People | Tech | Community

FNDN
• Building startup compensation practices that clear, fair and competitive.

FNDN Series
• Insights and interviews showcasing startup people and compensation excellence.

Startup People Summit
• The 1-day virtual summit delivering the playbook on modern practices for building and scaling your startup people practice.

How to Become a HR Consultant
• Sharing every detail of taking a business from zero to $500k in revenue per year.

Matt McFarlane

Thought I'd test out the new Claude HR skill... 

Guess our jobs are safe?

Building startup compensation practices 👉 Compensation Philosophy + Job levels + Salary bands.

After doing comp for a while, here's the 6 things I'd do immediately to get comp under control if I was a new Head of People.
 
I'm assuming you've come into a company where:
- Nothing exists
- You're the first people hire.
- There's <50 employees.
 
Yee-ha.﻿ Let's go.
 
1. Define a basic job level framework.
 
I'm talking basic basic.
 
Even something like: Jnr > Mid > Snr (+Founder = 4 levels).
 
That's all.
 
Just get a basic framework for distinguishing different role sizes. You can expand it later.
 
2. Level your people against the framework
 
- Jim = Junior
- Mary = Mid-level
- Tammy = Senior
 
Bonus points if you want to define the basis for putting them in those buckets (always good to have a rationale).
 
3. Build salary bands based on who you already employ (and pay)
 
Market data is nice but maybe not critical at this stage.
 
Instead: find the median salary at each job + level for the people you already pay
 
For example: junior software engineer.
 
See what the range is between lowest and highest paid.
Decide if it's too wide (20%+) or too narrow (<5%).
Congrats, you've got salary bands.
 
4. Define why someone is at the bottom vs the top
 
Important if you're going to mature these things. 

What dictates that someone is paid higher vs lower in your new band?
 
Don't have performance ratings or similar in place? Use something objective like tenure.
 
Not perfect, but a useful proxy in the short term (especially if you genuinely rate the people you've hired and kept).
 
5. Adjust your bands for hiring
 
Find your bands are holding you back in the market? Lift them.
 
Just remember to bring the current employees up with them.
 
Also make sure you're not accidentally compressing bands too close to one another, so lift the ones above and below, too.
 
6. Write all this stuff down (i.e. comp philosophy)
 
Help your people to understand how this stuff works.
- They'll appreciate it,
- You'll have more trust,
- And now questions can be answered a little more quickly.
 
Congrats, you have a halfway decent comp practice.
 
PS. let me know what is one thing you would add?

The best leader I ever worked with introduced themself with a ‘How to Work With Me’ guide. Here’s what it included — and why it worked so well.

I was new to the team, and so were they — I didn't know what to expect.
 
They didn't hire me — which led to feelings of:
- Would we get on together?
- Would they like me?
- What if they're a terrible boss?

But before we had a chance to connect over a call, something landed in my inbox and the inbox of each of their new direct reports.

It was a 'how to work with me' guide.
 
It introduced themselves and how they liked to work.

This was the first thing that set my impression.

- Not a flashy PowerPoint.
- Not a long-winded speech.
- Just a raw, honest doc.

The doc wasn't lengthy, but it was comprehensive — it covered things like:

• What they look for in their team
• How they like to communicate
• What great work looks like to them
• Their strengths and where they struggle
• How we could help them be better

They didn’t know us yet.

But this gave us immediate insight into who they were — and how to build trust and momentum quickly.

- There was no pressure to respond immediately.
- We read and digested it in our own time.
- And then we responded in kind.

That moment set the tone for our entire team culture.

We started sharing our own guides.
It encouraged us to do the same with our teams.
It scaled trust without needing synchronous time.

We talk a lot about onboarding processes and leadership styles.

Start here.

It’s simple, human, and unforgettable.

Have you ever received or written a ‘How to Work With Me’ guide?

I’d love to see your take 👇

If you're a People professional, your goal isn't to be liked, it's to be respected. Here's ten things I've seen teams do wrong, and the ten who get it right.
 
The true indicator of success in a People function isn't personal popularity, but creating a work environment that empowers its people.
 
