github / hr-opensource Goto Github PK

Sharadha Venketasubramanian, engineering manager at Ticketfly, will talk about the REST API model they use at Ticketfly to securely expose their APIs to the end users.

http://www.meetup.com/Data-Driven-Women-BrightRoll/

Let me know and we can add you to the invite! Informal, drinks, pizza, open conversation, etc...

This is from Kavin Mittal CEO of Hike (the Snapchat of India). He is a great young CEO with a rocket ship of a company.

One of the roles I'm resetting is HR. I'm looking fora self starter (like a CEO of HR) I strongly believe that HR should be split into two and have gone ahead and done that:

1. Recruiting & Admin
2. People Operations

I've had one of my x-Product Heads take up #1 to bring a very different approach to recruiting and I can already see a big difference. The guys more pro-active and has opened up a ton of more un-conventional channels of finding people and is personally hunting them down. Admin now rolls up into my CFO.

On People Operations, this is a tricky one. The expectations are so high here that I'm wondering what kind of person I'll need. Ideally a CEO of HR who handles everything from organizational behavior to the appraisal process, has a deep understanding of industry and the business and is very strategic, helps us maintain and pro-actively build the culture and also keeps our managers and people in general to a very high standard.

This is such a large gap in the company today. I really want HR to have a seat on the table but I'm struggling to find someone with vision who can fill that seat.

I'd like find someone from the US whose spend some time at a FB, Google or seen this part of a business. Ideally someone who has ties back in India.

Do your friends and family always look to you for sound advice? Is the most satisfying moment of your day answering an impromptu question or having an ad hoc strategy session? Do you love all the latest technology and the brilliant minds that make it all possible? If so, we have the perfect job for you!

Eventbrite is looking for an experienced, strategic, personable, creative problem solver to lead the people function for our Engineering and Product teams! As part of our Briteling Partner team, you will serve as a resource for both leaders and Britelings in our pursuit of living at the intersection of happiness and high-performance.

As we work towards disrupting an industry in desperate need of a shake-up, we’re focused as a company on caring about the “people”, not just the “employee”. We’ve built a team culture that is unparalleled and we’re committed to evolving and elevating our own bar of excellence. Our goal is to inspire and motivate our team to be more successful and effective, cultivate peak performance, and remove any barriers to innovation… all while having a rip-roaring time.


As a Briteling Partner you will work directly with Engineering and Product Executives, Leaders and Britelings. You will report directly to the Head of People and Experiences and work closely with people experts (think comp, training, and recruiting) and in a cross-functional capacity with all teams in the organization.

We are a motivated team where everyone contributes to make it happen. We’re looking for someone with a can-do attitude who doesn’t hesitate to challenge traditional thinking and pursues new territory with an entrepreneurial spirit and sense of ownership.

To apply discuss this position via jobvite visit http://jobvite.com/m?3pfZygwW or contact [email protected]

Responsibilities Include:

Business Partner
Be the dedicated partner for the Leaders and Britelings in our dynamic Engineering and Product team. These teams are located in SF, Nashville and Mendoza
Strategically partner with executives, providing guidance, feedback and quality data to guide decision making
Provide coaching to Leaders and Britelings and guide change and organizational design efforts
Keep a pulse on trends, moral, roadblocks and general sentiment of the team
Work alongside Leaders and Britelings to achieve high value working relationships, high performance and awesome results
Toggle between the 10 foot and 10,000 foot view of challenges, requests and projects
Proactively and reactively navigate varying levels of Leader or Briteling concerns
Support the team learning and celebration of successes as they innovate and take big swings
Advocate for the Britelings, Leaders and your ideas
Facilitate discussions and trainings on relevant topics
Read between the lines and see through ambiguity to lead chance and action
Use data to spot trends and shape your plans
Work with other Briteling Partners on cross-functional touch points
Customize and roll out company wide programs to Engineering and Product

Experience
In good times and not so good times, provide a delightful experience for each of our Britelings
Conduct in-depth onboarding of new leaders and interviews of Britelings who exit

