Update: The New Company Organizational Chart for 2019

Internal guidelines regarding what each team’s roles are, and how administrative and executive teams should work together

Version 1.2 (Last updated 21-March-2019)

The following is our Organizational Chart, with which all McKinley & Rice team members should be extremely well acquainted.

Organizational Structure Overview

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We are pursuing a Hybrid Agile/ Militaristic Hierarchical Organizational Structure.

This means:

  • People have little flexibility within the administrative organization, that is, a strict system of checks and balances are set in place, along with corresponding penalties.
  • People have autonomy within the executive organization, that is, management does not micromanage and gives freedom to the respective Tech/ Design/ Videography Leads and Project Leads regarding how they wish to allocate and accomplish projects.
  • In short, work is done in an agile manner, while reviews are done in a hierarchical manner.

Scheduled Meetings:

  • All Administrative Heads and Tech/ Design/ Videography Leads are to schedule weekly meetings with their respective teams and the COO to discuss Weekly Checklists regarding their roles.

CHIEF OPERATING OFFICER (COO)

Role Synopsis

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In charge of the development, design, operation, and improvement of the systems that create and deliver McKinley & Rice’s current products, as well as researching how to turn future objectives into detailed, executable strategy.

Problems That the Position Must Prevent

— — —

  • The COO is responsible for all daily operations.

Required Qualities for the Position

— — —

  • A deep understanding of both Silicon Valley Tech Culture and Indian Business Culture.
  • Extreme proficiency in English, enough to conduct academic level research.
  • Strong militaristic management capabilities, especially the ability to whip new recruits into organized professionals.
  • The ability to not only ‘manage’, but also to ‘lead’, that is, to inspire the organization into improving themselves.
  • A highly creative personality.
  • This position should preferably be a stand alone hire.

Weekly Checklist

— — —

  • Is the current Semester’s Management Key Focus being executed on track?
  • Is everyone completing their respective project checklists?
  • How is everyone progressing their respective Team Semestral Milestones? 
    (As stated in the ‘Team and Company Milestones’ Document)
  • How are we improving all current processes so that each team reaches 15% increased efficiency next year?
  • Is company strategy and policy being communicated effectively to the rest of the team?
  • How is R&D regarding future strategy progressing?

HEAD OF TEAM COMMUNICATIONS

Role Synopsis

— — —

In charge of ensuring that information is flowing quickly between all teams, and routinely teaching everyone that communication skills are critical for professional career development. This position was created specifically for the Indian branch because many Indians tend to hide problems rather than try to discuss them explicitly, which is giving Indian Tech a bad reputation overseas.

Problems That the Position Must Prevent

— — —

  • Case in Point: In Project LXR, when asked for a report regarding why it was behind deadline, the Project Lead sent out a report without consulting certain members of his team because he disliked them. This resulted in wrong information being sent out to the Client.

Required Qualities for the Position

— — —

  • A highly professional mindset.
  • A deep understanding of both Silicon Valley Tech Culture and Indian Business Culture.
  • This position should preferably be given to an engineer.

Weekly Checklist

— — —

  • Have you had routine discussions with everyone regarding how important it is to discuss issues openly, to prevent the aforementioned ‘Case in Point’? What else are you doing to prevent such an unprofessional event from ever happening again?
  • Who are the best communicators and worst communicators in each team?

HEAD OF CORPORATE CULTURE

Role Synopsis

— — —

In charge of creating a ‘Work Hard, Play Hard’ culture that is aligned with our company vision: ‘With Border Tech, we will outmaneuver everyone ahead of us and become the most influential company in India’, so that we may attract and retain the best talent in India. Must work closely in sync with the Human Resources Team.

Problems That the Position Must Prevent

— — —

  • How do we maintain the cultural balance between mundane efficiency and exciting chaos?

Required Qualities for the Position

— — —

  • A deep understanding of both Silicon Valley Tech Culture and Indian Business Culture.
  • A highly creative personality.
  • This position should preferably be given to an engineer.

Weekly Checklist

— — —

  • What company events are scheduled (excursions, parties, hackathons, etc.)?
  • How do we improve workplace creativity (benefits, decor, short activities, international competitions, etc.)?
  • How do we design cultural activities so that they aren’t just about play but are also constructive?

HEAD OF EXTERNAL AFFAIRS

Role Synopsis

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In charge of maintaining and developing external business relationships with individuals, corporations, and the government, especially for McKinley & Rice’s service, ‘ColumbusX’. Must work closely in sync with the COO.

Problems That the Position Must Prevent

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  • How do we maintain both the wideness of our networks and the deepness of each individual relationship? What should we be focusing on at a given time? How should we systematically manage these problems?

