Private Limited
What's in these pages
Sixty commitments, organised into seven chapters. Every policy exists to answer one question: how do we build software — and a company — worth trusting?
| Ch. | Chapter | Pages |
|---|---|---|
| I | Welcome & Leadership Messages | 03–04 |
| II | Story, Vision, Mission & Values | 05–07 |
| III | Brand Identity & Logo System | 08–09 |
| IV | People, Structure & Careers | 10–14 |
| V | Pay, Performance & Benefits | 15–16 |
| Ch. | Chapter | Pages |
|---|---|---|
| VI | Workplace & Time Policies | 17–18 |
| VII | Security, Assets & AI | 19–21 |
| VIII | Conduct, Ethics & Communication | 22–24 |
| IX | Engineering & Design Standards | 25–26 |
| X | Growth, Events & The Road Ahead | 27–31 |
This handbook is a working agreement, not legal wallpaper. Read Chapters I–IV in your first week. Reference the rest as you need it. Where a policy conflicts with your offer letter, the offer letter prevails; where the law is stricter, the law prevails.
You were hired to raise our standard
"Trust is the only feature that ships in every release."
Welcome to Maa Labs.
Companies are not built by capital or code alone. They are built by people who decide, quietly and daily, that their work will be honest. If you are holding this handbook, you have joined a company that measures itself by that decision.
We chose our tagline carefully. Innovation is the price of entry in software — anyone can promise it. Trust is rarer. Clients hand us their data, their products, and their reputations. Employees hand us their careers. This handbook is our side of that exchange, written down so it can be held against us.
Read it not as a rulebook but as a mirror: this is who we intend to be. Where we fall short, tell us. Where it serves you, use it fully — the learning budgets, the review cycles, the promotion paths. They exist to be claimed.
I look forward to the work we will do together.
Why this company carries a mother's name
"Maa" means mother. That is not branding — it is a promise I made before this company existed.
A mother's work is the original definition of quality: done with full attention, done for someone else's benefit, done whether or not anyone is watching. When we named this company Maa Labs, we set that as our engineering standard. Every plugin we ship, every interface we design, every line of client code carries a name that does not permit carelessness.
Practically, that means three things for you:
- Craft over speed. We would rather ship one excellent thing than three average ones.
- Care over hierarchy. The best idea wins, whether it comes from a director or a junior on day one.
- Character over cleverness. We do not take shortcuts with clients, with each other, or with the truth.
You will find these three ideas repeated throughout this handbook, wearing different names — code review, ethics policy, promotion criteria. They are all the same idea. Welcome to the family, in the most literal sense we could manage.
Co-Founder's note
"A company is a home you build for other people's ambitions. Keep it clean, keep it warm, keep it honest." — Shiwani, Founder & CTO
From one developer's desk to a studio of builders
Why we exist
The gap we saw
Most software agencies sell hours. Clients get code that works on demo day and decays after. Nobody signs their name to it.
Our answer
A studio that treats client work like product work: versioned, documented, performance-budgeted, and owned long after handover.
The proof
We publish our own products in public. If our plugins survive open reviews from strangers, our client code can survive anything.
Before any feature, deadline, or deal, we ask one question: "Would we ship this under our mother's name?" If the answer is no, the work is not done. This question is the entire company, compressed.
Vision & Mission
To become India's most trusted design-led software house — the studio clients name first when the work has to be beautiful, fast, and dependable.
We build software with a mother's care: crafted interfaces, engineered performance, honest communication, and products we proudly sign.
The mission, made measurable
| Mission phrase | What it means in practice | How we measure it |
|---|---|---|
| Crafted interfaces | Design reviewed against a written UI/UX standard before build begins | 100% of releases pass design QA |
| Engineered performance | Performance budgets set at kickoff, not discovered at launch | LCP < 2.0s · Lighthouse ≥ 95 |
| Honest communication | Clients hear bad news from us first, with a plan attached | Zero surprise escalations |
| Products we sign | Every deliverable traceable to an accountable owner | Named owner on every release |
Five values, written to be used against us
Values are only real if they cost something. Each of ours names the price we agree to pay.
We give client work the attention we would give our own family's project. Detail is not decoration; it is respect.
