We would be happy to try except when it has write/merge permissions .
One click and auto merge are nice to have. Having the bot (and your company) able to deploy any code changes to production (by accident, via hack, etc) is a no go.
Suggest making them optional features and just having code comments/repo read version.
Not sure if it’s possible - but if the permissions could exclude specific branches that would be ok as well.
But needs to be no way a malicious actor could write/merge to main.
It's worked well with pretty role. However, for our Customer Success / Support team hours = hours out is more true than other roles. So for these roles its more about being able to attract people who are really good at their roles.
We don't track hours at all -- staff are expected to track their own hours and keep them to 32hrs. Occasionally something happens and people work longer hours in a week, however we then give them time off the following week.
I am co-founder of a 5 year old tech startup with 50 staff that introduced a 4dww / 32hr work week a little over 2 years ago.
Since are a lot of questions surrounding 4dww - Thought I might be able to offer some insights.
1. “four days but actually working longer” or “four days with reduced hours”.
-- We offer 32hrs work week, rather than the standard 40hrs in our home country. This is generally taken as 4 days, but some work 5 days with less ours (especially those with school aged children).
2. "What employers want to know is not what happens in poorly managed offices, but what happens in well managed offices where employee workload was already optimised."
-- I am going to be biased but we spent 3 year with standard work week, and I think we were highly productive as an organisation, our internal metrics, output and surveys agreed with this assessment. After 2 years, we haven't seen any noticeable / measurable decrease in output or performance compared to 5dww, or since we started.
3. "Do these companies close on a week day, like they just don’t open on a Monday."
-- We generally allow people to choose any day off they want, put have them put it in ~4 weeks before hand. Most people take either Monday or Friday, which means we always have some staff covering the days others have off. In smaller teams that speak with customers (sales/cs) they agree among the team who takes what days, and can trade, as long as we always have coverage.
4. "4 days week sounds great, if you hate your job and you already earn less than you deserve."
-- We pay top percentile as other startup/tech companies in our country's HQ. Anyone joining us shouldn't feel they are being paid any less than someone on 5dww -- and that is because we expect their output to match those of others working 5dww.
Overall we've found the move to be extremely successful at attracting and retaining talent with I believe helps us be significantly more productive than other startups I know doing 5dww.
We have a few things that I think help with our 4dww, include remote async with very flexible hours, hiring worldwide, transparent salaries and virtually no meetings in engineering.
One thing this flexibility allows us to do is ask our staff to be 'switched on' when they are working -- if for any reason they aren't being productive, we encourage them stop working, do something else, and come back later. We expect our staff aren't reading reddit, posting on hacker news, etc during work-time -- in return for the 32hrs we want to see it (almost) all productive.
I believe this, along with staff dropped the least important work gives us a similar/same output as 40hrs. With the benefit that we've been able to attract talent that otherwise may have gone elsewhere, with a turnover of virtually 0%.
Happy to answer any specifics about how we've implemented thing, or what I've seen as a co-founder leading a small (16 people) engineering team.
The 4dww has worked really well for us, we haven't found the same or increased productivity by moving to the 4dww. While also being able to attract and retain talent better.
We are a SaaS startup headquartered in New Zealand, with 16 engineers across NZ, Asia and Europe. We are now looking to build out our US-timezone team. We’re look for intermediate to staff engineers who care deeply about product. We are running full-stack typescript with React on the frontend, a well tested and comprehensive CI/CD pipeline and follow a modified version of shape up.
We offer an async remote culture, with a 4 day work week (at full pay), 20 days annual leave, 20 days personal leave, a funded home office and work-from-home stipend.
Runn builds a project and resource management platform with a focus on the human aspect of delivering great projects. We have customers across 70 countries, managing 40,000 staff, from small start-ups to fortune 100 companies.
World Cup schedule with no spoilers. Where you can save the teams you follow and make cal events for upcoming matches.
https://worldcup26-schedule.pages.dev/
A tech events listing page for New Zealand. Where approved organisers can freely post upcoming events and people can subscribe to hear of new events.
https://techevents.co.nz