Vision & Culture

Our Vision

Vision at Earthshot

At Earthshot, we share a deep love for nature and a desire to build a more integrated future for humanity. We believe in the power of technology and human integrity to mitigate the impacts of environmental destruction and help create a more biodiverse and resilient life on Earth.

Earthshot has a bold purpose: to restore and protect nature at planetary scale, and we are guided by a “Three Horizons” long-term strategy:
‍

Horizon 1: Build a trusted carbon development platform combining technical expertise with high-integrity modeling.
‍
‍Horizon 2: Standardize and scale carbon development and finance.
‍
‍Horizon 3: Become the end-to-end global infrastructure for land stewards to get paid for restoration.

Our Culture

Culture at Earthshot

Because of our mission, we knew we couldn’t build Earthshot using the same models that contributed to the problems we’re trying to solve. Restoring ecosystems at scale requires more than technical expertise; it requires rethinking how we work together as humans. That’s why we’ve designed Earthshot to operate differently from most organizations. This isn’t just a rejection of outdated norms; it’s a deliberate commitment to a more integrated, future-facing way of working. We’ve moved away from rigid hierarchies, bureaucratic layers, competitive team dynamics, and narrow definitions of success. In their place, we’ve built a structure that invites leadership at every level, centers meaningful collaboration, and rewards collective success.

If you’re someone who prefers top-down direction and a traditional chain of command, Earthshot may feel challenging. But if you thrive in environments where initiative is expected and you see leadership as a shared responsibility, you’ll likely find a strong sense of purpose and community here.

Join our team

Earthshot’s Structure: A Network of Teams

Earthshot’s structure is a network of teams formed around serving our clients’ needs to meet our mission of reforestation and conservation. Project and proposal teams form and re-form based on active opportunities. And each teammate is also a part of an expert team that focuses on building long-term capabilities in science, tech, compliance, and business development.
‍
These teams aren’t silos. They connect through shared roles, transparent tools, a regular meeting cadence, and cross-functional circles to align on priorities and strategy. We value both days with no meetings and the critical synchronous time when we connect as humans and colleagues.
‍
We also have a small steering team that focuses on long-term purpose and principles, helps hold organizational boundaries, and is available to support when advice, conflict resolution, or strategic alignment is needed.

Leadership Is a Practice

At Earthshot, leadership isn’t a title. It’s how we show up. It’s taking initiative, owning your work, giving and receiving feedback, and helping your team stay focused.

Everyone at Earthshot is expected to lead in some way. That doesn’t mean doing everything or having all the answers. It means speaking up, following through, and stepping in when something needs attention. We call this dynamic hierarchy. Leadership shifts based on expertise, context, and responsibility. It means stepping up where you have knowledge and responsibility. It means being proactive and helping work move forward, even when it’s messy or uncertain. Our structure only works when people take that responsibility seriously.

We support decision-making that is timely, transparent, and role-based. We avoid consensus-driven paralysis, and we trust each other to act with the organization and mission in mind.

This is what leadership looks like in practice:

Own your domain and take action

Make decisions when you have the responsibility and context

If a decision is unclear, start a conversation and help move it forward

Propose ideas, test them, and adapt if they don’t work

Share feedback with individuals and teams

Make clear requests

Ask for support when you need it

Keep meetings on track and speak up when they’re not productive

Be honest about how you're doing and what you need

Know when to lead and when to listen

Join our team

Guiding principles

How We Interact

We’re proud of the environment we’ve built and protective of it, too. Culture at Earthshot isn’t abstract or just what we say we believe. It’s how we consistently act, think, and do. Our guiding principles support the way we interact.

If you want to go far, go together.

Mission alignment is the priority. We recognize that we are interdependent, that teamwork and collaboration are essential. We gut-check our ideas and work: Is this aligned with the mission? Does this add value to the team strategy? What does my team think?

Everyone leads.

Everyone at Earthshot is brilliant and competent and has the agency to help guide the organization. Decisions are best made by people closest to the problems, who have the relevant information, and vested trust from the team. If you identify a problem, it’s your responsibility to help address it. But don't overly solve problems that don’t exist.

Practical over Perfect.

We don’t hold rigid to our ideology of how the world should work and sacrifice the practical achievement of the mission. Earthshot is a bridge, not a disconnected platform in the future. We work with existing regulations, market participants, and economic forces to build a bridge to our imagined future. We meet the world as it is, not how we want it to be. Compounding incremental improvements create fundamental transformation. To us, this is innovation.

Really Care.

We deeply care about nature, having a fulfilling professional community, and the Earthshot mission. We strive to create genuine relationships with the people we work with, and we focus on a culture of feedback because we care about our mission and each other’s growth. It is our experience that when there is a culture of care, it creates an environment where people feel comfortable being themselves, taking risks, and sharing new ideas without fear of judgment.

How we strive to work:

Be collaborative

Deliver high-quality, consistent work

Take initiative

Do what you say you’ll do

Give and receive thoughtful feedback

Approach the work with inspiration and positivity

Share when you’re struggling and ask for help

Want the best for your teammates

Contribute ideas and improve how we work

Take space and make space

What doesn’t work at Earthshot:

Working in silos or disconnected from team and mission

Substandard work quality or lack of follow-through

Laziness or deflection of responsibility

Disrespect toward clients, team, or purpose

Gatekeeping information or contacts

Big egos or toxic behavior

Repeated negativity or disinterest in team repair

Taking up too much space or dismissing others' contributions

Staying Connected

Even in a flexible, distributed setup, we strive to stay deeply connected. Weekly All Hands meetings, cross-functional circles, and our retreats (both virtual and in-person) help us align, share learning, and build high-quality relationships across the team.

What Helps People Succeed

People thrive at Earthshot when they are proactive, genuinely passionate about the mission, and collaborative. New team members who dive in, ask questions, communicate clearly, and engage across all communication channels tend to hit their stride quickly. Roles are robust, and there’s room to grow and take on new challenges based on interest and need.

People succeed when the team succeeds. Recognition comes from teammates, shared results, and the feeling of doing work that matters.

Compensation and Collective Bonus

Compensation at Earthshot is based on accountability and data-driven inputs. We benchmark salaries to the San Francisco market for early-stage companies of a similar size with a tool that analyzes thousands of data points based on role, experience, and geography. We also offer generous equity options and a collective bonus.

Here’s why our collective bonus matters:
‍

• Everyone contributes to success, not just those closing deals
‍
• It prevents behaviors that harm delivery or morale
‍
• It reinforces collaboration and a culture of ownership

Our collective bonus is one way we align compensation with how we actually work, and it’s important that our reward system reflects our guiding principles.

We’re building something different. We’re not looking to perpetuate domination and control. We aim for a workplace where people are trusted, structure supports action, and culture is shaped by how we treat each other daily. Join us.