FNDN Series

Melissa Theiss, a four-time head of business and people operations and founder of Fledge, shares her expertise on budgeting for startup compensation cycles. She breaks down five essential compensation buckets every startup needs. The discussion emphasizes the importance of collaborating with finance teams to allocate budgets effectively. Melissa offers practical strategies to reward high performers, avoid common pitfalls, and foster goodwill with finance throughout the year. Tune in for insights that enhance your approach to compensation management!

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with Melissa Theiss, Head of People at Kit and founder of Fledge. In this third episode of our conversation, we unpack a hot topic in the startup world—are personal bonuses worth the trouble they cause? We explore how to transform bonuses from expected entitlements into true motivators, design programs that drive performance without creating resentment, and implement profit-sharing that connects employee success to customer outcomes. If you enjoyed our previous chats with Melissa on cookie-cutter compensation and job structure, you'll find this final instalment equally practical for rethinking your incentive strategy.Chapters: [01:45] Introduction to Melissa Theiss and her background[02:08] Are bonuses necessary for startups?[03:52] Turning bonuses into incentives, not expectations[05:24] Making bonuses tangible and meaningful[07:41] Transparency about bonus attainment rates[10:03] Designing a bonus program with real accountability[11:03] Profit-sharing as an alternative approach[12:18] Episode wrap-up and key takeawaysConnect with Melissa TheissVisit ⁠https://kit.com/ ⁠Linkedin: ⁠@melissatheiss ⁠More FNDN Episodes at ⁠Spotify⁠ | ⁠Apple Podcast⁠

Welcome back to the FNDN Series, where we continue our discussions with Melissa Theiss, Head of People at Kit and founder of Fledge. In this second episode, we dig deep into one of the thorniest challenges startups face as they grow—how to build a job structure that scales without killing agility. We explore progression steps, title frameworks, when to introduce levels, and practical strategies for implementing job architecture while managing expectations. If you enjoyed our previous conversation with Melissa on avoiding cookie-cutter compensation, you'll find this follow-up packed with equally valuable insights on navigating the messy middle of startup growth.Chapters: [01:45] Introduction to Melissa Theiss and her background[02:41] Starting with the right levelling approach for small teams[04:49] Building frameworks from the middle outward[05:59] Aligning job titles with levels and using progression steps[07:21] Managing "head of" titles and when to retire them[09:26] Three approaches to implementing job architecture[12:40] Handling title inflation and expectation management[14:17] Strategies for levelling people objectively[15:53] Setting consistent promotion standards[16:51] Episode wrap-up and key takeawaysConnect with Melissa TheissVisit https://kit.com/ Linkedin: @melissatheiss More FNDN Episodes at Spotify | Apple Podcast

Welcome back to the FNDN Series, where we dive deep into startup compensation with industry leaders from across the startup world. In this episode, we yarn with Melissa Theiss, Head of People at Kit and founder of Fledge, an HR consultancy helping people leaders think like business leaders. We explore how startups can reject cookie-cutter compensation models, build a comp philosophy that's truly fit for purpose, and implement principle-led decision making. Melissa brings her sharp commercial lens to people strategy, sharing practical frameworks and real-world examples from bootstrapped, venture-backed, and public companies.Chapters: [01:52] Introduction to Melissa Theiss and her role at Kit [03:03] Starting with compensation philosophy fundamentals [06:32] The "Even-Over" framework for decision making [10:07] Why, What, How: The three questions about compensation [11:53] Why your talent strategy should compel and repel [15:30] Debunking compensation myths: Pay percentiles and talent quality [17:52] Case study: Standard-Skewed-Generous philosophy [20:04] Episode wrap-up and key takeawaysConnect with Melissa TheissVisit https://kit.com/ Linkedin: @melissatheiss More FNDN Episodes at Spotify  | Apple Podcast

DescriptionWelcome back to the FNDN Series, join us as we speak with Adam Horne, co-founder of OpenOrg, about how transparency can transform company culture. With 14+ years of experience building startups, Adam shares practical insights on implementing pay transparency, connecting performance to compensation, and building trust through clear communication. In this episode, we explore why both young and experienced employees value transparency, how to handle pay equity challenges, and simple steps any organisation can take to become more open about compensation practices.Chapters: [01:41] Introduction to Adam Horne and OpenOrg[06:39] The Evolution of Workplace Transparency[11:10] Transparency Lessons from Building Companies[16:59] Performance Management Challenges[24:58] Moving Beyond Annual Performance Reviews[29:06] Real-Time Performance-Based Compensation[33:07] Defining Pay Transparency for Your Organisation[38:30] The "Leaked Tomorrow" Test for Pay Practices[42:16] Managing Pay Equity When Implementing Bands[50:36] Building Trust Through Transparent Pay PracticesConnect with Adam HorneVisit OpenOrg's WebsiteLinkedIn: Adam HorneMore FNDN Episodes at Spotify 

Jessica Zwaan, a seasoned COO and author of 'Built for People,' shares her insights on innovative compensation strategies tailored for startups. She discusses how applying product management principles can revolutionize HR practices. Key topics include performance-based pay, the importance of transparency in compensation, and the need for flexibility in pay structures. Jessica emphasizes the dangers of freezing salaries during financial strain and offers practical advice for building trust and engagement among employees, ensuring teams thrive in dynamic environments.

Steve Cadigan, LinkedIn's first CHRO and a top HR influencer, shares his journey from recruiter to scaling the company from 400 to 4,000 employees in just 3.5 years. He discusses innovative strategies for startup compensation in a post-pandemic world, highlighting the importance of transparency and addressing generational priorities. Cadigan emphasizes maintaining company culture over mere compensation in talent attraction and navigates the complexities of pay transparency and evolving salary dynamics in today's workforce.

Ami Patel, Head of People at Immutable, shares her expertise in creating innovative compensation frameworks for the crypto industry. She discusses the challenges of building trust and a high-performance culture in a fast-evolving tech space. Ami emphasizes the importance of data-driven practices and transparency in managing compensation for startups. She also explores the emotional aspects of creativity and the significance of consultative decision-making in shaping effective compensation strategies, tailored to attract and retain top talent.

In this interview, Peter Walker, Head of Insights at Carta, shares his expert insights on building effective startup equity programs, navigating global compensation challenges, and the evolving role of People Operations in driving transparency and alignment in today’s economic landscape.

Mark Frein, COO of Oyster HR, provides practical insights into building transparent and fair compensation frameworks for startups. He discusses the crucial role of clear communication and alignment with company values in successful pay practices. Mark highlights the importance of addressing complexities in global teams and emphasizes ethical considerations in compensation decisions. He also sheds light on the need for structured strategies, fostering trust among employees, and empowering leaders to discuss pay openly, ultimately creating a fairer workplace.