FNDN Series

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Shirley Baumer, Co-Founder at Dream Team, we explore how to transform people's team by applying product-led principles in practice. We discuss practical strategies for starting small with MVPs, implementing agile ceremonies for HR teams, and leveraging AI to free up time for strategic impact. Shirley shares actionable frameworks for running kickoff meetings, sync meetings, and retrospectives that help people teams ship faster, build credibility, and create measurable business impact. Keep watching to discover how to move from theory to practice and become a more commercial, effective people leader.Chapters:00:00 Introduction to the FNDN Series01:56 Starting with Product Thinking: Defining Outcomes Over Solutions02:40 Running Your First MVP: The Kickoff Meeting Framework05:58 Formalizing What You're Already Doing: User Interviews in HR07:32 Fine-Tuning vs. Radical Shifts in People Operations08:44 Scaling Product Practices: Agile Ceremonies for People Teams09:26 Three Key Rituals: Kickoff, Sync, and Closing Ceremonies11:34 Building Credibility Through Sprint Reviews and Visibility13:49 Normalizing Mistakes: Building Psychological Safety into Your Process14:58 Taking Pressure Off: Iterative Approaches to Compensation and Performance17:12 The Power of Owning Your Mistakes as a Leader18:26 Measuring Success: Qualitative Signals Over Cookie-Cutter KPIs22:23 Defining Impact-Driven Metrics for Each Initiative23:10 The Night and Day Difference: Personal Experience with Product-Led HR25:07 AI's Role in Product-Led People Teams: Automation and Data Insights28:11 Creating Space for Strategic Work Through Operations and Product Split29:58 The Future of AI in HR: From Hype to Practical Application32:29 Conclusion and Wrap-UpConnect with Shirley:https://www.linkedin.com/in/shirleyjb/ Visit: dreamteam.io Newsletter: https://agilehr.substack.com/ Company Mentioned:Dream Team - AI-powered HR platform that automates administrative work and surfaces data-driven insights for people teamsConcepts Discussed:MVP (Minimum Viable Product) approach for HR initiativesAgile ceremonies (kickoff meetings, sync meetings, retrospectives)Sprint reviews for people team deliverablesProduct thinking framework: outcomes over solutionsSynthetic audiences for user researchMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 ProductLedHR, PeopleOperations, HRTransformation, AgileHR, ProductThinking, StartupHR, PeopleTech, HRInnovation, CompensationStrategy, PerformanceManagement, HRLeadership, StartupOperations, PeopleStrategy, HRTech, AIinHR, DataDrivenHR, HRProductManagement, PeopleAnalytics, StartupCulture, HRBestPractices

Why the Best People Teams Think Like Product Teams - Part 1 with Shirley Baumer  Co-founder at Dream TeamDescription:Welcome back to the FNDN Series, where we continue our deep dive into startup people topics with industry leaders from across the startup world. In our conversation with Shirley Baumer, Co-founder at Dream Team and former Product Manager at Monday.com, we explore how people teams can adopt product-led thinking to drive real business impact. Shirley shares insights from her journey at Monday.com, where she was the first product manager and witnessed the company scale from 30 to over 2000 employees. We unpack the parallels between product teams and people teams, and why this mindset shift is critical for HR leaders who want to move beyond administrative work to become trusted strategic partners. Keep watching to discover practical frameworks for transforming your people operations from reactive to impact-driven.Shirley is Co-founder and CPO of DreamTeam, the AI-native people management platform now launching its first-ever AI agents for HR. Before DreamTeam, Shirley led product management at monday.com, joining as the first PM when the company had 30 employees and $6M ARR. She watched it scale to $1B ARR and 2,000 employees globally, experiencing firsthand how critical people management becomes during rapid growth. Shirley also co-founded STEPS&, a platform connecting healthcare providers with patients, and is a recognized speaker on product management and entrepreneurshipChapters:00:00 Introduction to the FNDN Series02:21 Guest Introduction: Shirley  and Dream Team04:46 What is Product-Led Thinking for People Teams?06:04 Moving from Operational to Strategic: The Brand Challenge07:08 Why This Approach Matters Now More Than Ever09:01 Signs Your Team Needs a Product-Led Shift11:04 Having a Seat at the Table: What Success Looks Like12:22 Case Study: Rethinking Performance Reviews18:02 The Myth of Best Practice and the Power of Context19:59 Overcoming the Speed vs Quality Debate23:28 The Safety of Admin Work and Why We Must Move Beyond It24:34 Essential Skills for Product-Led