Those that work work in People teams because they "like people":
 
1. Overpromise but under-delivers.
2. Give in to every demand.
3. Shy away from having difficult conversations.
4. Play favourites among people.
5. Avoids making tough decisions.
6. Avoids conflict at all costs.
7. Apply policies inconsistently, fearing backlash.
8. Side with popular opinion, not what's right.
9. Overlook performance issues.
10. Focused excessively on office parties and perks.
 
People professionals that earn respect:
 
1. Set clear expectations.
2. Take responsibility for mistakes.
3. Communicate effectively.
4. Balance employee needs with business goals.
5. Enforce policies fairly and consistently.
6. Handle conflicts professionally.
7. Supports addressing performance issues promptly.
8. Provides valuable, actionable feedback.
9. Develop effective training and development programs.
10. Uphold ethical standards at all costs.
 
The real currency in this profession isn't being liked, it's fostering an environment that enables employees to thrive.

What is one you would add to either of these?

Yesterday, ~900 people learned what to charge their clients as a HR consultant.

It's been the most uncomfortable part of my journey from in-house to a career that now earns me twice what my highest paid role ever did.

In this edition, I break down not only how to land on your rate, but the different pricing models I've used it for.

All in painstaking detail so you don't have to guess through it like I did.

And you can read it for free here: https://lnkd.in/gCrNXM-n

The god father of AI built a site that scores AI impact on jobs and, brb I'm going to re-skill as a Gardner.

Andrej Karpathy is one of the most influential AI engineers of the modern era — you can read more about him here: 

https://karpathy.ai/

He vibe coded a site that pulls US Bureau of Labor Statistics info and ranks their exposure to AI capability.

Check it out here:

https://lnkd.in/gYP-CXXy

HR Managers have an AI exposure of 7/10.

What's cool though is the brief description it gives on *what* will be disrupted.

And honestly, it's the parts I'm ok with being disrupted.

Check it out and let me know what you think and if you agree with its scoring.

I've rarely seen a careers page that actually made me want to apply.
 
- Stock photos
- Five values that could belong to any SaaS
- A culture paragraph that says everything and nothing
 
Meanwhile, the companies with real pull?

You hear about them because an employee jumps on LinkedIn and writes, "we just shipped this and I'm pumped"
 
If you're running the People function at a fast-growing SaaS and can't match Big Tech on salary, you know exactly why that matters.
 
The companies with pull have built something candidates already believe in before they've even applied.
 
In the coming edition of FNDN Series, I sat down with Lachlan Bradford, a brand and community builder in SaaS, and it reframed how I think about this for employees.
 
I'm breaking down the playbook in this week's newsletter.

Subscribe here (it's free): https://lnkd.in/gUTnpE_s

A lot of meetings could have been an email. Here's one of the best ways to filter the fluff.

One of the most powerful things I learned (way too late in my career) was how to become hyper efficient through meeting diligence. And there's one framework at the cornerstone of this.
 
It wasn't until I began working for truly remote companies that it dawned on me how much of an unlock it is to cull them wherever possible.
 
Historically, meetings were booked for anything and everything.
- Progress updates on projects/work.
- Regularly scheduled because someone decided it would be good to check-in.
- The ad hoc 'can I ask you something' that turns into a full blown half hour to an hour of your day - gone.
 
The fact is that these kinds of meetings kill the deep work necessary to deliver critical outcomes for you and your business. They distract you from true productivity, and harm your career in the process.
 
But then I was introduced to the POST framework — and we made it a pre-condition necessary for any meeting to go ahead had. 

The person who wanted the meeting had to include this acronym in the meeting request.
 
Here's what it stands for:

- Purpose: why are we having the meeting?

- Outcome: what goal should we accomplish by having this meeting?

- Structure: what are we doing in the meeting? Are we making decisions, or are we brainstorming something? what is everyone's role?

- Timing: how long is it going for and how does the agenda fit within this duration?
 
When you have to do even the most basic amount of work to even have a meeting you'd be surprised how many of the ad-hoc meetings fall away, and even the cyclical one's (each meeting needs to be justified).
 
Take this a step further.
 
If the meeting is a progress update, or is otherwise sharing information one-directionally, make it asynchronous and do it via written or video recorded update.
 
You'd be surprised how much faster things get done when you can read it and respond in your own time (with deeper thought or while listening at 2x speed).
 
