removed duplicate handbook
This commit is contained in:
Ramon Perez
parent
f97d4d9355
commit
2eeb0b15e8
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import type { MetaRecord } from "nextra";
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/**
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* type MetaRecordValue =
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* | TitleSchema
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* | PageItemSchema
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* | SeparatorSchema
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* | MenuSchema
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*
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* type MetaRecord = Record<string, MetaRecordValue>
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**/
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const meta: MetaRecord = {
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index: {
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title: "Welcome",
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},
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"about-seperator": {
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title: "About Menlo",
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type: "separator",
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},
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why: "1. Why does Menlo Exist?",
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money: "2. How we make Money",
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who: "3. Who We Hire",
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philosophy: "5. Menlo's Philosophies",
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brand: "6. Brand & Identity",
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"how-we-work-separator": {
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title: "How We Work",
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type: "separator",
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},
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team: "Team Roster",
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culture: "Menlo's Culture",
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how: "How We Build",
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sell: "How We Sell",
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"hr-separator": {
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title: "HR",
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type: "separator",
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},
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lifecycle: "HR Lifecycle",
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hr: "HR Policies",
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comp: "Compensation",
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};
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export default meta;
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---
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title: Brand & Identity
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asIndexPage: true
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---
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@ -1,17 +0,0 @@
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import type { MetaRecord } from "nextra";
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/**
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* type MetaRecordValue =
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* | TitleSchema
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* | PageItemSchema
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* | SeparatorSchema
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* | MenuSchema
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*
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* type MetaRecord = Record<string, MetaRecordValue>
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**/
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const meta: MetaRecord = {
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bonus: "Bonus",
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esop: "ESOP",
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}
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export default meta;
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---
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title: "ESOP"
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description: "Employee Stock Options"
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Shares and Equity
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Menlo is [employee-owned](/handbook/why/ownership). The people building Menlo own a meaningful percentage of the company over time.
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### Distributions
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Every 6 months, Menlo distributes 1% of company equity among its team members:
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- Dec 2023: 1% distributed among 10 team members (1 part-time)
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- June 2024: 1% distributed among 15 team members (4 part-time)
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- Dec 2024: 1% distributed among 18 team members (5 part-time)
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Distributions are performance-based, and cover both full-time and part-time team members and open source contributors.
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This schedule is subject to change based on the discretion of the board.
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@ -1,38 +0,0 @@
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---
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title: "Compensation"
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description: "Payment and benefits schemes."
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asIndexPage: true
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Compensation
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### Pay
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Everyone at Menlo is on the same payscale, with cost of living adjustments based on [location](#location).
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Your base cash pay is determined based on realized impact, not titles. Workstream owners, responsible for the success/failure of a project & team, are compensated more than individual contributors. Folks at the same contribution levels receive equitable base pay.
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Based on your [progression](progression) speed, we have been known to adjust pay frequently and aggressively.
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### Location
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We provide a location adjustment for folks living in a high cost of living area. We use the [Numbeo](https://www.numbeo.com/cost-of-living/) index to arrive at a fair & equitable total.
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### Bonus
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Depending on location, we pay a discretionary cash bonus twice per year. The bonus typically ranges from 5-17% of your base pay, and is based on the company's performance and your individual contribution.
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### ESOP
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We offer an employee stock ownership plan to all full-time employees. The ESOP is a key part of our compensation package and is designed to align everyone's incentives with the long-term success of the company. Read our [ESOP policy](esop).
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### Benefits
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- **Equipment**: After the probation period, you get a $1000-$1500 USD budget for equipment. Eligible items inlude: laptop, monitors, keyboard, mouse, and noise cancelling headphones. Please see our [spending policy](spending) for more details.
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- **AI Subscriptions**: We are an AI native team - the expectation is to use AI to 100x your productivity. You get $100/month towards AI subscriptions and tools. Search `AI API Key Access Instructions` in Discord to get access.
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- **Language & Presentation Skills**: We grant a $100 yearly budget to improve in language skills (eg [Italki](https://www.italki.com/), [Elsa](https://elsaspeak.com/en/), [Cambly](https://www.cambly.com/english?lang=en) tutors, classes and books)
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---
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title: How We Communicate
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---
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We're a small, fully-remote team spanning 4 continents and 9 cultures. To make this work, here are some guidelines.
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### Expectations
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- **Assume Hanlon’s Razor**: “Never attribute to malice that which is adequately explained by ~~stupidity~~ lack of communication or ambiguity.”
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- **Ask Stupid Questions**: If you're not sure, ask. We are all learning.
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- **Boil the Ocean into a Single Droplet**: We trust you to tackle ambiguity and complexity head-on. Share the insights, abstract the details.
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> Tip: "I've been thinking about X, and I think we should do Y because Z. What do you think?"
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- **Documentation First**: Start with a pull request. Overcomment your code. Publish changes to docs.
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- **Async Communication over Meetings**: If you schedule a meeting, there should be a clear agenda & outcome.
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> Tip: spend the first 10 minutes of the meeting reading over **prepared materials**. This way, everyone is well informed and can arrive at a better discussion/decision.
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---
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title: How We Fight
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---
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import type { MetaRecord } from "nextra";
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/**
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* type MetaRecordValue =
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* | TitleSchema
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* | PageItemSchema
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* | SeparatorSchema
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* | MenuSchema
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*
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* type MetaRecord = Record<string, MetaRecordValue>
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**/
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const meta: MetaRecord = {
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github: "Github",
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discord: "Discord",
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sprints: "Sprints",
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okrs: "OKRs",
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infra: "Infra",
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analytics: "Analytics",
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};
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export default meta;
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---
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title: Analytics
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---
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## Internal Tools
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We like to make AI do the boring stuff. We also automate and dogfood our own tools as much as possible.
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### Tools
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- **Github**: For engineering specs, sprint planning, and documentation.
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- **Discord**: For chat, voice, and video calls.
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- **Google Hangouts**: For a short, daily standup.
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- **Gmail**: For external communication.
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- **HackMD/Obsidian**: For ad hoc ideas and meeting notes.
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- **Excalidraw**: For whiteboarding.
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- **Password Manager**: You will be invited.
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- **Jan/Cortex**: A personal, private copilot.
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### Infrastructure
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We use a mix of cloud providers and build our on-premises hardware to cut costs and optimize performance.
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- Singapore Cluster: For training and inference.
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- Hanoi Cluster: For CI/CD and data pipelines.
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- Burst Compute: We like Runpod for larger training runs.
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See [Infra](/handbook/infra/infra) for more details.
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### CI/CD
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We have a dedicated devops/mlops team. Ping in the `infra-internal` channel for any requests.
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### Automations
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We have a dedicated automations engineer. Her goal is to automate yesterday's tasks today, so that you are doing something different tomorrow.
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Ping in the `#automations` channel for any requests.
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## Github
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Building in public is in our organizational DNA.
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We open-source our code, share our learnings, and contribute back to the community. Sometimes it may feel like we're giving away our secret sauce, but we believe that the benefits of transparency and collaboration far outweigh the costs.
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### Build in Public
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- [Daily updates](https://discord.gg/AxypHJRQxd)
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- [Project management](https://github.com/orgs/menloresearch/projects/5/views/25)
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- [Open weights, open data](https://huggingface.co/homebrewltd)
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- [Live training runs](https://discord.gg/BmA5DbxeEb)
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- [Monthly community calls](https://discord.gg/J4aQxRUddD?event=1337239895755853846)
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---
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title: Infra
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---
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## Sprints
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[Menlo sprints](https://github.com/orgs/menloresearch/projects/5/views/25) are every 2 weeks.
