Bourdaina Wireframe

At Bourdaina, we share a disregard for hierarchy.

We understand, it’s a tried and tested method, which has been perfected over centuries but is it still relevant?

Hierarchies bring order but innovation flows disorderly.

Hierarchies bring accountability while limiting initiative.

Hierarchies lower agility, increase inefficiencies & discourage collaboration.

Hierarchies posed a trade-off with multiple Bourdaina principles. We were not convinced so we invented a one of a kind organisation structure with 2 layers.

Two layers are built to accommodate different personalities as per a series of spectrum scales.

Some of them are :-

1. Marathoners vs Sprinters. 2. Builders vs Movers. 3. Conquerors vs Explorers.

From any of the scale above, we need both type of people to build an organisation. However, needs & desires at individual level might not always agree with an organisation, especially because people move from one spectrum to another throughout their lives.

It’s a hard problem because individuals exhibit a higher degree of variability than organisations.

We were still unabated not only because we love solving hard problems, also because we understand great design has greater wireframes.

Our organisation structure is the wireframe on which we are building Bourdaina.

Our culture assessment gives us a broader overview of a candidate’s personality without being too intrusive.

We use this assessment to suggest them a fitting role at Bourdaina, along with answering another important question if Bourdaina is the right fit for them or not.

Two layers of our organisation structure are :- [Bourdaina🦍 Long Run & Bourdaina🦍 Short Run](https://www.bourdaina.com/careers).

Bourdaina Long Run comprises of candidates who choose to work with us for entirety of current Bourdaina Phase.

Bourdaina Short Run candidates are free to join & leave Bourdaina🦍 as they prefer.

These two layers provide entirely different experience to candidates.

Short run is designed for focused tasks with clear guidelines. They are well suited for someone without prior work or domain expertise. They are exploring the industry with scope of learning.

Long run is suitable for candidates who are willing to build Bourdaina with us. They are already convinced on growth potential of the industry. They do not seek to be managed but enjoy uncertainty. They are not looking for another organisation to join, but to build one.

While long run candidates, enjoy unparalleled autonomy, short run candidates are able to experiment within specified guidelines.

Long run candidates can actively choose to take up tasks as per their aspirations. Short run candidates pick from a given list of tracks.

All compensations at Bourdaina are 100% output linked. It is exhibited differently for long run & short run. Long run candidates receive compensations in 3 month cycles while Short run candidates receive compensation in monthly cycles.

Long run candidates can choose to convert all or part of their compensation to equity. short run candidates aren’t availed this ability at the moment.

For short run candidates, we are designing performance evaluation methodologies, compatible with other organisations. Their compensation is a true indicator of their performance.

Performance of Bourdaina is true evaluation for long run candidates. Individual performance is evaluated as proportion of contribution to the overall outcome, which also reflects in their compensation.

Both short run & long run candidates have the ability to move from one layer to another. Short run to long run transition is easier than reverse. We are working to enable faster reverse transition as well.

Short run candidates can join Bourdaina without a résumé or an interview & process takes less than a week. The selection process for long run has 5 to 9 steps depending on the role & may take 2 to 3 weeks.

I expect this information should be satisfactory for potential candidates. You can write to me at m@bourdaina.com with feedback or queries in this regard.

- Mayank Gupta