It goes without saying that something like this needs to be adopted from the top down, but by piloting an approach and measuring the outcomes (reduced meeting time, improved output) you'd be surprised how easily the case stacks up to adopt this approach across a company.
 
Have you ever tried an approach like this at your company?

If Jeff Bezos says no team should need more than two pizzas, and AI means I’m now doing the work of a whole team — do I get both pizzas?

I speak to 100's of HR team's a year. Here's 5 steps the best ones are doing to embed AI.
 
Too many HR teams are either intimidated or overwhelmed when it comes to AI, and they're falling behind.
 
Instead, embrace the below steps and you'll be in the top 10% of People teams using AI.
 
1. Create dedicated, protected time
 
You can't just slap AI on top of your day job, or squeeze it in between meetings (duh).
 
The work you're doing today will always trump the deep focus time you need to be successful.
 
So carve it out, choose 1 of these:
- Commit 1-2 hours a day to AI, or
- Give 1 day a week to AI.
 
If you need to drop something to make this happen, do it. This must be higher priority than at least one thing you're team does or it won't get the attention it needs.
 
Protect the time, remove distractions — go into deep focus and spend it doing one of the things in the next step.
 
2. Time box it
 
If you're just starting out, commit to doing a short term blitz and then work out how to embed it longer term.
 
Here's a format you can steal:
 
6x week sprint:
 
Weeks 1-2: Focus only on learning/immersing yourself in what's possible

Weeks 3-4: Focus on testing the tools you saw in weeks 1-2

Weeks 5-6: Move from testing to actually building (what to build is covered in step 5)
 
3. Curate learning, don't create
 
There's so much free content available on using AI that you'd be crazy to spend money on it.
 
- Greg Isenberg
- Ruben Hassid
- Jeff Su 

These are just three (from dozens of) creators I love, who share genuinely actionable insights on embedding AI.
 
Spend time watching and seeing what can be done - this will get your brain subconsciously thinking about AI solutions for your team.
 
4. Empower your team
 
The key message here is: 'remove friction'
 
Time is a friction (tackled in step 1), but the second biggest one I see, is money.
 
Don't let budget be a blocker here.
 
If you're CEO wants you to embed AI practices (and you should to quit if they don't) — then securing a small budget is a no brainer.
 
There's so many tools - give your people a chance to trial a bunch of them and see what works.
 
Then:
- Keep the ones that work
- Remove the ones that don't
 
Don't make a big procurement process block game changing improvements.
 
5. Start small when building
 
Don't try to boil the ocean.
 
You won't be able to replace a HRBP in a week.
 
Instead, start small.
 
Pick the smallest workflow/process/interface under your remit, and start there.
 
Use your success here to build momentum and move up the value chain.
 
Don't let overwhelm and intimidation stop you from becoming a more effective People team.
 
Tell me, which step do *you* think is most important to embedding AI in People teams?

Even though my team smashed his team in the Great Debate on Pay for Performance, I actually agree with a lot of what James A Seechurn has to say.
 
So much so that after reading his book, I reached out to have him on the FNDN Series.
 
The book is 'What Pay Costs'.
 
It's incredibly good. The kind of book that makes you annoyed you didn't write it first.
 
I thought I grilled him for over an hour, poking holes in his idealistic views on how pay can work.
 
But actually, I just nodded along.
 
If you think most of the pay practices you see at work feel a bit broken — whether as a people professional, as an employee, or as a manager — this one's worth your time.
 
Subscribe to the FNDN Series to get a digest of the conversation, and a link to the full episode where we break it all down for you.
 
Join 5,500+ startup Heads of People here (it's free!):
https://lnkd.in/gUTnpE_s

Over the past 2 years I've been gradually refining my newsletter, written specifically for startup Heads of People. Lately, the investment has been paying off.

If you're the Head of People / CPO in a scaling company (50 to 500 people) 
👉 This is for you (it's free): https://lnkd.in/gUTnpE_s

Paying employees more money won’t motivate them.
 
But HOW you pay them will.
 
Here’s why
+ 4 steps to motivate your employees (without paying them more):
 
Employees don’t disengage because they want higher salaries.
 
They disengage because they see unfair pay practices.
 