Projects
Work along side the People team on special projects and programs, from concept to implementation to assessment
Lead at least one corporate wide projects per quarter
Care for and evolve all phases of talent management, including: talent reviews, assessment, and development plans
Work on internal communications for program changes

Qualifications
Curiosity that enables you to learn technology, product and business acumen quickly
Keeps pace with our smart and witty Product and Engineering teams
Ability to succinctly and persuasively make points up, down and across all levels
Willingness to see all sides of an issue, remain objective and move to resolution
Ability to facilitate discussions with ease and little prep
Develop and deliver tools and processes that assure Eventbrite is and remains a great place to work
A strong sense of team building and a desire to help build a dynamic, unique organization
A sincere passion for people
Superbly skilled at planning and regularly prioritizing the most important things
Experience with job leveling, compensation reviews, offers, pre-IPO equity and organizational design
Ability to conduct objective investigations
Minimum 10+ years of experience in a Business Partner, Generalist, HR Manager or similar role
Experience working with Product and Engineering teams and people
Bonus points: international experience and working in both small and large companies

Do your friends and family always look to you for sound advice? Is the most satisfying moment of your day answering an impromptu question or having an ad hoc brainstorming session? Do you love supporting people that work in support functions? If so, we have the perfect job for you!

Eventbrite is looking for an experienced, personable, creative problem solver to be the Briteling Partner for our Customer Experience (CX), Finance and People teams. As part of the Briteling Partner team, you will serve as a resource for both Leaders and Britelings in our pursuit of living at the intersection of happiness and high-performance.

As we work towards disrupting an industry in desperate need of a shake-up, we’re focused as a company on caring about the “people”, not just the “employee”. We’ve built a team culture that is unparalleled and we’re committed to evolving and elevating our own bar of excellence. Our goal is to inspire and motivate our team to be more successful and effective, cultivate peak performance, and remove any barriers to innovation… all while having a rip-roaring time.


As a Briteling Partner you will work directly with our VP of CX and CFO, as well as Leaders and Britelings in CX, Finance and People. You will report directly to the Head of People and Experiences, and works closely with people experts (think comp, training and recruiting) and in a cross-functional capacity with all teams in the organization.

We are a motivated team where everyone contributes to make it happen. We’re looking for someone with a can-do attitude who doesn’t hesitate to challenge traditional thinking and pursues new territory with an entrepreneurial spirit and sense of ownership.

Interested in applying or just having a chat? Send your resume in via jobvite - http://jobvite.com/m?3qaqAgwl - or contact [email protected]

Responsibilities Include:

Business Partner
Be the dedicated partner for the Leaders and Britelings in our CX team in San Francisco and Nashville, as well as our Finance and People teams
Strategically partner with executives, providing guidance, feedback and quality data to guide decision making
Provide coaching and creative solutions to Leaders and Britelings and guide change and organizational design efforts
Keep a pulse on trends, moral, roadblocks and general sentiment of the team
Work alongside Leaders and Britelings to achieve high value working relationships, high performance and awesome results
Support the team learning and celebration of successes as they innovate and take big swings
Toggle between the 10 foot and 10,000 foot view of challenges, requests and projects
Proactively and reactively navigate varying levels of Leader or Briteling concerns
Lead by example and mentor other team members
Advocate for the Britelings, Leaders and your ideas
Facilitate discussions and trainings on relevant topics
Read between the lines and see through ambiguity to lead chance and action
Use data to spot trends and shape your plans
Work with other Breitling Partners on cross-functional touch points
Customize and roll out company wide programs to Engineering and Product

Experience
In good times and not so good times, provide a delightful experience for each of our Britelings
Conduct in-depth onboarding of new leaders and interviews of Britelings who exit

Projects
Work along side the People team on special projects and programs, from concept to implementation to assessment
Lead at least one corporate wide projects per quarter
Care for and evolve all phases of talent management, including: talent reviews, assessment, and development plans
Work on internal communications for program changes

Qualifications
Curiosity that enables you to learn technology, product and business acumen quickly
Ability to succinctly and persuasively make points up, down and across all levels
Willingness to see all sides of an issue, remain objective and move to resolution
Ability to facilitate discussions with ease and little prep
Develop and deliver tools and processes that assure Eventbrite is and remains a great place to work
A strong sense of team building and a desire to help build a dynamic, unique organization
A sincere passion for people
Superbly skilled at planning and regularly prioritizing the most important things
Experience with job leveling, compensation reviews, offers, pre-IPO equity and organizational design
Ability to conduct objective investigations
Minimum 10+ years of experience in a Business Partner, Generalist, HR Manager or similar role
International experience and working in both small and large companies

Github has been one Maven's superstar sponsor!!

