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We had two cultural goals we assigned to ourselves this year.  Choosing a tagline that reflects who we are as a company that reflects why we do what we do was one of them.  Here's a peek into how we did it.

How We Chose "Move Purposely" As Our Tagline

This is part two of our culture series, where we give you a behind-the-scenes look at how we’re building our culture and brand.

 of this series, there are two things we set out to create towards the end of 2019:

: An employee handbook that explains our company culture, so new hires and existing employees have a frame of reference for how to succeed. You can read it and download our company handbook at this link.

An externally-facing marketing tagline and what our “core beliefs” are

: We wanted to let our customers and the public know how we operate as a company. It’s an inside look into what it’s like to work with us and what we stand for.

We actually started by creating the company handbook before the tagline. We thought creating the handbook was more straightforward, and that turned out to be correct.

Here’s the process of creating our tagline and core beliefs.

Our new tagline is Move Purposely, and it is accompanied by our core beliefs, which you can find in the next section.

I know many companies go on for years without ever creating a tagline, and in many cases, a tagline isn’t created until the company is very successful and popular. But I wanted to create a tagline to communicate what stands us apart and to give our prospective customers and potential hires an idea of what it’s like to work with us.

I didn’t want to be just a software development agency. The world doesn’t need another company that can build software. So the biggest reason was to differentiate us and communicate our value proposition.

What’s the point of documenting our core beliefs?

Core beliefs are statements that describe “what your company believes in.” In a world where most companies talk about 

 we do things the way we do them. We recognize that the work we do is somewhat commoditized. There are thousands of other companies who could claim to do the same work as us.

But our secret sauce, the core of what we do, the reason why we outperform many other agencies, is our why. And we wanted to communicate that internally and externally.

We also knew our why would fuel the creation of our tagline, so we started with creating our core beliefs before our tagline.

We relentlessly pursue the truth with a deep focus on solving the problem at hand. We do our due diligence and gain a deep understanding of the problem we’re solving before a single piece of code is written. We ask a lot of questions to uncover the real problem and verify the impact of the problem when we solve it.

We cut once, measure twice. Once we start coding and architecting a digital solution, we will already have confidence in our direction. This means no false starts and no over-promising and under-delivering. This also means we take calculated risks if we see an opportunity for further success.

We have a bias for exploration. We will continue to find different ways to solve a problem until we’re confident there will be little to no side effects. Instead of relying on brute-forcing solutions, we rely on our collective minds to uncover problems and solutions. Our work is not done until it has made an impact.

We structure engagements to allow our entire team to be dedicated to individual projects and focus on making the biggest impact possible. We maintain a deep focus in order to solve problems.

We have a passion for overcoming challenges. We might spend a little more time upfront to understand what puzzle we’re solving, or how to solve the puzzle, but once we do, we’re filled with joy and fulfillment. Our team is stacked with problem solvers.

We find our way around and adapt to every environment we’re thrown into. We’ve had the pleasure of working in every type of business environment (from large enterprises to scrappy, chaotic bootstrapped startups), and in every situation, we keep our cool and find practical solutions to big problems. We embed ourselves within the client, whether that’s onsite in their offices or within our own confines.

Yes, we are engineers at heart, but we are more interested in solving problems instead of just writing code.

Now, the tagline. Here are the steps we took to create our tagline, Move Purposely.

I feel like every tagline creation process starts with a Google search. And, of course, you end up evaluating the most famous ones like Nike’s “Just Do it” and Apple’s “Think Different.” These taglines have stood the test of time.

But we aren’t a billion-dollar company, so we went back and forth on what our tagline should encompass.

It has to represent who we actually are as a firm

: If the tagline sounds great but doesn’t deeply represent us, then we have to pass on it. I’ve seen too many companies with mission statements and taglines that they don’t actually live by or stand by. I wanted our tagline to have meaning and depth. I didn’t want it to be a token marketing ploy.

It should be unique, memorable, and ideally two words

: I’ve seen some longer taglines, but I’ve always been a big fan of shorter ones. The more words in a tagline, the less memorable it would be, in my opinion.

It shouldn’t be specific to the technologies we work with:

 Although a majority of our work is specific to React Native, we’ll grow to work with a variety of technologies. And I wanted our team to think bigger than just a specific technology, or even technology in general.

It’s something we stick with for at least five years:

 We wanted to create a tagline that would last a long time, if not forever, even though our company is only a few years old and creating a tagline might be jumping the shark. This rule ended up being the biggest constraint for us.