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Releases are QA'd prior to release. We never release on Fridays, unless ya'll wanna come back on Saturday.
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---
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title: "One on Ones"
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description: "One on Ones."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## 1-on-1s
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We don't schedule recurring 1-on-1s, because in our experience, engineers and researchers [hate it](https://www.reddit.com/r/cscareerquestions/comments/14rkbwv/does_anybody_else_hate_their_11_meetings/). We believe it's better to address issues and provide feedback as they arise.
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If you need to discuss something with us, simply book a time on the founder or team lead's calendar. **We're always available to chat.**
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✅ Do:
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- Schedule check-ins as soon as you need them
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- Provide honest feedback and criticism (we appreciate it!)
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❌ Don't:
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- Wait for a scheduled one-on-one to raise issues
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- Ask for confirmation before scheduling a check-in
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### Exceptions
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If you'd like to establish regular check-ins, please let us know and we're very happy to set one up.
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import type { MetaRecord } from "nextra";
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/**
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* type MetaRecordValue =
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* | TitleSchema
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* | PageItemSchema
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* | SeparatorSchema
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* | MenuSchema
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*
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* type MetaRecord = Record<string, MetaRecordValue>
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**/
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const meta: MetaRecord = {
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leave: "Time off",
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"side-gigs": "Side gigs",
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spending: "Spending",
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retreats: "Team retreats",
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travel: "Travel",
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progression: "Progression",
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"1-on-1s": "1-on-1s",
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};
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export default meta;
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---
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title: "Interviewing"
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description: "How to interview and hire outliers."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Interviewing
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Our talent pipeline is an organizational moat. This guide walks you through our interviewing process.
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### Process
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Menlo's interview process is designed to be self-serve.
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1. **Application**: Candidates apply through our [careers page](https://homebrew.bamboohr.com/careers). We use a combination of AI and human review to shortlist candidates.
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2. **Initial Screening**: Shortlisted candidates are invited to a 30-minute initial screening, usually with HR/founder.
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3. **2-3 Interviews**: Candidates are interviewed by 2-3 team members. Each interview is 30-45 minutes long.
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4. **Founder interview**: The final interview is with one of the founders. This is a 30-minute interview.
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5. **Deliberation**: Candidates are evaluated based on their interviews and portfolio. We aim to make a decision within 1 week.
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We aim to be data-driven, and each open role is tracked in our ATS (BambooHR). We use this data to improve our hiring process.
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> Historically, our acceptance rate has been less than 1% of all applications. For direct referrals, this rate is higher at >10%.
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### Preparing for Interviews
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To start interviewing, please follow these steps:
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- [ ] Indicate your interest in helping with interviews to HR.
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- [ ] Shadow existing interviews (2-3) to understand our process and ask questions.
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- [ ] Create a [Google Appointments link](https://workspace.google.com/intl/en_sg/resources/appointment-scheduling/) for your interviews. Make sure to set a default Google Hangouts link. Share the link with HR.
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- [ ] New candidates will automatically schedule interviews with you using the Google Appointments link.
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- [ ] If you have an upcoming interview, review their resume and prepare thoughtful questions.
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- [ ] Input **detailed evaluations in BambooHR ATS** after each interview.
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### Evaluation
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We do not use a scoring system for interviews and prefer to encourage natural conversation.
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However, if you do need an evaluation template, you can use the following:
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| Criteria | Description | Response | Notes |
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|--------------|----------------------------------------|--------------|--------------------------------------------|
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| Technical Skills | Proficiency in relevant technical areas (AI, robotics, programming, etc.) indicated in the resume |||
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| Fundamentals | Understanding of core concepts in the candidate's field of expertise (math, statistics, ML, physics, etc.) | | |
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| Problem-Solving Ability | Ability to approach and solve complex problems |||
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| Communication Skills | Clarity and effectiveness in communication |||
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| Cultural Fit | Alignment with company [values](/handbook/philosophy/humanity) and [culture](/handbook/who/curiosity) |||
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| Overall Impression | General impression of the candidate's suitability for the role |||
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---
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title: "Time Off"
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description: "Vacation and unplanned leave policy."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Time Off
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We offer 14 base vacation days, unlimited sick leave, and additional public holidays based on your respective region.
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### Planning Leave
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1. Submit the days in BambooHR at least 1-2 weeks in advance
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2. Inform your team as early as possible
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### Public Holidays
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We observe public holidays in our respective countries of residence. You do not need to use vacation days.
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### Illness & Unplanned Leave
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Please submit all sick leave requests in BambooHR with a medical certificate (when applicable). For sick leave longer than 1 week, please inform HR and your team.
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### Parental
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We offer parental leave for eligible staff. Please inform HR to coordinate parental leave.
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---
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title: "One on Ones"
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description: "One on Ones."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Career Progression
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### Promotions
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We don't believe in titles. We believe in fair compensation and fast progression.
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> Previously, we have been known to organically promote team members 2x within 6 months of joining.
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### Perks
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- Your contributions are Open Source and public
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- Speaking opportunities at conferences (we get invited often)
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- Direct access to a large network of advisors
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- No shortage of hard problems (you don't need to "prove" yourself before working on something interesting)
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- Visibility across our hardware, software, and research projects
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- Real, blunt feedback, at scale (our users are not shy!)
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- Hard, tough, evergreen problems
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---
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title: "Retreats"
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description: "Annual Team Retreat."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Retreats
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We host an annual team retreat to bring the team together, bond, and plan for the year ahead.
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Previous retreats have been held in:
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- 2023 (8 people): Ho Chi Minh City, Vietnam
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- 2024 (16 people): Singapore
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- 2025: TBA!
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## Meetups
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We encourage team members to meet up in person whenever possible. Remote work can get lonely, and we offer a small budget for regional get-togethers.
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---
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title: "Side Gigs"
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description: "Best practices around external engagements."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Side Gigs
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We have a permissive policy regarding side gigs, similar to [Posthog's](https://posthog.com/handbook/people/side-gigs).
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However, our main ask is for Menlo to be your "main gig", as you will be taking a crucial role in success/failure of Menlo. Manage your time in a way that is fair to the company and your colleagues.
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At the end of the day, you all own (or will own) shares of the company. Handle company IP as you would your own property.
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### Declaration
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**For work in related industries, we do ask for an upfront declaration**, so that we can clear potential conflicts of interest.
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Please fill out the following form and submit it to: `hr@menlo.ai`
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| Dates | Organization | Nature of Work | Hours/week |
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|-------------|--------------|----------------|------------|
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| | | | |
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| | | | |
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| | | | |
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### A Note on IP
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Startups & careers die because of IP disputes from moonlighting employees. Please respect all party's IP - never intermingle assets (like laptops and logins) between engagements.
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---
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title: "Spending"
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description: "Spending and reimbursement policy."
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---
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import { FaDiscord, FaMap } from "react-icons/fa";
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import { Steps } from "nextra/components";
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## Spending
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We are incredibly frugal and intend to be around in 50 years. However, we avoid being "penny-wise & pound-foolish" and spend when it matters.
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### Expenses
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#### Software
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For software subscriptions and other expenses incurred as a part of [benefits](compensation#benefits), please save receipts and submit it as a reimbursement [request](#reimbursements).
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#### Large Purchases
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For larger purchases like equipment, please first submit a purchase request through `#admin-requests` in Discord.
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We can directly order for you or reimburse you for the purchase.