The price: we say no to rushed scopes that force sloppy work.
We tell clients and colleagues the truth early — about delays, bugs, and costs — while it is still cheap to fix.
The price: uncomfortable conversations, had on time.
We publish plugins, write documentation, and welcome review. Work that hides from scrutiny is not finished.
The price: our mistakes are visible too. We fix them in the open.
Everyone acts like their name is on the door — because collectively, it is. Nobody says "not my job" about quality.
The price: accountability cannot be delegated downward.
Technology moves; we move first. Every employee has a learning budget and the obligation to spend it.
The price: comfort with being a beginner, repeatedly.
The ML emblem
Logo concept
A single continuous golden stroke draws the letter M — two peaks joined at a shared valley. Above its centre sits a deep-red dot: the bindi, the traditional mark of a mother's presence and blessing.
Logo meaning
- The gold M — Mother, foundation, strength: the standard everything is built upon.
- The crimson L — Labs, innovation, the future: nested in the M, reaching beyond it.
- The shared pillar — M and L fuse along one stroke: heritage and innovation, inseparable.
- The circuit traces — engineering excellence; a circuit that begins at a mother’s name.
- Gold on white — luxury restrained by clarity; premium without noise.
Brand typography
| Role | Typeface | Use |
|---|---|---|
| Display | Fraunces | Headlines, cover pages, quotes |
| Body | Manrope | Paragraphs, UI, documents |
| Utility | JetBrains Mono | Labels, code, data, captions |
Colour, voice & usage rules
Palette
Usage rules — always
- Keep clear space around the mark equal to half the emblem’s height on all sides.
- Minimum size: 24px digital · 10mm print. Below that, use the emblem-only favicon.
- Gold mark on white or black; white mark on red or photography.
- Gold is the frame, red is the focus: use red for one emphasis per layout.
- Tagline always set in Manrope, sentence case: "Where Innovation Meets Trust."
Usage rules — never
- Never stretch, rotate, outline, shadow, or add gradients to the monogram.
- Never recolour the crimson L or remove the circuit traces.
- Never place the mark on busy backgrounds without a solid panel.
- Never pair the logo with third-party marks without Design sign-off.
- Never use gold text below 12pt on white — legibility beats luxury.
Confident, warm, precise. We write like a senior engineer explaining to a friend: short sentences, no jargon walls, no hype words ("revolutionary", "cutting-edge") without evidence. If a sentence would embarrass us in a code review, it does not ship in marketing either.
What we're building, and how it feels to build it
Goals — the next 24 months
Product
- Grow the plugin portfolio to 10 published products
- Launch first SaaS offering with recurring revenue
- Ship an AI-assisted feature in every flagship product
Clients
- Build a portfolio of 25+ retained clients
- Hold a 95% client retention rate year over year
- Win enterprise work through referrals, not ads
Team
- Grow to a 15-person studio without losing craft
- Promote from within for 70% of senior roles
- Every employee certified in one new skill yearly
Culture — the unwritten rules, written down
We act like a studio, not a factory
Work is reviewed like a portfolio piece. "It works" is the start of the conversation, not the end.
Seniority earns responsibility, not immunity
Leaders get their code and decisions reviewed hardest. The Chairman's slides get proofread too.
Disagree in the room, commit outside it
Debate is welcome and expected before a decision. After it, we execute as one team.
Celebrate shipping, study failure
Launches get applause; incidents get blameless reviews. Both get documented.
One team, clear lines
Solid borders are filled roles; dashed borders are open positions. Every employee has exactly one reporting manager (page 13). The chart shows accountability, not importance — ideas flow in every direction.
Seven functions, one product
⌘ Technology
Web, mobile, desktop, AI/ML and cloud engineering. Owns architecture, code quality, releases, and the plugin portfolio. Success = software that is fast, secure, and maintainable by strangers.
◆ Design & UI/UX
Research, interface design, brand systems, and design QA. Owns the visual and interaction standard of everything we ship. Success = products people call premium before they call them useful.
👤 Human Resources
Hiring, onboarding, reviews, growth plans, and wellbeing. Owns the employee experience from offer letter to farewell. Success = people who stay, grow, and refer their friends.