We also didn’t want to start with what we do, but instead with our why. Why we do what we do?

 Are our differentiators really that distinct from everyone else? “We do things better” isn’t a tagline or a differentiator.

How much of the company culture is derived from me, the founder and CEO?

 We also considered the personality attributes related to how I lead the company.

What are the attributes of a fox, and is there any relation to our name Foxbox Digital?

 Well, if you ever wanted to know why we named the company Foxbox, you’re not going to be too impressed. I wanted a name that hints at what we do without being obvious. There are beautiful, cunning foxes on my favorite ski mountain, and they stood out to me. We build things, and so a box represents what we build. We had to add “Digital” for SEO, and because it says that we’re a digital agency. That’s the truth!

When we were evaluating our tagline and core beliefs, we started to see if there were any attributes from a fox, the animal. This turned out to be 

Here is an excerpt I found online about the 

Flamboyance is not the fox's style; it prefers to remain inconspicuous in a small, cozy house, which is usually organized and neat. Choosing subtlety and cunning over brute strength, they are unquestionably hunter personalities and are usually in good physical shape and perform well in pastimes that challenge both mind and body.

Largely misunderstood to be a shy, retreating individual, it's the fox's stature as a small carnivore that defines its survival strategy. Because it cannot succeed using brute force alone, the fox must rely on its sharp mind and engaging personality to garner resources.

Their love of exploration dovetails with their passion for overcoming challenges, which is why foxes are often found mountain climbing or journeying to exotic, forbidden places.

This description of a fox, in many ways, represents Foxbox Digital. We were pleasantly surprised by this. It doesn’t mean we’re going to adopt a fox as a domesticated animal anytime soon, but it’s good to know we are alike.

All of this information gave us enough to move on to the next step, which is picking a tagline.

An archetype is an ideal example or model after which other things are patterned. It’s considered a typical example of a thing or person. There is no definitive list, but 

this site has a good list of 300 archetypes

Defining an archetype helped us come up with better tagline options that were meaningful and represented who we were as a firm. What’s interesting is that we actually created our archetypes based on my personality instead of the firm’s. It was easier to do the exercise based on me. Ironically, we uncovered that the people we hired all had similar personality types and technology backgrounds.

We identified that I fall under three archetypes:

I have a big fear of mediocrity, and I’ve been a creator all of my life, so this one hit home. Being a co-founder of several tech startups before this, my DNA is to be creative, imaginative, and not conforming to the status quo.

As a technical leader for most of my career, I found myself being an equally good communicator. Communication is one of my strong points, so I knew this archetype definitely represented me.

I’m actually not a real gambler, by any means, but I am an entrepreneur at heart. And risk-taking is part of what I do every day. This made it into our core beliefs where we talk about taking calculated risks. We measure twice, cut once, but we also take measured risks we think will benefit our clients.

So now, up until this point, we have our core beliefs, archetypes, and rules for creating a tagline defined. The next step is the easy part, right? The tagline.

Iterating tagline options and picking one.

The hardest part of picking a tagline is falling in love with one. I thought the right tagline would just stand out, and we would have a “this is the one” type of moment, but that wasn’t the case.

We liked the word purposefully. So, once we decided on that word, we created more versions to see what would stick.

We all decided that “Move Purposefully” best represented us, which we ended up shortening to “Move Purposely” in the end. We also really liked “we relentlessly pursue the truth” as our tagline, but it was too long and vague.

It took a few weeks for the right tagline to digest. And as I bounced ideas off our team, it took them extra time as well. We started going through several versions of taglines.

“Move Purposely” fits all of our criteria. It’s an exact representation of how we operate as a company. Since the day this company was created, we moved with a purpose. The way we build software, treat our clients, marketing, sales, etc., all revolve around us moving forward with a purpose.

Move Purposely it is! Now we move to the next steps.

Now what? What do you do after creating a tagline?

Here’s where it gets interesting and is a moment of truth for a company. We asked ourselves this question: Do we love this tagline so much that we’re willing to update all of our material to reflect it? This means creating new business cards, updating our website, letterheads, promotional materials, etc.

Every sales proposal and resource profile has our tagline and blurb about our core beliefs.

We are in the process of designing new business cards with our tagline at the center of it.

Onboarding: Every employee gets onboarded with the Foxbox Way and our core beliefs.

