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The Digital Heroes Manifesto
This isn't a typical company. We have high standards because we're building something exceptional. DISCIPLINE IS YOUR GREATEST INVESTMENT.
Think you lack skills? Good—now you know what to do. Put in 100 hours learning. Need more? Put in 500. The people you admire didn't start with talent—they started with commitment. We don't care about your degree. We care about your OUTPUT.
People with high EQ don't just perform better—they LIVE better. They build real relationships, influence outcomes, and lead. How do you respond under pressure? That's your real test.
When you respond quickly, you're saying: "I respect you, I'm reliable, I care." This isn't surveillance. It's about deciding to be someone people TRUST.
Stop thinking negative thoughts about yourself or the work. If you catch yourself thinking negatively, kill those habits. Build character that helps your growth.
They are your opportunity. When a client succeeds, it's because of YOU. That responsibility is a gift. Approach every client like you're personally invested in their success.
80% of your time: Productive work that builds skill. 20% of your time: Everything else (breaks, rest). Accountability isn't something we do TO you—it's something you do TO YOURSELF.
There is nothing better in life than meaningful work. When your actions help someone, you feel satisfied automatically. Real satisfaction comes from BUILDING something that matters.
🚀 Our Mission: Point A to Point B
Starting today, you are not just an employee—you are a crucial part of the Digital Heroes mission. We are transforming from Point A to Point B:
| Milestone | Revenue Target |
|---|---|
| Point A (Now) | ₹9.2 Crores |
| 2025 Goal | ₹15-20 Crores |
| 2026 Goal | ₹40 Crores |
| Point B (2027) | ₹75 Crores |
This isn't merely corporate talk—this is a tangible journey that every single team member contributes to, and every single team member benefits from. Your role isn't just about completing assigned tasks—it's about understanding how your work impacts client satisfaction, how client satisfaction drives revenue, how revenue enables expansion, and how expansion creates opportunities for everyone on the team.
🔗 The Interconnected Chain: How We All Depend on Each Other
At Digital Heroes, we operate as a single, interconnected chain where every link is equally critical:
Sales Team generates incoming enquiries through
strategic outreach
↓
Incoming Enquiries only materialize when existing
clients are satisfied and referring us
↓
Client Satisfaction only happens when developers
deliver quality work on time
↓
Satisfied Clients provide 5-star reviews that boost our
credibility
↓
Better Reviews lead to better algorithm positioning
(Fiverr, Upwork, Google)
↓
Better Positioning generates more incoming enquiries
organically
↓
🔄 And the cycle continues...
⚠️ Critical Truth: If any single link breaks, the entire system is affected.
- No 24/7 Sales effort → No Clients → No Development Work
- No Quality Development → No Reviews → No Algorithm Boost
- No HR Support → No Motivation → Chain breaks
- No Manager Clarity → Confused Execution → Delayed Delivery
Every role matters equally. No department is bigger than the process. No one can grow alone here.
💰 The Impact-to-Reward Philosophy & Equity Model
What makes Digital Heroes unique: we share success, not just celebrate it. Unlike traditional companies where only founders benefit from growth, we've implemented an equity-sharing model that includes every team member—even interns from Day 1.
Your Profit-Sharing is Based On:
- Individual Performance Metrics: KPIs, quality scores, client feedback, delivery timelines
- Team Contribution: Collaboration, knowledge sharing, supporting teammates
- Innovation & Initiative: Problem-solving, process improvements, proactive contributions
- Consistency & Reliability: Maintaining high standards across ALL projects
- Growth Mindset: Willingness to learn, adapt, and take on increasing responsibilities
The Formula: More Impact = More Value = Larger Share of Success
An exceptional intern who brings transformative ideas can earn more than a mediocre senior employee. This is meritocracy in action.
⭐ Our Core Value System: The Digital Heroes Way
Speed without quality is recklessness. Quality without speed is inefficiency. We optimize for both using systems, templates, and SOPs.
Ambiguity is the enemy. Ask clarifying questions. Confirm understanding. Update proactively. Never leave people guessing.
Your insights matter. If you see a better way, speak up. Innovation comes from people closest to the work—that's you.
We are allies to each other. When a colleague struggles, you help. We win together or we don't win at all.
Value isn't just completing assigned work. Your attitude, proactive problem-solving, and contribution to team culture matter.
Bad actors never finish successful. Problems go to HR or Delhi Team only. We foster positivity. Misalignment is toxic to our chain.
🤝 Client Relationship Philosophy: Allies, Not Adversaries
Critical Mindset Shift: We are allies to each other, and our common enemy is the client's problem, not the client.
Clients come to us because they're stuck, confused, or overwhelmed. Our job is to solve their problems, not argue with them. When a client pushes back, they're expressing that something doesn't feel right—listen, understand, collaborate.
"We're in this together. Let's solve it together."
This is how you create raving fans instead of merely satisfied customers.
📋 The SOP Obsession
What is an SOP? It stands for Standard Operating Procedure. But here, it's not just a guideline—it is the Law. It is the best known way to do a task perfectly.
