• S03E05 - Hiring and Diversity with Executive Director of People - Ari Gerber (and How to Properly Cook Steak)

  • 2021/05/28
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S03E05 - Hiring and Diversity with Executive Director of People - Ari Gerber (and How to Properly Cook Steak)

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  • Description  This week Ari has all the vision, James has all the passion, Garret has the “squeakiest wheel”, Darin is fully vaccinated, and Tyler wants to learn. All of that and the group discusses hiring and embracing diversity. Show Notes  00:00:00 - Pre Show Christmas music - “Carol of the Bells” Reverse searing steaks Oil, Butter, Rosemary and Thermapen Smoking meat 00:04:10 - Show Start Week 4 with Ari 00:04:20 - Follow-Ups  Lucy Update It’s Lucy’s 18th birthday...and she’s still kickin’ Question from Garret: Is there a correlation between a lack of clear vision articulated through the teams and teams hesitant to make decisions? Hearing “no” may create some timidness Maybe after so many no’s they stop trying to get yes 1000 no’s for every yes (but can’t just be a blind no) How do we keep teams aligned with what’s most important for the company “I don’t know if Garret knows what Follow-Ups are” 00:20:21- The Headlines Darin Product L10™ - 4.25 (Darin scored it a 3) Without the V/I on product team - felt a little “at the effect of” Tried to IDS™ an issue that’s about James Made a decision not to release (people didn’t know) Strategic Product Team On track to completing a sprint Got a plan to get back into order speed release Started as not really a plan Bringing more intentionality to development Getting away from a shotgun “scatter shot” approach to UAT Personal Second Covid-19 Shot this week Important to pass that message out No side effects Bathroom remodel coming next week Tyler Planning (or at least some version of planning) Most non-standard 1 off process At risk client stuff continues Garret LT L10™ trumped by planning this week Unconventional planning but got through it all Identified 8 Rocks Detailed to the degree required for team handoffs Stand alone IDS™ session for retail L10™ L10™ cut short due to some buy-in concerns and not having V/I available for the discussion 3PL L10™ scored a 4.0 IDS identified a lack of 3PL references for 3PL prospects Ari Vacation Ari mode is setting in Even had my coffee delivered this morning Quarterly planning was a 5.0 score Ari used all the shapes and emojis during planning 8 Rocks is a little terrifying Got to be with team leads all of Wednesday rescoring functional assignments Garret also got to start and end each day with me...which he loved Sales Integrator Carter is playing “Hiring Ari” this week taking over the employee search James - Takes the easy road out 2 weeks in a row 00:37:03 - Topic 2 (1) - Ari part 4 - Hiring   What does hiring look like for us Especially in this high growth pivot The next 90 days could be pivotal How do we not become a great place for only “middle aged white tech guys” The company James and Darin want to be at is diverse in race, gender, sexuality, background, etc… How do we not become Basecamp? Ari dives into how we hire Relaunched job descriptions Launched a careers website page Tells the story of who we are and our people The interview process Screening Team Interview “Reverse Interview” Reveal who we are to a potential employee CEO and Core Values Starts with really bad jokes then 3 simple questions How do we continue to keep our culture as we scale? How are we set up to attract people we want? How do we hire more diversity? Blind screening - remove all personal identifiable data prior to an in person interview DEI (Diversity, Equity, and Inclusion) Statement Diving into the desire for diversity (age, race, gender, sexuality) and creating the best reality What reactions do we get when explaining how we run our company and ourselves in interviews? Pinpoint (not a sponsor of the show) as our backend hiring tool (runs our process) What lessons can we take from Basecamp Not a company I ever want to be Question from Ari: How do you as leaders of the company lean into creating diversity? “If you don’t want to discuss tough topics at work, it implies you’re okay with the world around you” Question from James: How much do you all feel you are being drug along in this vs have your own passion for it? The small things matter Seemingly small micro-aggressions add up “One small thing, makes the next thing slightly more acceptable” The small things we can do can create a ton of space for others “StarTrek has shown us the way. 01:34:54- Questions and Long Answers  None this week since Garret did them in follow ups 01:35:03 - End of Show  We love external validation, so share 01:36:20 -  After Show - Darin found an iOS shortcut to set wallpapers on your devices The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott
