it only works for a subset of the company, and a diverse team will more quickly identify these broken processes.
Inclusivity means believing that good ideas come from everyone and everywhere. It's important because it helps us build a better product and company. Inclusivity is something that we should be actively thinking and talking about. Growth mindset is another one of our values, and that doesn't just mean growth for individual team members, but for the company as well. A concrete way to achieve this is investing in programs and resources (like Black Tech Pipeline) to help our company grow in the right direction, instead of putting the work on our underrepresented team members.
Practicing inclusion can involve throwing out a lot of common practices and even "best practices". One example is "good ideas float to the top". This is absolutely not true. Ideas need to be proactively encouraged and nurtured, from everyone in a company. Another process we are examining is code reviews. For example, how do we promote psychological safety and reduce bias, for both the code writer and the reviewer? And another important process is performance reviews. Typically, they over-emphasize "technical" contributions and under-emphasize high-leverage activities like planning, diversity and inclusion, process development, and communication.
SUPPORTING OUR TEAMMATES❤️
We invest in weekly hourly 1:1s where we try to talk about "work" work as little as possible and talk more about how the team member is feeling about their work environment, and ways that the manager can support or change that.
When a new hire joins (and at the interview stage), we talk about their goals in terms of where they want to be in a few years, and how we can support that. We also do hourly 1:1s, to hold enough space to talk about ways to improve process, culture, work/life balance, inclusivity, etc.
We also promote the idea of "opening up your issue tracker". It's very typical in the tech community that people within a company have very different levels of access to putting their ideas forth, but everyone in a company should be able to easily contribute ideas/feedback.
INTERVIEW PROCESS 📝
1. Coderbyte interview
2. Short call with Marissa, the Founder
3. Coding exercise with an Engineer
4. Product exercise
5. Another call with Marissa or with an investor/team member
PTO of 3 weeks a year
$400/mo toward health insurance
$200/mo learning budget
New MacBook Pro for work.