The Social Champ Culture Handbook

We're on a mission to make social media simple, smart, and impactful. Social Champ is an all-in-one platform that empowers creators, brands, and businesses to publish, engage, and analyze like pros. With over 81 million posts powered by our platform, we're proud to be fueling success stories across the globe.

At its core, Social Champ is not just a product—it's a thriving culture built on creativity, innovation, and collaboration. It's a space where ideas turn into action, teamwork drives change, and meaningful contributions accelerate progress.

As you begin or continue your journey with us, know that your role plays a vital part in shaping the future of SaaS, marketing, design, and development here at Social Champ. We're glad to have you with us!

At the heart of Social Champ are three founders who have been driving innovation together since 2009. With a combined 30 years of experience, they've built multiple startups, led a digital agency, and helped businesses scale through their expertise in development, design, marketing, and strategy.

All three founders hold a BS in Computer Science from Karachi University.

• Launched three startups together
• Ran a successful digital agency and consultancy business
• Built Social Champ to simplify and empower social media management for brands and businesses worldwide

Their shared vision continues to shape Social Champ into a powerful platform, making social media effortless and effective for everyone!

At Social Champ, every department plays a vital role in keeping things running smoothly and making magic happen! Here's a quick intro to our amazing teams:

At Social Champ, we believe in planning to ensure we have the right people in the right places at the right time! We take a thoughtful approach to growing our team, in a way that benefits everyone.

Every quarter, we take a step back to evaluate our hiring needs, ensuring they align with our company's future goals and strategy. When thinking about expanding the team, we consider:

• How fast our business is growing
• The workload of our awesome existing team members
• Any exciting new projects or expansions in the pipeline
• External market trends that might impact our hiring

We want to make sure that every role we add is meaningful, impactful, and justified. That's why each hiring decision is backed by input from our Functional Managers, who help us understand the real need for each position.

Our HR is here to make sure we grow in the best way possible. Here's what they do to make hiring smooth:

• Gather headcount requests from different departments
• Discuss and refine these requests with department leads
• Present a final headcount plan to management for approval

Once everything is finalized, we ensure that the process is smooth, clear, and beneficial for everyone involved!

To make sure everyone is on the same page, we follow a structured but simple approval process for headcount planning. Here's a quick breakdown:

We're all about making processes easier, more transparent, and more collaborative. Our goal is to build a team that thrives, with hiring decisions that are well thought out and beneficial to all.

So, whether you're a department lead planning for the future or an employee wondering about growth opportunities, know that we're all in this together—growing smarter, not just bigger!

At Social Champ, we're all about building a strong, passionate, and talented team. We believe in hiring the right people and ensuring their transition into the company is smooth and exciting! Here's how we do it:

• Every hiring decision aligns with our manpower budget and long-term business goals.
• The process kicks off when a Team Lead submits a Job Description Template to HR for further processing.

We explore multiple channels to discover the best fit for our team:

• HR carefully screens candidates based on job requirements.
• For technical roles, an initial assessment test helps gauge skills.
• For non-technical roles, we prioritize relevant experience and competencies.

• The first round of interviews is conducted by the assigned person.
• HR handles cultural fit interviews to ensure alignment with our work environment.
• Interview results are documented with clear recommendations:
• Recommended for Hiring
• Not Recommended
• Neutral (requires further discussion)

• HR prepares and extends the Offer Letter to the selected candidate.

Making the First Day Special! We ensure that every new hire's first day is smooth, well-prepared, and full of warm welcomes. Here's what happens:

Our Orientation Plan ensures new hires feel right at home by covering:

Choose from four work schedules between 9:00 AM and 9:00 PM, with your TL/Manager’s approval and confirmation with HR.

Your working hours can be any one of the following:

Team members are expected to share their check-ins, break updates, and check-outs in the WFH channel on Mattermost, just as they would on any other remote day.

Request approval from your Team Lead via email, clearly stating the reason. An email is required even if the request is for just one day. Your Team Lead should approve the request and loop in HR on the email. Once approved, please post an update in the designated Mattermost channel to keep the team informed.

