Building a remote organization and scaling 0-50 with Sarah Flaherty, Head of People at Orum.io - Shared screen with speaker view
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Protecting culture when working remotely or partially remotely — and also how scaling (while remote) affects culture
^ +1 Building a strong culture and teams that work well together!
Working on a startup that would be remote so both scaling from 0 and remote work would be helpful
Team growth remotely, and the work to prepare for a transition “post-pandemic”
How do you hire and attract talent in the process of getting started?
What do you see as inflection points between 0 and 50. Is it related to head count? Revenue? Some other metric?
Building culture while you’re remote! Yes! Anything cool you’ve been doing in a remote environment to team build.
Which type of employee hires should be prioritized while scaling early on?
How to effectively use meeting time and avoid scheduling a million virtual meetings/calls in an effort to “get everyone on the same page” at a small company when you’re remote, even when it’s not always relevant?
How are you thinking about learning and development for the teams you support - what have you prioritized first with leaders
Startups tend to be associated with more intermingling / dating / “incest” so to speak. This can be perceived as “ok” but it also can be not okay, particularly when power dynamics are involved or incentives come into play. How can HR / business partners help with this? Is this something that is broadly acknowledged and addressed by HR in startups? I acknowledge this may be less relevant for remote companies but I think it disproportionally can impact women’s performance and comfort in the workplace.
Why was being remote forward the best decision?
We do that — it’s GAME CHANGING. No meetings.
As the first employee at a startup, I am trying to implement process and structure but struggling to get the founders on board. Do you have any suggestions for how to create structure in an environment that is not supporting that?
Using Roam Research rn for taking notes
Goal setting is a skill!
How do you measure a feedback culture? (What are you KRs :) )
Thank you, Sarah!
Thanks, Sarah and Emily!
Thank you, Sarah! That was great. And thank you, Emily for organizing!
Thank you, Sarah!