Brandacy is a B2B lead generation agency focused on building a qualified pipeline for companies selling to serious buyers. Research, outreach, qualification, and handoff work as one connected system, with specialists owning their areas of work and a dedicated lead generation specialist carrying account context through the process. This policy sets the practical standards that help us work with clarity, accountability, respect, and care while operating as a fully remote team.
1. Purpose and Scope
This policy explains how we work at Brandacy, how we stay connected as a remote team, how we manage working time and leave, and what each person can expect from the company and from one another.
It applies to employees, contractors, interns, and other team members working with Brandacy, unless a written agreement or role-specific arrangement states otherwise.
This policy works alongside individual employment or contractor agreements and applicable Indian law. Where a signed agreement or applicable law sets a different requirement, that requirement will apply.
2. Remote-Only Working
Brandacy is a remote-only company. Work is designed to be completed from a suitable location, not around a shared office.
Team members may work from home or another suitable private workspace where they can maintain reliable internet access, participate in calls, protect client and company information, and complete their responsibilities comfortably.
A change in regular work location that may affect working arrangements, payroll, tax, compliance, or client commitments should be communicated to the relevant manager or HR before the change is made.
Where client work genuinely calls for an in-person meeting, that will be arranged and communicated well in advance.
3. International Client Services and Remote Operations
Brandacy is based in Chandigarh, India, and serves clients in India and across international markets. While our primary operating base is in India, our remote working model allows us to support clients across different countries and geographical locations.
Our services include lead generation, market research, cold email outreach, cold calling, LinkedIn outreach, appointment setting, qualification, reporting, sales handoff, and other digital marketing services agreed with the client.
Working with international clients may involve different time zones, communication practices, business requirements, and market-specific processes. Where these affect a team member’s working arrangements or responsibilities, the relevant requirements will be communicated in advance.
Brandacy does not represent that it maintains a physical office, branch, or local establishment in every country where it provides services. Unless a client agreement or official Brandacy communication states otherwise, we deliver services remotely from our operating base in India.
This provides clients with clear visibility into Brandacy’s operating model and the geographical scope of the services we provide.
4. Working Hours, Login, and Availability
Brandacy follows defined working hours so that everyone knows when colleagues are available and when personal time begins. The exact working schedule and any role-specific core hours are communicated as part of the person’s employment or engagement terms.
Brandacy also supports flexible working hours where the role, client requirements, and team coordination allow. This flexibility is intended to help people organise their professional responsibilities and personal life with clarity, while maintaining agreed working requirements and availability.
Team members are expected to log in at the beginning of their scheduled working hours and remain logged in through the working period, with appropriate breaks and approved leave recorded through the applicable system.
Attendance and system activity may be recorded to maintain accurate working-hour records, support smooth communication, help you understand when colleagues are available, and protect personal rest time. The purpose is clarity and coordination, not constant surveillance.
The working-hour record helps the team know when it is appropriate to connect, when a colleague is on break or leave, and when to plan work for the next available window.
Brandacy values both professional responsibilities and personal life. Team members are not expected to remain available outside their defined working hours unless an agreed client or business requirement applies to their role.
If a person needs to adjust their schedule for a genuine personal, health, family, or other reasonable reason, they should communicate this early with their manager and follow the applicable attendance or leave process.
5. Leave and Time Away
Leave is part of responsible working. Team members are encouraged to take appropriate time away so that work remains sustainable over the long term.
All planned leave should be applied for through the designated leave process before the leave begins, except in situations where advance notice is genuinely not possible. In such cases, the team member should inform their manager or HR as soon as reasonably possible.
Leave records help the team plan client work, redistribute responsibilities where needed, and maintain clear attendance records.
Leave may include annual or earned leave, sick leave, public holidays, statutory leave, parental or other applicable statutory leave, and menstrual leave as provided under Brandacy’s leave arrangements.
Where a specific leave entitlement is governed by applicable law or the person’s employment agreement, that entitlement will be followed.
Any medical or health information shared to support a leave request is kept confidential and used only to process that request.
Team members should keep their calendar and relevant work status updated during approved leave so colleagues know when to expect them back and can plan accordingly.
6. Communication and Collaboration
Remote work depends on clear communication. Brandacy expects people to communicate in a way that keeps context available to the people who need it.
- Important decisions, campaign changes, client instructions, approvals, handoff details, and other information that affects ongoing work should be recorded in the appropriate company system or written channel rather than remaining only in a call.
- Asynchronous communication is the default where a written update can resolve the matter. Meetings are used when discussion, decision-making, brainstorming, or real-time collaboration adds value.
- Messages should be answered within a reasonable period during working hours. If a complete response needs more time, a short acknowledgment and an expected response time help keep work moving.
- Blockers should be raised early with enough context for the next person to understand what is stuck, what has already been tried, and what support or decision is needed.
- Calendars, availability indicators, and out-of-office information should be kept reasonably current so that the team can coordinate without unnecessary interruptions.
7. Client Communication and Brandacy Representation
Clients are key stakeholders in our work. Team members should keep client stakeholders informed through the agreed channels, maintain clear context around campaign progress and decisions, and raise matters that may affect delivery or client expectations early.
- Brandacy’s work involves research, cold email, cold calling, LinkedIn outreach, appointment setting, qualification, reporting, and sales handoff. Each interaction represents the company and, where applicable, our client’s brand.
- Client and prospect communication should use approved company or client channels and follow the agreed campaign, messaging, qualification, and compliance standards.
