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From YouTube: People Ops Group Conversation (Public Livestream)
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B
B
Alright,
okay,
so
we're
on
the
air,
so
hi
everybody!
Welcome
to
the
people
group
conversation.
My
name
is
Carol
Teske
I'm,
director
of
people,
ops,
based
out
of
Dublin
in
Ireland
and
I'm
joined
on
the
call
by
quite
a
few
members
of
the
the
people
group
and
we're
here
to
answer
any
questions
that
you
have
and,
as
usual,
if
you
look
in
the
agenda,
you
will
see
the
link
to
the
slides
and
on
the
slides.
B
B
Hey
and
maybe,
while
I
you
waiting
to
read
it
and
some
questions
to
come
in,
you
know
you
will
see
in
our
highlights
that
we
have
our
new
CEO
joining
Monday
week.
Some
hate
him
and
there
is
an
actual
M&A
ma,
inviting
your
on
your
calendars
for
the
20th,
I,
think
of
September,
I,
believe
or
I
had
to
meet
with
blitz.
Okay,
so
I'd
encourage
you
to
look
at
4,000
and
hopefully
attend
I
know.
She's
very
excited
to
join
them
will
be
interested
to
hear
from
you
all.
C
Carroll
just
start
some
conversation,
while
we're
looking
over
slides,
is
I'd
love
to
learn
more
about
our
CP.
Oh,
that's,
that's
coming
I'm
sure
you've
talked
about
her
and
other
calls,
but
would
love
to
learn
a
little
bit
about
our
background
and
just
kind
of
the
excitement
around
her
coming
to
join
us.
Yeah.
B
For
sure
I
think
I've
put
the
link
there
for
some
days,
LinkedIn
profile,
so
you'll
see
it.
There
I
have
spoken
with
her
a
number
of
times
and
I'm
really
excited
about
her
joining
for
the
company,
but
also
for
us,
as
a
group.
Song
hae
is
excellent,
global
experience
and
has
has
actually
lived.
You
know
in
a
pack
as
well
working
with
the
US
company.
So
has
a
really
good
view
of
how
to
operate
globally
and
in
a
diverse
organization.
B
She
is
she's,
worked
with
very
strong,
exact
executive
teams
and
work
partnering
closely
with
CEO
founders
as
well.
So
I
know
from
the
e
group
she's
going
to
be
a
really
strong
partner
there
and
really
helped
drive
all
the
people
initiatives.
Yes,
I
couldn't
be
happier
to
have
her
come
on
board
and
I.
Think
as
everybody
meets
area,
you'll
see
why
she's
excellent
energy
I'm
a
really
strong,
succinct,
communication
style
as
well.
That
will
help
in
in
this
global
environment.
D
B
The
question
I'll
just
give
a
quick
overview
and
then
I'll
hand
over
to
Candace,
but
one
of
our
wouldn't
think
that
we're
working
on
now
is
actually
getting
KPIs
for
our
diversity,
so
you'll
see
in
the
diversity,
okay
or
that
we
haven't
defined
that
as
yet
what
we
are
looking
through
is
what
what
should
it
be,
and
how
can
we
track
it
so
it
could
be.
You
know
women
in
leadership,
for
example,
that
could
be
one,
but
we
expect
to
have
that
defined
to
the
in
the
next
couple
of
weeks.
B
E
So
can
summarize
it
really
well
and
just
to
add
today
we,
the
definitions,
as
you
all
know,
are
important
for
periscope.
We
can't
really
move
forward
and
I
actually
just
got
off
a
phone
call
with
Christine
and
Kathleen
and
Kant
and
working
to
help
further
an
era
to
define
this
out.
So
you
know
one
of
the
first
things
you
do.
This
I'm.
F
E
E
E
Oh
I
also
take
a
look
at
women,
there's
so
many
factors
and,
as
you
just
stated,
it's
gonna
look
different
globally,
so
we
are
defining
what
that
looks
like
we
at
this
current
time,
they're
kind
of
like
some
standards
that
we
look
at
like
there
is
a
global
concern
and
thing
that,
when
you're
thinking
about
women
in
tech,
that's
not
just
what's
get
lab.
That's
with
a
lot
of
tech
companies
and
tech
space
that
there
is
a
disparity
rate
for
women
in
that
and
then
it's
pace.
E
So
there
are
some
things
that
are
kind
of
pretty
clear
that
we
would
like
to
have
more
benchmarking
to
shoot
for,
as
relates
to
recruiting
and
sourcing.
But
we
should
have
an
update
in
two
weeks
in
additional
in
between
that
time.
If
there's
something
you
might
want
to
join
our
our
monthly
diversity
and
inclusion
initiatives,
call
which
may
have
a
better
update
before
the
full
two
weeks
is
up
so,
and
that
is
the
second
Wednesday,
the
second
Wednesday
of
every
month.
G
Hey
Carol,
this
is
Darren
I
had
a
question.