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Description  This week Ari has all the vision, James has all the passion, Garret has the “squeakiest wheel”, Darin is fully vaccinated, and Tyler wants to learn. All of that and the group discusses hiring and embracing diversity. Show Notes  00:00:00 - Pre Show Christmas music - “Carol of the Bells” Reverse searing steaks Oil, Butter, Rosemary and Thermapen Smoking meat 00:04:10 - Show Start Week 4 with Ari 00:04:20 - Follow-Ups  Lucy Update It’s Lucy’s 18th birthday...and she’s still kickin’ Question from Garret: Is there a correlation between a lack of clear vision articulated through the teams and teams hesitant to make decisions? Hearing “no” may create some timidness Maybe after so many no’s they stop trying to get yes 1000 no’s for every yes (but can’t just be a blind no) How do we keep teams aligned with what’s most important for the company “I don’t know if Garret knows what Follow-Ups are” 00:20:21- The Headlines Darin Product L10™ - 4.25 (Darin scored it a 3) Without the V/I on product team - felt a little “at the effect of” Tried to IDS™ an issue that’s about James Made a decision not to release (people didn’t know) Strategic Product Team On track to completing a sprint Got a plan to get back into order speed release Started as not really a plan Bringing more intentionality to development Getting away from a shotgun “scatter shot” approach to UAT Personal Second Covid-19 Shot this week Important to pass that message out No side effects Bathroom remodel coming next week Tyler Planning (or at least some version of planning) Most non-standard 1 off process At risk client stuff continues Garret LT L10™ trumped by planning this week Unconventional planning but got through it all Identified 8 Rocks Detailed to the degree required for team handoffs Stand alone IDS™ session for retail L10™ L10™ cut short due to some buy-in concerns and not having V/I available for the discussion 3PL L10™ scored a 4.0 IDS identified a lack of 3PL references for 3PL prospects Ari Vacation Ari mode is setting in Even had my coffee delivered this morning Quarterly planning was a 5.0 score Ari used all the shapes and emojis during planning 8 Rocks is a little terrifying Got to be with team leads all of Wednesday rescoring functional assignments Garret also got to start and end each day with me...which he loved Sales Integrator Carter is playing “Hiring Ari” this week taking over the employee search James - Takes the easy road out 2 weeks in a row 00:37:03 - Topic 2 (1) - Ari part 4 - Hiring   What does hiring look like for us Especially in this high growth pivot The next 90 days could be pivotal How do we not become a great place for only “middle aged white tech guys” The company James and Darin want to be at is diverse in race, gender, sexuality, background, etc… How do we not become Basecamp? Ari dives into how we hire Relaunched job descriptions Launched a careers website page Tells the story of who we are and our people The interview process Screening Team Interview “Reverse Interview” Reveal who we are to a potential employee CEO and Core Values Starts with really bad jokes then 3 simple questions How do we continue to keep our culture as we scale? How are we set up to attract people we want? How do we hire more diversity? Blind screening - remove all personal identifiable data prior to an in person interview DEI (Diversity, Equity, and Inclusion) Statement Diving into the desire for diversity (age, race, gender, sexuality) and creating the best reality What reactions do we get when explaining how we run our company and ourselves in interviews? Pinpoint (not a sponsor of the show) as our backend hiring tool (runs our process) What lessons can we take from Basecamp Not a company I ever want to be Question from Ari: How do you as leaders of the company lean into creating diversity? “If you don’t want to discuss tough topics at work, it implies you’re okay with the world around you” Question from James: How much do you all feel you are being drug along in this vs have your own passion for it? The small things matter Seemingly small micro-aggressions add up “One small thing, makes the next thing slightly more acceptable” The small things we can do can create a ton of space for others “StarTrek has shown us the way. 01:34:54- Questions and Long Answers  None this week since Garret did them in follow ups 01:35:03 - End of Show  We love external validation, so share 01:36:20 -  After Show - Darin found an iOS shortcut to set wallpapers on your devices The Credits Hosts, Garret Richardson, Tyler Samples, Darin Kelkhoff, and James Maes Show Notes by Garret Richardson Proofing and Title by Darin Kelkhoff Editing, Mixing, and Mastering by Brenton Wainscott
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