Part 7: Leaving thredspan
People leave jobs. It's normal. What matters is how we handle it.
A note on local requirements: This section outlines our general approach. We comply with all local employment laws wherever you're employed—notice periods, redundancy processes, and termination rights vary by country. Your specific entitlements will be in your employment contract, and detailed policies are in the Company shared drive on Google Drive.
If You Choose to Leave
Telling Us
If you've decided to move on, tell the founder directly. A call or video chat, not a Slack message.
This isn't about making it awkward. It's about having a proper conversation: what's driving the decision, whether there's anything we could do differently, and how to make the transition smooth.
Sometimes people leave because something's broken and we didn't know. Sometimes they leave for opportunities we can't match. Either way, we want to understand.
Notice Periods
| Tenure | Notice period |
|---|---|
| During probation (first 3 months) | 1 week |
| After probation | 1 month |
Your contract will confirm the specifics. We might agree to something different depending on circumstances.
Working Your Notice
We'd normally expect you to work your notice period. This helps with handover and keeps things smooth.
Sometimes it makes sense to leave earlier. If you've got a new job starting sooner, or the situation is difficult, we can discuss it. We'd rather you leave on good terms than serve out an awkward month.
Handover
Before you go:
- Document anything that lives in your head
- Hand over ongoing work properly
- Make sure someone knows where to find things
- Transfer ownership of accounts and access
A good handover is a gift to your colleagues. Don't leave them scrambling.
Exit Conversation
Before your last day, we'll have a proper conversation:
- What worked well? What didn't?
- What would you change about how we work?
- What should we know that you might not have said before?
Be honest. You're leaving anyway. This is your chance to tell us things that might help the people who stay.
Last Day
On your last day:
- Return any company equipment (we'll arrange collection or send a shipping label)
- Make sure you've removed any personal files from company devices
- Hand back any access credentials
- Say goodbye properly
After You Leave
Equipment: Returns to us. We'll wipe it.
Access: Revoked on your last day. Don't take it personally.
Data: Don't take company data, customer information, or proprietary stuff with you. This should be obvious.
References: We're happy to provide references for future employers. Just ask.
Staying in touch: We'd like that. If you want to stay connected, let's do it. Former colleagues are part of our network.
If We Part Ways
Sometimes it doesn't work out from our side. Here's how we handle it.
Performance Issues
If your performance isn't meeting expectations:
- You'll know early. We won't surprise you with concerns we've never raised.
- We'll be specific. What's not working, what needs to change, by when.
- We'll support you. Training, coaching, clearer expectations, whatever helps.
- We'll give you time. A reasonable period to improve (usually 4-8 weeks, depending on the issue).
- We'll be honest. If it's not improving, we'll tell you.
If after genuine effort things still aren't working, we'll part ways. This isn't punishment. It's an acknowledgment that the fit isn't right.
During Probation
The first three months are a mutual assessment. If it's not working for either side, we can end it with one week's notice.
This isn't failure. Sometimes people and roles don't fit, and it's better to figure that out quickly than to drag it out.
If we're ending your employment during probation, we'll tell you why. You deserve to know what didn't work, even if the conversation is difficult.
Values Violations
Performance issues get time and support. Values violations don't.
If someone behaves in ways that fundamentally contradict our values, harasses a colleague, lies, acts unethically, we'll act fast. This might mean immediate termination.
We don't say this to be threatening. We say it because values only mean something if there are consequences for violating them.
Redundancy
Let's be honest about this.
I've spent years in professional services businesses where redundancies and headcount reductions are a way of life. Hire in the good times, cut in the bad. Repeat. It's brutal for everyone involved.
We don't intend to operate that way at thredspan. Our business model isn't to hire hundreds of people. As an AI-native company, we want to do more with fewer, smarter, more capable people. We're building a small team that punches above its weight, not a headcount machine that expands and contracts with every market shift.
That said, we live in the real world. Things change. If the business situation genuinely required us to make a role redundant, we would:
- Tell you as early as we possibly can
- Explain why honestly—no corporate speak
- Give you proper notice
- Provide a fair leaving payment (see below)
- Actively support you in finding something new
Redundancy isn't about your performance. It's about circumstances beyond anyone's control. We'll make that clear and treat you with dignity.
But our goal is to never be in that position. We'd rather grow slowly and sustainably than hire fast and cut later.
Redundancy & Termination Payments
If we end your employment (other than for gross misconduct), you'll receive:
- Your contractual notice period (paid, or payment in lieu)
- Any accrued holiday pay
- Statutory redundancy pay (if applicable)
- An additional ex-gratia payment based on length of service
We haven't formalised the exact formula for additional payments yet. When we do, it'll be documented here. The principle is: we treat people fairly on the way out, not just on the way in.
How We'll Handle It
Regardless of why someone leaves:
- We'll be direct and honest
- We'll treat you with respect
- We won't badmouth you to the team or externally
- We'll give you a fair reference for what you did well
Leaving a job is hard. We won't make it harder than it needs to be.
Staying Connected
Just because you've left doesn't mean we're strangers.
- Former team members are welcome to stay in touch
- We're happy to be references, now and in the future
- If you build something cool, tell us about it
- If we cross paths again professionally, great
Good people go on to do great things. We want to be part of your network, not just a line on your CV.
A Final Thought
We hope you stay for a long time. We hope you grow here, do meaningful work, and look back on this as a good chapter.
But if you do leave, whether it's your choice or ours, we want you to leave thinking: "They treated me fairly. I'd recommend them to others."
That's the bar.
This is Part 7 of the thredspan handbook.
What's Next
This handbook is a living document. It'll change as we learn and grow.
If something's unclear, ask. If something's wrong, tell us. If something's missing, we'll add it.
Welcome to thredspan.
Handbook drafted February 2026.