Papkot’s Culture

Who We Are and How We Work

Last updated: June 2025

By 2050, the oceans might have more plastic than fish. That’s not just a statistic—it’s a wake-up call. At Papkot, we’re working to replace plastic packaging with sustainable, paper-based solutions. Our mission is to make modern life convenient without trashing the planet. This document isn’t a corporate manifesto; it’s a snapshot of how we think, work, and grow together to make that mission real.

Our culture isn’t about ping-pong tables or free snacks. It’s about trusting each other, speaking honestly, and building a team that’s as passionate about the environment as we are. Here’s what makes us tick.

Our Five Core Principles

  1. Trust People to Make Decisions
    We hire smart folks and let them run with their ideas. Whether it’s tweaking a paper formula or rethinking a supply chain, we don’t micromanage. Just one month after joining as a lab technician, Mr. Wang pitched a new product that cut production waste by 10%. He didn’t need a dozen approvals—just data and a good case. That boldness led him to become head of science, with his salary tripling in months. That’s how we move fast and reward impact.
  2. Share Everything (Almost)
    We’re an open book. From sustainability metrics to project wins and flops, we share info across teams. When our compostable packaging trial failed last year, we posted the results internally, warts and all. It sparked a better design. Secrets slow us down; transparency fuels progress.
  3. Be Honest, Always
    We say what we mean, even when it’s uncomfortable. If a design isn’t cutting it, we’ll tell you—respectfully, but straight-up. During a recent brainstorm, Mark challenged a senior manager’s idea. It led to a heated debate and a better solution. That’s not drama; that’s how we get better.
  4. Hire and Keep the Best
    We’re picky about who joins us and honest about who stays. If someone’s not thriving or pushing us forward, we part ways generously. It’s tough, but it keeps our team sharp and focused on the mission.
  5. Skip the Red Tape
    Rules for the sake of rules? Not our style. We keep things lean so we can pivot when a new opportunity—like a client’s urgent need for biodegradable packaging—pops up. Process exists to help, not hinder.

What We Value in Our People

Our values show up in who we hire, promote, and, yes, let go. These aren’t buzzwords; they’re the traits we look for every day.

  • Judgment: You cut through ambiguity with data and instinct. When we overspent on a trial last quarter, Priya flagged it, dug into the numbers, and proposed a leaner approach. That’s judgment.
  • Selflessness: You put Papkot first, not your ego. When Alex’s team needed help with a deadline, Emma stayed late to test samples, even though it wasn’t her project.
  • Courage: You speak up, even when it’s risky. Juan called out a flawed recycling claim in a pitch. It wasn’t popular, but it saved our credibility.
  • Communication: You listen hard and explain clearly. During a client demo, Li adapted her technical spiel for a non-expert audience, winning their trust.
  • Inclusion: You embrace different perspectives. Our team spans cultures and backgrounds, and we lean into that. When Aisha noticed a hiring bias, she pushed for change, and we adjusted our process.
  • Integrity: You’re honest, even when no one’s watching. If you mess up, own it. When a batch failed, Tom shared the error log company-wide, sparking a fix.
  • Passion: You’re fired up about our mission. Rachel’s excitement for sustainable design is contagious—she’s got half the office geeking out over pulp innovations.
  • Innovation: You simplify and challenge the status quo. Our new foldable carton? That came from Sam questioning why we couldn’t cut material use by 20%.
  • Curiosity: You dig deeper. When a client asked about carbon footprints, Noor didn’t just answer—she researched their supply chain and tailored a solution.

Living these values isn’t easy. We hold each other accountable, especially our leaders. If someone’s off-track, we talk about it openly, like when a manager was dodging tough feedback and the team called it out.

Feedback Is Our Fuel

We don’t save feedback for annual reviews. It’s constant, like a group chat that never sleeps. Asking “How can I do better?” or giving a teammate a heads-up about a blind spot—that’s normal here. It’s not always comfy, especially across cultures or power dynamics, but it’s how we grow. Last week, I got feedback on my presentation style from a new hire. It stung, but it made me sharper. We build trust so these conversations feel safe, not like attacks.

The Dream Team Vibe

We’re not a family; we’re a pro sports team. Families love unconditionally; we push each other to be our best. Everyone’s exceptional at their job and lifts the team up. Think of it like a relay race—each handoff makes us faster.

We use a “keeper test”: if you were leaving for a similar gig, would your manager fight to keep you? If not, we offer a generous severance to make room for someone who’s a better fit. It’s not personal; it’s about keeping the team elite. When we let go of a scientist last year, it was tough, but the new hire brought fresh ideas that improved our workflow tenfold.

We pay top dollar—whatever you’d make at the best companies out there. Excel, and your pay reflects it. No games, no politics. And we don’t reward long hours; we reward impact. That’s what counts.

