Internal Document · Confidential
Welcome
to Aarivow.
You've just joined one of Delhi NCR's most exciting youth entertainment startups — and we don't say that lightly. Aarivow is not a job. It's a front-row seat to building culture for a generation that refuses to be bored.
This kit is your complete guide to how we work, what we believe, and what we expect from each other. Read it with attention. Come back to it often. And if something's unclear, our door is always open.
We hired you because we believe in you. Now let's build something worth talking about.
The Aarivow Team
Aarivow Entertainment · Delhi NCR
02Company DNA
What is Aarivow?
Aarivow Entertainment is a youth-first experiential entertainment company based in Delhi NCR. We create large-scale music festivals, college events, and branded cultural IPs — monetised through strategic brand partnerships.
Our mission
Build cultural moments that matter to young India.
Not one-off events. Real experiences that audiences remember, brands want to be part of, and artists want to perform at.
Our model
Own the IP. Partner with brands. Serve the audience.
We build recurring cultural properties that grow in value.
What we are NOT
Not an event vendor. Not a marketing agency.
We build our own events and IPs. That distinction changes everything.
Where we're going
The cultural pulse of youth India — nationwide.
Starting in Delhi NCR, building IPs that travel across India.
Our four business lines
| # | Stream | What it is | Revenue |
|---|
| 01 | College Shows | Colleges hire us to produce fests. We earn on artist booking margins + production fees. | Service / per-gig |
| 02 | Brand Deals | Direct sponsorships at our events. Brands activate — booths, naming, sampling. | Sponsorship |
| 03 | IP Shows | Brands associate with our owned recurring festivals. Title sponsorships, annual partnerships. | Premium / recurring |
| 04 | Community | Campus ambassador networks, influencer programs, small-brand activations. | Program / retainer |
03Values & Ethos
What we stand for.
These are not values on a wall. They are the operating principles that govern how we make decisions, treat each other, and show up every single day.
01
Culture First
Authenticity
We don't make events for brands. We make events for people — and invite brands in.
02
Ownership Mentality
Accountability
Everyone owns their outcomes — from concept to execution to post-event report.
03
Move Fast, Think Sharp
Speed + Clarity
Speed is a competitive advantage, but only when paired with sharp thinking.
04
Radical Honesty
Transparency
No politics. No gossip. No hidden agendas. Honest feedback is the fastest path to getting better.
05
We work hard because we love what we do. But hustle without empathy is just noise.
06
Build to Last
Long-term thinking
We are building IPs, relationships, and a brand that compounds in value over years.
04Onboarding
Your first 30 days.
Tick these off as you go. Your manager checks in at Day 7 and Day 30.
Day 1— Your first day
✓
Meet your team — introductions, office tour, and a team lunch or coffee.
✓
Read this entire document — policies, values, and checklist. Ask questions freely.
✓
Set up your tools — email, WhatsApp work group, Google Drive access.
✓
Sign your offer letter & NDA — hand over to HR before EOD.
✓
1:1 with your manager — role, priorities, and first week plan.
Week 1— Get oriented
✓
Study past events — review decks, photos, reports from 2+ Aarivow events.
✓
Understand current brand partners — who are they, what did we promise.
✓
Follow Aarivow on all social channels — Instagram, LinkedIn, and active campaign handles.
✓
Map your role to the business — write 1 paragraph: "How does my role support Aarivow's revenue?"
Week 2–3— Start contributing
✓
Own your first deliverable — pick up a real task and ship it.
✓
Attend a brand meeting or event planning session — observe, note, ask smart questions.
✓
Submit bank details & PAN for payroll — to HR by end of week 2.
Month 1— Prove your presence
✓
Submit your 30-day report — 1 page: learned, shipped, want to own next.
✓
30-day review with manager — two-way feedback on performance, fit, and growth path.
✓
Propose one idea — a brand pitch, event concept, or process improvement.
✓
Confirm OKRs for Month 2 — agree on 2–3 clear goals with your manager.
05Work Culture
How we work.
We are a startup. That means high ownership, high energy, and high accountability — and in return, high growth, real autonomy, and the thrill of building something from scratch.
Environment
Startup-stage. Always.
We don't have every process figured out yet — and that's the point. You'll help build them.
Hours
Output over attendance.
We care about what you deliver, not when you showed up. Event days are all-hands.
Meetings
Short, purposeful, documented.
Every meeting needs an agenda and an outcome. No action item = should've been a message.
Event days
All hands on deck.
Role boundaries dissolve. Everyone does what the event needs. Non-negotiable — and the most exciting part.
The Aarivow standard: We hold ourselves to the same energy and quality that we put on stage. If our events are world-class, our work behind the scenes has to be world-class too. No half-measures.
06Code of Conduct
How we behave.
Our code of conduct is not a list of restrictions — it's a description of the kind of people we want to be, and the culture we are protecting together.
🤝Respect & InclusionRequired▾
Every person at Aarivow — team member, intern, artist, brand partner, or vendor — is to be treated with dignity and respect.
- No discrimination based on gender, caste, religion, sexuality, background, or appearance.
- No harassment — verbal, written, or physical — of any kind.
- Disagreements are healthy. Personal attacks are not.
Zero tolerance: Harassment, discrimination, or bullying of any kind will result in immediate termination.
🔒Confidentiality & ProfessionalismRequired▾
Information about our clients, brand deals, artists, pricing, strategies, and internal operations is strictly confidential. Do not share without explicit permission. If unsure, ask first.
