Tools & processes · 2 min read
Team changes
How people move between teams and change what they own here: low ceremony, in the open, and without drama.
Nobody here is bolted to one team forever. What you work on can change as you grow, as your interests shift, or as the company's needs move, and we try to make that change low-friction and free of the usual politics. A company that makes internal moves painful just teaches its best people to change companies instead of teams.
Wanting to work on something else
If you're drawn to different work, say so early and in the open. Talk to your current manager and to whoever leads the area you're eyeing. It's a conversation, not a petition you have to win, and raising it is not disloyal. We would much rather help you find the work that fits than watch you quietly check out, or start interviewing elsewhere, because you assumed the answer was no.
How a move actually happens
- Talk it through in the open, with both teams, not as a back-room deal.
- Hand off cleanly. A move should never drop a ball. What you own now gets transferred deliberately, with the context written down, so nothing quietly breaks after you've moved on. This is owning the whole outcome applied to leaving a team, not just joining one.
- Time it so both sides are okay. Not instant if you're mid-something critical, but not blocked indefinitely either. Most moves can be staged over a few weeks.
- Write the change down. Update where it's recorded so the org stays legible and the next person isn't confused about who owns what.
Changing role or scope
Growing into a bigger role, or a different kind of work, follows the same instinct. Taking on management is the clearest example: it's a move into a different kind of work, decided in the open, not a rung you climb by seniority. Scope changes are about the work you're trusted to own, and they show up in your level and pay through the same framework as everyone else's, see growing here.
When the company initiates a change
Sometimes it's the work that needs to move, not a person's preference. When we reshape a team, we do it transparently and explain the reasoning, the same way we make any other decision. The shape of the org follows the problems worth solving, see small by design. What we don't do is a surprise reorg dropped from above with no context; if the structure is changing, you'll hear why.
Moving on isn't a betrayal
Whether it's a move between teams or, eventually, a move out of Flagon entirely, we'd rather handle it like adults, in the open and with a clean handoff, than punish honesty about it. See how we part ways for the same principle at the far end.