Freedom With a Side of Duty

We don’t babysit. If there’s trash on the floor, you pick it up—literally or figuratively. That’s ownership. Our policies are short: expenses? “Do what’s best for Papkot.” Vacation? “Take what you need.” Parental leave? “Focus on your family.” We trust you to balance work and life, like for Stefano who is nailing a projects remotely, flying up and down between China and Italy.

Freedom doesn’t mean chaos. Leaders coach, set goals, and dive into details, but they don’t hover. Mistakes happen—we’re in a creative business. When a batch of packaging failed a stress test, we didn’t point fingers; we fixed it fast and learned. The only non-negotiables? Ethics and safety. No harassment, no shady deals, no cutting corners with client data.

Making Decisions, Papkot Style

Big decisions get an “informed captain”—someone who knows their stuff, listens to input, and makes the call. No committees, no endless meetings. When we debated a new pulp supplier, the captain, Matteo, heard everyone out, wrote a memo on her choice, and we moved forward. If you disagree, speak up, but once the call’s made, we all commit to making it work.

Diversity and Belonging

Our team reflects the world we serve. Different backgrounds, ideas, and experiences make us stronger. When we launched a packaging line for small businesses, our diverse team caught cultural nuances that made it a hit. If someone’s sidelined, we step in. Last year, when a teammate felt ignored in meetings, we reworked how we facilitate to ensure every voice is heard.

Sustainable Innovation, No Dogma

Fighting plastic pollution means trying bold, sometimes messy ideas. We offer a range of paper-based solutions, from minimalist cartons to heavy-duty wraps. Not every product will vibe with everyone—some clients love our biodegradable films; others don’t. That’s okay. We give clients clear data (like carbon impact stats) and let them choose. As employees, we back the mission, even if a project isn’t our personal favorite. If that flexibility doesn’t sit right with you, Papkot might not be your place.

Context, Not Control

Leaders don’t dictate; they set the stage. They share insights, ask questions, and let teams run. Our flat structure—most managers handle 6-12 direct reports—keeps us nimble. When a new hire struggled with a project, her manager didn’t take over; he shared context about our goals, and she found her footing. Control creeps in during emergencies or ethical breaches, but that’s rare.

Aligned, Not Entangled

We’re tightly aligned on our mission but loosely coupled in how we get there. Teams don’t need to sync every move. When our R&D and marketing teams worked on a new product launch, they shared big-picture goals but didn’t meddle in each other’s plans. If something’s off, we talk it out later, like when a campaign misaligned with our sustainability claims. We fixed it and clarified our strategy.

Ethics First

We do the right thing, period. If an action would embarrass us in public, we don’t do it. We also guard sensitive info—like client contracts—because trust is everything. One time, a competitor tried to poach our pricing data. The employee shut it down and flagged it. That’s the integrity we expect.

Founder’s Spark

Papkot wouldn’t be Papkot without Manuel Milliery, our founder and currently CEO. Manuel’s a tough but fair coach, blending relentless drive with a heart that’s always in the right place. His vision—to replace single-use plastic with recyclable, biodegradable paper that’s a no-brainer for cost and process—set us on this path. Early on, he famously tore into a prototype that wasn’t up to snuff, shredding the design in a heated meeting. By the next day, he was sketching a better version on the office walls (his favorite canvas) and rallying the team to nail it. That’s Manuel: intense, quick to recover, and always pushing for perfection.

But don’t mistake his fire for coldness. Manuel calls himself “the ultimate personal assistant” for the team, and he means it. When one of our brilliant scientists, seemed off before a hospital visit, Manuel didn’t just send well-wishes—he went with him, sensing his fear. That’s the empathy that glues our team together. Manuel’s there for the big wins and the tough moments, whether it’s celebrating a new client or fixing a crooked poster that’s driving him nuts (he’s a stickler for aesthetics—don’t hang anything sloppy!).

His quirks are legendary. You’ll find him scribbling ideas on walls, insisting everyone dress sharply to respect themselves (except our lab folks, who he pities for their long hours in coats), and preaching that beauty in design drives impact. His boldest idea? Making sustainable packaging so seamless and affordable that plastic becomes obsolete. It’s a dream he’s hell-bent on, and it’s why we’re all here, chasing that vision with him.

Always Evolving

Our culture isn’t set in stone. Every new hire shapes it. We’re learning faster than ever, with more voices at the table. That’s how we stay sharp and keep pushing for a cleaner planet. As Antoine de Saint-Exupéry said, “If you want to build a ship, don’t drum up people to gather wood… teach them to yearn for the vast and endless sea.” We’re here to yearn for a world without plastic waste—and to build it together.

In Short

What makes Papkot special? We:

  1. Trust our people to make smart calls.
  2. Share info openly to spark ideas.
  3. Talk straight, even when it’s hard.
  4. Keep only top-notch teammates.
  5. Ditch rules that slow us down.

Join us, and let’s make packaging sustainable, one bold idea at a time.