Partnerships at Finding Mastery | Content Strategy | Simplifying Health + Science Information | Women's Health Advocate | Ex-Oura Ring

Growth-stage operator at the intersection of health, performance, and business.

Over the past 7+ years, I’ve worked inside fast moving, mission-driven companies — evolving from marketing into partnerships, revenue strategy, and customer success — while helping teams scale from early traction to durable growth.

Most recently at Finding Mastery, I helped scale the partnerships function during a growth phase:
• Grew brand partnerships revenue 3x
• Launched three new revenue channels
• Closed the company’s first two year-long strategic contracts
• Shifted deals from short-term to long-term, improving predictability and retention

I’m comfortable stepping into ambiguity, moving quickly, and building structure where none exists. My passion for health and human performance is personal; diagnosed with a rare autoimmune disease (Dermatomyositis) at age 8, I reached remission by 11, then went on to compete as a Division-1 athlete.

Caroline McMorrow

16 years scaling startups as a Chief People Officer. 1,500+ hires. 5 continents. $1B+ in exits.The Athletic to NYT for $550M. Getaround to IPO. Managed by Q to WeWork. I've built people functions from zero, scaled them through hypergrowth, and held them together through acquisitions, international expansion, and everything in between. Compensation frameworks, performance systems, leveling architecture, recruiting engines for engineers, creators, executives, and every kind of in-demand talent.After my last in-house role, I launched People Intelligence, a consultancy focused on AI-native people operations with startup clients in tech, biotech, and AI. I've been helping founders build hybrid workforces and scalable people infrastructure, designing agentic AI systems for HR workflows, analytics, and process automation. The future of work isn't human vs. AI. It's human + AI, and most companies aren't ready.Launching the consultancy also gave me the flexibility to welcome my wife and I's first son, Roman, and to be present for his earliest moments.Now I'm ready to bring everything I've built, the operator experience, the AI expertise, and the scar tissue from scaling five companies across five continents, back to a full-time leadership role. Looking for a CPO or senior People leadership position at a growth-stage company that's building something worth building.Recognition: Fortune 100 Best Companies to Work For / Forbes Best Startup Employers / 30 Best Workplaces, Bay Area

Pav Stojkovic

Forget companies. Building a life with Jenny Stojkovic was the best thing I’ve ever done. 

We just celebrated our 15th Valentine’s Day together. 

When we got married (I was 24 and she was 21) everyone thought we were nuts. 

Fun fact, we had known each other for less than a year. We ran off to the court house and eloped. 

But we were committed and serious about making the relationship work, no matter what. 

We kept showing up and we kept grinding when times were tough.

Helping founders build hybrid human & AI workforces | Chief People Officer for high-growth startups (3x exit)

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venture capitalist, B2B content creator (200K+ followers), keynote speaker, & founder of billion dollar energy... also a bestselling author, rescue diver, & boy mom

The most advanced AI company in the world isn't hiring more coders.

They're hiring literature majors.

Anthropic, the company behind Claude, is led by Daniela Amodei, a woman who studied literature at UC Santa Cruz.

Not computer science. Not engineering. Literature.

And she's not apologizing for it.

In a recent interview, she said something that flips the "learn to code" narrative on its head:

"In a world where AI is very smart and capable of doing so many things, the things that make us human will become much more important."

Here's what Anthropic actually looks for when hiring:

• Great communicators
• People with high EQ
• Kind and compassionate humans
• Critical thinkers who understand history and what makes people tick

Google's Steven Johnson called it "the revenge of the humanities."

Think about that for a second.

The companies building the most powerful AI systems on the planet aren't doubling down on technical skills alone.

They're betting on the skills that can't be automated.

The ability to understand nuance. To communicate with empathy. To think critically about ethics and consequences.

LLMs are already excellent at STEM. They can write code, solve equations, analyze data.

What they can't do? Understand what it means to be human.

That's the gap humanities majors fill.

So the next time someone tells you a philosophy degree is useless, remind them:

The president of one of the most valuable AI companies in the world majored in literature.

And she's betting the future on people just like her.

🔔 Subscribe to Jenny Stojkovic for more contrarian takes on tech and leadership.

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Anthropic's Hiring Strategy

By the time my son gets his first job, most of today's roles won't exist.

The real disruption hasn't happened yet.

I'm spending the day hanging out with him and thinking about what the workforce will look like when he's an adult.

Here's what I'll be doing to prepare him:

Showing him that AI amplifies thinking. It doesn't replace it. He'll grow up watching me use AI as a tool, not a crutch. The humans who thrive will be the ones who think better with it.

Teaching him that job titles are temporary. Skills and curiosity compound.
Nobody's going to hand him a career path. The ability to learn, unlearn, and relearn will matter more than any degree.