Maven is seeking additional supporters to ensure our camp can launch this summer in these amazing cities. As a nonprofit Maven partner with local LGBTQA youth serving organizations and LGBTQA tech professionals to provide a free 1-2 week tech camp for LGBTQA youth between the ages of 14-19.

LGBT Youth Tech Camps:

Transform the tech sector through consciousness raising and collaborative partnerships
Connect LGBTQA nonprofits with tech industry resources and volunteers
Increase the visibility of the LGBTQ community in technology
Increase the Career Pipeline of LGBTQ in technology

Hosting Sponsor
For our camps to be successful we seek tech/gaming companies who can host our youth for a day or two. Ideal hosting tech companies will:
• Have the ability to provide breakfast, lunch and snacks for 20 youth and camp staff
• Have a meeting space to accommodate learning as well as youth energy
• Have computers/laptops to lend youth for training (we can work around with hosting site)
• Must have a company commitment to diversity and inclusion in their workplace

Tech Professional Volunteers
Maven’s success is connected to the amazing volunteers who give their time to the program. Companies are encouraged to send LGBTQ employees for a day during our camp to support our youth. We also seek out tech professionals who can be part of Out In Tech speaking panel. Employees from diverse tech careers from programming, HR work, project management, marketing and other tech careers are encouraged to attend

Contact Monica Arrambide for more information : [email protected]
www.mymaven.org

Stitch Fix is a beautiful blend of the art and science that mirrors the incredible personalized experience we deliver to our clients. The People and Culture team is committed to creating a fulfilling and inspiring place to work for all of the people who deliver that client experience - from our warehouse team to tech talent to merchants to stylists. We pride ourselves on creating a fun and collaborative environment where we solve problems together. We are looking for smart, kind and goal oriented people to join our team.
The Role
Reporting into the Chief People Officer (CPO), the Director, Training + Leadership Development will be responsible for ensuring our people’s potential is maximized. From leadership coaching to remote workforce development and performance, this role will have a large breadth of responsibility. You may consider it to be the Jack or Jill of all People Development trades! And the vast scope with a high growth, people-centric organization is what will probably draw you to be interested in a role like this.

Responsibilities

You will be provide strategic assessment and recommendations to the CPO for a comprehensive people development plan.
You will be responsible for management coaching, leadership and professional development across the organization, at every level.
You will partner with the Styling and Product leadership teams to plan and execute field training programs for all remote employees. Creating a robust strategy will be a game-changer to this group and one you will be very proud of!
You will consult with the leaders to assess and analyze the learning needs of employees based on current and future strategic plans.
You will be responsible for various learning platforms: from smaller group trainings/ leadership forums to e-learning platforms and online tools.
You will facilitate talent calibration, succession management and high-potential employee programs.
You will have the honour and responsibility of ensuring that training and development is delivered in an inspiring and culturally relevant manner.
Your impact of developing leaders will create ripples beyond the organization and through our client experience. (We believe that to be a great responsibility!)

Requirements
8+ years of progressive experience in leadership HR roles within a high growth environment
Strong people developer with a flexible leadership style to adapt to various learning methodologies
Able to scale systems and processes in a high-growth, high-change environment.
Has demonstrated the ability to balance strategic thinking with detailed, focused execution.
Possesses the professional, interpersonal, and cultural skills to establish early and lasting trust, credibility, and rapport at all levels of the organization.

