UK-based Isometric is building a critical infrastructure to facilitate the scaling of the carbon removal market which is attempting to reverse climate change, arguably the biggest existential threat to modern civilisation.

• The world can’t wait: Reducing the amount of carbon dioxide in the Earth’s atmosphere is critical. The world can’t wait for the product we’re building. We have to move fast. Tackling such a momentous challenge isn’t easy. So our team exudes good energy. We’re persistent and resilient. We always ask ‘how can it be done?’ over ‘can it be done?’. For us, optimism is self-fulfilling.
• Rigor: We prize rigor. We have relentlessly high standards for ourselves. We work whole-heartedly and single-mindedly. Problem solving at Isometric follows the scientific method. Before jumping into any task, we first define the intended result. We gather and analyze available data, uncover bad assumptions, make hypotheses about how the outcome might be achieved—then run experiments to complete the loop. All our actions are grounded in first principles thinking and emotional control.
• Good words: The best communicators usually win. So we’re intentional about our writing. We work to keep it clear, engaging and thorough. We’re also disciplined about tooling, information architecture and documentation. All three are superpowers when executed well. We think that frank communication leads to better decision making. We trust each other to be direct and give a lot of context—and we expect a high level of integrity as a result.

• Our approach to DEI is driven, through openness and compassion, by the real needs of individuals.
• Our goals are for people to come to work, fully as themselves, speak their minds, even when their opinions are contrary and feedback with compassion and flexibility to any member of the team.
• Hiring. Making the process as meritocratic as possible in terms of assessment, and building in flexibility.
• Culture and ways of working. For example, by using pre-reads, clear meeting objectives and agendas to allow people with different styles to participate fully.
• Reward. Making compensation decisions highly algorithmic and working towards a place where pay is transparent.
• We meet regularly to share ideas, create plans and learn lessons from things that have happened.