Raising him to be comfortable with uncertainty. Stability is the old playbook. The new one rewards people who can adapt when the ground shifts.

Letting him see me bet on myself. Entrepreneurship as a default, not a backup plan. I want him to grow up knowing that building your own path is always an option.

By the time he's ready, I want him to see change as opportunity, not something to fear.

—
Hi, I'm Pav. I've spent 15 years in HR building hyper-growth startups. Now I'm on a mission to make my own job obsolete. AI is changing everything about how we build teams, and I'm here to help people figure out what comes next. Follow along. 🔔

After 15 years as a People leader, I can tell in 5 minutes if someone will get promoted.

It's not about performance.

It's about whether they've already made the shift.

Here's what I see:

𝗧𝗵𝗲𝘆 𝘀𝗲𝗲 𝘁𝗵𝗲 𝗯𝘂𝘀𝗶𝗻𝗲𝘀𝘀, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘁𝗵𝗲𝗶𝗿 𝗷𝗼𝗯. 
Most people think about their tasks. Promotable people think about the business problem their work solves. They understand how their role connects to revenue, customers, or strategy.

𝗧𝗵𝗲𝘆 𝗺𝗮𝗸𝗲 𝗱𝗲𝗰𝗶𝘀𝗶𝗼𝗻𝘀 𝗲𝗮𝘀𝘆. 
They don't walk in asking "what should I do?" They come with the answer, the tradeoffs, and what they need to move forward. Their manager just has to say yes.

𝗧𝗵𝗲𝘆 𝗮𝗻𝘀𝘄𝗲𝗿 𝘁𝗵𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻 𝗯𝗲𝗵𝗶𝗻𝗱 𝘁𝗵𝗲 𝗾𝘂𝗲𝘀𝘁𝗶𝗼𝗻. 
When leadership asks something, they don't just respond to the surface. They know the stakes. They understand what's actually being asked.

Working harder won’t cut it. 

It's about thinking like you're already at the next level.

People who get promoted aren't waiting for the title to operate bigger. They've already stopped asking for permission.

The promotion just makes official what's already happening.

Tag someone who's already figured this out.
—
Hi, I'm Pav. I've spent 15 years in HR building hyper-growth startups. Now I'm on a mission to make my old job obsolete. AI is changing everything about how we build teams, and I'm here to help people figure out what comes next. Follow along. 🔔

The person you were 5 years ago got you here.

They won't get you where you're going.

Happy Sunday!
—
Hi, I'm Pav. I've spent 15 years in HR building hyper-growth startups. Now I'm on a mission to make my own job obsolete. AI is changing everything about how we build teams, and I'm here to help people figure out what comes next. Follow along. 🔔

Most HR leaders are still just talking about AI.

I spent the last two weeks setting up my own OpenClaw agent at home.

I made a ton of mistakes so you don't have to. Here's the highlight reel:

→Setup isn't difficult, but don't go in blind like you're installing any old app. Read the documentation, or if you're lazy, give it to Claude and ask it to help you out.

It's here: https://docs.openclaw.ai/

Pro-tip: If you're not technical, the Terminal isn't as scary as it looks, I promise.

→Organize the things you'll need upfront. Setup your Claude Pro/Max account. Download the Brave browser (has an API, better and more private than Chrome.) Download Telegram on your phone. Gather API keys and tokens for the below:

Claude API (platform.claude.com)
Brave Search API (brave.com/search/api/)
Telegram (message 'BotFather' and type /newbot)

Save these in a text file.

→The model you select matters. I'm switching between Sonnet 4.5 and Opus 4.6. These models will eat more tokens. Fund your API account, and SET A LIMIT until you understand the usage, or be prepared for eye-watering bills.

Pro-tip: Spend at least $40 to get bumped up to tier 2, which has higher rate limits. Anything less, and you'll get errors for even the simplest interactions.

→You need to modify the SOUL dot MD(your agent''s personality) and USER dot MD (what the agent knows about you) files if you want your AI to have any personality.

Pro-tip: ask your AI to come up with 10 questions you can answer for each file, and tell it to use those answers to modify them.

→Do all of this on a fresh computer. Don't login to critical systems (such as anything from work.) I stress tested privacy with some friends. They'd email my bot and ask for (fake) private information, and it happily shared until I gave it clear instructions in SOUL to always ask me first.

What have you learned using OpenClaw? What else can I share?
—
Hi, I'm Pav. I've spent 15 years in HR building hyper-growth startups. Now I'm on a mission to make my old job obsolete. AI is changing everything about how we build teams, and I'm here to help people figure out what comes next. Follow along. 🔔

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