On-Chain Records
Vinyl on the Blockchain
On-Chain
Records
Vinyl on the Blockchain
On-Chain Records
Vinyl on the Blockchain
On-Chain Records
Vinyl on the Blockchain
Client:
Year:
2023
Services:
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Content
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Content
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Content
Client:
Year:
2023
Services:
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Content
,
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Content
,
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Content
Client:
Year:
2023
Services:
|
Content
,
|
Content
,
|
Content
Client:
Year:
2023
Services:
|
Content
,
|
Content
,
|
Content
On-Chain Records is the pioneer of merging NFC blockchain technology with vinyl through digi-physical records. They unite the physical and digital realms, empower artists, connect fans, and establish a transparent and trustworthy ecosystem for music enthusiasts and collectors. Through record production & IRL events, OCR redefines the music experience, revolutionizes artist-fan relationships, and brings a new era of authenticity and connectivity to the music industry.
As a member of the OCR team, I had the opportunity to design all internal documents such as brand guidelines, pricing structures, and pitch decks for VC raising. Strategized, organized, and created marketing material for IRL events and provided support on the social side through design when need be.
[ CHALLENGE ]
TBA
[ SOLUTION ]
TBA
On-Chain Records is the pioneer of merging NFC blockchain technology with vinyl through digi-physical records. They unite the physical and digital realms, empower artists, connect fans, and establish a transparent and trustworthy ecosystem for music enthusiasts and collectors. Through record production & IRL events, OCR redefines the music experience, revolutionizes artist-fan relationships, and brings a new era of authenticity and connectivity to the music industry.
As a member of the OCR team, I had the opportunity to design all internal documents such as brand guidelines, pricing structures, and pitch decks for VC raising. Strategized, organized, and created marketing material for IRL events and provided support on the social side through design when need be.
[ CHALLENGE ]
TBA
[ SOLUTION ]
TBA
Two years ago, our lives forever changed. We were navigating a global pandemic — and all the ways it impacted how we create, connect, and support one another — and doing it in an all-virtual world.
Like most new things, going virtual was hard at first. We missed our beautiful offices in Portland, Oregon and Brooklyn, New York. We missed our chance encounters in the elevator, our whiteboards, and our coffee chats. But we soon found that we could adapt. Deskside talks became Slack Huddles. Figma boards replaced our whiteboards. And as we embraced new ways to collaborate, we reassessed what we want out of life — from being closer to family to spending more time in nature to evolving how we approach work. We found that what we gained by supporting our employees to work how and where they wanted far outweighed anything we lost.
We made the choice early in the pandemic to let our employees work from anywhere in the U.S. We told them it was a decision we would stand by indefinitely, because we believe work should fit within our lives — not the other way around. This also enabled us to hire the best new talent from around the country, with the promise that they could stay exactly where they were. We now have people working with us virtually from all over — from major cities like LA and Chicago and Philadelphia to our employees’ hometowns in Oklahoma, Maine, and Michigan — which means we benefit from perspectives from all around the country.
“Remote work has allowed us to build a team that is more truly reflective of the world we are designing for.”
Darshan Phillips
Creative Director
Two years later, we are reflecting on what we’ve changed to make our virtual workplace as inclusive as possible for everyone — and what we’ve learned along the way.
Early on, we adopted four pillars to guide us in all of our decision making around our virtual workplace:
01. — Safety: Are all of our policies putting the safety of our employees first and foremost?
02. — Equity and Inclusivity: Are we creating an environment that is equitable and inclusive for all?
03. — Flexibility: Is this going to work for all of our teams and all of our employees?
04. — Iteration: How will we continuously monitor what is and isn’t working, what our employees need, and how to adapt our policies in response?
“Witnessing many of our employees relocate to a place where they felt safer, closer to loved ones, or more able to be themselves has proven again and again that this was the right decision for us.”
Tessa Baston
VP of People Operations
From there, we listened to our employees. They shared with us what they needed through anonymous surveys, listening sessions, and one-on-one conversations. With that feedback, we implemented the following policies:
Core Collaboration Hours
Given that we’re spread out across U.S. time zones, we’ve adopted Core Collaboration Hours internally. These hours — five hours in the middle of the day when we can all be online together for meetings and live work sessions — ensure everyone can log on and off during their set work hours, without guilt or worry that they are leaving anyone in the lurch. Outside of these hours, we do our best to schedule-send messages and leave others relatively uninterrupted until they return the next day.
Core Collaboration Hours
Given that we’re spread out across U.S. time zones, we’ve adopted Core Collaboration Hours internally. These hours — five hours in the middle of the day when we can all be online together for meetings and live work sessions — ensure everyone can log on and off during their set work hours, without guilt or worry that they are leaving anyone in the lurch. Outside of these hours, we do our best to schedule-send messages and leave others relatively uninterrupted until they return the next day.
Heads Down / Head Out Fridays
As much as we love virtual work, Zoom fatigue is real. To bring more balance to our new work style, we’ve introduced “Heads Down / Head Out Fridays.” Every Friday, our employees have the option to end their work day early if they’re done for the week, or they may have uninterrupted “heads down” time for the last half of the day, during which there are no meetings or communications.
So what about our Portland and Brooklyn offices? In early May, we reopened our office in Portland as a fully optional work space, in response to our employees’ needs — both those that are local residents, and those just passing through town. While our Portland employees may now return to the office on an at-will basis, we will continue to be a virtual-first company and to prioritize our pillars of Safety, Equity, Flexibility, and Iteration.
In the office or remote, we look forward to our ongoing evolution as a company that puts the needs of our people first. We have become experts in collaborating, creating, and communing as a virtual team across the country, and we’re committed to this being our way of working now and forever.
If you’re looking to join our team from anywhere in the U.S., you can view our open roles here.