Technology, Information and Internet

201-500 Employees

4.4 (Glassdoor)

Manages Culture Code and Employee Benefits

About HappyFresh

At HappyFresh, we build to deliver a simplified life. Every day, our team delivers the freshest, highest quality groceries to thousands of customers in Southeast Asia's major cities.

If you consider working for us: we are always on the lookout for talented individuals. How we define "talented"​ might be different to how other companies do. We will not be easily impressed by your "credentials"​. Instead, we are looking for problem solvers with real skills and attitude: those who are very good at what they do that they earn a bragging right, but at the same time are also humble enough to continuously learn, be data-driven, and always question their own assumptions.

HappyFresh Culture Code

Leading-Edge Technologies

Everyone in our Tech department can make decisions on which tools and processes their team will use. We record every decision made in an ADR (Architectural Decision Record), so others can see the reasoning behind the decision. It gives everyone freedom and autonomy to get things done. 

We also use many open-source technologies and experiment with things we never did before. 

Continuous Delivery

We believe that Continuous Delivery (CD) is the main and critical process in our end-to-end software development lifecycle. We have near-100% automated build-test-deployment processes. 

We are measuring the effectiveness of our SDLC using the DORA metrics:
  • Deployment frequency (DF)
  • Lead time for changes (LT)
  • Mean time to recovery (MTTR)
  • Change failure rate (CFR)

End-to-End Ownership

We believe in DevOps as a culture, not as a role. Everyone in our Tech Team is involved in every phase of SDLC, from ideation to operation in production. By adopting this culture, software engineers who write code will know how their software operates in production, SRE will be involved in how the testing is done etc. 

Learning Oriented

Here are the following things that we have to support learning at our Tech Team:
  • Weekly tech talks
  • Subscribe to online learning platform (books, videos, courses, etc.)
  • Centralize open documentation so that there are no silos between teams
  • Internal hackathons
  • Support engineers to get certifications

Safe-to-Fail Environment

We look to maintain the psychological well-being of our team's employees will not be punished or humiliated for voicing their ideas, questions, concerns and mistakes. 
  • Blameless postmortem (Maximum 48 hours after the major incident)
  • Biweekly sprint retrospective
  • Everyone can contribute to help via our communication tools

HappyFresh Culture Code QnA

<div>The build process is automatically triggered in our CI tool when someone commits their code.</div>
<div>It is conducted through pair programming and using Pull Request in our code repository.</div>
<div>We have a dedicated team to handle production issues. For major incidents, we have an incident management process.</div>
<div>We have different severity levels for bugs (P0, P1, P2, P3). P0 is classified as a major incident and should be fixed ASAP.</div>
<div>During daily standup meetings.</div>
<div>We are using Scrum and Kanban</div>
<div>Postmortems are conducted for every major incident (maximum 48 hours after the incident)</div>
<div>We have a set of activities such as self-review, peer-review, manager-review and calibration process.</div>
<div>We set up a learning development program at the beginning of each quarter.</div>
<div>One of the keys to preventing burnout is having great Continuous Delivery (CD) process.</div>
<div>It depends on the manager. However, it all refers to HappyFresh's Openness cultural pillar that encourages employees to provide constructive feedback.</div>
<div>Documentation, sharing session, blameless postmortem, etc.</div>