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#### Incidentals
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|
||||
We don't have a policy for incidentals. We trust you to make the right decisions, while keeping in mind that we are a startup and every dollar counts.
|
||||
|
||||
### Reimbursements
|
||||
|
||||
Reimbursements are processed at the end of every month with payroll.
|
||||
|
||||
Email all receipts (required) & the following form to `finance@menlo.ai`:
|
||||
|
||||
| Date | Description | Amount | Currency | Exchange Rate | Total (USD) |
|
||||
|------------|-------------|--------|----------|---------------|-------------|
|
||||
| | | | | | |
|
||||
| | | | | | |
|
||||
| | | | | | |
|
||||
| | | | | Grand Total | |
|
||||
@ -1,23 +0,0 @@
|
||||
---
|
||||
title: "Travel"
|
||||
description: "Travel policy."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
## Travel
|
||||
|
||||
We encourage team members to represent Menlo at conferences and travel for in-person alignment
|
||||
|
||||
For all work travel, we ask that you get approval from HR before confirming your trip & booking flights/hotels.
|
||||
|
||||
### Bookings
|
||||
|
||||
We prefer to directly book flights & hotels on your behalf, through our travel portals.
|
||||
|
||||
If you need to arrange travel by yourself, please obtain a travel budget first. Save all receipts for reimbursement.
|
||||
|
||||
### Per Diem
|
||||
|
||||
Depending on the location, we provide a USD$20 per diem for meals and incidentals. This is incrementable based on the location.
|
||||
@ -1,51 +0,0 @@
|
||||
---
|
||||
title: "Menlo Team Handbook"
|
||||
description: "Menlo advances humanity through generally intelligent exoskeletons and robots."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
## Menlo Handbook
|
||||
|
||||
> Menlo's Handbook is inspired by [Posthog](https://posthog.com/handbook) and [Gitlab](https://handbook.gitlab.com/).
|
||||
> Thank you for showing us the way 🙏
|
||||
|
||||
### Welcome!
|
||||
|
||||
This handbook explains how [Menlo Research](https://menlo.ai) works, and is public.
|
||||
|
||||
Menlo's Handbook is a [living document](https://en.wikipedia.org/wiki/Living_document), as Menlo is constantly evolving.
|
||||
|
||||
<Steps>
|
||||
|
||||
### Chapter 1: Why does Menlo exist?
|
||||
|
||||
- [What problem are we solving?](/handbook/why/problem)
|
||||
- [Who we are building for](/handbook/why/icp)
|
||||
- [Investors](/handbook/why/ownership)
|
||||
|
||||
### Chapter 2: How we make money
|
||||
|
||||
- [How we make money](/handbook/money/how)
|
||||
- [What is our moat](/handbook/money/moat)
|
||||
|
||||
### Chapter 3: Who we hire
|
||||
|
||||
- [The Fast and the Curious](/handbook/who/curiosity)
|
||||
- [Underdogs Welcome](/handbook/who/underdogs)
|
||||
- [dy/dx > y-intercept](/handbook/who/dydx)
|
||||
|
||||
### Chapter 4: How we work
|
||||
|
||||
- [Remote-first](/handbook/how/remote)
|
||||
- [Open-source](/handbook/how/open-source)
|
||||
- [How we coordinate](/handbook/how/tools)
|
||||
- [Sprints](/handbook/how/sprints)
|
||||
|
||||
### Chapter 5: Menlo's Philosophy
|
||||
|
||||
- [Lateral Thinking using Withered Technology](/handbook/philosophy/lateral)
|
||||
- [Humanity-aligned](/handbook/philosophy/humanity)
|
||||
|
||||
</Steps>
|
||||
@ -1,18 +0,0 @@
|
||||
import type { MetaRecord } from "nextra";
|
||||
|
||||
/**
|
||||
* type MetaRecordValue =
|
||||
* | TitleSchema
|
||||
* | PageItemSchema
|
||||
* | SeparatorSchema
|
||||
* | MenuSchema
|
||||
*
|
||||
* type MetaRecord = Record<string, MetaRecordValue>
|
||||
**/
|
||||
const meta: MetaRecord = {
|
||||
interviewing: "Interviewing",
|
||||
onboarding: "Onboarding",
|
||||
offboarding: "Offboarding",
|
||||
};
|
||||
|
||||
export default meta;
|
||||
@ -1,4 +0,0 @@
|
||||
---
|
||||
title: Interviewing at Menlo
|
||||
asIndexPage: true
|
||||
---
|
||||
@ -1,31 +0,0 @@
|
||||
---
|
||||
title: "Offboarding from Menlo"
|
||||
description: "Offboarding Checklist."
|
||||
asIndexPage: true
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
## Offboarding
|
||||
|
||||
We are grateful for the time you spent with us. In many cases, you have moved on to start your own companies or to pursue your life's work. We'll be cheering you on from the sidelines and hope you remain part of the Menlo community.
|
||||
|
||||
To ensure a seamless transition, we've outlined our offboarding process below.
|
||||
|
||||
### Notice Period
|
||||
|
||||
For voluntary departures past the probation period, we ask for 45 days notice both ways. This is to ensure a smooth transition for the team. We understand that this may not always be possible and will work with you to find a solution.
|
||||
|
||||
### Final Pay
|
||||
|
||||
Final pay & reimbursements will be processed at the end of the month with regular payroll. Unused vacations, equipment, and other considerations will also be netted in the final pay.
|
||||
|
||||
In terms of ESOP, we understand that most people are not in a position to exercise their options within a 90 day period. As a gesture of goodwill, we often grant a lengthy exercise period for good leavers. This is at the discretion of the board and is not guaranteed.
|
||||
|
||||
### Checklist
|
||||
|
||||
- Arrange to return equipment. If you wish to keep your equipment at a discounted rate, please inform HR.
|
||||
- Assign all ongoing projects & Github issues to a team member.
|
||||
- Optional: good leavers may request a recommendation letter from HR.
|
||||
- Optional: request an exit interview to provide feedback on your experience at Menlo.
|
||||
@ -1,78 +0,0 @@
|
||||
---
|
||||
title: "Onboarding to Menlo"
|
||||
description: "Onboarding Checklist for New Hires."
|
||||
asIndexPage: true
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
## Onboarding
|
||||
|
||||
Welcome to Menlo! We are excited to have you join our team. This guide walks you through the onboarding process.
|
||||
|
||||
> You will receive an onboarding invitation morning of your first day. Prior to the scheduled onboarding call, please send your Github & Discord handles to `hr@menlo.ai`.
|
||||
|
||||
### Expectations
|
||||
|
||||
| Expectation | Description |
|
||||
|-------------|-------------|
|
||||
| **Take Initiative** | Take ownership of an area. If you see a problem, take it and own it to completion. Your work will often not be defined. Take the initiative to figure out what needs to be done, seek clarification, and then communicate what your plan to the team. |
|
||||
| **Bias to Action** | There are many problems to solve. Don't ask for permission or try to build consensus - just take action. After 2-3 months, you should be able to show clear results having turned around a problem-filled area. |
|
||||
| **Communication** | Clear and timely communication is key. If unsure, ask questions. We are a global team and respect is paramount. Disrespectful behavior is not tolerated. Focus on problem-solving, not personal attacks. Assume Hanlon’s Razor: “Never attribute to malice that which is adequately explained by lack of ~~stupidity~~ communication or ambiguity.” |
|
||||
| **Mastery** | In this frontier industry, expertise comes from doing. Own your area and build mastery. |
|
||||
|
||||
For more details, see our guides on [remote work](/handbook/how/remote).
