docs: finalize embracing pod structure

docs/docs/handbook/04-core-contributors/01-how-we-hire.mdx

@@ -17,7 +17,7 @@ keywords:
   ]
 ---
 
-`The purpose - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan.`
+_The purpose - To conduct fair, unbiased interviews that focus on identifying candidates with initiative, scrappiness, and a good fit for a core contributor role at Jan._
 
 ## Our key principles
 
@@ -30,13 +30,13 @@ At Jan, the team assesses candidates based on their skills, experiences, and fit
 
 We’re striving for a middle ground between hiring exclusively within our network (like PayPal in the early days) and broader, more open hiring practices that reduce bias.
 
-[Learn more](https://lh7-us.googleusercontent.com/5y8jnYp3orRwwH1CeoULq0HXmx4V05rbTcrYieVl9NXRnGZy06KdqskUjshtOkVvLpfsVsZQ4TQWHufjiBA_iTMkqPVDF0_qsGtyuKgWdkzHHWQT1bzlzXy40W9KuA9HaAfO7BXP4Bo5BSufv3wA-JU)
+[Learn more](./assets/01-learn-more.png)
 
 What the candidate is looking for is just as important as what we at Jan are looking for.
 
 Value alignment isn’t something that’s often spoken about when hiring for a new role. At Jan, we believe that value alignment is the stuff folks really mean when they say “culture fit”.
 
-![Value Alignment](https://lh7-us.googleusercontent.com/NuQEgHNFR6UNvPxO29h8FfbbjlDBW33WHsQ2Y8WF162FfUpf_tKiC42mMUNtx_8DXJhRoYxoRtPsZgMYY8eJO8ZPLJu9Hx66BG7-zAMG3jYQsqybBhaIywMDVX0PO04q26Z5baTWWykxR8gHwjOM-Vk)
+![Value Alignment](./assets/01-value-alignment.png)
 
 ## We care about
 

docs/docs/handbook/04-core-contributors/02-embracing-pod-structure.mdx

@@ -13,19 +13,21 @@ keywords:
     no-subscription fee,
     large language model,
     handbook,
+    embracing pod structure,
   ]
+---
 
-How do you operate fully remotely? How do you run an open source company without everyone going ape? This post aims to answer questions the Jan team answers regularly in Discord. 
+How do you operate fully remotely? How do you run an open source company without everyone going ape? This post aims to answer questions the Jan team answers regularly in Discord.
 
 ### Small Pods = Big Impact
 
-At Jan, we operate in small pods- like nerdy dolphins. These are compact, agile teams, each taking ownership of specific aspects of our product. This structure allows us to ship features at an impressive speed, maintain a clear focus on our business goals, and experience minimal roadblocks. 
+At Jan, we operate in small pods- like nerdy dolphins. These are compact, agile teams, each taking ownership of specific aspects of our product. This structure allows us to ship features at an impressive speed, maintain a clear focus on our business goals, and experience minimal roadblocks.
 
 ### Our Approach to the Jan Roadmap
 
-How do we decide what gets prioritized when there are so many potentials? 
+How do we decide what gets prioritized when there are so many potentials?
 
-![](https://lh7-us.googleusercontent.com/ezb5jP1kTSiHH4FfPTX0acbsbkXXRTaXpud9yYuzXE4v14yoPjMl0Na54cDLlJktG0VLe0-nyEMGlE42p1hljRBXknSxNNtYlu9PZjywHo9vUIr1SokNQrlR0bEhfMRllxnxZnzaO0HvYrud7EXAvoo)
+![Jan Roadmap](./assets/02-jan-roadmap.png)
 
 [Our product handbook](https://jan.ai/handbook/product/) is not just a document; it makes up part of our larger open company handbook. The aim is for everything to be outlined - from our high-level roadmap, which is used for strategic alignment and reflects our engineering implementation cycles, to our Standup Kanban, the go-to view for our daily standups.
 
@@ -47,15 +49,10 @@ Our Kanban board is a dynamic snapshot of our workflow. It ranges from 'no statu
 
 Our Triage Standard Operating Procedure (SOP) is crucial for handling urgent bugs by assigning them to an owner and tagging them to the current sprint and milestone. For all other tasks, we assign the correct roadmap label(s) and owner. Determining what fires we let burn is a continuous learning and practice to build.
 
-### Our  Rhythm- Standups, sprints, demos, and TGIFs
+### Our Rhythm- Standups, sprints, demos, and TGIFs
 
 Our day kicks off with a standup at 11 AM, where we align our tasks and address any immediate concerns. We run in sprints, which keeps us focused and fast. Fridays are special at Jan – not just because it's the end of the week, but because we have demos and TGIF sessions. Not just for kicking back with questionable Google Meet filters but also for celebrating our achievements and learning from our experiences.
 
 ### Small Pods, Big Dreams
 
-At Jan  our small pod structure is more than just an organisational choice; it's a reflection of our belief in empowerment, agility, and clear focus. Hierarchical management and top down decision making is something that goes against our core - and we’ve found that by being small and owning functions - our objectives aren’t just goals - they’re becoming reality.
-
-  
-  
-**
----
+At Jan our small pod structure is more than just an organizational choice; it's a reflection of our belief in empowerment, agility, and clear focus. Hierarchical management and top-down decision making are something that goes against our core - and we’ve found that by being small and owning functions - our objectives aren’t just goals - they’re becoming reality.