Hi Everyone,

With the emerging workforce requesting more diversity in tech and the tech industry wanting to take measure for change: Maven would like to create a 6 month Leadership in Diversity Institute for LGBTQ and Allies tech professionals. Below is the concept I have been floating around and want to pilot but would like to know if this would be of interest to other organizations. As a nonprofit we want to ensure we are creating something that would be of use or interest. Please share your thoughts and if your organization/staff would be interested in this professional development cohort.

Short Summary of Project::
• 20 LGBTQ and Allies Tech Professionals (cross organizations/sectors)
• 2 -day opening retreat
• 6 months (once a month all day training)

An essential component of this project will be to understand how power, privilege, and oppression manifest itself in these fields. Often leaders are aware of these concepts and many can point to specific experiences combating these issues, but communal spaces to reflect, strategize, and plan are rare. The Leadership Diversity Institute will build on these unique experiences and enable leaders to explore the issues and uncover healthy ways to challenge, navigate, and flourish in spite of the realities of power, privilege, and oppression.

Why Diversity Inclusion:
Diversity is about empowering people. It makes an organization effective by capitalizing on all of the strengths of each employee. Diversity is understanding, valuing, and using the differences in every person.

Our bias and prejudice are deeply rooted within us. From the moment when we are born, we learn about ourselves, our environment, and the world. Simply giving a training on diversity will not erase these bias. Development can only help us to become aware of them so that we can make a conscious effort to change. Developing diversity involves ongoing reflection, exploration of systems of power, examining one's own beliefs and assumptions, and ownership of what role you play in the big picture of Diversity.

Diversity does not happen overnight for an organization but must require a commitment from leaders in the field to start examining their diversity continuum within themselves. Maven would like to offer a Leadership in Diversity Institute. This pilot a program will select a cohort of 20 tech professionals who will gather once a month for 6 months to examine, explore and develop their leadership in relationship to diversity. This social justice framework will create an intensive 6 month journey for applicants to work on bias that are rooted in their own belief systems and systems of power.
The goal of this program is to inspire a tech professional on a life-long journey and commitment to developing their leadership in Diversity in return, they will influence and create a workforce that is reflected of the full community and embodies diversity within the values and mission of their organization.

Sequoia Benefits invited me to an event that I can't attend but looks interesting. See below and use the link to RSVP.

"We are planning to host a Head of Talent Event on August 7th from 6:30 to 8:30pm and I wanted to see if you would be interested in attending. Also thought it might be something of interest to some of the companies in your portfolio. We thought it would be a great idea to bring a very Senior group Heads of Talent from high growth tech companies in San Francisco together for some best practice sharing as you all are going through very similar situations.

Here is the link to the event for more details:

https://www.eventbrite.com/e/head-of-talent-networking-tickets-12309613385

We have a group of about 30 people coming so far from companies like Kixeye, Zendesk, Nextdoor, and Crowdtilt to name a few. Appetizers and drinks will be provided and would love to have you attend."

Hi,

We are looking for a new dynamic VP of Sales to join Swipely. Swipely helps restaurants and other local merchants make smarter decisions, grow profits and understand customers. With data from instore systems, payments and the social web, Swipely makes it easy to understand what brings customers back. Merchants now use Swipely to manage over 4 billion dollars in annual sales, up more than 300%
over the last year.

Fantastic company, with great potential. Our ideal would be someone who has experience selling to local businesses. Do you know someone looking, or have a lead? Please PM me and I can share more! We're looking to move fast. The ideal would be a proven executive with experience leading and managing B2B SaaS Sales, ideally to SMBs, in a high-growth technology organization. Expertise
selling to full service restaurants and merchants is a plus.

Hey All,

Cris from Axcient here. Hope all of you are well and also hoping some of you are willing to help me with a "project".

Trying to assess how we’re doing on the engagement and hiring fronts (e.g. How many hiring mistakes we make relative to the rest of the “market”). I have been pushing these basic topics at recent e-staff and board meetings. Ultimately, my agenda is to help both leadership teams (our execs and our board) understand how all of the people systems (recruiting, assessment, development and reward of talent) are actually working or not working together to foster the results we deserve (good or bad).

