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Holidays and national holidays
1. First 90 Days: Make a Splash
In your first 90 days, there is no PTO. The point is simple: we’re building trust, learning how we work together, and pushing for our first meaningful win.
If you already had a vacation planned before joining (common!), raise it with your manager and HR before you start, so we can evaluate a special provision.
If you’re sick, take the time you need. Then coordinate with your manager on making it up - we prefer a weekend day, not evenings. We don’t count evenings because we believe in working a hard, focused 8-hour day and then actually resting.
These are the values we bring when taking a new job, and they apply here too: show up strong, earn trust fast, and make a splash in your first 90.
2. Life Happens
After your first 90 days, you’ll understand our culture, and we’ll trust you to operate like an adult. Humans are not 9–6 robots, and great companies aren’t built in a robotic way. Hit your daily and weekly goals - and take the time you need.
If you celebrate Christmas, Eid, Onam, Diwali, Easter, or Passover, ask for the time off.
If your mother needs you to take her to the doctor, put it on your manager’s OOO calendar (begin/end time) and set your Slack OOO. If your dog needs to go to the vet, same.
If you meet a friend who wants to have a beer while your team is cranking to build or sell, we suggest you find another gig that aligns with your values :)
3. Vacation
Most (99%) of us take 2 weeks off per year - that’s just how it’s been for years. Many of us genuinely love building and selling software, and if we stay in the zone of what we love to do, we don’t burn out. If you need a longer break, you can always ask.
Vacation planning rule:
For every vacation day you plan to take, you must inform your manager one week in advance. For example, if you plan to take 5 vacation days, you must notify your manager at least 5 weeks in advance. All vacation time must be approved by your manager before it is confirmed.
Finally, there’s been a suggestion from time to time to set a fixed number of paid days off, and then treat any additional time as unpaid (deducted from paycheck). While that can look “business-like” and “fair” on the surface, it doesn’t sit right with me and the spirit of trust and team spirit, so to speak. So we're not going to do that.
Also, to be clear: this note is about our default expectations for full-time, teamwork. Situations like pregnancy leave, part-time arrangements, and other exceptional circumstances are real and important, and they’re handled separately with your manager and HR.
Work at Intempt
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