Join us as we share what we’re learning as we build a company that approaches work from a fresh perspective. We write about workplace culture, our finances, and our business decisions and strategies.
As an entirely remote team of more than 80 people, how we communicate is critical to how we operate as a company, collaborate, and build a solid remote culture. As they say, clear is kind. So we aim to be clear in our communication with each other across the team, and clear as a company what those expectations for communication best practices are so everyone can be aligned. We didn't always have communications expectations written down. When I joined Buffer in 2016, it was something I learned t
At Buffer, we regularly share cultural spotlights to connect our global team and help us understand one another at a deeper level. Ismail, one of our product designers, presents a deep dive into Morocco.
After hiring three new teammates I took an extended period off of work on sabbatical. This time ended up being really positive for my team, here's why and how I set everyone up for support while I was out.
In this article, Mike San Roman details why and how the Engineering team is prioritising the builder mindset.
Read all about the idea behind Build Week, what it means, and how we're approaching it.
Have you ever wondered what it's like to have a four day workweek? In this post, I detail the positive experience I've had switching to a shorter workweek while also sharing how some of my coworkers spend their Fridays off.
Pride month is celebrated annually in June to honor the 1969 Stonewall riots, and the work towards equality for the LGBTQ community. In June of 1969, patrons and supporters of the Stonewall Inn in New York City responded against police harassment and persecution, resulting in the historic uprising. These riots marked the beginning of LGBTQ movements globally, and is part of why we have Pride celebrations around the world. This year, in support of Pride Month, we are pleased to share a Fireside C
Do you ever wish there was a shortcut to better understanding everyone you worked with? I definite have. At Buffer, we've had assorted documents to communicate work preferences over the years. Some folks have kicked off specific documents called operating manuals or leadership blueprints. Still, we've never had anything centralized or standardized, which can be a superpower for this type of internal communication and collaboration, especially as a fully remote team. Earlier this year, we decid
In early 2021, we started talking about building a new tool at Buffer. We wanted to build a new feature to allow our customers to create beautiful micro sites easily. We wanted to create a simple, intuitive, and delightful experience. This new feature would be the first time we'd venture beyond focusing on purely social media tools in our 11-year history. Start Page launched in October 2021. Since then, we've made a lot of improvements and have been closely tracking its performance. In all hon
In this post we share how we collected our DEI data, used it to identify focus areas, and formulated a roadmap to support our goals, ensuring DEI is a foundational component of our company strategy.
Seeking opportunities to give back has always been part of the Buffer DNA. We started the wonderful tradition of profit sharing and charitable contributions at the end of 2017. Since then, we've been in the privileged position to make donations to charitable organizations every year as part of our profit sharing. We set aside 8 percent of our 2021 profit for profit sharing, we then match 20 percent of that total for our charitable donations. This came to a total of $17,966 for this year’s chari
75% of product launches fail according to HBR. But you can weigh the odds in your favor. Read the lessons we’ve learned about releasing a new product as an 11-year-old company.
Every year we increase our entire team’s salaries to keep up with market rates. Here's our why we do this and how it impacts operating expenses.
At the beginning of this year, we had a chance to explore new asynchronous training ideas for our remote team. Here's how we formatted it and encouraged participation.
Here's exactly what three hiring managers at Buffer shared about onboarding folks together or separately, along with some of the advice, conversations, and best practices we hold onto for onboarding in a remote and fully distributed team.
We tried including every member of our Advocacy team in onboarding for new Advocates. Not only did this new approach facilitate the new team member’s integration into our close-knit team, but it brought some surprise benefits, as well.
In 2022, we’re diving back into more intentional team-building both asynchronously, synchronously, plus we’re planning the occasional in-person meetup where available. Here’s how we’re approaching all of these events and all of our current initiatives.
This is Buffer's 2022 pay analysis, a look at our annual progress towards closing the unadjusted gender pay gap at Buffer.
Over the last year, I’ve done at least 400 values screening calls and I always turn the call over to the applicants to ask whatever questions they have for me. Here are the top ten questions I get asked and my responses.
On February 26th, our team became aware that access was obtained to a number of Buffer accounts and those accounts were used to spread support for Russia’s invasion of Ukraine. The accounts affected did not have two factor authentication (2FA) enabled, indicating that this was likely related to reused passwords as there continues to be no indication of a breach to Buffer. In total, 1,552 accounts were accessed, and of those, 618 accounts posted unauthorized content for a total of 766 unauthoriz
We eliminated two of our lower cost-of-living bands in our salary formula at Buffer. Here's my thinking behind this change and our approach to pay overall.
The first interview candidates go through at Buffer is a values interview. Here's what it looks like and why we start with values.
When we experimented with a four-day workweek it was initially for one month. As our CEO, Joel Gascoigne , wrote about in May 2020 when we first started the experiment, “This 4-day workweek period is about well-being, mental health, and placing us as humans and our families first.” Joel’s announcement about the four-day workweek in April, 2020. At the end of May, while we were collecting the data on how the experimen
In 2020, it was more important to us than ever to support small businesses and non-profit organizations. We’d love to highlight the organizations we supported in 2020 and the important work they’re doing, and how we came to support them.