Sick & Casual Leave

1. Inform Your Team Lead: For planned leaves, please inform your Team Lead at least one day in advance. Casual leaves should also be communicated to your line manager at least one day prior. For sick leaves of more than two days, a medical prescription must be submitted.

1. Get Approval: Please ensure your leave is approved by your Team Lead through the required approval process before posting an update on Mattermost.

1. Update Mattermost: Once approved, update the Team Updates channel before 12:00 PM on the same day and make sure your team status is updated accordingly.

1. Manager Responsibility: Line managers are responsible for ensuring that attendance updates for their respective teams are communicated on the appropriate channels before 12:00 PM.

Annual leave requires planning. Please email your Team Lead and HR at least 30 days in advance.

After receiving email approval with HR copied, post the update in the Team Updates channel and add your leave to the SC Annual Leaves Calendar shared with you on Google Calendar.

Example:

For Team Leads: Team Leads can send their leave request to HR via email, with the co founders copied where required. Once approved by their respective line manager, they should post the update in the Team Updates channel and add their leave to the SC Annual Leaves Calendar, as mentioned above.

During Ramadan, we offer three work schedule options, starting at 9:00 AM, 10:00 AM, or 11:00 AM, with a 6.5 hour workday for each schedule.

There's no fixed limit to how many times you can change your chosen schedule — it depends on the situation and approval from your Team Lead.

To streamline things, try changing once in a quarter. However, you can request a change any time if your availability or personal circumstances shift. Just ensure your TL & HR is onboard

Since Flexi Hours allow you to choose a schedule that suits you best, there's no additional grace or buffer time beyond your selected working hours.

That means if you consistently deviate from your chosen start time by more than 10–15 minutes, it's a sign that your current schedule isn't working. In that case, you must revisit and adjust it in consultation with your TL.

HR understands things happen — up to three minor deviations may be overlooked. But if the pattern continues, you'll be expected to revise your timing to something more sustainable.

Flexi Hours don't restrict you to a specific location — team members will be required to follow the onsite team rotations schedule and rest of the days can choose to wfh , however, for team leads, only fridays are wfh as per our friday wfh policy.

For exceptions , please discuss with your manager first and your manager will provide the approval on it and the case will be reviewed accordingly with the HR and then with the management.

During the onsite weeks of the teams, your are required to stay onsite for the whole day , unless prior approval provided by the manager over the email looping in HR.

Team Leads have the authority to approve WFH, time slots, and changes as per the team's workflow and deliverables.
Management holds the final right to intervene or adjust schedules if necessary.

• Attendance is recorded through your RFID card when entering and leaving the office. On WFH days, please make sure to check in through your FlowHCM dashboard.

• If a punch in is missed, the day may be counted as full leave unless the attendance record is corrected through FlowHCM.

• If you notice any attendance discrepancy, please update it in the HR portal and communicate it within the deadline shared by HR. Timely updates help us keep attendance records accurate. After the deadline, employees will be responsible for ensuring their attendance records are correct.

A little punctuality goes a long way in keeping things smooth for everyone!

You're entitled to a 1-hour lunch break. Ideally, this should be taken between 1:00 PM and 3:00 PM for smooth team collaboration.

For Fridays, you can take a longer break of 1 hour and 30 minutes during the same 1:00 PM – 3:00 PM window.

Let's keep a balance – take breaks to recharge, but be mindful of work continuity and team collaboration, especially during meetings and core hours.

At Social Champ, we believe in a balanced work-life routine and understand the need for occasional breaks. Here's how our leave structure works:

• 10 Annual Leaves (working days , excluding weekends)
• Can be taken consecutively only (minimum of 5 days).
• Apply 30 days in advance to ensure no overlap with team members.
• Leads will approve annual leaves for their teams

Team leads should make sure one team members leave should be approved at a time so the work is not compromised. Leads should manage the workload of the whole year accordingly. Especially during the busy seasons.