When two people do the same job but one earns significantly more:
 
- Creates a lack of clarity on how pay decisions are made
- Makes pay feel random, not earned
 
But here’s where something interesting happens:
 
Double Demotivation Theory.
 
Double Demotivation Theory says there are two ways pay can make employees disengage:
 
1. People who believe they’re earning less than they should lose motivation.
 
That's the obvious one, but here's where it gets weird...
 
2. People who are being paid MORE compared to their peers ALSO lose motivation.
 
Now, this proves ONE thing:
 
It’s not just about more money. It’s about TRUST.
 
If people don’t trust the system, no amount of raises or perks will keep them engaged.
 
Fixing motivation doesn’t start with throwing more money at people.
 
It starts with paying fairly.
 
Here’s 4 steps to start paying fairly + keep your people motivated:
 
1. Have a clear, structured approach to pay
2. Make sure employees understand how salaries are set and why
3. Be transparent. Even if you don’t share every number, explain how decisions are made
4. Benchmark pay regularly. Ensure internal pay aligns with market rates — and that pay gaps aren’t eroding trust
 
TL;DR
 
Motivation doesn’t just come from bigger pay checks.
 
It comes from people knowing they’re being treated fairly.
 
People aren’t just demotivated by being underpaid.
 
They’re demotivated when they see OTHERS getting UNDERPAID. 
 
Pay fairly -> build trust -> drive motivation.
 
What’s one thing companies you'd like to see companies do today to make their pay practices feel more fair?

This is the most powerful tip I learned for growing a personal brand on linkedin:

You can just say stuff.

Block cuts 40% of workforce because AI - Stock pops 20%. Atlassian cuts 10% of workforce because AI - Stock drops 7%. 

Does the market think they should have gone deeper?

Or something else?

Over 12,000 people in startup HR discover, plan and execute faster with Open Org every month. 

✨ The Content Pass unlocks effortless AI-powered search across 1000's of global HR resources, and an AI coach & sparring partner trained on our own 25+ years experience working with 100's of startup & scaleup people teams, as well as a growing library of 15+ battle-tested step-by-step playbooks. 

You can try it for free here: www.openorg.fyi and get full access for just £120 / year. 

You might also like...

🌐 Openverse.fyi
A forever-free hub of the best open-source People & Culture resources - curated by us, sourced from across the internet.

——————

💬  Our Slack Community – £20/month (rolling)
Capped at 500 members. Real-time support, generous advice, and people who get what it’s like to be a solo People lead in a 10–500 FTE startup.

Spaces are limited 

🔗 (www.openorg.fyi/community)

——————

🤝 Work With Us Directly

Advisory Offering (Spots are Limited)
1:1 and async support to help you design, build, and execute on your People & Culture roadmap.

Get sparring, second brains, and hands-on help from us, every month.

🔗 (www.openorg.fyi/advisory)


Come check us out! 🖤

Adam Horne

Our first ever People meetup in Barcelona was AWESOME! 🇪🇸 🙌 

Last night 40+ folks from Barcelona’s startup People & Talent community gathered together at Aticco for a night of connection & conversation ❤️ 

I hosted a fireside chat on the topic of Talent Density with Deborah Rippol, VP People at Joko which prompted ALOT of Q&A and discussion! 💭 

3 things I learned about how Joko build for talent density:

👬 Dual Interviewers, at every stage 
Rare, but I love it. Developing interviewers paired with experienced ones
🎯 Outcome- helps reduce bias, support developing interviewers, support decision making, reduce risk

📋 7 References (Yes, 7!!)
This was a ‘whoa’ moment for me. Different, but it works for them! Candidates know this up front (#nosurprises), and no it doesn’t slow their process down
🎯 Outcome - The team can make more informed decisions on hires, going deeper on due diligence 

🔍 Sourcing is ‘always on’
There’s always inbound applications, that’s great. But every role is sourced for too.
🎯 Outcome - Best possible mix of talent in the pipeline to assess.

