Hi @Praveen Ratnna thank you for doing this session. Here's my question: How would you define performance first of all in the context of an early stage startup? Eg. definition dependent on a) hiring action driven, high agency people b) being aligned on goals c) having people in roles they love & want to develop in d) less about inputs & more on outputs?

Wow-what a great session @Praveen Ratnna. Thanks so much for spending time with us here and sharing your insights with everyone 🙌 And thank you to everyone for all of the great questions as well! @Praveen Ratnna any closing thoughts you’d like to share?

Hey all, Has anyone used HashSearch for sourcing candidates?

How do you all check for ownership and high agency in interviews? Any articles on this? @Praveen Ratnna

Hello, How much time frame should a company give a candidate to sign the offer letter? Since candidates give multiple interviews and wait for the results, companies might have to create a talent pipeline if the selected candidate doesn't accept or need some time. I would like to know your opinion on the same.

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Hi! A quick introduction about myself: I am an ENFJ personality type (one of the less common types- 3% of the general population). I am the helpdesk (at least I would like to believe it) and the vibes officer. nothing 😆surprises me, I work in HR. The way I look at it is- due to the confidentiality of my job- I don't know what i'm doing. Hit me up, if you: • need a listening ear or want to vent out 😌 • want to discuss a startup idea/ looking for mentoring 💭 • are looking to brainstorm career choices ✅ • want some entertainment (random hr & life anecdotes)😅 • want to get a personalised handwriting analysis 🗒️ I recently discovered that I like the sound of typing of keys on the laptop 🙄😬

Good morning everyone I am Dipali, based out of Hyderabad. In HR for about 16 years working both with start ups and MNCs. I recently transitioned as an Independent HR consultant, helping start ups to mid sized companies build or reinvent their HR policies and processes. You can reach out to me anytime, in addition to the below • Setting up, designing and implementing end to end HR function capabilities - including lifecycle policies & strategies, and teams • Assistance in M&As focusing on culture, change management and OD interventions • PMS, employee journey mapping, and HRMS implementation • Any mentoring or advisory required, currently a mentor and advisor to NGOs and other associations I love baking, reading and travelling. Also a music and tattoo enthusiast. Have a fantastic day!

Name any employee-friendly policy in your, or any other startup/large org, that's super helpful/really cool. Ex: Healthcare (physical & mental wellness), 4-day work week, unlimited sick leaves, work from anywhere, no meetings on Fridays etc...

Hey folks, Does anybody here use RazorpayX for payroll at your org? Need 5 mins of your time to know your experience with RazorpayX for a project I'm working on. Do let me know in the thread 🙂

<!channel> 📣 Hello hello everyone! 👋 The playbook from our fourth AMA session is out! 🎉 Do give it a read 📖 🎁 Here's what we discussed in the AMA session with our guest, @Praveen Ratnna 👇 💡 Ideas to make the R&R program selection process transparent 📱 Leveraging social media to hire the right talent 💬 Innovative ways to ask your employees for Glassdoor reviews ❓How long should be a 'culture-fit' round? 📈 Important things to consider while starting an HR department from the ground up ✔️ Tips to improve the offer-joining ratio Feel free to share it with any HR Leader/People Ops professional whom you think it might be helpful for 😇

@[TSOW] Priya Bhatt Hey Good Evening Thanks for publishing this play list. I have one suggestion if we can leverage LinkedIn and other SM platforms by putting all the playlists one by one which you have prepared till date and in future also it will increase the visibility of the community. It will show how we are putting our efforts in giving back to society. This is just a suggestion if it is in line of the objective and guidelines of the community. Thanks

I just saw the deck and it's very insightful pointers, thank you @Praveen Ratnna My 2 cents of insights in improving offer to joining ratio- having a robust pre-boarding process and frequent communication can do wonders. Example- virtual catch ups with the new manager or team, inviting the soon to join candidates to open discussions, communication around culture, values etc (sneak peek of the org).