Adjoining Leaves

Different leave categories cannot be combined on consecutive days. For example, if you take Annual Leave from October 1 to October 5, you cannot apply for Sick Leave or Casual Leave on October 6 to continue the same period of absence.
If there is a genuine exception, such as an illness immediately following Annual Leave, it should be discussed with your line manager and HR, with any required supporting documentation provided.

As a general practice, we encourage employees to avoid planning leaves immediately before or after weekends or public holidays.

Leave Entitlement

Employees are entitled to the following leaves, calculated on a prorated basis according to Social Champ’s leave year, which runs from January to December:

• 8 Casual Leaves: Taking more than one Casual Leave in a month is discouraged.
• 8 Sick Leaves: If more than 2 Sick Leaves are taken within a month, whether consecutive or non consecutive, a medical certificate or prescription is required.
• 10 Annual Leaves: Annual Leaves are allotted after completing one year at Social Champ. If an employee requires Annual Leave before completing one year, they should first discuss the requirement with their Team Lead and then coordinate with HR.
• 3 Probationary Leaves: Employees are entitled to 3 leaves during their probation period. If probation is extended, 1 medical leave will be granted for each additional month. Probation may be extended for up to 6 months.

The standard entitlement after completing one year is 26 leaves: 8 Casual, 8 Sick, and 10 Annual. Probationary Leaves apply separately during the probation period.

• Annual leaves are granted after completing 12 months of service or on pro rated basis, can be decided based on the need.
• New employees get leaves on a pro-rated basis (calculated from their joining date). Our business year is from January to December.
• By year-end, 50% of the remaining annual leave balance can roll over to next year, capped at 20 days.

• Leaves must be updated on flowhcm as taken before the month end attendance submission deadline.
• Missed this deadline? Adjustments will be the employee's responsibility post-payroll.
• Please timely escalate if facing any issue regarding attendance.

We know our customers may need support even on holidays, so one team member will always be on duty. The plan will be finalized a day before the holiday, and don't worry—working on a public holiday comes with extra pay:

Of course, not all departments are required to consistently work on public holidays—this will be decided by your Team Lead and Manager based on business needs.

We understand that sometimes, flexibility is needed! If you're on probation and require a WFH day, just check in with your Team Lead first for initial approval. Once they give the go-ahead, it'll be sent for final approval from your Manager. Easy and simple!

At the end of each month, Managers will receive a summary of attendance records, including check-in and check-out times. If there are any ongoing attendance concerns, we'll work together to find solutions and improve punctuality—this might include a quick chat, friendly reminders, or, in some cases, formal corrective action.

We're always happy to welcome back great talent! If you've worked with us before and left on good terms, you're welcome to reapply after gaining at least 12 months of experience elsewhere. However, rehiring will be based on company needs and a fair recruitment process—so if you're thinking of coming back, we'd love to hear from you!

At Social Champ, we value a fair and professional workplace while keeping our team culture strong and connected. When it comes to close relatives joining the team, we encourage having a conversation with HR in advance so the situation can be considered thoughtfully.

In the happy event that two employees decide to get married while with us—congratulations! We'll work together to make any necessary department adjustments.

Effective from: February 2025
Provided by: Takaful - Smart Benefits

As part of our commitment to employee well-being, Social Champ offers comprehensive medical coverage for all full-time employees. This includes coverage for yourself, your spouse, children, and parents.

Our medical coverage is facilitated by Takaful - Smart Benefits. All employees are required to:

• Download the Smart Benefits application (available on iOS and Android)
• Enter our corporate code: 250004
• Register yourself and your dependents to activate the coverage.

We have two levels of medical coverage based on reporting lines and seniority:

Parents – At Social Champ, we believe in extending care to your family, which is why parents are also covered as part of your medical dependents.

• Ensure all dependents are added correctly in the Smart Benefits app.
• Use your medical card at panel hospitals listed in the app.
• For any claims, follow the process as mentioned in the application or contact their customer support.

Social Champ’s Provident Fund is designed to help you build long term savings, with contributions made by both you and the company.

Who is eligible?
All permanent employees are eligible to become members of the Provident Fund.

How does it work?
Every month, 5% of your basic salary is contributed by you, and Social Champ contributes an additional 5% of your basic salary to your PF.

