This is the starting point for learning about the inner workings of our team. Meeting notes and real-time data are available at Fruition Guidebook.
At Fruition, we love to: GSD*. Communicate Progress. Have Fun.
*GSD = Get Sh*t Done
Team members at Fruition bookmark this page to jump off to various repositories of information related to excelling at Fruition.
Fruition’s mission is to get companies online, to keep them online and to use the Internet as their competitive advantage.
Fruition’s ideal client is a successful company that needs a digital partner to grow their business. Fruition excels at complex projects that require full-stack development, digital marketing and hosting.
Fruition focuses on health care, travel & hospitality, e-commerce and business-to-business (B2B). Fruition generates hundreds of millions of dollars in sales in these verticals and knows what it takes to win. In these industries, Fruition creates transformational digital products (websites and apps) for its clients that translate into significant enterprise value.
Fruition’s hiring process is not easy. Even with a tight job market, we want the right girls and guys to join the team to help us and our clients continue to build momentum. It is designed to ensure a good fit for the candidate, for Fruition and for Fruition’s clients. We do not want a candidate joining the team if it isn’t a good fit. While the process is hard, it is also fair. We do not play games. Literally, we’re not going to give you a silly puzzle that will have no correlation with the work you’ll be doing. The outcome of the hiring process is a great culture and talent fit.
Logistically, you will have at least 4 interviews before you receive an offer to join the team. You’ll need unanimous sign-off from at least 4 teammates and from the CEO & CFO before an offer is presented to you.
Fruition’s onboarding process ensures that all Fruition team members experience the same initial training and introduction to the company. This enables them to quickly become effective and efficient and to understand what it takes to become successful at Fruition through the proper behaviors (kicking ass) and skill set (always be improving).
We’re always looking for talented teammates to join Fruition. Even if you don’t see a position that you think fits your skill set, reach out anyway, and let us know what you are exceptional at. You can find open positions at https://fruition.net/careers/.
Having a “flat” org chart sounds great until you don’t know who can answer a question for you. With proper training and a servant-first leadership style, a proper org chart brings clarity to the team. Here is Fruition’s org chart (login required).
“Gray Men” are not tolerated. Gray Men are those that do not continuously improve. They are stuck on autopilot. Autopilot is fine if you’re brushing your teeth. If you’re writing code that drives an autonomous car, then you cannot be on autopilot, or it will fail. Or a competitor will write better code. Be passionate.
We ruthlessly protect our 20 sq. ft. of space. Meaning we all own the 20 sq. ft. around us. In that 20 sq. ft., we do not tolerate any Blaming, Complaining or Defending (“BCD”). Present solutions, not problems.
E+R=O: We understand that our interactions with teammates and clients are represented by this equation, “Event+Response=Outcome (E+R=O).” There is an Event, and it is our Response that matters. When there is an Event and we Respond to it, that creates the Outcome. What is the Outcome that we want? How do we get to that Outcome? It is always by having an intentional (not impulsive), purposeful and skillful response. E+R=O.
GSD: Get Sh*t Done
GAS: Give A Sh*t
BCD: No Blaming, Complaining or Defending. Look for solutions, not excuses.
Leaders clearly state what each team member must do to excel, how they are measured and how they can improve in near real time. Annual reviews are not tolerated, because they are slow and miss the teaching opportunity. We all demand a high level of performance of each other. If the performance is not delivered, leaders must make intelligent and deliberate changes to meet Fruition’s stated goals related to exceptional client delivery, as well as client and Fruition growth.
Fruition’s culture is defined and measured here: https://kb.fruition.net/display/FRUIT/Fruition+Dashboard
Accountability: Fruition does not have single contributors; the success of an individual, a client, a project, a campaign is determined by the collective team. Individual accountability is a necessity. Accountability is the obligation of an individual to account for activities, accept responsibility for them and disclose results in a transparent manner.
Clarity: We’ve outgrown games. Clarity cultivates understanding, creates accountability and unites purpose. With our clients and among ourselves, we make it a point to be overly transparent. This fosters efficiency, trust and authenticity, and it ultimately leads to on-time, on-target launches. Confusion is a choice; when something is unclear, ask for clarity.
Agility: Our world, clients and industry are constantly changing. This requires us to be innovative, fluid and flexible to respond rapidly to changes in our internal and external environments without loosing momentum, vision or clarity.
Fun: We do work hard, but we also like to have fun — with each other and with our clients. Fun is not ping pong tables in the office. Ping pong tables are a distraction. Fun is seeing a client beat their competitors or exceed one of their target KPIs. Here’s an example of fun: “Without Fruition, we would have been down year over year. Instead, we grew 30% this year, and our profit increased 15%.” That is what fun looks like at Fruition.
Respect: We believe in each other and trust each other. We value collaboration, we welcome new ideas from our teammates and clients, and we reward great work.
The client isn’t always right. That’s why they hired us. It is Fruition’s job to analyze the situation and offer the best solution for the client. We also don’t know the client’s business as well as they know it. It is our job to digest the information provided by the client and append it with our expertise. If we disagree with a client, we document why we disagree and inform the client. If the client makes a decision that goes against what we advise, we tell them that we understand and that we’re on board 100% to make their decision the winning solution. “I told you so” never enters our mind.
We demand that we treat clients with the utmost professionalism and courtesy, and we demand that in return. We are always accountable to clients. If we mess up or break something, we own it. If we do something great, we share in the success.
Communication with clients
It takes years to be considered an expert. The 10,000-hour rule is a baseline. Fruition developed a career matrix that helps team members understand where they are at and guide them within their career.
Fruition is organized into 5 business units:
A fundamental building block of meeting Fruition’s growth is delivering an exceptional client experience and developing innovative software delivered as a service to clients.