What,
if
any
questions
or
concerns
arise
when
you're
recruiting
someone
that
may
have
has
not
worked
in
an
all
remote
or
remote
setting
before?
Maybe
they
are
skeptical
or
they
have
trepidations
on
whether
or
not
it's
gonna
work
for
them.
And
what
can
we
do
to
onboard
folks?
That
may
not
have
experience
working
in
at
all
in
those
setting
yeah.
B
Great
question
actually
I'm,
literally
just
off
an
interview
with
somebody
for
a
compare
role
here
that
has
never
worked
remotely,
and
that
was
their
question
to
me
and
I
think
it
is
there's
a
few
parts
to
it.
One
is
getting
an
environment
that
works
right
for
you,
so
I'm
working
from
home
today,
but
typically
I
work
from
a
workspace
I
did
my
first
few
weeks
at
home
and
realized
this
isn't
going
to
work.
For
me.
B
If
I
am
doing
this,
I
I
need
to
be
in
a
workspace
where
there's
like
2,000
people
in
the
building
and
people
are
wandering
around.
That's
how
I
make
it
work
for
me
and
I
think
making
sure
that
people
understand
that
that
is
an
option
and
if
you're
going
to
be
productive
in
that
way
like
that,
we
will
will
support
it.
I
think
that's
what
and
and
the
other
elements
are
all
right.
You
know
people
miss
the
interaction
with
individuals
you're
just
having
that
the
individual
chasse
or
you
know.
F
Carol
I'd
like
to
add
one
thing
to
that
and
that's
you
know
what
a
lot
of
people
don't
realize
is
that
it
can
actually
be
easier
to
connect
with
people
when
your
remote
that
it
can
when
you're
on
site,
because
when
you're
on
site
a
lot
of
times,
you
have
to
find
a
room
that
isn't
already
taken.
You
have
to
look
that
room.
F
You
maybe
have
to
negotiate
with
people
who
are
running
over
and
you
know
there's
all
this
overhead,
whereas
when
you're
remote,
you
can
just
jump
on
a
zoom
call
super
easily
really
quickly
talk
about
whatever
you
need
to
talk
about
and
you're
off
of
there.
All
in
the
time
that
you
had
was
spent
just
looking
for
an
available
room
and
a
lot
of
offices.
Yeah,
that's
fair
point.
C
I'll
tack
on
to
that,
too,
is
that
when
we
talk
to
candidates
during
the
recruiting
process,
a
lot
of
their
questions
are
about
culture.
How
do
you
feel
the
culture
being
remotely?
How
do
you
maintain
culture
being
remotely,
and
a
lot
of
that
actually
I
think
is
solved
by
our
transparency
and
also
I
think
we
have
to
live
our
values
more
because
we're
remote,
it's
always
a
forefront
of
the
conversation.
It's
always
a
forefront
in
everybody's
mind
of
how
are
we
living
our
values?
C
B
I
Think
if
I
could
jump
in
I
think
it's
really
important
to
make
an
active
effort
as
well
I
think
some
people
really
do
struggle
to
make
that
transition
into
an
environment
where
the
onus
is
on
you
to
some
extent.
Now
you
may
have
people
that
are
concerned,
for
you
might
have
an
onboarding
buddy.
We
do
our
best
to
build
a
structure
for
people
so
that
we
can
help
them
make
that
transition.
I
But
if
you
don't
make
an
active
effort
to
sort
of
participate,
whether
that's
through
setting
up
virtual
coffee,
chats
asking
where
resources
are
getting
assistance
in
the
spirit
of
gitlab,
which
we
really
have
as
something
that
we
all
look
at,
is
you
really
do
have
to
put
in
the
effort
as
well?
You
can't
just
expect
everyone
to
come
to
you
and
say:
hey.
Are
you
okay?
G
Yeah
and
I'll
say
one
thing
that
I've
noticed
managers
often
do
when
they
onboard
a
new
employee
that
may
be
less
familiar
with
get
or
get
lab.
The
tool
is,
though,
try
to
pair
them
with
an
onboarding
buddy
that
they
see
is
an
expert
in
that,
so
they
can
ramp
them
up.
I
think.
Similarly,
we
could
look
at
new
hires
that
may
have
never
worked
remotely
before
we
might
want
to
pair
them
with
an
onboarding
buddy,
that's
more
in-depth
or
has
a
longer
tenure
of
experience.
G
Working
remotely,
so
they'll
just
have
a
deeper
experience
to
answer
more
questions
on
like
how
do
I
build
an
ergonomic
workspace
I,
don't
find
the
right
co-working
space.
For
me,
those
kinds
of
questions,
a
lot
of
us
that
have
worked
remotely
a
long
time.
It
just
comes
naturally,
but
we
have
to
remember
that
it's
it's
not
so
natural.
If
you've
been
in
an
office,
your
entire
career,
yeah.
B
G
I
had
one
other
question:
if
I
may
I
know
a
glass
door
comes
top
of
mine,
when
people
are
looking
at
reviews
and
ratings
for
companies
when
they're
applying.
