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Mission and Values
Our goal is to empower local government employees with the tools, technology, and support they need so they can deliver exceptional service to their taxpayers and feel proud of the work they do for their communities. We contribute by building software to streamline local government tax assessors’ workflows using AI. Specifically, we streamline the change of ownership process for real estate and create more seamless ways for tax offices to communicate digitally with their taxpayers. For instance, when properties get bought and sold, local governments have to process reams of paper in order to update their systems and perform the analyses necessary to update the tax roll. Our software makes this process 10x faster and much more enjoyable for employees in the tax office to complete, and creates trust and goodwill in the minds of taxpayers. Because of our success, we have had the opportunity to work with 50+ jurisdictions nationwide. A few points about our culture:EQ > IQ - We value great minds and the ability to communicate with empathyWe've worked hard to foster an environment where discourse and respectful disagreement is welcome. Some of our best ideas have been implemented thanks to a teammate sharing an alternative viewpoint or opinion. In short, working through disagreements is essential to our success. We need you to be comfortable with that, and will always encourage you to share your unique perspective.Customer Comes First - We work closely with our clients to understand their needs and how they use our products.We sell our products to governments at the city and county level. Our customers are not digital natives and are therefore not especially tech savvy. It is critical that we understand their current workflows, and create tools that match patterns they are used to. Start-to-Finish Ownership - This company is as much yours as it is ours.In these early days, start-to-finish means we’re having conversations around how we’re going to architect our product and its capabilities. While an individual component might not be 100% written by a single person, there is ownership in every part. If you see something wrong in sales or marketing material for example, we want you to speak up about it and make it your responsibility. Actively Practice Inclusion - Creating a diverse and inclusive team is as important to us as building a good product.Inclusion and psychological safety are one in the same. We have made tremendous effort to increase the diversity of our team and are admittedly still working on this. We care about creating a diverse and inclusive company. Prior to starting Just Appraised, 2 of the co-founders hosted dinners every Thursday night where the topic was around diversity and inclusion. We’d invite a group of people to share their experiences, both phenomenal and terrible, to better equip everyone to contribute in meaningful ways on future teams. Today, we are very aware of the language we use to speak with one another and in the job descriptions we write. We encourage team members to share constructive feedback so we can continue to make our culture more inclusive. For example, we don’t use the word “guys” to address the team and avoid working with VCs or advisors who might bring up physical attractiveness. We believe individuals of all races, nationalities, and sexualities can represent our values and are proud of our diversity. We know that Silicon Valley can be better and we vow to be a part of the solution. Fast-Paced Environment - If it won’t break anything, then we say go for it.We aim to find the balance between moving quickly while still providing a great experience for our customers. We are trying to get our product live in as many jurisdictions as possible and default to taking action over waiting for an answer. That being said, we do have a responsibility to our customers and team to not cut corners. We advocate for taking a breath to understand the consequences of a decision that might negatively impact teammates or clients before charging ahead too quickly!
Team Size
We are at approximately 50 FTEs and we plan to hire another 5-8 employees in the next year.
Women in Leadership
We have several women in management and director-level roles in our company. Our Directors of Integrations and Customer Success are women, as well as our Talent Lead. We are excited to meet great people through Elpha!
Work / Life Balance
We are a fully remote team that is globally dispersed. We over-communicate so that we can work well asynchronously but are also mindful about having some overlaps across teams to facilitate collaboration and team cohesion. We strive to have the majority of our overlap during EST business hours (where the majority of our customers are) but create shifts across the team to foster balance and account for varying time zones. We’re a startup, so work can extend into the weekends ahead of customer launches or big deadlines but we encourage proactive behavior to avoid making these scenarios the norm rather than the exception as we’re trying to build resilience and sustainability into our operations!We want to support you as a whole person including your physical and mental health. Imran (our CEO) has always been a long distance runner and has been training for marathons since the company was founded in 2017. Travis (our COO) played water polo in college so going for a swim is his equivalent of a long run. It’s not uncommon to see calendar holds for runs on a daily basis or to see photos posted in our #random Slack channel of a great sunset or a lookout from a teammate’s hike. We know exercise is important to mental and physical health, so we fully support everyone on the team taking care of their well being in the way that serves them best!
Benefits & Perks
• Fully remote - Our entire team has been remote since day 1. This creates significant flexibility for individuals who do not want to commute to an office or physical location to get their work done.• Healthcare benefits - We offer healthcare and dental with 95% coverage for US employees.• Unlimited vacation - We have an unlimited vacation policy. You’re free to take as much time off as you choose, as long as you get the job done. Our team norms are to provide a few weeks notice when taking longer breaks so that the team can ensure adequate coverage while folks are out.• 401k - We provide 401k for US employees through Guideline which has no asset based fees. We do not offer matching.• Home office stipend - We provide all employees with a stipend to outfit their home office.• Equity - We offer equity to our employees so that they can participate in the company’s growth and upside.
Performance Evaluations
We provide ongoing feedback via weekly 1:1s. We do not have a formal performance review process yet but will be implementing one in the next 6 months. That being said, we do have a policy on handling compensation changes to ensure fairness of pay across team members. We have clear compensation bands for roles to ensure teammates are being paid equitably and revisit salaries once per year for all employees across the organization.
We are a small company so HR is currently our CEO, Imran. We take pride in clearly outlining role expectations during onboarding so that teammates have a clear understanding of what success looks like. We also provide very clear, actionable feedback when there are performance issues and solicit feedback for how we can best support the team member going forward to resolve any issues. This feedback is documented as part of a formal Performance Improvement Plan with clear milestones and expectations for how to course correct. If there is no improvement, we provide clear feedback for the termination and do our very best to set the employee up for future success outside of the company.
Team Culture & Bonding
We bond through team meetings where we get to know each other through icebreakers and sharing highs, lows, and piccolos of the week. We build community through 1:1s with team members across the company and through project meetings where we create space for bringing our full selves to work. We also aim for 1-2 full team retreats / year where the whole team can come together for a weekend for in-person collaboration. In light of COVID, we’re exploring opportunities to hold these retreats remotely.We also bond through celebrating our successes (a new sale, customer launch, gushing testimonial highlighting a particular team member) as a team so that we can foster pride in our work and acknowledge the hard work and collaboration our team has put in to make a project, client, or initiative successful.
Interview Process
Our typical interview process has two stages so that the candidate has the opportunity to meet with a broad set of Just Appraised teammates. The first stage is two 45 minute interviews. If those interviews go well, the candidate will proceed to the second round.Our second round includes a 90 minute interview, one or two 45 minute interviews and a short work assignment (two parts, first is a 30 minute collaborative deep dive with an interviewer where the candidate can better understand our existing processes by asking questions, second part is writing a recommendation on how the candidate would improve / structure / solve that process / function / problem) that helps demonstrate how a candidate approaches work relevant to the role. After the second round, the candidate can expect a phone call to provide a decision. We aim to provide candidates with a decision within a week of completing the second round of interviews.
Please meet some of your potential future colleagues: @KatieLooby and @JasmineHendricks. If you’re curious about what it’s really like working at Just Appraised, please reply to this post with questions.

Open positions at Just Appraised