Lagniappes: A lagniappe is something given as a bonus or gift. We’re currently exploring ideas for products we can give to employees and clients. A sample idea is sending a custom puzzle with the Move Purposely tagline and a note about how we are puzzle solvers, which is one of our core beliefs. When it all comes together, it feels nice and genuine.

Blog posts: We weren’t going to let a good marketing opportunity pass us by.

In the end, the process was worth it, and I highly recommend it for companies of all sizes.

Actually sitting down and being intentional about the company we are creating, and documenting it, was a rewarding and humbling experience for all of us.

It gave us a chance to discover why we’re doing this in the first place, and uncover how other companies similar to us are doing it.

Based on the internal reactions from discussing the Foxbox Way, tagline, and core beliefs, they’ve been a huge benefit for everyone. New hires have a clear understanding of who we are and how they fit in. I hope our tagline sends a clear signal to the market about why we’re unique and what it’s like to work with us. I’ll report back once I have more data to share.

Thanks for being part of our journey, and if you have any questions at all, please feel free to 

As we grow as a company, we've made the decision to be intentional about everything we do.  Rather than leave the important task of building a culture we can be proud of up to chance, we opted to sit down and think about it. Here's what we came up with for our culture-first employee handbook, which we've dubbed The Foxbox Way.

Creating the Foxbox Way, Our Culture-First Handbook

When I started Foxbox in 2018, I wanted our team to be intentional about everything we do. I didn’t want to leave it up to chance or let the culture have a life of its own. In many ways, the culture of Foxbox is an extension of how I operate.

I needed a way to communicate this to our team and prospective customers. I wanted our outside to match our inside. Meaning, a potential hire or customer should be able to have a consistent experience before and after joining us.

So, there are two things we set out to create.

 Create an employee handbook that dictates exactly what our company culture is, so new hires and existing employees have a frame of reference for how to succeed.

Externally-facing tagline and “core beliefs”

: We wanted to let our customers and the public know how we operate as a company. It’s kind of like giving them an inside look into what it’s like to work with us and what we stand for.

For the purpose of this article, I’m going to talk about how we created our employee handbook. If you want the details of the behind-the-scenes of our tagline, Move Purposely, 

When we started down the journey of creating an employee handbook, we looked for public examples of companies that shared theirs. We looked at Netflix (who was the original inspiration for this), Basecamp, and Tesla.

Basecamp released their handbook around the time we started creating ours, and I thought it was great. It was in-depth and used extremely straightforward, transparent language.

The reason I loved it so much was because there were zero possibilities of an employee “reading between the lines.” The handbook wasn’t a blanket “do the right thing” statement that would mean multiple things to many people. It gave every employee direction on how they should communicate, how they should be working, and how they should be making decisions. It covered everything from A to Z. It’s perfect.

 “Anti-Handbook Handbook,” which I thought was interesting because it wasn’t supposed to be viewed publicly. Of course, Tesla’s handbook is the exact opposite of Basecamp’s in terms of expectations from their employees. But, the one thing they both have in common is their direct language. There was no chance someone could misinterpret what was expected of them, especially how to work and communicate.

Now, on to our handbook, which we call the Foxbox Way.

After analysis, we all agreed that the Foxbox Way needed to accomplish the following:

. We have an organized onboarding process, and this is a perfect part of our new hires’ first day activities.

It should be clear and direct—no fluffy marketing jargon.

It shouldn’t be about how wonderful Foxbox is but focus on the realities of our business. Basically, it should be a real representation of how we work, not a magical unicorn representation.

After that, we went to the races. After many meetings, several edits, and re-writes, here are the 17 core principles we came up with:

The client isn’t always right — challenge them gracefully

Treat every client like you’ll be eating Thanksgiving dinner with them 5 years from now

Client Satisfaction > Our Profits — make decisions accordingly

See an opportunity for us to improve? Take it and own it

There are some meetings you absolutely can’t miss

How you work and communicate with the team is up to you

Each principle was broken out into further clarification. The Foxbox Way serves as a framework for our culture and values at Foxbox Digital. Every single piece of code we write, every interaction we have with our clients, and how we communicate with each other are all part of the Foxbox Way.

 It is unique to us, and that’s why it’s the Foxbox Way.

As planned, we used this document for our onboarding process, and it was received well. Many of the new hires commented that they’ve never been part of a company that was this direct on expectations, and it gave them a much better understanding of how we work.