For example, if your monthly salary is Rs. 40,000 and your basic salary is Rs. 24,000, your monthly contribution would be Rs. 1,200 and the company would contribute another Rs. 1,200, bringing the total monthly PF contribution to Rs. 2,400.

Where is your PF invested?
The PF amount is invested in a Shariah compliant fund with Pak Qatar Takaful. The fund is described in the policy as low risk, while the profit percentage may vary depending on fluctuations.

PF Loan
After completing one year of PF tenure, you may apply for a loan of up to 50% of your PF balance for eligible circumstances, including housing, religious travel, repayment of a financial institution loan, emergency medical situations or a death in the family.

The loan can be repaid in a maximum of 12 installments, with the number of installments determined by the company based on the loan amount. A second withdrawal is permitted after six months from repayment of the first withdrawal.

When leaving Social Champ
PF processing and release is completed within 45 days from your last working day. Any outstanding PF loan may be adjusted against your salary and PF during the final settlement.
Employees leaving the company before completing one year of PF contributions are not eligible for the employer contribution or profit. In cases of dismissal due to misconduct, only the employee’s share will be paid.

To keep things smooth and efficient, here's how we roll when it comes to work communication:

At Social Champ, we understand that life happens! While we love having our champs in the office, we also recognize that sometimes working from home is the best option. That's why we offer Work-from-Home (WFH) under certain circumstances, subject to management approval:

• Maternity – We support our champs through every stage of life! Maternity leave is available, and during this time, we also offer the option to work from home. Plus, we're happy to discuss flexible work arrangements before and after the maternity period to ensure a smooth transition.
• Medical Issues – Health always comes first! If you're dealing with an accident or a medical condition but are still able to work remotely, we've got your back. The feasibility of WFH will be based on the nature of your work and your ability to stay productive.
• Personal Responsibilities – Life is a balancing act, and we want to make it easier for you! If you need to work from home due to personal reasons, just let us know. Requests will be considered on a case-by-case basis.
• Marriage – Wedding bells ringing? While WFH isn't typically granted for weddings, we know it's a busy time! We're happy to offer flexible work arrangements to help you prepare for your big day.
• Studies – Growing your skills? If your studies align with your role at Social Champ, you can request WFH to help manage both work and education. Approval will depend on how well work commitments can be balanced.

We believe in smooth, hassle-free payroll processing so you can focus on what you do best!

• Timesheets & Leave Records – HR keeps track of attendance and leaves every month. If anything seems off, we'll reach out to your team lead to sort things out.
• Important! If you need to adjust your attendance records, please submit your request o flowhcm before the provided attendance submission deadline by HR Late submissions may result in a delay in your salary processing.
• Salary Transfers – Your salary will be transferred to your bank account before or by the first working day of the month. If there's a weekend or public holiday, the transfer might take a little longer—but don't worry, it's coming your way!

At Social Champ, we offer employees the option to receive their salary in USD if they have a USD bank account.

If you don't have one, you can reach out to HR, and HR will check if Elevate is operational. If it is, HR will assist you in opening an Elevate account. Elevate has a minor transfer fee, which can be checked on their app or online. This is the preferred method for USD payments.

Alternatively, if you wish to open a USD account with a bank other than Elevate, you will need to do so yourself. Once your account is set up, you can share the account details with HR to have your salary transferred. In this case, you will need to research the transfer charges of your chosen bank online.

We're always sad to see a champ move on, but we want to ensure a smooth and professional transition!

• If you decide to resign, just send an email to your Manager/Team Lead and CC HR.
• The notice period is 30 days (unless waived off by the management). If you don't serve the notice period, the equivalent amount can be adjusted from your final settlement.
• During probation, resignations can be made without notice, and the company may also end employment without notice or reason. But for the courtesy, at one day notice should be given to each parties for the handover (unless its a termination case).
• No paid leave during the notice period.. We want to ensure a smooth handover before you leave.

• HR will guide you through the transition.
• Your Manager/Team Lead will ensure all pending tasks are covered and data has been handed over.
• Clearance letter must be signed within 5 working days of your last day by your department head or line manager.
• Final settlement (your salary + any remaining dues) will be processed within 20 working days after your last working day.

