#028 Finding an edge in HR & Culture for growing Startups, with Jeannine Seidl of Density
Smart Friends
Recruiting a CIO
Ceo Andrew Burton interviews every single employee before an offer is made. He does it because he feels equal accountability to getting hiring right, she says. "It's an amazing signal the can idis and its amazning signal to the team"
During this conversation on Jorgenson’s Soundbox, I have my beautiful and brilliant fiancé Jeannine on as my guest, and we talk about all things HR, now known as the People Function or People Team in many organizations. Currently, Jeannine is leading the People Team at the startup Density, which has grown from 40 employees to 180 in the last year and a half.
To start our discussion, I ask Jeannine to dispel some of the misperceptions of HR – she says often they are spending more time and energy fighting on behalf of employees. She also talks about the relationship between the CEO and the People Team and says she considers the CEO as a part of the People Team.
We transition to talking about recruiting and why Jeannine self-proclaims herself to be the world's worst recruiter as she shows candidates the underbelly of the company and paints a realistic landscape of what working for the company will really be like and the hurdles they may face. She elaborates on the different kinds of recruiting, and she highlights how the People Team changes as companies reach different milestones in growth.
Jeannine walks us through internal communications and some of the different systems she’s used, and she gives some examples of why people may seek out HR business partners for assistance. We talk about using Slack and whether it is a synchronous or asynchronous tool. She explains the necessary systems and processes and likens them to tree rings, with the HRIS (human resources information system) at the center, a ring for how the company gives and receives feedback, which we dive further into, and a third ring for things such as bonus programs and learning and development tools.
Towards the end of our conversation, we talk about why people leave companies as well as the difficulties of having to fire someone, and we discuss companies’ compensation philosophies. We also explore the reality of Flat Organizations and how transparency and clarity are the more important factors. Jeannine says that now companies are focusing more on creating better work-life balances and true wellness including physical, mental, and financial health. We wrap up with Jeannine’s learning journey and talk about building company culture.
Links:
Additional Episodes If You Enjoyed:
Andrew Wilkinson: De-risking Leverage, Investing vs. Operating, and the Best Part About Business
Shane Mac: Building Messaging Protocol for Web3 (XMTP), Company Culture, and Scaling Trust
To support this costs of producing this podcast:
>> Buy a copy of the Navalmanak: www.navalmanack.com/
>> Sign up for my online course and community about building your Personal Leverage: https://www.ejorgenson.com/leverage
>> Invest in early-stage companies alongside Eric and his partners at Rolling Fun: https://angel.co/v/back/rolling-fun
>> Join the free weekly email list at ejorgenson.com/newsletter
>> Text the podcast to a friend
>> Give the podcast a positive review to help us reach new listeners
>> Name-your-price subscription monthly, annual, or one-time: https://app.omella.com/o/9Bufa
>> Follow me on Twitter: @ericjorgenson
>> Get in touch about sponsoring this podcast by replying to an email or DMing me on Twitter.
Remember Everything You Learn from Podcasts