Required Qualities for the Position

— — —

  • A deep understanding of Indian Business Culture.
  • A highly outgoing personality.
  • This position should preferably be given to a member of the Videography Team.

Weekly Checklist

— — —

  • What are you doing to develop new external relationships?
  • What are you doing to strengthen preexisting external relationships?
  • How are you systematizing the above processes, so that we achieve 15% increased efficiency next year?

HEAD OF DOCUMENTATION

Role Synopsis

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In charge of i) overseeing that well written documentation is kept regarding all projects, ii) developing everyone’s English communications skills, and iii) in charge of creating U.S. centric marketing campaigns. Must work closely in sync with the Audits & Prosecution Team.

Problems That the Position Must Prevent

— — —

  • Case in Point: In Project LXR, when asked for a report regarding why it was behind deadline, it took the Project Lead a week to prepare said report, because he had kept no prior record of his work and the complexities he had encountered for the past 3 months, and in his ensuing haste the end report was completely unorganized, with terrible grammar, and incorrectly formatted, such that it took an extra 3 days to make it look presentable.
  • How do we educate all team members so that internal reports (e.g. Asana Tasks & Conversations) and external reports (e.g. Client Requests & Reports) are written in a detailed, professional manner?
  • The end goal is to discipline everyone so that they will self-improve their English skills and self-proofread their own work.
  • In relation to marketing campaigns, how do we prevent Indian born marketing slogans and materials from sounding outdated to 1st world countries?

Required Qualities for the Position

— — —

  • Extreme proficiency in English, enough to both write poetry and conduct academic level research at the same time.
  • A deep understanding of U.S. literature and pop culture, enough to know and keep track of trending online memes and themes.
  • A highly creative personality, enough to create enterprise level brand names and slogans in English.
  • This position should preferably be a stand alone hire.
  • Recruitment Tests should include creative and research tasks that examine whether a candidate demonstrates the above qualities.

Weekly Checklist

— — —

  • Is everyone’s Asana Project Tasks written in a detailed, clear manner?
    <The Standard of Evaluation: Is the document i) written with correct English grammar and punctuation, and ii) formatted in a consistent style, that is, uniformly designed Headers, Paragraphs, and Fonts?>
  • Are all outgoing reports written in a detailed, clear manner? 
    <The Standard of Evaluation: Is the document i) written with correct English grammar and punctuation, and ii) formatted in a consistent style, so that all Titles, Subtitles, Paragraphs, and Fonts are designed in a similar fashion?>
  • How are you systematizing the above processes, so that we achieve 15% increased efficiency next year?

HEAD OF HUMAN RESOURCES

Role Synopsis

— — —

In charge of creating the foundation with which we will change the world. The Human Resources Team is in charge of the entire employee experience, that is, cultivating the relationship between the organization and its members starting from when potential candidates apply for a position, until the moment they leave the organization.

We believe that there are 3 types of people. The top 25% of the workforce are A Level Players, which we wish to attract but are difficult to find outside of big corporations. The next 25% are B Level Players, who are diamonds in the rough that are technically skilled, but may lack professional attitudes. The leftover 50% are C Level Players, who are not trainable, have limited learning capabilities, and thus do not create any value.

As a relatively new company, we know our realistic goal is to hire B Level Players and to rigorously train them to become A Level Players.

Thus the Human Resources team is in charge of i) hiring A Level and Upper B Level Players, ii) firing C Level Players, and iii) developing B Level Players into A Level Players.

Must work closely in sync with the Corporate Culture Team.

  1. Recruitment
    How to make our company more appealing to potential candidates so that we attract the best talent. Also how to prevent skilled people from asking substandard recruitment questions and making foolish decisions.
  2. Retention
    How to keep existing team members happy.
  3. Development
    How to develop B Level Players into A Level Players. Development includes company excursions, workshops, and performance reviews. 
    The following core values must be considered when constructing all Development Related Work:
     — BELIEF IN QUALITY
    — BELIEF IN ONE TEAM
    — BELIEF IN INDIA 2023

Problems That the Position Must Solve

— — —

  • Given the limitations of Indian work culture and Indian recruitment process norms, how do we improve our conversion rate of Upper B Level Players?
  • Case in Point: Even technically skilled people sometimes ask for Z amount as a salary, giving the reason that it is the average between the upper limit X and the lower limit Y, as stated in the job posting, without even having the proper credentials for the position. Even technically skilled people sometimes ask for 3X the industry norms for no apparent reason. These are just a few examples of why we have such a low candidate conversion rate in India as compared to overseas. How do we preemptively overcome this problem?
  • How do we develop professionalism within our own team and new recruits?