One note: we view these as a set of guidelines, rather than rules. We respect that everyone has their own individual personality, and these principles are the common thread that ties us together.

We’re only a few months into this, and so far it’s been great: new team members feel instantly connected to the company and we all seem to be working more cohesively.

And yes, this is supposed to be an internal document, but similar to Basecamp, I thought it would be a good idea to make this public for other founders or leaders who are considering being intentional about their culture.

So, if you would like to see our culture handbook in its entirety, 

REASON 1

You Can Create Great Native-Like Experiences Across Multiple Operating Systems

REASON 2

It Focuses on Developer Efficiency Across All the Platforms You Care About

REASON 3

It's Native, Really!

REASON 4

You Can Reload "Instantly" with Fast Refresh and Modern Debugging Tools You Know

REASON 5

It’s Developed by Facebook, but It’s Open-Source

REASON 6

It’s Flexible

REASON 7

It Has a Big and Active Community

REASON 8

Great Companies Are Using It

REASON 9

There Are Great Integrations To Make Your Job Easier

REASON 10

Amazing Resources Are Available Online To Get Started

IN CONCLUSION

React Native Is the Way to Go for Many Reasons

React Native created the ability to produce real Native iOS and Android Apps with a single codebase, and has changed mobile app development in a big way.

We’ve dedicated a lot of time to mastering React Native, and it’s by far our favorite framework of choice when developing mobile apps.

Here are the reasons why we love it, and recommend it so often.

React Native produces real Native iOS and Android Apps with a single codebase, and its changed mobile app development in a big way. This is why we love it.

10 Reasons Why We Love React Native *And Why You Should Too

We believe that in order to make an impact in the world, you must do it purposefully. We believe that having the determination to succeed and willingness to adapt to situations greatly increase the impact of our work. These are our core beliefs.

Our Core Beliefs

We believe that in order to make an impact in the world, you must do it purposefully. We believe that having the determination to succeed and willingness to adapt to situations greatly increase the impact of our work.

We’ve seen too many failed projects that never made the impact that was originally promised, because there was no underlying purpose for the project to begin with, or a misaligned vision for what the product was supposed to accomplish. When you approach everything you do with a purpose and a resilience to succeed no matter the circumstances, you’re able to make a positive impact everywhere you go.

This is why we only invest in talent who are determined to succeed, and partner with clients who are purposeful in their mission. We exist to make an immediate and long-term impact on our clients & those in need.

We relentlessly pursue the truth with a deep focus on solving the problem at hand. We do our diligence and gain a deep understanding of the problem we’re solving before a single piece of code is written. We ask a lot of questions to uncover the real problem and verify the impact of the problem when we solve it.

We measure twice, cut once. Once we start coding and architecting your digital solution, we will already have confidence in our direction. This means no false starts. No over promises and under-delivering. This also means that we take calculated risks if we see an opportunity for further success.

We find our way around, and adapt to every environment we’re thrown into. We’ve had the pleasure of working in every type of business environment (From Large enterprises to scrappy, chaotic bootstrapped startups), and in every situation, we keep our cool and find practical solutions to big problems. We embed ourselves within the client, whether that’s onsite in their offices or within our own confines.

We have a bias for exploration. We will continue to find different ways to solve a problem until we’re confident that there will be little to no side effects. Instead of relying on brute-forcing solutions, we rely on our collective minds to uncover problems and solutions to anything we are working on. Our work is not done until it’s done and made an impact.

We are puzzle solvers, not a code factory.

We have a passion for overcoming challenges. We might spend a little more time upfront to understand what puzzle we’re solving, or how to solve the puzzle, but once we do, we’re filled with joy and fulfillment. Our team is stacked with problem solvers. Yes, we are engineers at heart, but we are more interested in solving the problems and not just writing code.

We structure engagements to allow our entire team to be dedicated to individual projects and focus on making the biggest impact possible. We maintain deep focus in order to get into flow and solve deep problems.

You can read more about who we are and the culture that drives us 

The “Foxbox Way” serves as a framework for our culture and values at Foxbox Digital. Every single piece of code we write, every interaction we have with our clients, and how we communicate with each other are all part of the “Foxbox Way.”

The Foxbox Way

The "Foxbox Way" serves as a framework for our culture and values at Foxbox Digital. Every single piece of code we write, every interaction we have with our clients, and how we communicate with each other are all part of the “Foxbox Way.”