There were more nuggets of gold throughout, my favourite being that in Déborah’s view the People & Talent team holds the core responsibility for the high bar set when it comes to standards 🥇 

The moment they lower standards, get lazy, stop managing hiring managers, that bleeds into the rest of the business, through bad hires, misaligned culture fit.. and the rest. Then you get drift.. 😬 

Thank you so much to Déborah, Xavier, and the Joko team for supporting, and for gifting EVERYONE at the meetup a years’ access to Open Org’s Workspace! 🎁 

And thank you to Brian Blacher Ancis and the Aticco team for your hospitality!

And finally thank you to EVERYONE who came along - you are the best 🖤 

Barcelona, you were awesome 🙏 (and next time I need to stay longer!)

Open Org | The Support Stack For Startup HR: 🖤 Community 🎉 Events 📚 Resources 🧠 Advisory ✨ AI Workspace

Good morning to the employers sharing salaries on their job ads! ☕  

Here's 9 new People & HR roles WITH salaries listed from this week 👇 

Sr People Business Partner @ Thrive
💰 $115 - 135k
📍 Boston (In-Office)
🔗 https://lnkd.in/eBEY3tM9
───────────
Learning and Development Manager @ Motability Foundation
💰 £60,000 to £65,000 per annum
📍 Harlow (Hybrid)
🔗 https://lnkd.in/edA-3YXY
───────────
People Operations Manager @ Riot
💰 €55K to 70K
📍 Paris (In-office)
🔗 https://lnkd.in/e4TUKWZ5
───────────
Head of People @ 8Fleet 
💰 $165K – $185K
📍 Los Angeles (On-site)
🔗 https://lnkd.in/eCVVRYni
───────────
Senior Human Resources Business Partner @ Partoo 
💰 €60K to 70K
📍 Paris (Hybrid)
🔗 https://lnkd.in/eW4XJPFN
───────────
HR Executive @ Bromcom
💰 £28 - 35k
📍 Bromley (On-site)
🔗 https://lnkd.in/ef3mAsqK
───────────
Lead People Partner, US @ Socure
💰  $165-175k
📍 Remote (US)
🔗 https://lnkd.in/eXJ8ccee
───────────
HRBP @ MediaRadar, Inc.
💰  $105-125k
📍 New York
🔗 https://lnkd.in/e9--wwBT
───────────
Sr People Partner @ ARO
💰 Upto £60k 
📍 Liverpool (Hybrid)
🔗 https://lnkd.in/e66ddxHs

Thank you as always to those companies posting jobs with salaries! Hope this makes a few peoples job searches a little easier! ❤️ 

Please share if you know any HR/People folks looking for new roles!

Ten of the most recommended HR tech providers in Open Org’s Slack community:

👉 Remote (EOR)
👉 Shapes (formerly DreamTeam) (HRIS)
👉 Greenhouse Software (ATS)
👉 Lattice (engagement/performance)
👉 Pave (compensation)
👉 Ravio (compensation)
👉 15Five (performance)
👉 Notion (documentation)
👉 Zinc (background checks) 
👉 Figures (Compensation)

The slack community is passionately a ‘no-pitch’ zone ❌

👎 No sponsors
👎 No vendor pitches

But that doesnt meant we dont recommend amazing tools and providers to each other every day 🧠

What’s missing from that list that you’d personally recommend? 👇

💬 Here's one for you... What do you get when you cross a Leading AI model with the worlds best (exclusive) collection of startup HR resources, playbooks and public templates? 👀 

👉 An AI-workspace helping startup People teams to plan, build and ship way faster than ever before, and one that can now help you create docs, slides, and spreadsheets too 🤘 

It is AWESOME seeing some of the ways in which People teams are using Gandalf at the moment:

📊 Board reports
📄 Policy creation
🎓 Training decks
👋 Onboarding Decks 
📖 Handbook creation
🌱 Competency framework buils 
💰 Compensation frameworks 
... the list goes on. 

Gandalf is the only AI model with complete access to over 10k of our curations and creations; Open Org's entire collection of startup HR resources built by people who have actually done your job before. 🧠 

... all whilst leveraging Claude's (unreal) capabilities as the leading AI model (in our opinion). 

Best of both worlds! 🤝 

Try it here: https://lnkd.in/e8nWg9Aa

If you work in startup HR or recruiting you’re going to want to try this 👇

We connected the worlds greatest library of startup People resources to the worlds greatest LLM and the result is 👌

Folks are using Gandalf to:

👉 Navigate compensation
👉 Design facilitation
👉 Create policies
👉 Build competency frameworks
👉 Improve people experience
👉 Analyse survey results

All in minutes ⏱️, not hours. 