- Why use it? It removes guessing. It guarantees speed, quality, and consistency. It protects you from mistakes.
- Your Duty: You MUST follow your Role's SOP + the Daily SOP everyday.
- Evolve It: SOPs are not static. Found a better way? Suggest an improvement. We want your brain, not just your hands.
📖 Policy & Procedure FAQs
Critical Rules (Zero Tolerance)
These aren't negotiable. There are no warnings. No second chances.
1. Ignoring Management
Ignoring messages from team/management = Immediate Termination. No exceptions. This is the #1 termination reason. We serve global clients; reliability is everything.
2. Data Breach
Sharing client info, source code, or passwords outside the company = Termination + Legal Action. We will pursue it.
3. Moonlighting
Working for competitors, taking client projects directly, or freelancing while employed = Termination.
4. Harassment
Verbal, sexual, or online bullying. Zero tolerance. One proven incident = Out.
5. Poor Communication
Rude to client / Lying / Late responses.
3 Strikes Policy:
1st: ₹500
Penalty
2nd: ₹1,000 Penalty
3rd: Termination.
6. Substance Abuse
Coming to work drunk or under influence = Termination.
7. Conspiracy & Negativity
Problems regarding any person must be shared ONLY with HR or Delhi Team. Conspiring against team members, negative talks, or public disrespect = Direct Termination + Legal Action. We foster positivity.
📖 Policy & Procedure FAQs
Team Structure & Hierarchy
📊 Detailed Role Breakdown
| Level | Role | Key Persons |
|---|---|---|
| Level 1 (Top) | CEO / Leadership | Prasun Anand (CEO - Delhi Team) |
| Level 2 | Operations Head | Anurag Singh (Delhi Team) |
| Level 2 (Lucknow) | Managing Director | Shreyansh (Lucknow Team) |
| Level 3 | General Manager | Parth Srivastav (Delhi Team) |
| Level 4 | HR & Project Managers | Stuti/Agrima (HR), Navya Singh (Shopify PM) |
| Level 5 (Team Leads) | Senior Developers | Mahira (Lead), Divyansh Singh |
| Level 6 | Development Team | Shopify Developers, Full Stack Developers |
| Level 6 | Creative Team | UI/UX Designers, Graphic Designers |
| Level 6 | QA & Testing | QA Engineers, Testers |
Working Hours & Attendance
Standard Hours
Lucknow Team: 9:00 AM - 6:00 PM (Morning Shift)
Delhi Team: Night Shift (Handling Foreign Clients)
Sunday: Off | Lunch: 1:00 PM - 2:00 PM
Fiverr/Sales Team
Window: 9:00 AM - 9:00 PM
Must be responsive to messages during this window
(flexible shifts).
Lateness Policy
Late Arrivals Count:
• 3 Times: Verbal Warning
• 5 Times: Written Warning
• 7+ Times: Termination Review
Unexplained Absence
Definition: Absence without informing by 9:00 AM.
- 1st Offense: Written Warning
- 3rd Offense: 3 Days Salary Deduction
- 5th Offense: Termination
Leave Policy
| Type | Days/Year | Notes |
|---|---|---|
| Casual Leave (CL) | 12 | Personal use. Max 2/month. |
| Sick Leave (SL) | 6 | Medical use. Certificate for 2+ days. |
| Earned Leave (EL) | 15 | After 1 year. |
| Holidays | ~10 | Standard National Holidays. |
- ❌ No leave in first 2 months (Probation) unless emergency.
- ❌ No leave during month-end (25th-5th) billing cycle.
- ❌ Max 2 CL per month (unless approved by Senior Mgmt).
How to Apply
Post in #ask-hr or message Manager min 3 days in advance.
Name: [Your Name]
Dates: [From] to [To]
Reason: [Reason]
Coverage: [Who is handling your work]
Holiday Calendar (2026-27)
| Date | Holiday |
|---|---|
| 26 Jan 2026 | Republic Day |
| 03 Mar 2026 | Holi |
| 15 Aug 2026 | Independence Day |
| 02 Oct 2026 | Gandhi Jayanti |
| 08 Nov 2026 | Diwali |
| 25 Dec 2026 | Christmas |
| 01 Jan 2027 | New Year |
| 26 Jan 2027 | Republic Day |
Salary & Compensation
Cycle: 1st to End of Month.
Confidentiality: Discussing salary with colleagues = Immediate Termination.
Increments & Performance
Your salary increases based on PERFORMANCE, not time.
| KPI Score | Outcome |
|---|---|
| 90-100% (Exceptional) | 15-20% Increment + Bonus |
| 75-89% (Exceeds) | 10-15% Increment |
| 60-74% (Meets) | 5-10% Increment |
| < 60% (Needs Improvement) | No Increment + PIP |
Advance Salary
Available after 3 months. Max 50% of salary. Recovered in 2 installments. Genuine emergencies only.