Required Qualities for the Position

— — —

  • Strong militaristic management capabilities, especially the ability to whip new recruits into organized professionals.
  • Extreme proficiency in English, enough to conduct academic level research.
  • A highly analytical personality, enough to be able to analyze and prioritize difficult decisions at a rapid pace.
  • A highly creative personality, enough to create enterprise level brand names and slogans in English.
  • This position should preferably be a stand alone hire.
  • Recruitment Tests should include creative and research tasks that examine whether a candidate demonstrates the above qualities.

Weekly Checklist

— — —

  • Are we hiring more people?
    <The Standard of Evaluation: How is the Candidate Tracking Google Drive Spreadsheet being maintained?>
  • How are we improving out current recruitment processes? What kind of ads are we running? How are we writing our letters? What other methods are we trying out to improve our conversion ratios? How are we improving our appeal as compared to other giants such as Facebook, Google, or Samsung?
  • How are we developing our existing human resources? How are we transforming amateur B Level Players into professional A Level Players? What kind of activities are we planning to improve everyone’s efficiency?
  • Is there anyone on our team who is a C Level Player, that is, they are incapable of growing and need to be fired?
  • How are we updating our company policies?
  • Is everyone’s Asana Project Timeline detailed and up to date?
    <The Standard of Evaluation: Is the timeline detailed enough so that you can understand exactly what is up for review at each milestone?>
  • Is everyone in your team adhering to the Company Standard Workflow Policy? Especially the 5 Project Monitoring Duties: i) Keeping a Minutes of Meeting, ii) Monitoring DEFCON Situations, iii) Raising Issues, iv) Monitoring Client Requests and Requirement Changes, and v) Monitoring Management Requests.

HEAD OF AUDITS & PROSECUTION

Role Synopsis

— — —

In charge of i) leading operation audits, that is, ensuring that company policies are being followed, and ii) leading internal investigations when disputes arise to find the guilty party. Basically acts as the Ministry of Justice within the company. Must work closely in sync with the Documentation Team.

Problems That the Position Must Prevent

— — —

  • Case in Point: In Project LXR, the project ended up being completed a month after deadline. Many fingers were pointed, and everyone on the team blamed each other for the delay, but it was difficult to assess who was responsible, and to what degree, because no audit or documentation had happened for 2 months.

Required Qualities for the Position

— — —

  • The ability to impartially identify problems, discover and judge facts without being susceptible to office politics.
  • A deep understanding of Indian Business Culture.
  • Strong militaristic management capabilities, especially the ability to whip new recruits into organized professionals.

Weekly Checklist

— — —

  • Is everyone adhering to the Company Standard Workflow Policy? Especially the 5 Project Monitoring Duties: i) Keeping a Minutes of Meeting, ii) Monitoring DEFCON Situations, iii) Raising Issues, iv) Monitoring Client Requests and Requirement Changes, and v) Monitoring Management Requests.
  • Is everyone’s Asana Project Timelines written in a detailed, clear manner?
    <The Standard of Evaluation: Is the timeline detailed enough so that you can understand exactly what is up for review at each milestone?>
  • Are there any other breaches in company policy?

HEAD OF GLOBAL COMMUNICATIONS

Role Synopsis

— — —

In charge of international communications, including both verbal and written translation, whether it be with Clients, partners, or other branches.

Problems That the Position Must Prevent

— — —

  • Case in Point: In Project LXR, the Client sent us a list of slightly changed requirements halfway through the project, which was not conveyed properly to the development team, and not noticed, nor documented, until the project was already heavily behind deadline. The project ended up being more than a month behind schedule.
  • The Head of Global Communications is not a simple interpreter nor a translator, but also shares managerial duties.
  • The Head of Global Communications will also be a member of the Audits & Prosecution Team, therefore auditing projects related to the target language.

Required Qualities for the Position

— — —

  • Extreme proficiency in the target language, enough to both write poetry and conduct academic level research at the same time.
  • A deep understanding of the target language’s literature and pop culture, enough to know and keep track of trending online memes and themes.
  • A highly creative personality, enough to create enterprise level brand names and slogans in the target language.
  • This position should preferably be a stand alone hire.
  • Recruitment Tests should include creative and research tasks that examine whether a candidate demonstrates the above qualities.

Weekly Checklist

— — —

  • Is all incoming communication being conveyed to responsible parties in a timely manner?
  • Is all incoming and outgoing communication documented properly?
  • Are projects related to the target language constructed on track and as per the requirements?
  • How are you systematizing the above processes, so that we achieve 15% increased efficiency next year?