⛁ Networking & IT
Office network, devices, access control, backups, and uptime. Owns the infrastructure everyone else stands on. Success = nobody notices IT, because nothing breaks.
⚙ Operations
Project coordination, client scheduling, vendor management, and delivery tracking. Owns the promise-keeping machinery. Success = deadlines met without heroics.
₹ Finance
Invoicing, payroll, budgets, compliance, and reporting. Owns the numbers and their honesty. Success = clean books, on-time salaries, no surprises.
🗄 Administration
Office upkeep, documentation, supplies, travel, and front-of-house. Owns the physical and paper environment of the company. Success = a workplace that runs itself so builders can build.
While we grow, one person may wear multiple department hats — the Managing Director currently leads Technology; the Co-Founder oversees Operations, Finance and Administration. The functions and their standards exist from day one; the headcount catches up.
Every role, owned in writing
| Role | Core responsibilities | Reports to |
|---|---|---|
| Chairman, CEO & Director Mukesh Goyal | Company direction, governance, final authority on strategy, partnerships and major investments; guardian of values. | Board |
| Founder & Managing Director Naveen Goyal | Day-to-day leadership, technology vision, product roadmap, client delivery quality, engineering standards. | Chairman & CEO |
| Founder & CTO Shiwani | Technology architecture, engineering leadership, product systems; founding force behind every shipped platform at Maa Labs. | Chairman & CEO |
| Head of Design & UI/UX Mahesh Bhola | Design direction, brand system, design reviews, mentoring designers, sign-off on every shipped interface. | Managing Director |
| Junior UI/UX Designer Aniket | Wireframes, components, prototypes, design QA support; learns the design system by building inside it. | Head of Design |
| Network Administrator Palwinder | Network uptime, device provisioning, access & password infrastructure, backups, security monitoring. | Managing Director |
| Junior PHP Developer Hiring | Feature development, bug fixes, code reviews as author, tests and documentation for every merge. | Managing Director |
| HR Executive Hiring | Recruitment pipeline, onboarding, leave & attendance records, review scheduling, grievance first-contact. | Co-Founder |
| Office Assistant Hiring | Office upkeep, supplies, courier & documentation support, guest hospitality. | Co-Founder |
Every employee has exactly one reporting manager who owns their reviews, growth plan, and escalations. Cross-team requests are welcome, but priorities are set only by your manager.
Reporting lines direct work, not conversation. Any employee may raise any concern with any leader — including the Chairman — without permission or penalty.
Six levels, no ceilings
Levels apply across every department — engineering, design, HR, operations. You always know where you are and what unlocks the next step.
| Level | You are trusted to… | Promotion signal |
|---|---|---|
| Junior | Deliver assigned work on time with guidance; ask early, document always | Tasks rarely need rework |
| Mid | Take a feature from brief to release; estimate honestly; review others' work | Others build on your work without help |
| Senior | Design systems; make trade-offs; unblock the team; raise the bar in reviews | The team is measurably better with you in it |
| Lead | Define the standard for your craft; drive cross-team decisions | Your standards outlive your presence |
| Manager | Grow people; plan quarters; deliver through others | Your reports get promoted |
| Director | Set direction; own outcomes; represent the company | Departmental results, sustained |
Management is a track, not a trophy. Senior individual contributors can grow to Lead and beyond in compensation and influence without ever managing people. We promote for impact, not for headcount collected.
Paid fairly, treated generously
Benefits at a glance
Time & flexibility
- 24 paid leaves / year + public holidays
- Hybrid work-from-home days
- Birthday half-day, on us
Growth
- Annual learning budget per employee
- Certification fees reimbursed on passing
- Conference day counted as work
Life & wellbeing
- Health insurance support
- Festival bonus & gifting
- No-questions mental-health day each quarter
Salary philosophy — four principles
1 · Pay for level, not negotiation
Compensation is banded by level and role. Two people doing the same job at the same level earn in the same band — regardless of who bargained harder at hiring.
2 · Reviewed annually, adjusted honestly
Bands are benchmarked against market data every year. When the market moves, our bands move — we do not wait for resignations to correct pay.
3 · On time, every time
Salaries are paid on or before the last working day of each month. A payroll delay is treated as a severity-one incident with a written explanation from leadership.