Thanks for sharing @[TSOW] Priya Bhatt . This is fantastic. @Praveen Ratnna your responses resonate completely. Wanted to add two points on what we do at few of the companies that I work with. -For R&R we have a peer nomination based R&R process for going above and beyond -Hire to join ratio - building on your point for aligning the goals while hiring, I train my founders and key resources on behavioural interviews for a cultural fitment. Hope they make sense.

Is anyone here hiring or knows someone who is hiring for HR/People Ops roles at their organisation? For any level (interns/freshers/mid-level/Senior-level)

We're looking for a People Ops/Payroll person at Squadstack (2-4 years of experience). It will be a remote/hybrid role.

<!channel> Wishing all the HR Leaders a Happy International HR Day !! 🥳

Hey everyone, we just wanted to take a moment to wish everyone here a happy International HR Day! 🎉 Thank you for all of the tireless work that you all do to create organizations that provide a safe and inclusive environment where work is fulfilling. It’s an absolute pleasure to have the opportunity to meet so many inspiring people all in one place here in The Shape of Work community. Thank you from all of us here on the Springworks team 🙏

<!channel> [AMA announcement] Hi everyone 👋 I’m delighted to be able to welcome @Bhavya Arora, Talent Management and Culture Partner at Outplay to answer all of your questions. 🎇 Outplay is the new-age sales engagement & sales automation platform. Bhavya was the first hire in the HR department at Outplay which now has grown to a team of 4. Here’s how this session will work: - Join us live during the session from 8 a.m to 8 p.m on Saturday, May 21, and ask your question - Leave your question right here in the #general channel already so that Bhavya can answer it on Saturday Here are some topics you might like to ask Bhavya questions about: ① Remote teams 😇 Outplay is a remote-first company and as Talent & Culture Partner, Bhavya is at the forefront of ensuring that everything runs smoothly. ② Scaling processes to 100+ employees 🛠️ Throughout the journey at Outplay, Bhavya has been responsible for building functions and processes from the ground up as the company has grown to 100+ people. Perhaps you’d like some insights on how she tackled the different phases of growth and what processes were important to implement along the way? ③ Onboarding process, employee engagement & exit process 💫 Bhavya has been mapping the onboarding process for new hires and implementing a number of employee engagement initiatives. Maybe you have questions about what they are and how to do the same in your company? ④ Building an employee-centric culture 🤗 Bhavya is on a mission to build the best HR team in the startup space and an employee-centric culture at Outplay. Perhaps you’d like to understand the nuts and bolts of what that looks like? ⑤ … And anything else! ❓ And of course, this is an ‘Ask Me Anything’ session, so any question that you might have for Bhavya on HR & People Ops is a good question so fire away below. @Bhavya Arora over to you. Thanks so much for agreeing to be here for this.

I see Outplay employees going above and beyond their role - ie doing something other than your job role - how did you end up building this culture?

Do you use any tools for POSH? How do you handle the compliance?

@Bhavya Arora As the Culture Partner at Outplay, how do you ensure the managers in your company act as role models in shaping the culture together?

Thanks Bhavya for doing this. Here's my question,

As you scale up, how do you ensure that the organization doesn’t become too hierarchical?

Hi @Bhavya Arora thanks for answering our questions. I have these 3 questions 1. what kind of a leave policy did you create with a complete remote model 2. What kind of feedback mechanism and/or appraisal system do you have in place, how do you look at it evolving as you grow to a larger team. 3. How do you ensure a continued culture of cohesion

Hi Bhavya when recruiting how do you ensure that a candidate is culturally fit? What if the candidate's values are not in line with the company culture?

@Bhavya Arora How can an organisation do culture assimilation with the remote hires (past 2 years)?

<!here> thanks for all the questions so far! Keep ’em coming!

@Bhavya Arora thanks for taking this AMA session. Currently we are going through the phase where employees are having multiple offers and still negotiating, so how do you manage your talent in such kind of situation?

@Bhavya Arora - there are questions here that I’m reposting as they were unanswered that perhaps you might have some perspective on 😊🙌 https://theshapeofwork.slack.com/archives/C02U3M4GE4W/p1652264185928179

@Bhavya Arora - https://theshapeofwork.slack.com/archives/C02U3M4GE4W/p1652437543934839