So, I am hoping you’d be willing to share some data (confidentially) with me. Three basic questions --

1. What is your regrettable attrition for the last two years (FY'13-FY'14)?
2. Have you seen any trends worth noting? (e.g. More people going to bigger or smaller companies? Key reasons for people leaving?)
3. What is overall attrition (company/management-induced) in the same period? These would include terminations for performance reasons or people resigning under performance pressure or small re-org/RIFs?

I am sure some of you are saying ... "Attrition? So boring!" I agree. :) We all know that attrition is a lagging indicator, so we’re also looking at some leading indicators for employee engagement, like key engagement questions on our Axcient Happiness Index, our career check-in program and our employee's participation in our employee referral program. We have also started quarterly talent reviews, which also seems to be bearing fruit.

Our people leaders here are doing a good job of keeping a pulse on the org. And the results of our most recent Axcient Happiness Index survey were very positive. At the same time, we still see a few people leaving from time-to-time and we’re often, surprisingly, surprised. :) Looking for multiple data points to tell the right story and am happy to share some anonymous/aggregated data if you are interested once I get it.

Let me know if you are willing to share. Please send email to [email protected] or call me on my mobile - 305.586.7509.

Thanks in advance!

Cris

Friends -

We use OKRs at Swipely, and find that it works well for organizational alignment, department heads, and project-oriented/high ownership roles. Where we struggle is for roles that are transactional in nature and have a perceived challenge in terms of increasing quality or quantity.

I believe many of you use OKRs in your current company, or have in prior companies. Could you share a few real-world examples of OKRs for individual contributor roles?

Greatly appreciate the help!

Alaina

Hello
I've got some very juicy People and Culture leadership roles on my team. I'm going to leverage this forum to share them with this great community - thanks for the idea KD . Please reach out to me with any candidates. You can reach me directly at [email protected]

Thanks for your support!

Hi all -
We are looking for insight into how others made a switch from a capped PTO policy to uncapped. i.e., what did you do with employees who had accrued the maximum? Did you feel like you also had to open up a more generous maternity and paternity policy? and, lastly, did you still make people submit PTO requests via a system? Thanks!

Hey all - who is great and for what niche's?

Three referrals that I constantly get (I have met Joan and Marcie but not Leila yet):

Leila:
https://www.linkedin.com/profile/view?id=4844315&authType=OUT_OF_NETWORK&authToken=uPAr&locale=en_US&trk=tyah2&trkInfo=tarId%3A1402691771798%2Ctas%3Alei%2Cidx%3A2-3-4

Joan:
https://www.linkedin.com/profile/view?id=53204&authType=OUT_OF_NETWORK&authToken=Xh2C&locale=en_US&trk=tyah2&trkInfo=tarId%3A1402691746681%2Ctas%3Ajoan%20da%2Cidx%3A2-1-2

Marcie:
https://www.linkedin.com/profile/view?id=5902068&authType=OUT_OF_NETWORK&authToken=ILhB&locale=en_US&trk=tyah2&trkInfo=tarId%3A1402695310060%2Ctas%3Amarcie%2Cidx%3A2-1-2

People and Culture
Stitch Fix Culture is a beautiful blend of the Art and Science that mirrors the incredible personalized experience we deliver to our clients. The People and Culture team is committed to creating a fulfilling and inspiring place to work for all of the people who deliver that client experience - from our warehouse team to tech talent to merchants to stylists. We pride ourselves on creating a fun and collaborative environment where we solve problems together. We are looking for smart, kind and goal oriented people and culture leaders to join our team.
your unique impact at Stitch Fix:
You partner with our business leaders to ensure their strategic goals have the people power in place to make them a reality. This role encompasses a broad group of clients at our Headquarters and Warehouse, including our Merchandise and the Technology team. You will manage a People and Culture business partner associate who will be onsite at the Warehouse.
You are a trusted advisor who takes a full view of people strategies from attracting to development to total rewards. You share those needs proactively with our People Functional leaders in order to create innovative solutions.
You make it happen by implementing People and Culture strategies and initiatives.
You are the coach in supporting our leaders as they work through the many scenarios that come up when managing people. You develop leaders who have strong people management skills.