- Team members should keep client information, campaign context, prospect information, and internal discussions within approved systems and channels.
- When communicating externally, people are expected to be accurate, respectful, professional, and clear about what has been agreed. Commitments to clients or prospects should be recorded where appropriate.
- Because Brandacy treats research, outreach, qualification, and handoff as one connected system, information gathered at one stage should be passed to the next stage with enough context to support good decisions.
8. Performance, Accountability, Ownership, Information Security, and Work Setup
Remote work at Brandacy is built on trust and clear ownership. Performance is understood through:
- The quality and reliability of your work and communication
- Meeting agreed deliverables, deadlines, and client commitments
- Keeping your work status visible and raising risks early
- Your contribution to the wider team’s objectives
Our specialist model keeps ownership clear:
- Researchers research, writers write, callers call, and account owners carry context across every stage of the work
- Everyone takes ownership of their part while staying closely connected to the rest of the team
If a concern comes up around performance, communication, attendance, security, or delivery:
- The first step is always a clear, direct conversation about the issue, expectations, and the support needed
- Further steps, if required, follow the person’s agreement and applicable law
Before taking on outside work:
- Disclose any secondary employment, freelance work, or consulting arrangement that could conflict with Brandacy, its clients, your working commitments, or confidential information, to your manager or HR
- Brandacy handles client information, prospect data, campaign records, sales information, credentials, messaging assets, and other commercially sensitive material. Remote working calls for the same care that would be expected in a physical workplace:
- Use only approved company systems, accounts, software, and storage locations for company and client work
- Keep passwords and access credentials private, and enable multi-factor authentication wherever the system supports it
- Personal devices are fine to use, since Brandacy does not issue physical work equipment, but keep them reasonably secure, updated, and locked when not in use
- Never store client or company information in personal cloud drives, and never share it through unapproved consumer applications or with anyone who isn’t authorised to see it
- Take sensitive calls somewhere they can’t reasonably be overheard, and keep screens with confidential information out of view
- Report suspected phishing, unauthorised access, accidental disclosure, lost credentials, or any other security concern as soon as it’s noticed, so it can be contained quickly
- Confidentiality obligations continue after a person’s employment or engagement with Brandacy ends.
- Brandacy does not provide physical work equipment such as laptops or desktops.
- Team members work on their own computer and preferred setup, within the security and role requirements that apply
- Brandacy provides access to the digital tools and software each role needs; what’s provided depends on the role and the work involved
- Maintaining a reliable internet connection and a workspace suited to calls, meetings, and focused work during scheduled hours is each person’s responsibility
- If a role needs a particular digital capability or access to an approved tool, raise it with your manager or the relevant company contact
9. Health, Safety, and Wellbeing
Remote work gives people greater control over how they organise their working environment, and that flexibility comes with shared responsibility for keeping it safe and sustainable:
- Take reasonable breaks through the working day and maintain a workspace that’s ergonomic and comfortable
- Use your leave and rest periods properly; they’re there to support you, not go unused
- Manage personal appointments, caregiving responsibilities, and health needs through the relevant schedule or leave process, so work and personal life can both be planned with clarity
- Report any work-related injury, safety concern, or condition arising from your work to your manager or HR
Mental health benefit
Brandacy provides a mental health benefit as part of its wellbeing support. Details are shared as part of individual employment or engagement terms.
With our remote-only work policy, Brandacy places strong importance on maintaining this benefit through a working environment where, from a comfortable and suitable location, people can operate, communicate with the team, and manage their work with greater control. This flexibility comes with accountability for your own work, communication, deliverables, and working commitments.
10. Equal Opportunity, Respect, and Professional Conduct
Brandacy aims to provide a workplace where people can contribute with dignity and respect, regardless of their background or personal characteristics protected under applicable law.
Opportunities at Brandacy are open to people who meet the requirements of the role, and decisions are based on workability, role requirements, contribution, and professional standards. Brandacy welcomes women and people from all backgrounds to contribute, grow, and take opportunities across the organisation.
Harassment, bullying, intimidation, discrimination, threats, unwanted sexual conduct, and retaliation are not acceptable in the workplace.
The workplace includes video calls, messaging platforms, email, shared documents, client interactions, and any other setting where a person is representing or working with Brandacy.
Concerns can be raised with the person’s manager or the designated HR/company contact. Concerns raised in good faith will be handled with appropriate care and confidentiality, subject to the requirements of applicable law.
Complaints relating to sexual harassment will be handled in accordance with applicable Indian law and Brandacy’s applicable prevention and redressal arrangements.
11. Travel and In-Person Work
Brandacy is remote-only, so routine work does not require attendance at a company office.
Certain client-facing responsibilities may require travel, client meetings, or other in-person business requirements. Such requirements will be discussed and agreed in advance.
Any approved business travel or related expense will follow the applicable company arrangement or agreement.
12. Policy Updates
Brandacy may update this policy as the company grows, working practices evolve, client requirements change, or applicable law changes.
The version and effective date at the beginning of this document will be updated whenever a material revision is made.
Material changes will be communicated to active team members. Team members are expected to refer to the current version of the policy when questions arise.
13. Questions and Concerns
Questions about working hours, attendance, leave, tools, client work, security, conduct, or any other part of this policy should be raised with the relevant manager or Brandacy’s designated HR/company contact.
Where a concern involves the person’s manager or requires confidential handling, the team member may raise it directly with the designated HR/company contact or at hr@brandacy.co.