Do
you
hear
of
any
other
major
sources
that
we
should
be
aware
of,
that
candidates
mentioned
they're,
seeing
us
on
we're
ranked
highly,
not
so
high,
just
any
other
areas
that
people
are
looking
at
other
than
glass
door
and.
B
K
Know
not
on
Reddit
and
there's
more
a
lot
of
reviews
on
especially
technical
roles
for
hold
the
interview
process
and
the
like,
and
so
we
do
tend
to
have
a
look
at
that.
There's
one
at
the
moment
on
information
security
which
we
were
trying
to
do
a
fair
bit,
and
so
we
do
get
a
bit
of
information
and
stuff
that
you
have
to
promise
one
ready
sure.
A
Follow-Up
question:
here's
David
from
the
community
relations
team,
one
of
our
sub
teams,
the
community
advocates
actually
want
to
read
it.
Is
there
anything
that
we
can
do
on
arson
to
help
you
there
escalating
issues.
I
mean
I,
know
that
there's
something
there's
something
that
we
sometimes
do
but
I
mean.
Let
us
know
if
there's
anything
that
we
could
help
you
with
from
the
comparative
particular
yeah.
K
I
know
that
I'm
say
I'm
sinking
in
reaching
out
to
these
people
currently
and
yeah.
We
get
pinged
on
the
recruitment,
Fred
I
think
for
us
I
think
ready.
It's
not
the
most
obvious
place
where
we
go
to
for
recruiting
right.
So
if
you
have
any
hints
lesson
where
how
best
such
engage
of
that
community
how
to
reply
to
them,
what
is
the
best
mechanisms
to
do
that?
That
would
be
really
awesome
for
myself
at
an
end
of
us
attitude,
I'm
sure
yeah.
K
L
And
I
wouldn't
add
that
when
it
comes
to
like
searching
information
about
github,
we
shouldn't
forget
about
LinkedIn,
because
pretty
often
candidates
go
there
and
you
can
see
and
find
out
like
oh
how
many
people
joint
in
a
certain
period
of
time.
Together
with
that
treaty,
often
candidates
go
and
just
be
Crandon
profiles
to
see
you
where
people
are
coming
from
and
I
know
that
bestie
has
perhaps
some
great
ideas
on
how
we
can
primp
up
our
profiles.
So
we
represent
our
brands.
So
I
don't
know
Betsy.
If
you
have
something
to
add
here.
J
Yeah
I
mean
I,
think
there's
a
lot
of
opportunity
with
with
LinkedIn
for
that,
especially
so,
and
we're
working
on
figuring
out.
If
we
could
kind
of
I
think
there
are
historic
lis,
some
graphics
and
things
made
for
team
members,
social
media
accounts
and
I
think
that's
something
that
we
can
bring
back
and
you
know
have
actually
just
opened
an
issue
yesterday,
I
believe
to
create
a
few
more
assets
that
are
directly
hiring
related,
so
doing
some
brainstorming
with
the
marketing
team.
J
On
that,
because
I
think
any
anything
we
can
do
to
be
advocates
and
evangelists
forget
lab
on
our
own
LinkedIn
and
social
media
is
huge
and
has
like
a
kind
of
unbelievable
reach.
When
you
think
about
how
many
people
each
of
us
are
connected
with
so
I'll,
certainly
share
some
of
those
best
practices
once
we
start
pulling
them
together,
because
I
think
it's
definitely
valuable
beyond
just
the
recruiting
team
and.
M
I
know
I've
shared
this
in
recruiting,
but
I
actually
have
my
own
personal
FAQ,
based
on
whenever
I
share
I
get
lab
issues
for
not
if
you
but
blog
post
in
my
LinkedIn
or
Twitter
I,
frequently
get
similar
questions
so
I
actually
have
my
fake.
You
document
that
I
link
people
to
and
I've
mented
it
over
time,
but
it
kind
of
helps
that
people
are
like.
Oh
you
know,
I
was
going
to
ask
those
questions
and
now
I
already
have
these
answers.
Yeah.
J
We
also
do
have
a
hiring
fact
sheet.
That's
in
the
works
that
we
pulled
together,
a
lot
of
the
content
for
it
already
and
Nicole.
A
lot
of
that
was
also
based
on
some
of
the
the
content
that
you
were
already
using.
So
I
appreciate
your
input
there
that
we're
working
with
Luca
and
Monica
in
corporate
marketing
on
getting
that
kind
of
in
a
template.
That's
a
little
bit
more
branded
so
that
we
could
share
it
with
people.
J
B
Okay,
if
there's
no
more
questions,
then
we
will
just
say
thank
you
to
everybody
for
for
joining
and
coming
to
talk
to
us
and
thanks
to
all
the
people
team
for
joining
and
getting
their
input
and
Daniel
for
taking
the
notes
and
look
forward
to
seeing
you
at
the
next
group.
Conversation.
Okay
enjoy
your
day,
hi.