People Teams27:53 Breaking the HR Brand Stereotype29:01 Starting Small: No Grand Announcements Needed30:48 Conclusion and Wrap-UpConnect with Shirley:https://www.linkedin.com/in/shirleyjb/ Visit: dreamteam.ai Newsletter: https://agilehr.substack.com/ Resources and Companies Mentioned:Monday.com - Work management platform where Shirley served as first Product Manager and led core product with $850M ARRDream Team - AI-native people operating system co-founded by Shirley, focused on zero admin work for HR teamsBooks and Resources:The Mom Test - Book on conducting effective user interviews (recommended by Luke Armani)Jessica Zweig - Thought leader on product-led thinking for HRLuke Armani - Thought leader on product-led thinking for HRMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew Bartlow, HR Executive and Consultant with 30 years of experience, we tackle the controversial question of whether engagement surveys are effective tools for measuring compensation satisfaction. Andrew shares his candid perspective on why asking compensation questions in engagement surveys creates more problems than solutions, and reveals better methods for assessing whether your comp practices are actually working. We explore strategic approaches to compensation measurement, the importance of grounding HR work in business objectives, and practical alternatives to traditional survey methods that deliver more actionable insights.Chapters:00:00 Welcome & Introduction to the FNDN Series01:30 Guest Introduction: Andrew McIlvaine's 30-Year HR Journey03:17 The Problem with Compensation Questions in Engagement Surveys06:08 Why Engagement Surveys Create a Pandora's Box for Comp06:42 Better Ways to Measure Compensation Effectiveness09:37 Creating Strategic People Plans and Setting Clear Goals10:21 Exit Interviews vs Exit Surveys: Best Practices for Comp Data12:13 When to Use Live Conversations vs Surveys for Departing Employees13:18 Grounding Compensation Work in Business Objectives15:02 Final Words of Wisdom for People LeadersConnect with AndrewVisit: https://linkedin.com/in/bartlow/ The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.Resources MentionedSurvey Platforms:Gallup - Employee engagement survey providerCulture Amp - Employee feedback and analytics platformConcepts Discussed:Strategic People Plans - Framework for aligning HR initiatives with business goalsRed, Yellow, Green Talent Assessment - Simple performance tracking methodology50th/60th/75th Percentile Market Positioning - Compensation benchmarking strategiesKey Takeaways:Compensation questions in engagement surveys often create more problems than solutionsBetter to track specific metrics like top performer retention ratesExit surveys should be simple and structured for actionable dataGround all compensation work directly in business objectivesMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiMApple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew, an HR veteran with 30 years of experience including CHRO roles at S&P 500 companies, we explore how to maximize compensation impact when resources are constrained. Andrew shares his insights on the power of differentiation in compensation, the importance of realistic performance distributions, and why tough conversations about performance are essential for organizational health. We dive deep into how to move beyond the "everyone gets the same" mentality and create meaningful compensation strategies that actually drive performance and business outcomes.Chapters:00:00 Welcome and Introduction to FNDN Series02:41 The Challenge of Overcomplex Compensation Systems03:30 First Principles: What Are We Really Trying to Achieve?05:15 The Magic of Differentiation in Compensation07:45 Why Distribution Matters: The 20-70-10 Model08:08 Communication and Manager Capability in Compensation11:00 The Budget Reality: Funding Differentiation11:49 Compensation Philosophy as Attraction and Repulsion Tool14:53 Alternatives When Cash Budget Is Constrained16:16 Budget as Choice: Connecting Compensation to Company Goals18:15 Market Informed vs Market Led Approach19:45 Strategic Benefits and Workforce PlanningConnect with AndrewVisit: https://linkedin.com/in/bartlow/ The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.Resources Mentioned:Companies/Organizations Mentioned:General Electric - Referenced for their historical 20-70-10 performance distribution modelPepsi - Andrew's background experienceHR Transform Conference - Event where budget strategy insights were sharedPave - Mentioned for their performance reward data report showing market differentiation gapsConcepts Discussed:Performance differentiation and distribution curvesMerit budget strategic planningMarket informed vs market led compensation philosophyBenefits renewal strategic approachMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiMApple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Description:Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew Bartlow, a seasoned HR professional with 30 years of experience and current PE operating partner, we demystify how private equity really works and explore the powerful but lesser-known world of profit interests. Andrew breaks down common PE misconceptions, explains how profit interests differ from traditional stock options and RSUs, and reveals why these flexible ownership structures can create significant value for employees at all levels. Keep watching to discover how PE firms are moving beyond the "cut costs and flip" stereotype to build genuine value through strategic growth and broad-based employee ownership.Chapters:00:44 Guest Introduction: Andrew Bartlow's 30-Year HR Journey03:41 Private Equity 101: How PE Actually Works05:58 Understanding PE Stakeholders and Their Incentives08:40 Debunking PE Myths: Growth Over Cost-Cutting11:31 The Reality of PE Value Creation12:25 Profit Interests Explained: The PE Ownership Model15:51 Comparing Profit Interests to Stock Options19:54 Flexible Program Design for Heads of People22:28 Broad-Based Employee Ownership and Communication23:16 Conclusion and Wrap-UpConnect with AndrewVisit: https://linkedin.com/in/bartlow/ The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.Resources Mentioned:Companies/Organizations Mentioned:Ownership Works - Nonprofit promoting broad-based employee ownership in PE, spun out from KKRKKR - Major private equity firm pioneering employee ownership initiativesPeople Tech Partners - Community where PE compensation discussions take placeCulture Amp, Pepsi, GE - Companies mentioned as part of Andrew's backgroundKey Concepts Discussed:409A Valuations - Startup valuation methodology for stock optionsLeverage in PE transactions - How debt financing amplifies returnsBroad-based employee ownership - Extending profit interests to all employeesMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Most startups treat their compensation philosophy like a finished product once it’s written. But what happens after the doc is done?In this episode of the FNDN Series, Matt McFarlane speaks with Vaso, Chief People Officer at Ravio, about the real work of operationalising comp philosophies — turning them into systems employees actually experience and understand. Drawing from her time scaling Deliveroo and TrueLayer, Vaso shares frameworks for handling exceptions, building manager muscle, correcting legacy inequities, and turning pay practices into culture drivers. If you're a Head of People, founder, or comp leader at a scaling startup, this is the practical guidance you’ve been waiting for.Links & Resources:→ Connect with Vaso: https://www.linkedin.com/in/vaso-parisinou-4368b515/→ Explore Ravio: https://ravio.com/→ Subscribe to FNDN Series for more: https://fndnseries.fndn.com.au/→ Grab Ravio’s latest report on how 140 global companies handle pay reviews: https://ravio.com/reports/pay-review-survey

Description:Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In third conversation with Aubrey Blanche-Serellano, Founder of The MathPath and former VP at Culture Amp, we tackle the uncomfortable truth that most companies either lack a compensation philosophy or have one that's completely ineffective. Aubrey breaks down why most comp philosophies fail, how to design one that actually attracts and retains your ideal candidates, and the critical role transparency plays in creating procedural fairness. We explore the balance between employee input and executive accountability, discuss when to implement your first philosophy, and Aubrey shares her provocative question that will help any exec team get serious about their compensation approach. Keep watching to discover how to build a compensation philosophy that doesn't suck and actually serves your business goals.Chapters:00:48 The Problem: Most Comp Philosophies Are Useless01:16 Guest Introduction: Aubrey Blanche-Serellano02:12 Why Compensation Philosophies Fail02:31 Know Your ICP: Attracting the Right Talent03:46 Building Your Talent Strategy Foundation04:40 The Power of Transparency in Compensation06:47 The Human Side of Pay Decisions08:05 Co-Design: Getting Employee Input Right10:07 When Not to Build by Committee10:25 Should You Always Have a Comp Philosophy?11:35 Getting Started: The Executive Question12:31 What Would Embarrass You About Your Comp?13:08 Reflection and Implementation13:26 Final Thoughts and Wrap-UpConnect with Aubrey:https://linkedin.com/in/aubreyblanche Visit: https://themathpath.com/  Resources Mentioned:Frameworks:Even Over Framework - Prioritization tool for compensation trade-offsCP (Ideal Customer Profile) - Applied to talent acquisition strategyCulture Amp - People and culture platform where Aubrey achieved smallest gender pay gap among peersThe MathPath - Aubrey's company focused on equitable people initiatives and responsible AIMore FNDN Episodes at ⁠Spotify⁠ | ⁠Apple Podcast