The Growth Formula
Employee Growth = Company Growth × HIGH WILL × HIGH SKILL
Your personal growth is a multiplier of the Company's Growth, your Will to succeed, and the Skill you bring to the table.
Hunger to learn, discipline to execute, relentless drive to grow every single day.
Constant uplevelling through training, innovation, and mastering new tools & technologies.
Skill requires constant uplevelling and innovation. The world moves fast — if you're not learning, you're falling behind. Master AI tools, learn new frameworks, and push boundaries every week.
Company Growth comes from every single team member working efficiently. When each person brings HIGH WILL and HIGH SKILL to their role every day, the entire company accelerates. Your efficiency isn't just about you — it compounds across the team and drives us all from Point A to Point B faster.
How to Earn More
Income = Happy Clients Skill Speed. Want more money? Deliver more successful projects. It's that simple.
Communication
⏱️ Response Times
- Clients: < 2 Hours
- Manager: < 1 Hour
- Team: < 2 Hours
- Emergency: < 15 Mins
Instant Reply Habit
Start typing within 1 second of seeing a message. It shows respect. "I saw it, I'm on it."
- 🔒 Personal Issues: DM (Direct Message). Don't clutter groups.
- 💡 Work Issues/Doubts: Group Chats. Why? Your doubt helps everyone learn.
Specific Scenarios: Vague vs. Specific
| Scenario | ❌ Vague (Bad) | ✅ Specific (Good) |
|---|---|---|
| Running Late | "I'll be late" | "I will be 15 mins late. ETA 9:45 AM." |
| Task Acknowledgment | "Okay" | "Got it. Task A: ETA 2 PM. Task B: ETA 5 PM." |
| Deadline Risk | "I'm working on it" | "I am blocked by X. Risk of missing 5 PM deadline." |
| Leave Request | "I need leave" | "Requesting CL for [Date]. Coverage provided by [Name]." |
| Reporting Bugs | "It's broken" | "[Feature] fails on [Device]. Steps to reproduce: A, B, C." |
| Owning Mistakes | "Something went wrong" | "I made an error in [Task]. Fixing it now. ETA 20 mins." |
Professionalism
✅ DO: Use proper grammar, confirm understanding ("Got it, doing X by Y"), update
regularly.
❌ DON'T: Use slang, argue with clients, make promises you can't keep, leave people
hanging.
Work From Home Policy
Max 2 days/week. Non-consecutive. Manager can inject instantly if productivity is low.
Requirements
- ✅ Probation Completed (3 Months)
- High Speed Internet (10+ Mbps)
- ✅ Respond within 30 mins
- ✅ Camera ON for all meetings
Culture, Perks & Belonging
We work hard, but we celebrate hard. This is a team, not just a workplace.
✈️ Offsite Trips
Twice a year (Hill stations, Goa, etc.). Company pays for travel, stay, food. Bonds are built here.
🎬 Outing Budget
₹500-1000/month per person for team movies, bowling, or dinners. Use it to bond.
🎂 Birthdays
Half-day, Cake, and Celebration. You matter to us.
🤝 Buddy System
New joiners get a "Buddy" for 2 weeks to help navigate culture and technical questions.
📈 Growth
Learning hours (4 hrs/week). Course reimbursement (up to ₹5k/yr). Weekly training.
❤️ Support
Medical emergency? Financial trouble? We support our own during tough times. Flexible hours/Advance salary available.
Note: Perks exist BECAUSE of performance. We celebrate wins.
Assets & Policies
Company Assets
Damage Policy:
Accidental: 50% Company / 50% You
Negligence (Left in car/Dropped): 100% You
• Return all assets before F&F.
Social Media Policy
- ❌ No sharing internal screenshots.
- ❌ No mentioning clients without permission.
- Share your learning & achievements.
- Mention company on LinkedIn.
📖 Policy & Procedure FAQs
Resignation & Exit
Notice Period:
• Probation: 7 Days
Confirmed: 30 Days
Process
- Submit written resignation to HR/Manager at hr@digitalheroes.co.in.
- Complete Handover Checklist.
- Exit Interview.
- Return Assets.
- F&F Settlement: Within 30 days.
Subject: Resignation - [Your Name]
Dear HR & Management,
Please accept this email as my formal resignation from the position of [Your Role] at Digital Heroes.
As per my employment contract, my notice period is [7 Days/30 Days], and my last working day will be [Date].
I am committed to ensuring a smooth handover during this period.
Regards,
[Your Name]
Experience Certificate: Provided for good standing exits. Burning bridges = No certificate.
Frequency Asked Questions (FAQ)
Everything you need to know about surviving and thriving at Digital Heroes.
💰 Salary & Payments
📅 Attendance & Leaves
1st time: Warning.
3rd time: 3 Days Pay Cut.
5th time: Termination.
🏠 Work From Home (WFH)
🚫 Red Lines (Zero Tolerance)
Culture & Growth
📋 Daily Operations
🖥️ Tech & Tools
Exit & Miscellaneous
📖 Policy & Procedure FAQs
"Let's build something you're proud of."