Whats even cooler is you can create as Notion pages, word docs, spreadsheets and slides 🔥

All at speed ⏩
Using resources & frameworks built by people who have actually been there and done your job before 🧠

👉 Come try it out: https://lnkd.in/eVKsZU5Y

📫 DONT MISS THESE EVENTS IF YOU'RE IN HR OR RECRUITING 

📆 March 19th
❓ In-person breakfast (London). AI Transformation roundtable & fireside 
👉 I'm co-hosting with Louise Fraser of Instant Impact, talking all about practical steps with AI transformation over breakfast 😋 Come join us! 
🔗 https://lnkd.in/e4SN4uay

📆 March 20th
❓ PX LIVE's back!! 🔥 DONT MISS IF YOU ❤️‍🔥 PX-AS-PRODUCT THINKING
👉 These are honestly my favourite people events of the year. If you want to be inspired by the future of HR, and haven't been to a SapienX event yet, you have to come along. 
🔗 https://lnkd.in/ezbwMdj4

📆 March 25th (Virtual)
❓Case Study: Culture, Performance, Talent Strategy at hyper-growth Fyxer 
👉 I'm joined by Andrew Richardson, Chief People Officer at Fyxer to hear all about their approach to People & Culture as they scaled by $1m a week! 🤪 Fascinating, refreshing story and approach to People & Culture 
🔗 https://luma.com/u8oh7jcy

📆 March 25th 
❓ TA Show'n'Tells - Practical walkthroughs from real TA teams & what they're doing now
👉 This one promises to be super interesting. Ashby & Genomics are co-hosting - Food, Drinks, and real walkthroughs from real teams - Don't miss out!
🔗 https://lnkd.in/e96HzwnQ

📆 May 20-21st (Virtual)
❓ Fusion, by HR Week
👉 A one-of-a-kind HR Tech event connecting HR leaders, growth-stage startups and investors to collectively test, validate and shape the future of work. 40+ HR Tech startups live demo'ing to an audience of curious HR Pro's plus all the usual panels and future of work conversations you'd expect. Should be super fun!
🔗 https://hrweek.global/

Stay tuned for news on our upcoming April sessions at Open Org too! If you want to stay informed on those then check out our luma cal here: https://lnkd.in/easZuTCY

Hopefully see some new & familiar faces at some of these!

If you're in recruiting or HR here's a few things you may have missed this week you might want to check out! 👀 👇 

🍿 Upcoming Webinars & Events:

👉 On March 12th I'm hosting a session with the incredible Bonita Matthee on the recipe & framework People Leaders can use to start communicating with real influence. Dont miss this! https://luma.com/jwnmnj3b

👉 On March 19th I'm co-hosting a breakfast in London with Instant Impact and the wonderful Louise Fraser - We'll be talking all about practical steps with AI transformation over breakfast 😋 Come join us! https://lnkd.in/e4SN4uay

👉 On March 20th its PX LIVE! My favourite events are SapienX events! Excited to see Luke O'Mahoney and so many others again. There may be tickets left - but be quick! https://lnkd.in/ezbwMdj4

👉 On March 25th I'm hosting a session with Andrew Richardson, Chief People Officer at Fyxer to hear all about their approach to People & Culture as they scaled by $1m a week! 🤪 You're going to want to see this! https://luma.com/u8oh7jcy

👉 This ones for recruiters! .. Also on March 25th, Ashby & Genomics are co-hosting an event in London! It's a show'n'tell for Recruiters - Food, Drinks, and sharing of ideas and learnings - Don't miss out! https://lnkd.in/e96HzwnQ

👉 HR Week have just announced their Fusion event on May 20-21! Tickets are available and this is going to be epic! 40+ HR Tech startups live demo'ing to an audience of curious HR Pro's plus all the usual panels and future of work conversations you'd expect. Should be super fun! https://hrweek.global/

👩‍💻 Jobs:

👉 Earlier this week I shared 17 new People & HR jobs (with salaries listed!). You can see them here: https://lnkd.in/erusbPsc

➕ Plus... some updates from Open Org

👉 WE LAUNCHED GIFTING! 🎁 You can now buy a Workspace subscription (Think Claude, but built for startup HR) for someone else. Perfect for HR Tech companies looking to buy something more valuable for customers, or People Leaders buying a special onboarding gift for a new team member ❤️ Check it out here: https://lnkd.in/eHKTrsKu

👉 Doc creation just got a MASSIVE upgrade in our Workspace. Users can now create & export slides & spreadsheets, taking you from 0 > 1 way faster, saving you even more time than before 🔥 Come and test it out!

