The VFC Team
At a glance
What makes VFC a great place to work? The people.
We’ve built a culture where people want to be and where they can show up fully as themselves.
After several years of rapid growth, 2024 marked a shift toward consolidation. We strengthened our internal systems, stabilized our team, and deepened our shared identity.
How We Work
Learning Through Doing: We embrace a culture where mistakes fuel learning, not shame. We distinguish between careless errors and bold attempts, and we actively encourage the latter. That mindset builds psychological safety and supports innovation across teams.
Collaborative by Design: Our team thrives on diversity of perspective. Planners, doers, analysts, optimists. We move forward through shared ownership, cross-functional support, and space to co-create beyond silos.
Evolving Onboarding & Training: In 2024, We launched cohort-based onboarding with built-in buddy systems to support every new hire from day one. We redesigned the onboarding schedule for clarity and accessibility. We turned “all-staff” calls into shared learning spaces with rotating hosts and team-led topics.
Manager Development: We restructured our people management groups to strengthen alignment across teams. Quarterly sessions offered peer learning on conflict resolution, team leadership, and strategic planning—building shared expectations across leadership levels.
Inclusivity + wellbeing
Equity in Practice: We upheld our anti-bias hiring practices in 2024 and began exploring new outreach strategies—especially to better engage Indigenous talent. To support this, we partnered with Redbird Circle to reflect on and strengthen our internal culture before scaling recruitment efforts.
Supporting Families: We introduced fertility treatment coverage and a more accessible, generous parental leave policy—grounded in the reality that much of our team is made up of women, many of whom are primary caregivers. We also trained managers to support parents returning to work—with two new VFC babies arriving in 2024.
Prioritizing Psychological Safety: We used the National Standard of Canada for Psychological Health and Safety to guide improvements across 13 key areas, from benefits and workload clarity to inclusive communication and transparent policy rollout. We also launched a formal accommodations process to improve accessibility and made it a standard, supported option for everyone on the team.
Remote-First, People-Centered: VFC continues to define what it means to work remotely, with trust. We measure performance by output, not presence. And regular check-ins, all-staff shoutouts, and open HR practices help foster and retain the connection and belonging critical to our community.