4 · Transparent mechanics
Every employee can see the level framework, their band position, and exactly what the next level pays. The number is personal; the system is public.
Reviewed twice a year, surprised never
What we score
| Dimension | Weight |
|---|---|
| Craft — quality of the work itself | 40% |
| Delivery — reliability against commitments | 25% |
| Collaboration — how you multiply others | 20% |
| Values — Maa-grade care, trust, ownership | 15% |
Promotion policy
- Promote on evidence, not anniversary. Time served is never the criterion; sustained next-level work for 2 quarters is.
- Do the job first. Promotion recognises a level you already operate at — it is a confirmation, not a bet.
- Written case, reviewed by two. Every promotion has a documented case approved by your manager and one other leader.
- Cycle twice yearly — with off-cycle promotions allowed for exceptional impact.
If a review rating would surprise you, your manager has already failed. Concerns are raised in monthly 1:1s the moment they appear — the review only confirms what both of you already know.
Rest is part of the work
Leave entitlement
| Leave type | Days / year | Notes |
|---|---|---|
| Earned / Privilege leave | 12 | Accrues monthly · plan 1 week ahead · up to 6 carry forward |
| Casual leave | 6 | For life's small emergencies · same-day intimation accepted |
| Sick leave | 6 | Health first — inform by 10:00 AM · certificate beyond 2 days |
| Public holidays | Per annual calendar | Published every January by HR |
| Maternity / Paternity | As per law + company support | 26 weeks maternity per Indian law · 1 week paternity |
| Bereavement | 5 | Immediate family · no paperwork, only support |
Attendance expectations
- Core hours: 10:30 AM – 6:00 PM; full day 9 hours incl. break
- Mark attendance daily in the HR system — office or remote
- Late beyond 30 min, 3 times a month → conversation with manager
- Unplanned absence without intimation = leave without pay + review
How to apply
Approved leave is sacred. Nobody is messaged for routine work while on leave, and taking your full entitlement is a sign of good planning — not low commitment. Burnout is a process failure, and we treat it as one.
Flexible by design, professional by default
Work from home
- Hybrid rhythm: up to 2 WFH days weekly, agreed with your manager; full-remote weeks by prior approval.
- Same output standard: WFH changes your location, not your commitments, availability, or attendance marking.
- Reachable in core hours: respond on team chat within 30 minutes during 10:30 AM – 6:00 PM.
- Camera-ready for clients: client calls from home follow the same dress and background standard as office calls.
- Secure setup required: company laptop, VPN on, private Wi-Fi with a strong password — never public networks for client work.
- Anchor days: all-hands, sprint planning and design reviews are in-office days for everyone.
Office rules
- Respect the maker's silence: keep calls in meeting rooms; headphones mean "in deep work."
- Clean-desk close: lock screens when away; clear desks and confidential papers before leaving.
- Guests are announced: visitors sign in and are accompanied; no unescorted access to work areas.
- Meeting rooms are booked, started on time, and released early when done.
- Shared spaces stay premium: pantry, desks and boards are left better than found.
- No smoking or alcohol on premises; celebrate at events, not at desks.
Smart-casual daily; client days mean client-grade. The test is simple: would you be comfortable if the client walked in unannounced?
We plan work to fit working hours. Recurring late nights are an estimation bug to fix in planning, not a badge of honour to celebrate.
Good tools, guarded well
Company assets
- Every issued asset — laptop, monitor, licenses, access cards — is recorded against your name with an asset ID.
- Assets remain company property at all times and are returned in working condition at exit or on request.
- Report loss, theft or damage to IT within 24 hours; honest reporting is never punished, concealment always is.
- Software licenses stay within their seats — no sharing logins, no personal use of client licenses.
- Personal devices touch company data only with IT-approved setup (MDM, screen lock, encryption).
Issued → recorded → maintained by IT → upgraded on a 3–4 year cycle → returned & wiped. You never need to buy your own tools to do your job well.