Required Skills, Experience and Academic/Educational Requirements:
• Bachelor or certificate in Human Resources Management.
• Minimum 5 years working experience in a human resources capacity.
• Proven ability to build strong working relationships with senior level leaders.
• A flexible team player with a proven ability to work successfully in a collaborative environment.
• Thorough understanding of Employment Practices.

As part of my leadership curriculum I would like to have a larger leadership forum in November and invite several companies and leaders to discuss leadership in emerging companies. Let me know if anyone is interested in partnering.

Hola!

We're currently looking for a person that can help us define a clear roadmap for our Business Development area, that can drive Crowd Interactive into the next phase as an eCommerce consultancy. I have been tasked with finding the right person for this job, and before I begin posting everywhere I can think of, I thought of this group, since many of you are super well connected and might know a person that is interested in joining our company.

A little bit about us:
Crowd Interactive is a leading eCommerce consultancy firm based in Mexico and San Francisco Bay Area currently doing business with companies in the United States and Mexico. We specialize in building and growing existing development teams, by adding engineers, product managers and designers onsite or offsite.

We're based in México, but would like to have a BD person in the US, that doesn't mind traveling back and forth to our lovely tropical city every other month.

Any questions or comments, please email me at [email protected].

Greetings everyone,

I'm Kortney Ziegler, Founder of Trans*H4CK Hackathon and Speaker Series.

I'm posting here to solicit help to bring Trans_H4CK CODE SCHOOL--a 6 month fellowship designed to teach trans_ people to become web developers who solve social problems--to reality.

Since our launch last September, Trans_H4CK has made an important splash in the industry. From producing apps that have been featured in major tech publications to being used by thousands. We know that it is now time to translate this traction into providing a space that educates trans_ people while encouraging other companies to embrace the technological talent of the community.

Please reach out to me personally: [email protected] for more information on ways to support this venture! Check us out on the web, too: transhack.org

Thanks!

Hi all
I have two really incredible roles available on my team. Links included below. The director role will have a significant scope supporting our COO. This includes our very large and important Styling and Client Experience teams, as well as Creative, Marketing and Strategy.
As for our Tech Recruiter, this has proven to be a unicorn hunt! Would love your ideas and any great candidates.

Thanks so much.

Margo

Tech Recruiter
https://www.ziprecruiter.com/jobs/stitch-fix-bee85f3b/technical-recruiter-9dbfce5c

Director People and Culture, Business Partner
https://www.ziprecruiter.com/jobs/stitch-fix-bee85f3b/director-people-and-culture-business-partner-65b0b8c3

BrightWomen is proud to partner with Spark, a philanthropic network of young professionals who invest to improve the lives of women around the world, to present the film screening of WADJDA.

WADJA is the first feature film shot entirely in Saudi Arabia by a female Saudi filmmaker, and it depicts the story of a young girl determined to raise enough money to buy a bike in a society that sees bicycles as dangerous to a girl's virtue. In a country where cinemas are banned and women cannot drive or vote, writer-director Haifaa Al Mansour is breaking barriers with her new film.

After the film, we will hold a Q/A with Esther Pearlman, Founder of Camp Reel Stories, a one-week media camp for girls who want to learn how to make movies in the new digital media era. We will discuss the barriers to women in film industry and what Camp Reel Stories is doing to empower the next generation of women filmmakers.

Your ticket sale donation of $15 will help Spark and its programs. To RSVP:

http://bit.ly/BRWADJDA

Please invite your friends and help us promote this on social media:

Join #BrightWomen & @sparksf on 8/13 at 6pm for the screening of @WadjdaFilm feat. guest speaker @lotusmadre http://ow.ly/zNYZ7 #BGood

I'm in New York working with 2 really fun companies that are looking for great HR people. Ideally, they'd love to find the perfect Chief Talent person, but would be open to Director level folks too.

