What's the Work-Life Balance Like at Collectly?

What’s your quotable principle for keeping a sustainable work pace — and what signal shows it works?

A sustainable pace means building something that scales without burning people out. If you're trading consistency for urgency too often, you're doing it wrong. We protect that pace by removing friction before it becomes stress through a blend of team expertise and best-in-class technology. For instance, our sellers are equipped by revenue operations with a best-in-class tech stack for every stage of the process, from list-building to sequencing to cold calling. Our dedicated enablement team provides dedicated onboarding and L&D. Marketing provides top-tier content, numerous event opportunities and a steady stream of inbounds. When your people are well-equipped and well-supported, urgency becomes a choice — not a default. The proof is in the pace. Goals get hit without last-minute fire drills. People take PTO without anything breaking. Outcomes improve quarter over quarter while stress levels don't. Startups move fast — but sustainable teams move intentionally. Wins come from systems, clarity and alignment. Not burnout.

Which policy or norm makes flexible work succeed — and how do you measure impact?

Flexibility works when there’s structure underneath it and trust to reinforce it. For us, unlimited PTO isn’t about disappearing; it’s about planning and having each others’ backs. Unlimited PTO only works when performance is measured by outcomes, not hours. We hire responsible adults, set clear goals and trust people to manage their time responsibly. Because expectations are clear, everyone knows what they own and how success is measured. People actually take time off and our performance doesn’t dip when they do. Unlimited PTO isn’t a perk; it’s a trust contract. We expect high performance and in return, we give people autonomy. Ownership replaces micromanagement.

Which wellbeing-related resource do people actually use — and what improvement have you seen on your team?

By covering 100 percent of medical, dental and vision premiums for employees and their dependents, we’ve seen stronger retention, higher engagement and increased offer acceptance rates. When people aren’t worried about healthcare costs for their families, they can focus on doing exceptional work and that stability compounds across the organization. It’s become a meaningful differentiator for us. Employees consistently call it out as one of the most impactful benefits we offer, especially those with families. This improvement is demonstrated through stronger cultural alignment and the pride in what we’re building here.