Pierre, we've now shipped an initial set of VirtualMe™ accounts and we'll be able to onboard you as early as next week. Just fill this form out to get started. You can try interacting with me, Erika and Jing here • https://storytell.ai/@DROdio • https://storytell.ai/@Erika • https://storytell.ai/@JingConan And yes! We'll be working on data permissioning for different audiences (for example, internal work colleagues vs. the external world) and much more over the coming weeks.

@flav , @Tim Suchanek , @Pierre Tapia , @shelleyjohnson / @Shelley Johnson -- @ryanfritsch and I are back with a related update to highlighting content! It would be the highlight of our day to get your feedback on this (see what i did there?) NOTE: This is about our web app at http://Storytell.ai -- the original KB post was about highlight text to use on our Chrome Extension, so this is related but different to your original feedback. Thought you might have some opinions on it!

@Pierre Tapia WOW thank you! We are literally reviewing this as a team in @ryanfritsch's rapid prototyping planning meeting. More to come from him based on what you shared!

We don't provide separate hardware, but we will pay for your monthly phone bill as per our Benefits & Perks page.

Followup question from a user: Does Storytell yet handle language translations for written and visual media? I'm guessing that if a YouTube video has captions, for example, that data could be run through translation software to facilitate its language localization into Story Tiles, and so on. You can ask Storytell things like this:

Our values interview panel is an opportunity for us to see how your personal values compare to our company values. Here's a FounderCulture post on why this matters so much to us. Instead of just focusing on what you’ve done in the interview process, we want to know how you did it in the past and how you’d like to do in the future. We tie the “how” to our core values so that we can all understand what values we bring to the workplace. We have six core shared values at Storytell. In the Values panel, we will ask you to share your experiences around each value — there are no “right” or “wrong” answers. Rather, it’s an exploration for us all to better understand each other. Our values are the foundation upon which we execute our Vision. You can learn more about our Vision, Mission, and Strategy from this video:

I share some details about how we leverage LLMs like the one behind ChatGPT in this post: What do you mean by “leverages the power of chatGPT” on your website?

Storytell is architected to leverage the power of multiple LLMs (Large Language Models) like the one that powers ChatGPT and others being introduced into the marketplace. In addition, we have a proprietary AI algorithm called Mercury that enables us to use AI to break long-form content (whether written or rich media, like Zoom or YouTube videos) into what we call Story Tiles™. Each Story Tile™ is an individual concept pulled from the long-form content. Think of Story Tiles™ as the "Lego pieces" that are then used to construct valuable things. For example, Storytell used Story Tiles™ to transform an NY Times article into a rhyming Greek Tragedy, like this: Think of Storytell as building on the best AI technology from the most progressive AI companies and layering in much more goodness to allow you to really connect with your content in new and valuable ways.

I'm going to answer this question a bit differently than it's being asked. Instead of the next three years, I'd like to share with you our plan for the next thirty years and work backward from there. Storytell is here to stay. Our co-founders’ equity vests over 5 years as a signal that we are not here for a quick acquisition. We want to build something that is enormously valuable, with incredible user experiences. Our Vision is to Distill Signal from Noise. Imagine a layer on life that doesn't exist today. A way to interact with the world that's more focused and less noisy. An AI companion that helps you be more effective with fewer distractions. That's the kind of thing we're building. From our ultimate Vision flows our Mission -- that's where we're focused today, and likely for the coming years. Our MIssion is how we're approaching our Vision. That has to do with creating, recommending and transforming Story Tiles™ as outlined in the link above. Our company's business objectives are to grow our North Star Metric by at least 5% per week. If you compound 5% weekly growth over the course of a year, you get 12x annual growth (which is massive -- most startups are happy to achieve just 2x annual growth). We've been far outpacing that 5% weekly growth goal -- for example, I was just looking at our NSM earlier today; it's up 15.71% since just yesterday. For context: I recently drew this out for other Founders on a whiteboard -- the process of going from Vision to Mission to Strategy. Here's the whiteboard drawing -- and I'd be happy to walk you through this framework in person.

Such a wonderful question, thank you! For starters, it's one of our core company values, as outlined here, and we interview for people who share those values (Here's a FounderCulture post on why that matters so much to us). So we're confident that it'll be a core part of our DNA as Storytell scales. But even more importantly, our co-Founder and CCO @Erika Anderson is the creator of the Clean Communication protocol. Erika, I'd love to have you weigh in with more detail on how you envision Storytell scaling with Clean Communication over time.

Our first step is to make sure we're defining "as expected." Often times -- especially at early-stage companies, Founders don't create job descriptions for roles, and then get frustrated that their employees aren't performing. We have job descriptions for each role -- even for the Founders. And then we use a concept of "check-in tables" and a red / yellow / green" system for the manager + direct report to align around how well each of us is performing in the role. And this goes for me as the CEO as well! In fact, here's my check-in table as CEO -- I recently ran this process with my co-Founders, even though we're only a few months old as a company. We wanted to set a baseline to track our growth in each of our respective roles. Here's what each color means: The first column has my job description, and the second column has my self-score colors. You can see I think that I have a lot of work to do! The other columns have the scores from my co-founders, which I've blurred out to protect their privacy. This check-in process is an excellent way for us to all align around how we're each doing in our roles. FounderCulture members can get more detail on how to create Current + Next-Level Check-In tables in this FC Knowledgebase post.

We haven't had to "discipline" anyone at Storytell. Our focus is on the following: 1) Ensuring the people we hire into our Crew share our company values. Here's a FounderCulture post on why that matters so much to us. 2) Ensuring we align our Crew so everyone clearly understands what our company Vision, Mission, North Star Metric and Strategy is. Here's a FounderCulture post on why we care so much about this, as well. 3) Ensuring we use Clean Communication to give each other feedback in constructive ways. 4) Ensuring we have a place for performance and growth focus for each member of our Crew. We do regular 1:1s and use check-in tables to align around how each of us is doing in our role. There's a lot more to this! Happy to discuss more in person.

We're here to build a trillion-dollar company. Seriously. This is why we Storytell Founders are doing five-year equity vesting -- we're not here to sell Storytell. We all have lives outside of work – whether our focus is family, friends, or pets (or all of the above), everyone needs to recharge. The adage it’s a marathon, not a sprint applies here; there’s no expectation that you’d work late every night or occupy your weekends with work. That said, working at a startup is far from the clock-in/clock-out mentality. Running a marathon is no small feat, so we want to be at our best to do our best. We work hard, and we play hard (like these pictures from our Tahoe offsite). We also offer unlimited PTO -- we're focused on your output, not your inputs. In terms of what life is like at Storytell, here is an example from me as CEO -- and I'll also invite the rest of our Crew to share their stories here, too: I've got three kids. I prioritize my schedule around them as much as I can. Here's what that typically means: - Any evening when I'm in parent mode, and not out at a CEO work event, I have dinner with them - I make personal time on weekends for my partner and my family (and especially for taking my kids on adventures like these and also these in our Sprinter van) - I typically start work at 7am and finish at 5:30pm. As CEO I'll often get on line in the evening after putting the kids down, but I don't have an expectation that our Crew do that. Happy to provide any additional detail I can!