Laptop policy
| Rule | Standard |
|---|---|
| Encryption | Full-disk encryption on, always |
| Screen lock | Auto-lock ≤ 5 minutes, password on wake |
| Updates | OS & security patches within 7 days |
| Antivirus | Company-managed, never disabled |
| Admin rights | IT-managed; new software via request |
| Backups | Work lives in cloud repos/drives, not desktops |
| Travel | Never checked in luggage; never left in vehicles |
| Personal use | Light personal use okay; nothing unlawful, nothing stored that you'd mind IT seeing during service |
Security is everyone's job description
Internet usage
- Office internet is for work first; reasonable personal use is fine
- No torrents, pirated software, or illegal streams on any company network or device
- Client work only over VPN when remote
- Bandwidth-heavy personal downloads wait for after hours
Cyber security
- Think before you click: verify unexpected links & attachments, even from known names
- Report suspected phishing to IT immediately — reporting a false alarm is applauded
- USB drives from outside are scanned by IT before use
- Client data never leaves approved systems — no personal email, no personal cloud
- Incidents follow the emergency runbook (page 27) — contain, report, review
Password policy
- Company password manager for every credential — no notebooks, no browser-only storage
- Minimum 14 characters or generated passphrases
- Unique password per system — reuse is a violation
- 2-factor authentication on for every service that offers it
- Never shared — not with colleagues, not with managers, not in chat
- Rotated immediately on any suspicion of exposure
If you suspect a security incident — a clicked link, a lost device, a strange login — tell IT within 10 minutes. Speed of reporting matters more than fault. In our incident reviews, the person who reported fast is the hero of the story.
AI is a power tool — you remain the craftsman
We build AI products and we use AI daily. This policy makes us fast without making us careless.
Encouraged
- AI-assisted coding, refactoring, test generation and code explanation on approved tools
- Drafting documents, research summaries, and design exploration
- Building AI features into our products with team review
- Sharing effective prompts and workflows with the team
Prohibited
- Pasting client code, credentials, or personal data into unapproved AI tools
- Shipping AI-generated code or copy without human review
- Presenting AI output as verified fact to clients without checking
- Using AI to generate content that violates any other policy
The three review gates
IT maintains the list of approved AI tools and accounts. Client-specific restrictions (some clients forbid AI on their code) are recorded per project and override this policy. When unsure, ask before pasting.
What clients tell us stays with us
Client confidentiality
- Everything is confidential by default — code, designs, data, pricing, even the fact that someone is a client, unless they've approved public mention.
- Need-to-know access: you see a client's material only if you work on that account.
- No shop talk in public: client names and project details are never discussed in cafés, cabs, social media, or with family.
- Portfolio use requires written consent — obtained by leadership, never assumed.
- Confidentiality survives exit: your obligations continue after you leave, indefinitely for trade secrets.
NDA policy
- Every employee signs the company NDA on joining — before first access to any system.
- Client-specific NDAs are signed per project where required; their stricter terms take precedence.
- Vendors, freelancers and interns sign before any material is shared — no exceptions for urgency.
- Only Directors may sign NDAs on the company's behalf.
- Suspected breaches go to the Managing Director immediately; we notify affected clients honestly and fast.
Before sharing anything anywhere, ask: "Would I be comfortable if the client heard me say this at their own dinner table?" If not, it stays inside the project channel.
Non-negotiables, in plain language
Code of conduct
Treat every person — colleague, client, vendor, candidate — with professional respect. Be honest in records, expenses and estimates. Avoid conflicts of interest and declare them when they appear. Represent the company as if the Chairman were standing beside you, because reputationally, he is.
Anti-harassment policy
Zero tolerance for harassment of any kind — sexual, verbal, physical, or digital. We comply fully with the POSH Act, 2013, including an Internal Committee for complaints. Reports are handled confidentially, investigated within statutory timelines, and retaliation against a complainant is itself a terminable offence.
Equal opportunity
Hiring, pay, promotion and projects are decided on merit alone. Gender, religion, caste, region, language, age, disability, or marital status play no role in any decision — and we audit our own outcomes to keep that true, not just stated.
Ethics policy
No bribes, kickbacks, or "facilitation payments" — given or taken, ever. No falsified reports, timesheets, or test results. No poaching client staff or misusing competitor confidential information. When law, contract and convenience conflict, law wins, then contract, and convenience finishes last.