This is not just a guide for new hires but serves anyone who works at Foxbox, including our leadership team and founder. How we hire, the clients we serve, and even how we act outside of the office are all part of the Foxbox Way.

 It is unique to us, and that’s why it’s the "Foxbox Way."

One of Apple’s famous ad campaigns was a campaign called "

." In this short video, they featured icons who changed the world (including Albert Einstein, Amelia Earhart, and Martin Luther King Jr., to name a few) and challenged people to think differently. As part of his 

, Steve Jobs said, “If they ever used a computer, it would have been a Mac.”

A big reason we created the Foxbox Way is to drive clarity on who would make a great Foxbox team member, and who would make a great Foxbox client.

We believe in Moving Purposely. This means everything we do is thought through. It means we value proactive actions versus reactive ones. It means we measure twice and cut once.

At Foxbox Digital, every associate on every project knows that our work is mission-critical to our clients. We take that responsibility seriously, and that shows up in the work we do and how we do it. Sure, we love to engineer solutions but we want to make sure there’s a purpose behind what we’re building, and we’re communicating with the team and client before we start coding away.

We believe that in order to make an impact, you must do it purposely. We’ve seen too many failed projects that never made the originally promised impact because they were trying to solve a hypothetical problem, instead of a real one. Instead of blindly following project requirements, we like to build with a purpose. Solve real problems for people. Release your software early with a minimal feature set then keep building and incorporate what problems actually come up from real users.

When you approach everything you do with a purpose and resilience to succeed no matter the circumstances, you’re able to make a positive impact everywhere you go. This is why we only invest in talent who are determined to succeed, and partner with clients who are purposeful in their mission. We exist to make an immediate and long-term impact on our clients.

Just like the fox (the animal), every step we take is intentional, calculated, and efficient.

We are a hungry group of engineers, entrepreneurs, and leaders who have something to prove.

We’re still a fairly new digital agency, even though we’ve had impressive growth. The drive to bring our clients to a better place is the foundation of success at Foxbox Digital. This means we should operate as if every client’s business is our own.

We’ll challenge every feature, celebrate every win, and stay up all night fixing whatever impedes our client’s future growth. There’s no reason that Foxbox Digital can’t grow to 500 or 5,000 people in the next 5-10 years.

All of our new hires tend to have a mixture of a great technical skillset and be naturally ambitious. We ask that you work like you have something to prove.

If you have a crazy idea on how to solve a problem, try it out. Failing is not just okay, it’s recommended. We’re building software, not performing heart surgery. Communicate your plan with your team and try to validate or invalidate your idea as quickly as possible. If it works, it’s a win for your client, your team, and for you.

As a company, we try new things all the time. We’ll experiment with a new service offering, and if it doesn’t work, we end it with little fanfare. We also experiment and evolve the way we manage projects. Some ideas work, some don’t, but by taking risks we ultimately improve the way we deliver.

Without taking risks, we would not exist. The opportunities that await us are endless, but we do have to pursue them. We’re not a "bet the farm on a single idea" type of company, but we’re not a “let’s sit back and see how this all plays out” type of company either.

We are communicators and translators first, engineers second.

Many of our customers are not technical, and that’s a huge reason why they hire us. They already trust us to get the technical work done. When speaking with our clients, it’s worth talking about what we’re doing technology-wise that will benefit their business.

They most likely will never know what concurrency or pattern matching is. However, they do need to know that the solution was architected to focus on speed and scale. They might not know the inner workings of Scrum or Agile, but they do need to know how we operate our projects.

Use metaphors to help them understand complex technical topics in a simple, relatable way. For example, to explain concurrency to a client, you can say, "We’re increasing the overall speed of the application, and allowing it to handle more transactions without increasing your server costs. That way, if you get a huge increase in users, you won’t need to reprogram it. It’s ready to go from day one. WhatsApp uses concurrency for their platform, and it works well.“

A good trick to explaining technical terms to a non-technical person is to Google <technical term> + benefits. So, DevOps benefits, Concurrency benefits, etc. These results will give you the layman’s terms for any technical thing you’re talking about.

We’re all excited by new technology, but it’s important not to use technology for technology’s sake. Blockchain, Serverless APIs, AR, and Graph Databases are all really cool, interesting pieces of technology, but they’re often not the best or simplest solutions to the problems we need to solve. Focus on the problem you need to solve and think of the simplest, most elegant solution to solve it. Obsess about the problem, but don’t get caught up in all the new shiny technologies.