|
||||
|
||||
### Code of Conduct
|
||||
|
||||
- **Availability and Communication**: Ensure you are available and engaged during designated work hours and scheduled meetings.
|
||||
- **Work Environment**: Strive to create a quiet and distraction-free workspace whenever possible, especially on video calls.
|
||||
- **Video Participation**: Video participation is expected unless there are exceptional circumstances.
|
||||
- **Dress Code**: Casual attire is perfectly acceptable for meetings, but please exercise good judgment (e.g. no pajamas).
|
||||
- **Vacations:** Communicate leave at least 2 weeks (1 sprint) in advance via Bamboo.
|
||||
- **Emergency Leave:** Please inform Daniel, Nicole and HR in your #hr-channel if you require emergency leave.
|
||||
- **Side Gigs Policy**: See [side-gigs](side-gigs). Please consult with HR on engagements with potential legal & IP implications.
|
||||
- **Sexual harassment:** We have a zero tolerance policy against behavior of a sexual nature that could reasonably be expected to cause offense or humiliation, e.g. verbal, nonverbal, or physical conduct, via written and electronic communications.
|
||||
|
||||
### Tools
|
||||
|
||||
As much as possible, we build-in-public and use the following tools to asynchronously collaborate:
|
||||
|
||||
- [Github](https://github.com/menloresearch)
|
||||
- [Menlo Discord](https://discord.gg/VSbRN3vwCD)
|
||||
- [Google Workspace](https://workspace.google.com)
|
||||
- [Hugging Face](https://huggingface.co/menloresearch)
|
||||
- Password Manager: You will be invited
|
||||
- AI Tools and API keys: Coding with AI is heavily encouraged
|
||||
|
||||
### Checklists
|
||||
|
||||
#### Day 1
|
||||
|
||||
- Sign all HR documents.
|
||||
- Download and access all tools.
|
||||
- Check calendar invites: daily standups and TGIF.
|
||||
- Introduce yourself in the [`#welcome`](https://discord.gg/VSbRN3vwCD) Discord channel.
|
||||
- Set up your [BambooHR](https://homebrew.bamboohr.com/home) account.
|
||||
- Set up VPN. Search `VPN access instructions` in Discord for the latest instructions.
|
||||
- Check out the current sprint in [Github](https://github.com/orgs/menloresearch/projects/5)
|
||||
- Ask questions in your private `#hr-NAME` channel.
|
||||
|
||||
<details>
|
||||
<summary>Import **Who's out** (on leave) calendar from BambooHR</summary>
|
||||
|
||||
- Go to https://homebrew.bamboohr.com/calendar. Login if needed.
|
||||
- Click on the gear icon, select **iCal Feeds...**
|
||||
- Select **Create Calendar Feed** under **Who's Out**. Copy the generated link.
|
||||
- In Google Calendar, you can import the new calendar from URL.
|
||||
|
||||
</details>
|
||||
|
||||
#### Week 1
|
||||
|
||||
- Post daily updates in the [`#daily-updates`](https://discord.gg/AxypHJRQxd) channel prior to standup.
|
||||
- Review this [Menlo Handbook](https://menlo.ai/handbook).
|
||||
- Push 1 PR into this Handbook. This a living document!
|
||||
- Disclose side gigs with potential legal & IP implications to HR.
|
||||
- Attend TGIF demos on Friday afternoon (6PM GMT+8).
|
||||
@ -1,17 +0,0 @@
|
||||
import type { MetaRecord } from "nextra";
|
||||
|
||||
/**
|
||||
* type MetaRecordValue =
|
||||
* | TitleSchema
|
||||
* | PageItemSchema
|
||||
* | SeparatorSchema
|
||||
* | MenuSchema
|
||||
*
|
||||
* type MetaRecord = Record<string, MetaRecordValue>
|
||||
**/
|
||||
const meta: MetaRecord = {
|
||||
how: "How we make money",
|
||||
moat: "What is our moat",
|
||||
};
|
||||
|
||||
export default meta;
|
||||
@ -1,63 +0,0 @@
|
||||
# How we make money
|
||||
|
||||
> In a great market — a market with lots of real potential customers — the market pulls product out of the startup.
|
||||
>
|
||||
> - When a great team meets a lousy market, market wins.
|
||||
> - When a lousy team meets a great market, market wins.
|
||||
> - When a great team meets a great market, something special happens.
|
||||
>
|
||||
> — Marc Andreessen
|
||||
|
||||
## Our Markets
|
||||
|
||||
We focus on markets where these breakthroughs are just beginning:
|
||||
|
||||
| Market | 2025 | 2032 | Growth |
|
||||
|--------|------|------|---------|
|
||||
| AI Agents | $3.7B | $104B | 44.9% |
|
||||
| Edge AI Hardware | $27B | $270B | 33.3% |
|
||||
| Datacenter AI Hardware[^3] | $142B | $837B | 34.3% |
|
||||
| GPU Cloud | $6B | $74B | >35% |
|
||||
| Hyperscaler [^5] | $231.2B | $2.1T | 37.8% |
|
||||
| Generative AI | $40B | $1.3T | 42% |
|
||||
| Robotics | $90B | $350B | 15.2% |
|
||||
|
||||
These markets represent massive potential. Even a small slice—just 0.01%—would mean $213.4M in revenue by 2032.
|
||||
|
||||
But the real opportunity is in creating the value.
|
||||
|
||||
### Value Creation vs Value Capture
|
||||
|
||||
> "A platform is when the economic value of everybody that uses it, exceeds the value of the company that creates it. Then it's a platform." — Bill Gates
|
||||
|
||||
We build for creating value:
|
||||
- Create massive value through open source
|
||||
- Grow the entire industry
|
||||
- Capture a small percentage of the expanded market
|
||||
|
||||
This creates a virtuous cycle:
|
||||
1. Open source drives adoption
|
||||
2. Adoption expands the market
|
||||
3. Market expansion increases our opportunity
|
||||
4. Small percentage of large market = significant value
|
||||
|
||||
## Being Frugal
|
||||
|
||||
Success equation: Revenue minus Costs. We're good at the second part.
|
||||
|
||||
Constraints breed innovation:
|
||||
- Resourcefulness over resources
|
||||
- Creativity through limitations
|
||||
- Solutions without spending
|
||||
|
||||
Menlo started as an open source project, with very little money. This has shaped our DNA:
|
||||
- Choosing essential tools (e.g. Discord over Slack)
|
||||
- Growing at $0 CAC without ads
|
||||
- Building by creating value, not burning money
|
||||
|
||||
The foundation of our perspective is [Lateral Thinking](/handbook/philosophy/lateral).
|
||||
|
||||
## Sources
|
||||
|
||||
[^3]: [GlobalNewsWire: AI Server Market](https://www.globenewswire.com/news-release/2025/01/13/3008197/28124/en/AI-Server-Market-Global-Outlook-to-2030-by-Processor-Type-Function-Form-Factor-and-Cooling-Technology.html)
|
||||
[^5]: [Fortune Business Insights: Hyperscaler Market](https://www.fortunebusinessinsights.com/hyperscale-cloud-market-107832)
|
||||
@ -1,16 +0,0 @@
|
||||
## What is our moat?
|
||||
|
||||
We fundamentally believe that our moat is our team's ability to continually innovate:
|
||||
|
||||
- Culture of curiosity
|
||||
- Inventing new products
|
||||
- Recovering from failure
|
||||
- Attracting next generation of talent
|
||||
|
||||
### Inspiration
|
||||
|
||||
> In the face of disruptive technologies, moats created by closed source are temporary. Even OpenAI’s closed source approach can’t prevent others from catching up.
