• Flat structure - We are smart & agile company, where we avoid hierarchy. Responsibilities are distributed among many people that are assigned a certain role. For example, Talent Manager is responsible for selecting the best candidates for every projects from our internal team, but he’s not their boss or direct manager.
• Every voice is heard - important decisions are communicated throughout the company, and in many cases, made through voting. For example, when we considered moving the office, employees were informed about the costs and benefits of each option and allowed to decide the outcome. Every quarter, a company-wide retrospective is hosted. While only experts make decisions in areas such as marketing or sales strategy, the decision process is transparent and feedback is always welcomed.
• Transparency is one of the core values of Nomtek. Our financial condition is visible to every employee through our management platform, Nomtek Logic. Sales, marketing, and HR strategies are communicated on public Slack channels, as well as progress and obstacles met along the way. We share our victories and failures in our weekly company town hall meeting, called GBU.
• Orbit - We’ve created a set of health metrics for our organization which includes financial, hr, organization & team size factors. Nomtek’s goal isn’t hyper-growth, but a healthy and agile structure that can adapt to latest trends and economic recessions without the need of letting employees go.
• Strong employment metrics:
  • Over the last 3 years our churn rate is around 10%
  • 60% of us works here for 4+ years
  • 15% of us works here for 8+ years

Here's a brief explanation of Nomtek's way and motivation of our founder (video in Polish):

https://youtu.be/vjxn0ESye_c