Need an experience letter? We're happy to provide one upon request! However, this is Social Champ's discretion, and employees leaving during probation may not be eligible.

To ensure a smooth and complete exit process, please follow the steps below on your final working day:

At Social Champ, we align individual goals with company objectives to create a culture of growth and achievement. Here's how it works:

Company-wide objectives are set based on our vision and mission.
These objectives are cascaded to Managers & Team Leads to ensure that everyone is aligned.
Employees set their personal performance objectives in collaboration with their Managers.

• ✔ Clear expectations with specific objectives.
• ✔ Evaluation criteria to measure success.
• ✔ Prioritization of key goals for the year.

• Performance reviews for regular employees happen from January to December, split into four quarters.
• Annual appraisals are conducted in December for employees who have completed at least 12 months with Social Champ.

To recognize your achievements and contributions.
To identify areas for learning & development.
To ensure fair and transparent performance evaluations.

We believe in fair and transparent increments!

To be eligible for an increment, you must have completed at least 12 months with us.

Increment discussions typically begin in the second-to-last month of your completion cycle and are finalized before payroll processing — usually by the 15th of that month.

• ✔ Individual performance and contributions.
• ✔ Company targets and financial standing.
• ✔ Market standards and department budgets.

Leads & Managers hold initial discussions with employees.
Final decisions are made by Management, HR, and department heads.

Promotions aren't just about tenure—they're about potential! Here's what we consider:

Official feedback will be provided at the end of each quarter by your Team Lead, while unofficial feedback will be given verbally throughout the quarter.

At Social Champ, fairness and honesty matter. If an employee raises an allegation, they must provide sufficient evidence to support their claim.

Allegations must be fact-based, not personal opinions or biases.
Every case will be thoroughly investigated to ensure fairness for all involved.
We encourage integrity and accountability in all workplace matters.

We're committed to protecting Social Champ from fraud or misrepresentation.

Fraudulent activities, including intentional misrepresentation or hiding of facts, will not be tolerated.
If you suspect fraud, report it immediately through our whistleblowing procedures.
Consequences: Violators may face disciplinary action, termination, or even legal prosecution if necessary.

Improper conduct affects our work culture, resources, and company reputation. Here's what falls under improper conduct:

Corrupt actions or fraudulent behavior
Mismanagement of company resources
Non-financial misconduct, including harassment

If proven, consequences may include disciplinary action, dismissal, or even legal charges. Thorough investigations will be conducted for all reported cases.

We encourage employees to report unethical or illegal behavior without fear of retaliation.

• ✔ If you see misconduct, report it safely and confidentially.
• ✔ Whistleblowers are protected from harassment or retaliation.
• ✔ Reports must be made truthfully and without malicious intent.

We promise to investigate all reports fairly and thoroughly.

Social Champ stands by those who speak up for what's right!

Whistleblowers are protected from any harassment or victimization.
Reports will be kept confidential as much as possible.
Employees may need to act as witnesses, but we ensure their safety.
Reports should be genuine and in the public interest—not for personal gain.

To keep whistleblowers safe and ensure their concerns are taken seriously, we have strict safeguards:

No harassment or retaliation—violators will face disciplinary action.
Confidentiality is key—anonymous reports are welcome.
Reports must be truthful, in the public interest, and not for personal gain.

We want employees to feel safe, heard, and valued when raising concerns.

To maintain integrity, false allegations or whistleblowing breaches will lead to appropriate actions:

Possible consequences:

• ✔ Show cause notice
• ✔ Suspension or hold on salary increments/promotions
• ✔ Financial recovery for any damages
• ✔ Demotion or salary revision
• ✔ Termination or dismissal, with or without benefits

We believe in fostering a respectful, productive, and positive workplace for everyone. Here's how we do it:

Professionalism: Treat everyone with courtesy and respect.
Respect: Avoid offensive language, discrimination, or creating a hostile environment.
Collaboration: Work as a team, be open to feedback, and maintain a positive attitude.
Confidentiality: Keep company and client information private.