|
||||
>
|
||||
> So we anchor our value in our team — our colleagues grow through this process, accumulate know-how, and form an organization and culture capable of innovation. That’s our moat.
|
||||
>
|
||||
> Liang Wenfeng, Deepseek
|
||||
@ -1,18 +0,0 @@
|
||||
import type { MetaRecord } from "nextra";
|
||||
|
||||
/**
|
||||
* type MetaRecordValue =
|
||||
* | TitleSchema
|
||||
* | PageItemSchema
|
||||
* | SeparatorSchema
|
||||
* | MenuSchema
|
||||
*
|
||||
* type MetaRecord = Record<string, MetaRecordValue>
|
||||
**/
|
||||
const meta: MetaRecord = {
|
||||
humanity: "Humanity-aligned",
|
||||
lateral: "Lateral Thinking using Withered Technology",
|
||||
optimism: "Perpetual Optimism is a Force Multiplier",
|
||||
};
|
||||
|
||||
export default meta;
|
||||
@ -1,69 +0,0 @@
|
||||
---
|
||||
title: "Humanity-aligned"
|
||||
description: "Menlo exists because technology lets humanity work as one."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
import Image from 'next/image';
|
||||
|
||||
# Humanity-aligned
|
||||
|
||||
<br />
|
||||
|
||||
<Image src="/images/our-blessed-homeland.jpg" alt="Our Blessed Kingdom" width={800} height={450} />
|
||||
|
||||
> "The imagined community of the nation is always limited and sovereign, yet human connections and cooperation stretch far beyond borders." — Benedict Anderson
|
||||
|
||||
## Why this matters
|
||||
|
||||
- AI is geopolitical. Nation-states compete to control it
|
||||
- We are concerned about those using AI to stoke division, profit from lies, and spur conflict
|
||||
- Some of us come from places where war isn't distant—it's family history
|
||||
- Technology should unite, not divide
|
||||
|
||||
## Who we are
|
||||
|
||||
- Remote team across 7 countries
|
||||
- Diverse backgrounds, united by mission
|
||||
- Many of us are [third culture kids](https://en.wikipedia.org/wiki/Third_culture_kid)—growing up between worlds
|
||||
- We often find ourselves misunderstood: an Asian-majority team, English-speaking, influenced by global philosophies
|
||||
- Crossroad cultures shape us:
|
||||
- Turkiye: Europe, Asia, Middle East converge
|
||||
- Singapore: Trade hub bridging worlds
|
||||
- We respect each other's cultures and build on shared values
|
||||
|
||||
## Menlo's stance
|
||||
|
||||
- Humanity first. We build for people, not governments or factions
|
||||
- AI should enable:
|
||||
- Shared prosperity
|
||||
- Universal education
|
||||
- Peaceful collaboration
|
||||
- Technology **must** empower humanity to do more—together
|
||||
|
||||
## The bigger picture
|
||||
|
||||
- Human history is one of scaling cooperation:
|
||||
- Small-scale [kin groups](https://www.sciencedirect.com/science/article/pii/S0960982219303343) → diverse political formations → [modern nation-states](https://en.wikipedia.org/wiki/Westphalian_system) → global networks
|
||||
- Empires rose and fell. Nationalism united and divided. Globalization connected and excluded
|
||||
- History doesn't progress. It moves—messy, cyclical, and full of contradiction
|
||||
- Technology changes the terrain:
|
||||
- Like ant colonies forming complex systems from simple interactions, humans have always built networks beyond central control
|
||||
- Complexity emerges from countless small decisions—but unlike ants, we carry ideologies, ambitions, and fears
|
||||
- AI is another fork in the road. It can reinforce old hierarchies or dismantle them. It can be used to surveil or to liberate
|
||||
|
||||
## Why we exist
|
||||
|
||||
- 30 people, from different countries, met online to build together
|
||||
- The internet enables connections that were impossible a generation ago
|
||||
- Ideas cross borders: an anthropologist in Turkiye collaborates with a roboticist in Saigon
|
||||
- Menlo exists because technology lets humanity work as one
|
||||
|
||||
## Our vision
|
||||
|
||||
- AI can accelerate global coordination and shared progress
|
||||
- Our goal: help humanity align, collaborate, and solve collective challenges
|
||||
- Success = contributing to humanity's long arc toward unity
|
||||
|
||||
If our work helps the world coordinate better—even slightly—we've done something that matters
|
||||
@ -1,50 +0,0 @@
|
||||
---
|
||||
title: "Lateral Thinking using Withered Technology"
|
||||
description: "We use Withered Technology to build lateral thinking tools."
|
||||
---
|
||||
|
||||
import Youtube from '../../../components/youtube'
|
||||
|
||||
# Lateral Thinking using Withered Technology
|
||||
|
||||
<br />
|
||||
|
||||
<Youtube id="E-4XySE15zM?feature=shared" />
|
||||
|
||||
> "You're better off picking a cheap technology ('withered') and using it in a new way ('lateral') rather than going for the predictable, cutting-edge next step." — [Nintendo's Philosophy](https://medium.com/@adamagb/nintendo-s-little-known-product-philosophy-lateral-thinking-with-withered-technology-bac7257d8f4)
|
||||
|
||||
## Taking the long view
|
||||
|
||||
- AI is in a rapid innovation phase
|
||||
- Staying grounded is essential as technologies shift and new tools emerge
|
||||
- We focus on what endures
|
||||
- Shiny objects can distract, we prioritize lasting value over hype
|
||||
- We aim to be relevant in 10 years, long-term thinking guides what we build and how we invest
|
||||
|
||||
## Lateral thinking with withered technology
|
||||
|
||||
- Solve real problems at affordable prices
|
||||
- Constraints drive creativity
|
||||
- [Frugality](/handbook/money/how#frugality) is a strategy
|
||||
- Use validated, abundant, and well-understood tech
|
||||
- We ship hardware with default A6000s
|
||||
- Prioritize cost-effective materials without sacrificing quality
|
||||
- Optimize for accessibility over perfection
|
||||
|
||||
<br/>
|
||||
|
||||
## Why we do this
|
||||
|
||||
- Resources are limited, but creativity isn't
|
||||
- Smart choices let us do more with less
|
||||
- Frugality enables longevity
|
||||
- We build for people, not for accolades
|
||||
|
||||
## How we operate
|
||||
|
||||
- Fail cheaply
|
||||
- Launch early
|
||||
- Iterate often
|
||||
- Lower experimentation costs
|
||||
- Prioritize global accessibility through cost-efficiency
|
||||
- Focus on essential product features
|
||||
@ -1,42 +0,0 @@
|
||||
---
|
||||
title: "Perpetual Optimism is a Force Multiplier"
|
||||
description: "We believe in perpetual optimism."
|
||||
---
|
||||
|
||||
import Youtube from '../../../components/youtube'
|
||||
|
||||
# Perpetual Optimism is a Force Multiplier
|
||||
|
||||
<br />
|
||||
|
||||
<Youtube id="o48X3_XQ9to?si=KDkCQ8MZe13sEc68" />
|
||||
|
||||
> "Success consists of going from failure to failure without loss of enthusiasm." — Winston Churchill
|
||||
|
||||
In 1903, [we barely left the ground](https://en.wikipedia.org/wiki/Wright_Flyer). By 1969, [we stood on the moon](https://en.wikipedia.org/wiki/Apollo_11). What once seemed impossible became reality through persistence and optimism.