Will AI Fix Compensation — or Just Make It Worse, Faster? with Aubrey Blanche-Serellano, Founder at The MathPathDescription:Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Aubrey Blanche-Serellano, Founder of The MathPath and former VP at Culture Amp, we explore the transformative potential of AI in compensation—and its risks. We dive into how AI could revolutionize pay equity analysis, the dangers of embedding human bias into machine decisions, and what the future holds for compensation professionals. From automated pay audits to personalized benefit packages, discover how AI might reshape everything we know about fair pay. Keep watching to learn how to harness AI's power while avoiding its pitfalls in your compensation strategy.Chapters:00:00 Introduction to AI in Compensation01:16 Guest Introduction: Aubrey Blanche-Serellano 02:37 AI's Role in Compensation: Pattern Matching and Analytics 03:52 The Dark Side: AI as a Supercharged Terrible Recruiter 04:49 Human Bias Becomes Machine Bias 07:11 The Amazon Resume Parser Cautionary Tale 08:54 AI Hallucinations and Critical Thinking 09:35 How AI Changes the Role of People Leaders 11:39 AI Literacy vs. Calculator Panic 12:07 AI-Powered Candidate Experience 14:59 Personalized Compensation Packages 17:26 Ethical Questions in Customizable Pay 18:27 What Will AI Kill in Compensation? 20:10 The Future: Automation vs. Human ExpertiseConnect with AubreyVisit: https://themathpath.com/https://linkedin.com/in/aubreyblanche Resources MentionedCompanies/Tools Mentioned:Culture Amp - People and culture platform where Aubrey achieved remarkable pay equity resultsAmazon - Example of biased AI resume parsing systemTextio - Kieran Snyder's company focusing on inclusive languageThe MathPath - Aubrey's consultancy for equitable people practices and responsible AIConcepts Discussed:RAG Models (Retrieval-Augmented Generation)Responsible AI FrameworkPay Equity Analysis ToolsAI Hallucination in Large Language ModelsTI-83 Calculator Analogy for AI LiteracyMore FNDN Episodes:Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiMApple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Description:Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Aubrey Blanche- Serellano, Founder of MathPath and former VP at Culture Amp, we unpack the critical misconceptions around the gender pay gap and explore what it actually measures versus what most people think it represents. We dive deep into Culture Amp's achievement of having the smallest gender pay gap among their peers and examine the practical strategies that drive real pay equity outcomes.Chapters:00:59 Guest Introduction: Aubrey Blanche02:47 What the Gender Pay Gap Actually Measures04:20 Common Misconceptions About Pay Gap vs Pay Equity05:51 Is Total Pay Equality Achievable?07:16 Culture Amp's Success Story: Smallest Gender Pay Gap08:17 The Power of Regular Pay Equity Audits10:07 Beyond Compensation: Professional Development Impact11:03 No Out-of-Cycle Adjustments Policy13:17 Values-Based Compensation Approach15:57 Training Recruiters on Compensation Philosophy17:16 Where to Start: The Importance of Auditing18:24 Conclusion and Wrap-UpConnect with Aubrey BlancheVisit: https://themathpath.com/ LinkedIn: https://linkedin.com/in/aubreyblancheCompany Mentioned:Culture Amp - People and culture platform where Aubrey achieved remarkable pay equity resultsWGEA (Workplace Gender Equality Agency) - Australian agency defining pay gap benchmarksMore FNDN Episodes at ⁠⁠Spotify⁠⁠ | ⁠⁠Apple Podcast⁠

We explore how storytelling transforms compensation strategy in our third conversation with  Naomi Trickey, Chief People Officer at Mews. Discover why compensation isn't just spreadsheets and numbers—it's about creating a narrative that builds trust, drives engagement, and makes complex compensation frameworks resonate with employees. Learn how infusing empathy and strategic storytelling into your compensation approach can help navigate difficult conversations and create a more human-centered pay philosophy.Chapters: 00:00 - Introduction to FNDN Series 01:04 - Meet Naomi Trickey, CPO at Mews 01:48 - Why storytelling matters in compensation 04:47 - Implementing storytelling in compensation strategy 06:41 - Equipping leaders with storytelling tools for difficult conversations 09:13 - Recommended resources for mastering storytelling in business 11:24 - Episode wrap-up and closing thoughtsConnect with Naomi Trickey Visit https://mews.com/ Linkedin: https://linkedin.com/in/naomitrickey FNDN Episodes at Spotify | Apple Podcast