If something goes wrong
Say it clearly, say it once
Social media policy
- Your accounts are yours; opinions there are personal, not the company's
- Never post client names, screenshots, code, or unreleased work
- Celebrating shipped public work (plugins, launches) is encouraged — after release
- Only designated leaders speak for the company or respond to press
- If a post would breach any policy offline, it breaches it online too
Communication standards
- Write it down: decisions live in writing, not memory — chat for speed, docs for record
- Right channel: urgent → call · same-day → chat · record → email · discussion → meeting
- Respond within: chat 30 min (core hours) · email 24 h · never expected after hours
- Bad news travels fastest: escalate risks the day you see them
Email standards
- Subject lines say the point: "GST module — staging ready for review"
- One email, one topic; action items bolded with owner and date
- Company signature template on every external mail
- Client emails proofread; nothing sent in anger — draft, wait, reread
- Reply-all only when all truly need it
Meeting standards
- No agenda, no meeting — circulated before the invite is accepted
- Default 25 or 50 minutes; start on time regardless of who's missing
- Every meeting ends with owners and dates, posted in the project channel
- Could it be a message? Then it's a message
- Laptops closed unless you're presenting or noting
Code someone else can love maintaining
Development standards
- Performance is a requirement: LCP under 2.0s, Lighthouse 95+ on shipped pages — budgeted at kickoff.
- Standards-first PHP/WordPress: WordPress coding standards, hooks over core hacks, no plugin-file edits — extend via filters and actions.
- Security by default: sanitise input, escape output, prepared statements, least-privilege keys.
- Tested before review: critical paths covered; "works on my machine" is not a test result.
- Every merge reviewed: no self-merges to main, ever — including by the Managing Director.
Documentation standards
- Every repo has a README a new joiner can deploy from
- Decisions with trade-offs get a short ADR (what, why, alternatives)
- Client handovers include setup, architecture & credential-transfer docs
- Docs are updated in the same PR as the code they describe
Git workflow
└─ develop ── integration branch
├─ feature/gst-field
├─ fix/checkout-tax-calc
└─ hotfix/security-patch → main
| Rule | Standard |
|---|---|
| Branch names | feature/ · fix/ · hotfix/ + short slug |
| Commits | Imperative, scoped: "Add GST field to vendor form" |
| Pull requests | Small (< 400 lines), description + screenshots |
| Review SLA | First response within 1 working day |
| Merge | Squash to develop · release-tag to main |
| Secrets | Never committed — env files + scanner enforced |
Premium is a checklist, not a feeling
Foundation
- Every project starts from a token system: colour, type scale, spacing (8-pt grid), radius, shadow
- Two typefaces maximum per product
- One accent colour doing one job
- Real content in mockups — no lorem ipsum past the first draft
Interaction
- Every state designed: empty, loading, error, success
- Motion under 300ms with purpose; reduced-motion respected
- Touch targets ≥ 44px; forms validate inline, kindly
- Nothing ships that the designer hasn't seen built
Quality bars
- WCAG AA contrast minimum on all text
- Fully responsive 320px → 4K before "done"
- Design QA pass on staging is a release gate
- Benchmark: would this hold up on a Behance feature page?
The design review ritual
Every Maa Labs interface carries one crafted, memorable detail — a considered empty state, a beautiful loading moment, a typographic flourish. Premium lives in the detail nobody asked for but everyone remembers.
Great work gets noticed in writing
Rewards & recognition
- Maa-Grade Award — monthly, peer-nominated, for work that embodies our founding standard; announced at Town Hall with a gold pin and citation.
- Ship Star — per release, for the person whose contribution most improved the outcome.
- Spot thanks — any leader can issue same-day appreciation vouchers; no forms, no waiting.
- Anniversary honours — 1, 3 and 5-year milestones celebrated with gifts that grow with tenure.
Bonus structure
| Bonus | Basis |
|---|---|
| Annual performance bonus | Review rating × company results |
| Festival bonus | Fixed, for all confirmed employees |
| Project excellence bonus | Client-praised, on-budget delivery |
| Referral bonus | Paid after referred hire completes 3 months |
Learning budget
- Every employee holds an annual learning budget for courses, books, tools and conferences.
- Pre-approval is a one-line message to your manager; receipts settle within one payroll cycle.
- Unused budget signals a planning problem — managers are asked why, not congratulated on savings.