|
||||
|
||||
## Augmenting Humanity
|
||||
|
||||
- We reject AI doomerism. Focus on possibilities, not fear
|
||||
- Children represent our hope. We build for their future
|
||||
- Humanity progresses faster than it feels
|
||||
- AI is a tool—like electricity or the telephone. It's not the first revolution, nor the last
|
||||
- History shows resilience. We adapt, mitigate risks, and move forward
|
||||
- Airplanes once terrified—yet they helped humanity reach the moon and connect the world
|
||||
|
||||
## AI Safety
|
||||
|
||||
- Safety is non-negotiable. Protecting people is the baseline
|
||||
- AI safety == human safety. If we haven’t solved human safety, we haven’t solved AI safety.
|
||||
- AI alignment == human alignment. Misaligned societies can’t build aligned systems.
|
||||
- AI safety requires human alignment first
|
||||
- Fear and progress must be balanced—panic stalls; awareness guides
|
||||
- Building for our kids ensures safety is built-in, purpose drives caution
|
||||
- Airplanes once terrified—yet they helped humanity reach the moon and connect the world
|
||||
|
||||
## Why we believe in optimism
|
||||
|
||||
- Optimism drives solutions; fear paralyzes
|
||||
- Hope fuels persistence. Failures aren't endpoints
|
||||
- Every breakthrough began as a dream. We build toward better because we believe in it
|
||||
- Perpetual optimism multiplies effort and impact
|
||||
@ -1,16 +0,0 @@
|
||||
import type { MetaRecord } from "nextra";
|
||||
|
||||
/**
|
||||
* type MetaRecordValue =
|
||||
* | TitleSchema
|
||||
* | PageItemSchema
|
||||
* | SeparatorSchema
|
||||
* | MenuSchema
|
||||
*
|
||||
* type MetaRecord = Record<string, MetaRecordValue>
|
||||
**/
|
||||
const meta: MetaRecord = {
|
||||
marketing: "Marketing"
|
||||
};
|
||||
|
||||
export default meta;
|
||||
@ -1,98 +0,0 @@
|
||||
---
|
||||
title: "Marketing"
|
||||
description: "How we structure marketing to drive revenue and growth"
|
||||
asIndexPage: true
|
||||
---
|
||||
|
||||
import { Steps } from "nextra/components";
|
||||
import Youtube from '../../../components/youtube';
|
||||
|
||||
# Marketing
|
||||
|
||||
> "Marketing is about values." - Steve Jobs
|
||||
|
||||
<br />
|
||||
<Youtube id="4mvHgLy_YV8?si=74cmdMmcH3gmpv0R" />
|
||||
|
||||
Without a strategy, marketing is:
|
||||
- throwing social media posts with reach anxiety
|
||||
- starting podcasts that no one listens
|
||||
- writing newsletter that even team members don't read
|
||||
|
||||
Marketing is telling your own words in some channels for a purpose. Without a purpose, it's just noise - like how some do.
|
||||
|
||||
Before starting we should align on some terms:
|
||||
|
||||
- **Framework**: The blueprint that organizes our marketing efforts
|
||||
- **Purpose**: The fundamental reason behind our marketing activities
|
||||
- **Campaign**: Marketing actions
|
||||
- **Goal**: The specific, measurable result we aim to achieve through our marketing activities
|
||||
- **Brief**: The document outlining how we're executing a campaign
|
||||
|
||||
## Framework(s)
|
||||
|
||||
Marketings looks like art, must be managed like math. At Menlo, we follow some frameworks for alignment.
|
||||
|
||||
Our marketing efforts consist of 3 purposes and each marketing action must target at least one:
|
||||
|
||||
1. Grow the market
|
||||
2. Increase the market share
|
||||
3. Capture market share in a more efficient way
|
||||
|
||||
Each purpose requires campaigns with clear goals. Goal types:
|
||||
|
||||
- KPI Goals
|
||||
- Project & Campaign Goals
|
||||
- Experiment Goals
|
||||
- Hiring Goals
|
||||
|
||||
Campaign executions must leave no questions, so each marketing campaign requires a brief format:
|
||||
|
||||
- **Goals**: KPIs, timeline, relevant OKRs
|
||||
- **Audience**: Who we're targeting
|
||||
- **Creatives**: Messaging & creative assets
|
||||
- **Channels**: Distribution
|
||||
- **Ownership**: Who is involved
|
||||
|
||||
## Positioning
|
||||
|
||||
Marketing starts with positioning - we always think through where to sit in the market before new launches.
|
||||
|
||||
No one cares about product functions, it's all about what you provide. If your positioning requires explanation, it isn't working. We never talk about what our product does until we've established what problem it eliminates.
|
||||
|
||||
We start with a positioning:
|
||||
|
||||
- What is our product/service/platform?
|
||||
- In customer language, what is it?
|
||||
- What pain point do we eliminate?
|
||||
- What we improve?
|
||||
- Who is this for?
|
||||
- Who benefits most from this solution?
|
||||
- What characteristics define this segment?
|
||||
- Why is it better?
|
||||
- What are the other players?
|
||||
- How do we outperform alternatives?
|
||||
- What makes us uniquely valuable here?
|
||||
|
||||
## Big no's on marketing
|
||||
|
||||
We're playing our game, not theirs.
|
||||
|
||||
- Throwing out marketing activities to see what sticks
|
||||
- Burning money at Ads
|
||||
- Random posts
|
||||
- Copying what others do
|
||||
- Actions without planning or goals
|
||||
- Prioritizing paid activities over organic
|
||||
- Jumping on hypes over strategy
|
||||
|
||||
## Big yes's on marketing
|
||||
|
||||
- Growing together with others
|
||||
- Playing our game in the highest level
|
||||
- Listening selectively - Absorb market feedback, but filter it through strategy
|
||||
- Adding value to what we're working on
|
||||
- Repurposing content
|
||||
- Being opinionated about the differentiation and why we're doing
|
||||
- Understanding the technical aspects at a level that explains a child
|
||||
- Being aware of the target audience and the messaging
|
||||
@ -1,81 +0,0 @@
|
||||
# Team Structure
|
||||
|
||||
Menlo's organization is influenced by our open source origins:
|
||||
|
||||
- Multiple products
|
||||
- Owned by accountable teams
|
||||
- You can join workstreams you're interested in if you can be accountable for results
|
||||
|
||||
Menlo is currently 25 people (2 part-time).