Warby Parker is an on-line glasses company. Phenomenal growth last year, looking to repeat it this year. They are a fascinating business because in addition to the NYC corporate employees (working on the tech, marketing, etc. ~100 folks) they have a customer service center in Kentucky and 10 retail stores around the country (growing that too). They just opened a store in on Hayes St. in SF. I really adore working with this team. Jana Rich is working with them on the search.

Harry's Shave is on-line razors and shave cream. Great brands, also killer growth. They are a quirky company in that they have ~70 people in their NYC start up and last year they bough a 100 year old razor blade manufacturing company in Germany (500 employees). Talk about an interesting integration! They ideally would like someone who speaks German and who would love the travel.

Let me know if you have any leads, ideas or interest.

thanks,

Patty

Hi all
I'd love to hear how you approach leaves of all kinds, particularly maternity and return to work. Also very interested in your approach to vacations. I got good info from this group on sabbaticals. Thanks in advance.

Margo

More than sixty percent of our company is remote. We are aware of the pros and cons of having remote work(ers), and are always looking for ways to improve collaboration with our remotes, and the quality of their work life.

We would like to know how other companies have shaped their policies and programs around remote workers.

In our case, we define remote as anyone who does not work out of our headquarters office. This includes people working at home, in co-working spaces, and in small offices of 2-6 people, both international and domestic.

We would like to know if you have remote workers. If so, would you be willing to speak with us about your best practices. We would like to delve into specific policies you have including what expenditures you allow for travel, equipment, office space, etc., what tools you use to connect and collaborate with remotes, what kind of benefits/perks parity you have, etc.

If you have two minutes, could you please fill out this survey? Thank you so much for your time!

Link to the survey: https://docs.google.com/forms/d/1naWRB2yfGOohYcW8xnxSHdRQCLuikAKzWKqnwGR6IpU/viewform?usp=send_form

We have many new-ish leaders at GitHub who are super open to coaching/mentoring and that I think would respond really well to leaders out there that have lived what they are going through.

Rapid company change, accelerated development into roles where they are shifting from lead contributor to morphing more into a leadership/management mindset, etc.

Thanks for any suggestions...! 👍

Does anyone have good data on HR to employee ratio's now in the bay area? Need the data to help with team build out requests (if you know specific company ratios that would help my case). Thank you!

Hi all
Looking for some benchmarking on equity refresh strategies for private companies. Would love to connect. If you would like to you can email me directly at [email protected]

Thanks.

Hey all,

We have chosen to bring in these 4 vendors to pitch their systems. Does anyone have great contacts there that you would recommend working with to schedule an on site information session and/or do you have specific feedback/experience with any of these 4?

thanks!

• Ultimate Software
• WorkDay
• SilkRoad
• Bamboo HR

I wanted to send this note to connect you all to Sara Sperling. Good friend and colleague of mine (we worked at Y! together) and since then she has had a great run at Facebook as their Diversity & Inclusion Lead and then moved down to Santa Monica to run HR for SnapChat.

She has a little girl up here who is in Kindergarten and recently made the decision that she just could not be in So Cal away from her and is in process of moving back to the Bay Area and will be wrapping up with SnapChat soon.

She is looking to network and connect with great people and take her time talking to various awesome companies to ultimately make the right next step. I told her what better group to introduce her to than this one. If you all have time to connect with her at any time and shoot her some ideas that would be awesome! Please feel free to connect directly below.

[email protected]

Thanks!

If you are interested in attending, please let me know

12:00 -- 343 Sansome, 6th Floor

Karin Kolodziejski. Psychologist and leadership coach will present on David Rock's work on the Neuroscience of Leadership.
http://www.neuroleadership.org/index.shtml

