Holacracy Approach

At dc AG, there are no rigid time clocks or core working hours. Employees shape their workday in the way that best fits their personal biorhythm and private life. Coordination happens independently within the team.

Whether it is at our modern headquarters in Kulmbach, remotely from home, or on a workation abroad - where you work is completely up to you. Thanks to a fully digital infrastructure, seamless collaboration is possible from anywhere.

Trust over control obsession: there is no fixed cap on vacation days per year. Team members coordinate independently within their circles. As long as the work gets done and the team agrees, people can take as much vacation as they need.

You will not find traditional top-down structures here. Decisions are made where the strongest expertise sits - directly within the team. Eliminating bureaucratic layers creates short communication paths and fast execution.

Knowledge is not something people have to chase down - and it is not a power tool. Strategic goals, business metrics (KPIs), and the company’s overall direction are fully transparent and accessible to every employee at any time, enabling well-founded decisions.

Agility is not just a buzzword here - it is deeply embedded in how we work every day. Through iterative processes, continuous feedback, and flexible adaptation to market shifts, dc AG stays in learning mode and ready to respond at all times.

dc AG takes responsibility for the future. Our sustainability concept runs through the entire organization - from resource-conscious processes in the office to the deliberate selection of partners and projects that make a positive impact.

The mental and physical health of our teams is a priority. Preventive programs, ergonomic workspaces, support for sports, and space for mental breaks help ensure that performance and personal well-being go hand in hand.

Lifelong learning is actively encouraged. Instead of standardized mandatory training, every employee gets the freedom and budget to grow individually - whether through industry conferences, certifications, or learning entirely new role-specific skills.

Success is created together - and shared together. Through a clear, transparent profit-sharing model, all employees directly participate in the company’s financial success. That strengthens team spirit and an entrepreneurial mindset.

A radically democratic approach: roles with leadership and governance responsibility - such as Lead Links or the Executive Board - are not appointed from the top, but elected democratically by the respective circle. This ensures maximum legitimacy and true peer-level collaboration.

No more salary envy or backroom negotiation skills. A fair salary model that is visible to everyone creates full transparency. Compensation is based on clearly defined roles, skills, and responsibilities.