|
||||
|
||||
## Jan
|
||||
|
||||
- https://jan.ai
|
||||
- Sync: 10am GMT+8 on Mon, Wed
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| -------------------- | ------------------- | ------ |
|
||||
| Eng | Louis, Sang, Faisal | |
|
||||
| QA + Release Manager | David | |
|
||||
| Product | Ramon, Emre | |
|
||||
| Community | | Janice |
|
||||
|
||||
## Robots
|
||||
|
||||
- Sync: 2pm at GMT+9 on Tues, Thurs
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| -------------- | ----------------------------- | ------ |
|
||||
| Cortex | Selim, Ramon, Thien, Akarshan | |
|
||||
| Menlo Pi | Jasshan | |
|
||||
| Robot Platform | Yuuki, Alex | |
|
||||
| Locomotion | Bing Gwong | |
|
||||
| Community | | Claire |
|
||||
|
||||
## Research
|
||||
|
||||
- https://menlo.ai/research
|
||||
- Sync: 10am GMT+8 on Tues, Thurs
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| -------- | -------------------------- | ------ |
|
||||
| Robotics | Alan, Bach, Norapat, Thinh | |
|
||||
| Speech | Jiaqi | |
|
||||
| Agents | Rach, Lea | |
|
||||
|
||||
## Infra
|
||||
|
||||
- Sync: 2pm at GMT+8 on Mon, Wed
|
||||
|
||||
### Menlo Hardware
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| -------------- | ------ | ------ |
|
||||
| Menlo Hardware | Doug | |
|
||||
| store.menlo.ai | Emre | |
|
||||
|
||||
### Menlo Cloud
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| ----------- | ---------- | ------ |
|
||||
| Menlo Cloud | Hien, Minh | |
|
||||
|
||||
## Business Operations
|
||||
|
||||
### BD & Marketing
|
||||
|
||||
- Sync: 11am at GMT+8 on Friday
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| ---------- | ------ | ------ |
|
||||
| Developers | Ramon | |
|
||||
| Marketing | Emre | |
|
||||
|
||||
### Finance & HR
|
||||
|
||||
- Sync: 2pm at GMT+8 on Friday
|
||||
|
||||
| Team | Humans | Robots |
|
||||
| ------- | --------------- | ------ |
|
||||
| Finance | Yeowhua | |
|
||||
| HR | Nicole, Yeowhua | |
|
||||
@ -1,20 +0,0 @@
|
||||
import type { MetaRecord } from "nextra";
|
||||
|
||||
/**
|
||||
* type MetaRecordValue =
|
||||
* | TitleSchema
|
||||
* | PageItemSchema
|
||||
* | SeparatorSchema
|
||||
* | MenuSchema
|
||||
*
|
||||
* type MetaRecord = Record<string, MetaRecordValue>
|
||||
**/
|
||||
const meta: MetaRecord = {
|
||||
curiosity: "The Fast and the Curious",
|
||||
obsession: "Obsessed Outliers",
|
||||
underdogs: "Underdogs Welcome",
|
||||
dydx: "dy/dx > y-intercept",
|
||||
team: "Menlo is a Pro Sports Team",
|
||||
};
|
||||
|
||||
export default meta;
|
||||
@ -1,28 +0,0 @@
|
||||
---
|
||||
title: "The Fast and the Curious"
|
||||
description: "We hire people who are both fast and curious."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
# The Fast and the Curious
|
||||
|
||||
> "The only way to win is to learn faster than anyone else." — Eric Ries
|
||||
|
||||
We hire people who are both fast and curious—those who move quickly, take action, and never stop learning.
|
||||
|
||||
## Ship Fast
|
||||
|
||||
- We launched a new product every two weeks—build, assess, and decide to kill or double down
|
||||
- From a StableDiffusion app to R&D lab—we evolve fast
|
||||
- Execution matters more than ideas
|
||||
- The best people get things done, not just talk about it
|
||||
- We look for individuals who are hungry—driven, proactive, and biased toward action
|
||||
|
||||
## Stay Curious
|
||||
|
||||
- Learning never stops. The best people continuously improve and adapt
|
||||
- We believe if you know how to learn, you don't need a teacher, a degree, or a title
|
||||
- We hire those with relentlessness—people who push themselves beyond comfort zones
|
||||
- A year from now, their skill set will be different—evolved, expanded, and sharpened
|
||||
@ -1,32 +0,0 @@
|
||||
---
|
||||
title: "dy/dx > y-intercept"
|
||||
description: "The rate of a function is more important than its starting point."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
# dy/dx > y-intercept
|
||||
|
||||
> "A little bit of slope makes up for a lot of Y-intercept." — John Ousterhout
|
||||
|
||||
The rate of a function is more important than its starting point. We value growth rate over initial advantage.
|
||||
|
||||
## Why slope matters
|
||||
|
||||
- Knowledge fades, but the ability to learn compounds
|
||||
- A fast learner will outpace someone with more initial experience over time
|
||||
- Slow, steady improvement outperforms quick starts with no growth
|
||||
|
||||
## What it means day-to-day
|
||||
|
||||
- Don't hesitate to try something new—even if you start clueless. Learning speed matters
|
||||
- Mistakes are expected. Learning from them is required
|
||||
- We'll invest in helping you grow, but the drive has to come from you
|
||||
- Your trajectory is more important than where you begin
|
||||
|
||||
## Why we believe in this
|
||||
|
||||
- Building something lasting requires patience and commitment to improvement
|
||||
- We're not interested in shortcuts. We value the work that compounds quietly until it becomes obvious
|
||||
- If Menlo's greatest impact is helping people and ideas grow steadily over time—that's the kind of success we stand for
|
||||
@ -1,40 +0,0 @@
|
||||
---
|
||||
title: "Obsession"
|
||||
description: "We seek obsession."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
# Obsession
|
||||
|
||||
> "If you want to build a ship, don't drum up the men to gather wood, divide the work, and give orders. Instead, teach them to yearn for the vast and endless sea." — Antoine de Saint-Exupéry
|
||||
|
||||
We don't hire for skills alone. We hire for obsession.
|
||||
|
||||
## Find the obsessed
|
||||
|
||||
- Breakthroughs require long-term focus, not fleeting interest
|
||||
- Failure isn't the end—just another step in relentless experimentation
|
||||
- People who obsess push beyond limits others accept
|
||||
|
||||
## We seek those already consumed
|
||||
|
||||
- You're already working on the problem—because you can't not
|
||||
- We don't assign you a job; we support your life's work
|
||||
- Obsession isn't just personal—it becomes more powerful in a team
|
||||
- Together, a group of obsessives becomes greater than the sum of its parts
|
||||
|
||||
## The best hires share common traits
|
||||
|
||||
- Desperation: Solving the problem feels like a need, not a choice
|
||||
- Relentlessness: You try, fail, adapt—again and again
|
||||
- Defiance: Others call it crazy; we call it genius
|
||||
|
||||
## We're looking for the dreamers
|
||||
|
||||
- That deep, persistent song you've been trying to sing? We hear it
|
||||
- Maybe you've been mocked, dismissed, or misunderstood
|
||||
- We seek those lonely, weird dreamers who refuse to give up
|
||||
|
||||
Wherever you are in the world, if this feels like you—apply here
|
||||
@ -1,31 +0,0 @@
|
||||
---
|
||||
title: "Menlo is a Sports Team"
|
||||
description: "Our approach is super simple: Retain. Build trust. Win together."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
# Menlo is a Pro Sports Team
|
||||
|
||||
> "First, you need to learn how to play. You need 2-3 years together to learn how to play with each other." — [Nikola Jokić](https://www.reddit.com/r/NBASpurs/comments/1cdscti/wise_words_from_jokic_first_you_need_to_learn_how/)
|
||||
|
||||
Menlo is a sports team, not unlike a NBA team or a NFL team. We focus on putting the best players on the court, focusing on their 1% strengths, and building a team that can win together.
|
||||
|
||||
## Team vs. Family
|
||||
|
||||
We learn the best principles from [Netflix Culture Deck](https://www.slideshare.net/slideshow/culture-1798664/1798664):
|
||||
|
||||
- We operate like a pro sports team
|
||||
- There are limited spots on every team — every roster spot counts
|
||||
- We hire, develop and cut smartly
|
||||
|
||||
## Continuity
|
||||
|
||||
However, we balance this with our belief in Continuity and Stability:
|
||||
|
||||
- Teams with psychological safety take better, long-term risks
|
||||
- Teams need 2–3 years to truly gel
|
||||
- Continuity matters; balance change carefully
|
||||
- Cohesive teams outperform constant reshuffles
|
||||
- Time builds trust, speed, and better decisions
|
||||
@ -1,39 +0,0 @@
|
||||
---
|
||||
title: "Underdogs"
|
||||
description: "We hire from unconventional backgrounds."