CHIEF TECHNOLOGY OFFICER (CTO)

Weekly Checklist

— — —

  • What kind of projects can we take on?
  • Are we future-proofing our company in relation to tech stacks?
  • Are all current projects on track?
  • Are you holding code reviews?

TECH LEAD

Weekly Checklist

— — —

  • Are all projects adequately distributed?
  • Is everyone’s Asana Project Timeline detailed and up to date?
    <The Standard of Evaluation: Is the timeline detailed enough so that you can understand exactly what is up for review at each milestone?>
  • Is everyone in your team adhering to the Company Standard Workflow Policy? Especially the 5 Project Monitoring Duties: i) Keeping a Minutes of Meeting, ii) Monitoring DEFCON Situations, iii) Raising Issues, iv) Monitoring Client Requests and Requirement Changes, and v) Monitoring Management Requests.
  • Are all projects on track?
  • Are you holding code reviews?

DESIGN LEAD

Weekly Checklist

— — —

  • Are all projects adequately distributed?
  • Is everyone’s Asana Project Timeline detailed and up to date?
    <The Standard of Evaluation: Is the timeline detailed enough so that you can understand exactly what is up for review at each milestone?>
  • Is everyone in your team adhering to the Company Standard Workflow Policy? Especially the 5 Project Monitoring Duties: i) Keeping a Minutes of Meeting, ii) Monitoring DEFCON Situations, iii) Raising Issues, iv) Monitoring Client Requests and Requirement Changes, and v) Monitoring Management Requests.
  • Are all projects on track?
  • Are you holding design reviews?

VIDEOGRAPHY LEAD

Role Synopsis

— — —

In charge of being the visual storyteller of the company. As such, he/ she needs to be a perfect fit with our corporate culture. Must work closely in sync with the Corporate Culture Team.

The corporate Vlog, although slightly indirect, is the most influential marketing tool we have at our disposal; it has generated over $200,000 worth of leads to date.

The Vlog’s purpose is twofold: (1) Showcase Indian life and culture along with India’s rapid growth. (2) Showcase our own team.

Problems That the Position Must Prevent

— — —

  • 99.9% of foreigners think of ‘Slumdog Millionaire’ when India is mentioned, including images of dirt, feces, prostitution, and human trafficking. Therefore this is the stereotype against which we are at war.

Required Qualities for the Position

— — —

  • A deep understanding of both Silicon Valley Tech Culture and Indian Business Culture.
  • Extreme proficiency in English, enough to conduct academic level research.
  • Extreme proficiency in visual rhythm, enough to assemble music, timing, and transitions to create maximum emotional resonance with viewers through minimum work (edits).
  • A deep understanding of U.S. literature and pop culture, enough to know and keep track of trending online memes and themes.
  • A highly creative personality, enough to create enterprise level brand names and slogans in English.
  • This position should preferably be a stand alone hire.
  • Recruitment Tests should include creative and research tasks that examine whether a candidate demonstrates the above qualities.

Weekly Checklist

— — —

  • Is everyone’s Asana Project Timeline detailed and up to date?
    <The Standard of Evaluation: Is the timeline detailed enough so that you can understand exactly what is up for review at each milestone?>
  • Is everyone in your team adhering to the Company Standard Workflow Policy? Especially the 5 Project Monitoring Duties: i) Keeping a Minutes of Meeting, ii) Monitoring DEFCON Situations, iii) Raising Issues, iv) Monitoring Client Requests and Requirement Changes, and v) Monitoring Management Requests.
  • How effectively are we breaking the Slumdog Millionaire stereotype?
  • How similarly are we emulating U.S. Vlog visual content and styles?
  • How fast are we producing videos? How often are we filming? Are we close to the maximum quality we can produce given our current resources? If not, how can we systematize and improve our production processes?
  • How is our visual theme developing and evolving? Are we collaborating with any outsiders for our videos? What are some interesting Vlog concepts we should pursue?

PROJECT LEAD

Weekly Checklist

— — —

  • Is everyone’s Asana Project Timeline detailed and up to date?
    <The Standard of Evaluation: Is the timeline detailed enough so that you can understand exactly what is up for review at each milestone?>
  • Is everyone in your team adhering to the Company Standard Workflow Policy? Especially the 5 Project Monitoring Duties: i) Keeping a Minutes of Meeting, ii) Monitoring DEFCON Situations, iii) Raising Issues, iv) Monitoring Client Requests and Requirement Changes, and v) Monitoring Management Requests.

4. Management Duties

— — —

This Company Organizational Chart is one of the main pillars of McKinley & Rice’s operations. Thus it will be the Audits & Prosecution Team’s responsibility to routinely check whether everyone in the organization has fully memorized the policy.