Use professional language in emails, messages, and calls.
Meeting etiquette: Arrive on time and come prepared.
Noise control: Be mindful of your surroundings and avoid distractions.

Dress appropriately as per professional standards.
Smoking/Vaping: Only allowed in designated areas. For now, the designated smoking area is the rooftop. Please try to avoid smoking around the stairs.
Guest Policy: Obtain permission before bringing guests to the office.

Professionalism: Be courteous and respectful in all interactions.
Respect: Treat everyone fairly, regardless of their role.
Cooperation: Work as a team and embrace feedback.
Workplace Safety: Follow safety guidelines and keep spaces clean.
Confidentiality: Protect company and client information.

Girls, the GCR is your space to relax and recharge! Just a few guidelines:

• Be mindful of others—no loud music or phone calls.
• Feel free to bring food and drinks but clean up afterward.
• Store personal items in designated spots (the company isn't responsible for lost items).
• Help keep the space clean and report any issues to admin.

Take care of your tech! IT equipment is for work purposes, and personal use should not interfere with job responsibilities. Keep passwords secure, avoid unauthorized installations, and report any issues immediately. Misuse of company IT resources is strictly prohibited.

We love having everyone join corporate networking events! Social Champ provides lunch and tea for attendees. For major events such as ITCN Asia, 92Disrupt, and other networking events, participation may vary based on business needs, and TL / management decides the team members required to attend. Where applicable, travel costs for required participation may be covered by the company. Voluntary participation may also be welcomed depending on the event and arrangements.

Our event calendar includes several key celebrations and activities throughout the year. These include:

We observe public holidays as per the announcements made by the Pakistan federal government.

To keep the energy up and foster team bonding, board games and card games are available at all times in the office, offering opportunities for refreshing the mind and engaging with the team. Snacks are available throughout the day for employees to enjoy, and occasionally, surprise refreshments are provided to add some extra joy!

Your RFID card is your key to the office! Please keep it safe, as replacements are provided only in exceptional cases. Misuse (such as sharing it with someone else) may result in disciplinary action.

We love celebrating milestones! Work anniversaries & Farewells will be celebrated individually, making it a special moment for everyone! Want to say a few words? Volunteer and share the appreciation!

Farewells and work anniversaries will be celebrated anytime between 6 PM and 7 PM, based on convenience and Namaz timings.

Every quarter, we reflect on our achievements and set goals for the next one. Employees will share their progress, and the CEO will recognize top performers. The Champ of the Quarter gets a special shield, and outstanding employees receive certificates. Expect an engaging session with refreshments!

Need a meeting space? Book the boardroom / pod via Mattermost—first come, first served! If both are occupied, the studio can be used when necessary.

We love a fun and friendly workplace! Board games and indoor games are welcome in the kitchen area during lunch breaks, before, or after office hours.

Munch away! We've got tea, coffee, biscuits, chips, and more. Feel free to use office mugs or bring your own. Plus, keep an eye out for fruit chaat or any other refreshment days!

Our admin team helps with lunch orders, tea, and office errands. Need something? Check their availability first. They are allowed to step out once after lunch for office-related tasks. For personal work, please check their feasibility first. We track orders and payments on our WhatsApp channel for the Lunch Group.

https://chat.whatsapp.com/DIyTd3mHYf34Ip5KWqhc9J

In the event that the attendance machine is not working, employees are required to update their attendance on the HR portal on the same day. This should be treated as a default practice to ensure accurate and timely record-keeping.

If unexpected city situations arise, Leads may allow WFH until management makes an official decision. Once finalized, HR will communicate it to everyone.

During the holy month of Ramadan, special timings will be observed, and employees will be informed well in advance of these adjustments. To celebrate the spirit of the month, the office also distributes Eidi with goodie bags and arranges a delightful Iftar party for everyone to come together and enjoy!

We value your feedback! To foster continuous improvement, anonymous feedback can be shared directly with the CEO. Your insights and suggestions will help us create a better workplace for everyone.

Share your anonymous feedback →

Thanks! :)