If you haven't tested it yet you can do that here for free: https://lnkd.in/eVKsZU5Y

That's all folks! What else have I missed this week? 👇

If you work in HR Tech... something new's just arrived 👀 👇 

Give People Teams something they can actually use 🔥

We've all had the same old gifts from companies:

🧢 The branded merch
🛍️ The tote bags
🖋️ The pens 
🍫 The chocolate we're trying to avoid 
💐 The flowers that set off our pollen intolerance 🤧
...they all usually end up in a draw or a bin... 🗑️

And lets not get started on the environmental impact of shipping this stuff around! 🌏

Why not send someone in HR something they can actually use?

Something that will genuinely make a difference to their day

Making their life just that little bit easier. 🙏

And something that lasts for an entire year. 📆

Something they can remember you by. 🖤

And something that makes you stand out. 🤩

Today we're launching Gifting for Open Org's Workspace, so that you can send something more valuable to someone in HR. That could be:

👉 HR Tech providers- for customers, prospects or event attendees
👉 HR Recruiters - As a congratulatory gift on your candidates first day 
👉 HR Leaders - As a welcome & onboarding gift for your new team member

Come check it out, make someones day! 🖤🎁

👉 https://lnkd.in/eHKTrsKu

"But who looks after HR? 🤷‍♂️"
From now on I'm using Friday posts to shine the spotlight on HR folks out there doing great work in the People space ❤️ ... This one's meaningful...

Maria Rocha recently launched 'HR Reset' to support folks in the HR community who are struggling and need help... 

TL;DR...

👉  Structured, 1:1 space co-supported by a counsellor, where she supports with the practical and strategic side of work.
👉  Combining emotional support, reflection and grounded, actionable thinking. 

Maybe we finally have an answer to 'Who looks after HR?' 🙌 

I lose count of how many calls I have every month with HR folks in tears; burnt out, broken, questioning their career choices... 💔 

HR needs support too. 

And right now there's not enough of it out there. 

So kudos to Maria for setting up HR Reset 👏 , i'd highly encourage folks to connect with her (https://lnkd.in/eYSrFKcw) and ask her about HR Reset if you are someone in need of some mentoring & support from someone who's actually done your job before.... ❤️‍🔥

Bonita Matthee, you absolutely CRUSHED IT! 🎉 👏 

Yesterday 80+ folks turned out to our webinar to learn the 'personal presence recipe' & framework Bonita uses to help People Leaders communicate with more structure, confidence and influence, and the feedback was EPIC! 

🤩 My favourite: 
💬 "That was one of the best sessions I have ever attended!" 

Some snippets:

👩‍🍳 We covered the 5 ingredients that go into 'personal presence' including things like audio brand and structure. 
🗣️ We talked about the impact of things like pace, pitch, pause
🧪 We tested it out on ourselves! EVERYONE paused for 90sec to record themselves, and the play back and reflect - folks loved the interactivity
📋 We talked about Bonita's PREP framework 

In case you missed it, we've gathered the full recording, takeaway notes, playbooks and slide content in to a simple 1-pager you can access here: https://lnkd.in/eQN2J9NP

(No need to comment 'playbook' below 🙄 - just go take it!)

Enjoy folks, and thank you again to Bonita for running such an awesome session!

taplio

The Battle

Matt McFarlane

Adam Horne

Followers

Posts

Engagements

Likes

Performance ScoreMatt McFarlane's LinkedIn Performance

Performance ScoreAdam Horne's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Matt McFarlane

Adam Horne

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Matt McFarlane's LinkedIn Performance

Performance ScoreAdam Horne's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreMatt McFarlane's LinkedIn Performance