⚖️Conflicts of InterestRequired▾
- Freelance work in the same industry requires written approval.
- You cannot represent a competing event company while employed at Aarivow.
- Personal relationships with vendors must be disclosed.
When in doubt, disclose. We handle disclosures with fairness and confidentiality.
🍻Events & After-PartiesCulture▾
- You are on duty at all Aarivow events until officially released by your manager.
- Never consume alcohol during active event operations or client-facing moments.
- Look out for your teammates. We leave together, or we make sure everyone is safe.
07Communication
How we communicate.
In a fast-moving company, bad communication is the most expensive mistake you can make.
| Channel | Used for | Response time |
|---|
| WhatsApp | Day-to-day updates, quick decisions, event coordination | Within 2 hours |
| Email | External comms, formal docs, contracts, proposals | Within 24 hours |
| In-person / calls | Strategy, brainstorms, sensitive conversations | Scheduled |
| Google Drive | Shared documents, plans, reports | Real-time |
08Leave Policy
Time off & leave.
We believe in rest. A burnt-out team puts on bad events. Take your leave — but plan it properly and communicate early.
🗓️Leave EntitlementsPolicy▾
| Leave type | Days/year | Notice | Carry fwd |
|---|
| Casual (CL) | 12 | 1 day prior | No |
| Sick (SL) | 8 | By 10 AM | No |
| Earned (EL) | 15 | 7 days prior | Yes (max 15) |
| Public Holidays | 10 | N/A | N/A |
| Comp-off | As earned | Within 60 days | No |
Event days are non-leave days. Comp-offs issued for weekends/holidays worked during events.
🚨Unplanned AbsencesRequired▾
Absent without informing = Loss of Pay (LOP). Three or more in a quarter will be flagged in your performance review.
No call, no show on an event day is a serious conduct issue and will be addressed formally, regardless of seniority.
09Social Media
Social media rules.
We are an entertainment company. Social media is part of our product. What you post as an employee matters more than at most companies.
✅What you CAN shareCulture▾
- Event photos and highlights — after the event goes live publicly.
- Behind-the-scenes moments with team consent.
- Celebrating Aarivow's work, wins, and events.
Amplifying Aarivow's content is encouraged. Share our posts, tag us, be a visible ambassador.
🚫What you must NOT shareRequired▾
- Details of unreleased events, artist lineups, or brand partnerships before announcement.
- Internal communications, complaints, or conflicts.
- Client names, deal terms, or commercial information.
- Photos of artists in backstage settings without consent.
The test: "Would I be comfortable if this was on the front page tomorrow, with my job title next to it?" If no, don't post it.
10IP & Confidentiality
IP & confidentiality.
Everything created at Aarivow is Aarivow's intellectual property.
📁What belongs to AarivowRequired▾
- Event concepts, festival IP, creative themes, and show designs.
- Brand pitch decks, sponsorship proposals, and pricing documents.
- Artist relationships cultivated through Aarivow's network.
- Data: attendee data, brand contacts, vendor databases.
Upon leaving Aarivow, all materials and data must be returned or deleted.
🤐NDA — Sign on Day 1Required▾
All Aarivow team members sign an NDA on Day 1. The NDA remains in effect for 2 years after your last day, regardless of why you left.
11Expenses
Expenses & reimbursement.
We cover legitimate, pre-approved work expenses. The system works when everyone uses it honestly.
💰What is reimbursablePolicy▾
| Category | Covered | Approval |
|---|
| Travel to events & meetings | Actual cost | Manager pre-approval for out-of-city |
| Client / artist meals | Up to ₹1,500/person | Pre-approval for groups above 4 |
| Event supplies | Actual cost with receipt | Pre-approval above ₹5,000 |
| Software / tools | Case-by-case | Always requires pre-approval |
Submit expense form on Google Drive within 7 days of the expense.
12Performance
Your growth at Aarivow.
Your growth is tied directly to your ownership and output. We promote when you've proven you can do the next role.
Review cadence
30 / 90 / 180 days
Formal reviews at 30 days (probation), 90 days (confirmation), and every 6 months.
Assessment
Output + Ownership + Attitude
What did you deliver? Did you own it? Did you bring energy and honesty?
Salary revision
Annual, merit-based
Revisions happen annually in April. Exceptional performance can trigger out-of-cycle revisions.
Learning
Learn by doing here.
Fastest learning comes from live events, real pitches, and real stakes.
13Role Expectations
What we expect.
Regardless of your specific role, every Aarivow team member is expected to bring the following — always.
A
Show up prepared.
Readiness
Know your agenda before every meeting. Know your event brief before every event. Unpreparedness wastes everyone's time.
B
Finish what you start.
Follow-through
A task isn't done when you start it. It's done when the outcome is confirmed. Close the loop. Always.
C
Raise flags early.
Proactivity
If something is going wrong, tell someone immediately. The worst time to hear about a problem is after the event.
D
Represent the brand.
Ambassador
You are Aarivow everywhere you go in a professional context. How you dress, speak, and conduct yourself is a reflection of this brand.
E
Keep getting better.
Growth mindset
Stay curious. Stay updated. The person who stops learning at Aarivow will quickly fall behind.
Final word: You joined Aarivow because you wanted to build something real. So did we. Let's make it count — every event, every pitch, every idea. Welcome to the team. 🎯