- Learning time counts: up to 4 working hours a month for structured study.
Certifications
- Exam fees for role-relevant certifications reimbursed 100% on passing, one retry included.
- Priority tracks: cloud (AWS/GCP), security, UX, project management, and AI/ML.
- Certifications are logged in your growth file and count as evidence in promotion cases.
- Certified employees run a 30-minute teach-back — knowledge earned here is shared here.
The calendar that builds the culture
Company events
- Foundation Day — annual celebration of the company's incorporation
- Maa Day (18 May) — a quiet, meaningful day of gratitude honouring the name we carry; we do our finest work and share a meal as a family
- Festival celebrations — Diwali, Holi & regional festivals of our team
- Annual team outing — planned by a rotating employee committee
Monthly town hall
- First Friday, 4:00 PM, everyone — office and remote
- Leadership shares numbers honestly: wins, misses, pipeline, finances at the level we can responsibly share
- Maa-Grade Award & new joiners welcomed
- Open Q&A — questions may be anonymous, all get answered, hard ones first
Innovation day
- One full day each quarter — no client work
- Build anything: a plugin idea, a tool, an experiment, a wild prototype
- Demos at 5 PM; the room votes; winning ideas get roadmap consideration and a build budget
- Several of our products began as exactly this kind of day
The rhythm of a Maa Labs month
Prepared for the worst, graceful at goodbyes
Emergency procedures
| Scenario | First actions |
|---|---|
| Fire / evacuation | Leave immediately via marked exits → assembly point → headcount by floor warden. Property is never worth returning for. |
| Medical emergency | Call 112 · alert the office first-aider · inform HR & emergency contact |
| Security incident | Disconnect affected device from network → IT within 10 minutes → follow incident runbook |
| Data breach | Managing Director leads response · clients informed honestly within contractual timelines |
| Outage of client systems | On-call engineer engages · client updated every 30 minutes until resolved |
Evacuation and incident drills run twice a year. Emergency contacts are kept current in the HR system — update yours whenever life changes.
Exit policy
- Notice period per offer letter (typically 30–60 days); served fully or adjusted by mutual written agreement
- Resignation in writing to your manager and HR; acceptance confirmed within 3 working days
- Exit interview with HR — honest feedback is the parting gift we most value
- Full & final settlement within 45 days; experience letter with the last working day
- Leavers remain alumni — doors stay open for boomerang returns
Offboarding checklist
- ☐ Knowledge-transfer document written & walkthrough done
- ☐ Repos, docs & credentials handed over via IT
- ☐ All assets returned & verified against asset register
- ☐ Access revoked across every system on the last day
- ☐ NDA & confidentiality obligations re-acknowledged
- ☐ Exit interview completed · settlement initiated
- ☐ A proper farewell — nobody leaves without a thank-you
Where this road leads
- A 25-person studio known nationally for design-led engineering
- 10+ published products; SaaS revenue funding our own R&D
- Enterprise clients won and retained on reputation alone
- 70% of leadership promoted from within these pages
- An internationally trusted software house exporting Indian craft
- A product portfolio serving a million users under one gold mark
- Maa Labs Academy — training the next generation of builders
- A company our founders' children would be proud to inherit
"Ten-year visions are easy to write and hard to earn. We will earn ours the only way we know: one honest release, one kept promise, one grateful client at a time. Hold us to it." — Mukesh Goyal
"Everything in this handbook is one sentence wearing sixty costumes: build like your mother is watching. She is — right there in the logo. Welcome home." — Naveen Goyal
Your signature, our shared standard
I acknowledge that I have received, read, and understood the Maa Labs Private Limited Employee Handbook (Edition 1.0). I agree to uphold its policies, standards, and values in my work and conduct, including my obligations of confidentiality, security, and professional ethics — during my employment and, where stated, after it.
I understand this handbook is a living document: the company may update it with notice, the latest version prevails, and nothing here replaces the terms of my individual offer letter or applicable law.
"जिसकी नींव में माँ का आशीर्वाद हो,
वो इमारत कभी नहीं गिरती।"
A building founded on a mother's blessing never falls
Thank you for being a part of the Maa Labs family.
Where Innovation Meets Trust · Edition 1.0 · 2026