Stitch Fix is a beautiful blend of the art and science that mirrors the incredible personalized experience we deliver to our clients. The People and Culture team is committed to creating a fulfilling and inspiring place to work for all of the people who deliver that client experience - from our warehouse team to tech talent to merchants to stylists. We pride ourselves on creating a fun and collaborative environment where we solve problems together. We are looking for smart, kind and goal oriented people to join our team.
The Role
The Talent Acquisition Leader will build the foundation for attracting the very best talent to Stitch Fix. You will develop innovative solutions and partner directly with the Chief People Officer (CPO) to create a hiring roadmap. This is a strategic role charged with leading hiring for technical and non-technical teams across the entire organization. We are targeting someone with both tech and non-tech recruiting and management experience ideally within a technology company. This role is a true game changer and your contribution will be critical as we embark upon our high growth phase.
Responsibilities
You will work closely with the CPO to develop and drive talent acquisition and employer branding strategies.
You will prioritize recruiting resources.
You are responsible for optimizing hiring manager and candidate experience during the interview process.
You will create the systems, processes and reports to support the overall effectiveness of the recruitment strategy.
You may be required to recruit for senior level/ business critical roles.
Requirements
7+ years of experience in recruiting/ recruiting management within the technology space.
Strong track record of effectively managing recruiting teams, experience developing and mentoring employees to maximize team performance.
Partner with hiring managers to understand positions and team needs.
Experience working with recruiting tools and systems, including: applicant tracking systems, resume databases, internet sourcing tools, social media strategies, etc.
Creatively source candidates from relevant networks, online and internal databases, employee referrals and passive candidates through networking and research.
Demonstrated organizational skills, with a keen focus on delivering business results in an open and collaborative environment.
Excellent communication skills, both written and oral.

thought it was awesome...

https://medium.com/life-at-medium/madlib-tm-feedback-e0fcd1b56921

Running an experiment...having the Axcient HR team come up to GitHub for a two hour working session/brainstorming discussion... would love to keep doing this with other HR teams who want to try this!

Let's think about topics here:

• leadership/management development
• your performance feedback processes - what do you do, why, does it work?

cc: @github/hr

Hey all.

During SF Pride Week, GitHub will be hosting a meet up to bring together those who are using technology to make lives better for the LGBT community. We will be inviting speakers from some large LGBT organizations as well to come in and share what they are up to and how people can get involved.

The meet up will be on June 26, from 6-10 pm, in the community space of our corporate office at 275 Brannen Street. We expect about 150 people to attend, and we would also be happy to extend personal invitations to any groups you think might be interested in attending. Just let us know!

Hope you can make it! We are really looking forward to seeing you! We will also have awesome SF Pride themed GitHub swag! 🌈

cc @github/hr

Hey all,

I am currently kicking around an idea with Liz, our Head of Comms in hosting a consistent monthly town hall series here at GitHub, partnering with and opening it up to companies like all of ours, our employees, our leaders, and accelerate ideas or creative solutions to common challenges or topics we all share...I would also love to pilot this idea separately with a few of you who may be interested in being guinea pigs with me.

Would love to bring employees, leaders, students, whoever with like interests and challenges together to collectively to push interesting things forward.

cc: @lizclink

Kick off with about 25 Heads of HR on Thursday 6/5 at GitHub HQ in San Francisco.

Next steps:

• gather interested leads to help pilot this repo and generate more watchers & participants.
• teach this group how to use GitHub and how we want to organize ourselves

Hey everyone - We are looking to hire two awesome new team members @ GitHub can you let me know if you know anyone fantastic for:

• Sales Recruiter
• Director, Learning & Development

More detailed specs here - https://github.com/about/jobs

Thanks!

Maven is a nonprofit hosting a Queer Youth Tech Camp - July 8-18th for queer youth in the Bay Area between the ages of 15-19. They will learn the fundamentals of basic coding on Python, Ruby on Rails, Scratch, Twine. Etc. Along with instructional teaching the youth will explore the challenges and inequities within the tech industry and gaming. The goal is to build a tech social justice advocate.

We are in need LGBTQ and allies mentors to support youth during the instructions to ensure they receive one on one connection. We are looking for volunteers who could give a few hours or a full day.

We also in search of geek gadgets or Xbox, PS, etc games to offer to youth as prizes. Items can be New or Used. We plan to make gift baskets and even have a table of stuff for youth to take.

Email me if you have some leads, want to volunteer, or just want to kick with queer youth during classes. [email protected]

www.mymaven.org
@MavenYouth