|
||||
---
|
||||
|
||||
import { FaDiscord, FaMap } from "react-icons/fa";
|
||||
import { Steps } from "nextra/components";
|
||||
|
||||
# Underdogs Welcome
|
||||
|
||||
> "I am, somehow, less interested in the weight and convolutions of Einstein's brain than in the near certainty that people of equal talent have lived and died in cotton fields and sweatshops." — Stephen Jay Gould
|
||||
|
||||
We hire from unconventional backgrounds.
|
||||
|
||||
## Opportunity isn't equal
|
||||
|
||||
- Where you're born shapes your chances—but it shouldn't define them
|
||||
- Talent is everywhere. Opportunity isn't
|
||||
- We believe the internet has changed how we work and live together. Our team—spread across 10 cities worldwide—couldn't have existed just five years ago
|
||||
- Fast connections (5G and beyond) mean geography no longer decides your future. We'll find you—wherever you are
|
||||
|
||||
## We seek the overlooked
|
||||
|
||||
- Lonely geniuses, relentless tinkerers, people with potential others missed
|
||||
- We don't care where you went to school—or if you went at all
|
||||
- We bet on people like startups: high risk, high potential
|
||||
- Skills can be taught; drive cannot. We'll teach you to communicate and collaborate
|
||||
- We trust you'll prove yourself through your work and integrity
|
||||
|
||||
## Meaningful work, close to home
|
||||
|
||||
- We create jobs that matter, in the places people call home
|
||||
- If Menlo's greatest achievement is enabling people to build meaningful careers in their hometowns—that would be success worth celebrating
|
||||
|
||||
## This is your shot
|
||||
|
||||
- Underdogs, dreamers, the overlooked—this place is for you
|
||||
- We don't just welcome you. We're looking for you
|
||||
- Wherever you are in the world—apply here
|
||||
@ -1,26 +0,0 @@
|
||||
import type { MetaRecord } from "nextra";
|
||||
|
||||
/**
|
||||
* type MetaRecordValue =
|
||||
* | TitleSchema
|
||||
* | PageItemSchema
|
||||
* | SeparatorSchema
|
||||
* | MenuSchema
|
||||
*
|
||||
* type MetaRecord = Record<string, MetaRecordValue>
|
||||
**/
|
||||
const meta: MetaRecord = {
|
||||
problem: "What problem are we solving?",
|
||||
timeline: {
|
||||
title: "How we got here",
|
||||
display: "hidden",
|
||||
},
|
||||
icp: "Who we are building for",
|
||||
happy: {
|
||||
title: "How we make users happy",
|
||||
display: "hidden",
|
||||
},
|
||||
ownership: "Who owns Menlo?",
|
||||
};
|
||||
|
||||
export default meta;
|
||||
@ -1,40 +0,0 @@
|
||||
# Who are we building for?
|
||||
|
||||
We focus on two types of customers:
|
||||
|
||||
1. Hobbyists
|
||||
2. Businesses with "must-have" use-cases
|
||||
|
||||
## Hobbyists
|
||||
|
||||
There are many hobbyists who tinker with Robotics and AI as passion projects. We build for this group because:
|
||||
|
||||
- They actually use our tools
|
||||
- They give us blunt feedback on how to improve
|
||||
|
||||
We may not make money on directly from hobbyists. However, we are betting on the long-term, where hobbyists become organizational champions.
|
||||
|
||||
If we can be the best tool for hobbyists, we will be the best tool for paying users.
|
||||
|
||||
## "Must-have" use-cases
|
||||
|
||||
We focus on "must-have" use-cases:
|
||||
|
||||
- Nobody wants to do
|
||||
- Too dangerous for humans to do
|
||||
- or, can be done 10x cheaper/better/reliably by a robot
|
||||
|
||||
We avoid:
|
||||
|
||||
- "Nice-to-have"
|
||||
- Corporate vanity use cases
|
||||
|
||||
## Performance Art
|
||||
|
||||
We may sometimes do "performance art". This is where we build something that is not profitable, but helps communicate our vision:
|
||||
|
||||
- These is a marketing expense
|
||||
- We should not mistake virality for [product-market fit](https://www.productplan.com/glossary/product-market-fit/)
|
||||
- Should ideally be covered by grants or sponsorships
|
||||
|
||||
Robotics is prone to hype and grandiose claims. We need to focus on creating real value for customers.
|
||||
@ -1,21 +0,0 @@
|
||||
# Who owns Menlo?
|
||||
|
||||
Menlo is currently a bootstrapped company.
|
||||
|
||||
## Employee-owned
|
||||
|
||||
Every 6 months, Menlo distributes 1% of company equity among its team members:
|
||||
|
||||
- Dec 2023: 1% distributed among 10 team members (1 part-time)
|
||||
- June 2024: 1% distributed among 15 team members (4 part-time)
|
||||
- Dec 2024: 1% distributed among 18 team members (5 part-time)
|
||||
|
||||
Distributions are performance-based, and cover both full-time and part-time team members and open source contributors.
|
||||
|
||||
## Advisors
|
||||
|
||||
We allocated an additional 1% of the company for advisors.
|
||||
|
||||
## Investors
|
||||
|
||||
We are open to taking on strategic investors who can help us learn and improve as a team, and become a global company.
|
||||
@ -1,36 +0,0 @@
|
||||
import Youtube from '../../../components/youtube'
|
||||
|
||||
# What problem are we solving?
|
||||
|
||||
|
||||
Current robots suck:
|
||||
- **Dumb**: good at repetitive tasks, but can't adapt to new situations
|
||||
- **Difficult**: needs to be programmed by experts
|
||||
- **Expensive**: often more expensive than doing it manually (for most use-cases)
|
||||
- **Non-autonomous**: doesn't work offline, as inference is not done onboard
|
||||
|
||||
## Mission
|
||||
|
||||
Menlo Research is focused on augmenting humanity with robots that are generally intelligent.
|
||||
|
||||
## Approach
|
||||
|
||||
We solve this incrementally. We productize sub-problems that can [solved now](https://www.nasa.gov/directorates/somd/space-communications-navigation-program/technology-readiness-levels/), that become key components of our long-term vision.
|
||||
|
||||
- Running AI models on edge hardware ([Jan](/products/jan), [Cortex](/products/cortex))
|
||||
- Multimodal AI for robot-human interaction ([Ichigo](https://github.com/menloresearch/ichigo))
|
||||
- LLM Hardware
|
||||
- Teleoperation tools & infra
|
||||
- Simulation environments
|
||||
- Affordable robots
|
||||
|
||||
We earn the right to build our long-term vision by delivering value to users today.
|
||||
|
||||
## Vision
|
||||
|
||||
We envision an [optimistic future](https://www.youtube.com/watch?v=o48X3_XQ9to) where our children achieve what we dream of today, enabled by exoskeletons and helpful robots.
|
||||
|
||||
In the long run, we see robots helping humanity progress into a [Type-1 civilization](https://en.wikipedia.org/wiki/Planetary_civilization) on the [Kardashev scale](https://en.wikipedia.org/wiki/Kardashev_scale), by [engineering Earth](https://youtu.be/xC2ccYpjPHE) and becoming a spacefaring civilization.
|
||||
|
||||
<br />
|
||||
<Youtube id="o48X3_XQ9to?si=KDkCQ8MZe13sEc68" />
|
||||
@ -1,3 +0,0 @@
|
||||
## How we got here
|
||||
|
||||
(Coming soon)
|
||||
Loading…
x
Reference in New Issue
Block a user