As a general rule of thumb, we should stick to using the technologies we know and use across all of our projects. If you want to bring in a new major technology, you’ll need to sell your idea to your team and your architect.

Be prepared to explain why it’s so important and why nothing in our existing stack solves the problem. This is how we brought in Typescript and Hooks, but also how we turned down using Redux-Saga in order to stick with Redux Thunk, which works just fine to solve the same problem.

Our clients get excited about solutions. We get excited about problems.

Our clients pay our bills. In fact, the clients are our only way of making money. They have a clear product vision and hire us to build it. This means they tend to say "build this" and honestly expect us to do as they say. Most other agencies will simply build what the clients want, but not us.

Companies hire us to help them achieve goals. Sometimes what the client asks for is not inline with their own goals, and that’s when it’s our job to challenge them.

For example: A client asks to build a feature for a problem they are anticipating. They’re trying to predict the future, and we may just waste our time (and their budget) if we build it for them. Instead of solving this hypothetical problem now, you should propose to release what we have to customers and solve the problem when it actually happens. Chances are, the problem will never occur, and your client will thank you for being more efficient.

A real-life example: On a previous project, the client had designed a complex image recognition component where the app would read pieces of data from a paper form. The problem is there is no standard template, and it would have been inaccurate and unusable. Instead of building what they asked for, we proposed an alternative solution that is less automated but puts the user in control and will be more than 95% accurate. The client loved our proposed approach, thanked us, and asked us to implement it.

Challenge them in a respectful way by communicating "why" and your alternative solution. Remember, we are communicators and problem-solvers first, engineers second. In the end, though, the best we can do is recommend and advise, the client gets the final say.

 is a great book that goes into more detail on this topic.

Here are three points from the book that stand out and are especially relevant for our clients:

Let the other person feel the idea is his or hers.

 People inherently like ideas they come to on their own better than those handed to them on a platter. Ideas can best be carried out by allowing others to think they arrived at it themselves.

Honestly try to see things from the other person's point of view.

 Other people may often be wrong, but we cannot condemn them. We must seek to understand them. Success in dealing with people requires an empathetic grasp of the other person's viewpoint.

Be empathetic with the other person's ideas and desires.

 People are hungering for empathy. They want us to recognize all that they desire and feel. If we can sympathize with others, they will appreciate our side as well and will often come around to our way of thinking.

The job of the leaders is to support and empower the team. Some call this Servant Leadership, where leadership’s job is to serve you as the builders. Project managers provide developers clear requirements. Software architects unblock developers, help design solutions, and communicate the plan to the client to shield developers from attending meetings.

Your architect designs complex technical solutions, but they also need buy-in from their team. However, leaders are often wrong. Your team should always challenge them, and leaders should listen and make changes accordingly. And of course, just like we do with clients, challenge leaders gracefully.

Rob Volk story: At my last company where I was CTO, I presented my technical plan for a complex feature to the team that I spent the previous night designing. An intern on the project had the audacity to speak up during the meeting to challenge my design. He proposed another way to solve the problem, and it was much better. The team agreed with him, and so did I, and we went with his solution. After that meeting, I took him aside and thanked him for having the courage to speak up and challenge the CTO’s vision.

We pride ourselves on building clients for life. This means our goal for an initial engagement is to knock it out of the park, and also build a trusted partnership where we can help them with future engagements. This is a mixture of them telling us what they need, and us uncovering how else we can help them.

The opportunities are endless for us to partner with our clients and build mutual respect. We aim to grow relationships we will value for years to come.

There are going to be times when you have to make an engineering or product decision that will impact the client. For example, your first option will take a lot longer to do, but will greatly benefit the client, and your second option is shorter to do, and the client might not even notice.

In these situations, we ask that you do what is in the client’s best interest, even though that means it’s impacting our profits on the projects. These little decisions add up to make better products and happier clients.

Of course, there are limits to this, and whenever in doubt, reach out to your project lead on the best next steps.

Inside the Box

Articles, updates, and ideas you can put to use.

How We Chose "Move Purposely" As Our Tagline

Creating the Foxbox Way, Our Culture-First Handbook

10 Reasons Why We Love React Native *And Why You Should Too

Our Core Beliefs

The Foxbox Way

How Switching From Ruby to Elixir Made Our Team Happier and More Productive