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From YouTube: People Ops (Barbie) Group Conversation
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A
A
So
the
slides
are
available
to
you
there
in
the
invite
and
you
can
feel
free
to
go
through
them
and
but
we'll
we'll
spend
the
meeting
going
through
it,
getting
your
questions
and
answering
them.
So
you
also
have
Brittany
on
the
line.
Barbie,
Kevin
and
I
lost
the
rest
of
the
people.
Team
are
are
joining
as
well,
and
so
we
are
happy
to
answer
and
get
through
as
many
questions
as
you
have
and
with
that
said,
I
will
stop
talking
now
and
see
what
the
first
question
is
for
us.
B
Hi
I'm
Amanda
I'm
from
support
I've
just
been
noticing
some
really
great
changes
like
simplifying
the
bonus
discretionary
bonus,
creating
that
internal
job
board
different
things
like
that.
So
my
question
is:
where
do
you
get
these
suggestions
from?
How
do
you
find
out,
you
know,
ideas
for
improving
things
internally,
for
us
sure,
I.
A
Will
give
a
quick
answer
on
that
or
what
my
understanding
is
and
I'll
hand
it
over
to
the
team?
That's
here
a
lot
longer
than
me,
but
I
know
they.
The
ideas
come
from
varying
sources.
I
know
the
team
at
themselves.
Are
we're
constantly
trying
to
figure
out
how
we
could
iterate
and
optimize
and
and
make
sure
that
we're
giving
employees
everything
they
need?
So
some
of
the
ideas
do
get
generated
internally,
but
I
know
all
of
you.
A
Ingot
lebar
are
great
and
very
generous
with
your
ideas
towards
us
as
well
and
and
make
great
suggestions
that
sometimes
we
take
on
board.
You
know
where,
where
they
make
sense
as
well.
That
was
that's
my
take
in
the
five
weeks
I've
been
here,
but
if
there's
anyone
on
the
team
that
wants
to
add
to
that,
please
jump
in
I.
C
Think
that
was
a
great
answer:
Carol.
Yes,
we,
we
are
constantly
looking
for
ways
to
improve
things.
A
lot
of
those
come
from
suggestions.
The
engagement
survey,
for
example,
made
it
very
clear
that
we
could
do
better
with
recognition
and
appreciation,
and
so
in
looking
at
you
know,
what's
stopping
that,
we
simplified
the
discretionary
bonus
process
to
try
to
remove
some
of
the
inhibitors
from
that
that
source
of
recognition,
as
well
as
ideating
about
a
lot
of
other
ways.
We
can
do
that.
C
Sometimes
it's
a
matter
of
scale
and
trying
to
figure
out
how
we
can
you
know
this
company's
growing
fast,
doesn't
have
to
think
about
how
to
make
things
scale
and
be
more
efficient
as
well,
but
a
lot
of
it
does
come.
Like
Carol
said
from
your
suggestions
as
well
as
the
engagement
survey,
as
well
as
the
own
internal
teams,
ideas
how
things
can
be
done,
yeah.
D
To
add
to
that,
the
engagement
survey
showed
we
people
want
more
recognition,
so
we
had
Barbie
put
that
on
the
agenda
of
the
equal
website
and
we
spent
time
like
how
can
we
do
that
and
it's
like:
why
aren't
we
handing
out
more
bonuses?
Well
because
it's
tedious
to
do
so?
Okay,
let's
fix
that,
and
so
we
we
look
at
the
results
of
the
survey
and
we
focused
on
the
things
that
people
people
say
it's
top
of
mind.
E
A
It
means
that
it
just
it
wasn't
the
right
the
right
fit
for
lack
of
a
better
word
and-
and
you
know,
from
what
we
do
is
constantly
looking
at
our
hiring
and
our
interviewing
and
making
sure
that
if
somebody
didn't
work
out
in
the
first
six
months,
we
see
what
were
their
potential
things
that
we
could
have
seen
during
the
interview
periods.
That
would
have
actually
made
us
make
a
different
decision
and
learning
from
that
Kevin.
Anything
to
add
to
those.
F
F
We
can
do
from
a
recruiting
perspective
to
make
sure
that
we're
doing
that,
whether
it's
you
know
getting
video
content
into
the
candidates,
hands
having
them
to
go
through
the
process
of
using
our
tool,
just
making
sure
they're
comfortable
with
what
they're,
seeing
because
I
you
know
at
the
end
of
the
day
they
need
to.
They
need
to
know
what
they're
getting
into
their
interviewing
gitlab
just
as
much
as
we're
interviewing
them
so
I'm.
Definitely
something
we're
constantly
evaluating
I.
D
Can
answer
that
so
turnover
is
kind
of
almost
half
of
what
our
trash
fold
is.
What
the
industry
standard
is.
Our
turnover
is
very
low,
but
to
make
it
better.
Indeed,
we
need
data.
I
think
it
will
be
great
if
people
can
write
blog
post
about
that
first
few
months
at
get
laugh
and
then
not
just
say
too
positive,
but
also
say
too
negative,
like
I
was
lonely
or
oh
boy.
First
month
was
super
hard
to
get
used
to
new
way
of
working,
and
that
really
helps
people
to
opt
in
and
out
to
the
organization.
G
Do
we
have
an
idea
of
the
reason
that
make
people
move
on
I
assume
some
of
them
might
be
private,
but
if
there's
a
lot
of
people
that
just
find
it
difficult
to
work
remotely
or
that
this
is
the
way
the
organization
of
the
work
is
done.
Maybe
they
could?
It
could
help
us
to
action
on
some
thing
that
make
people
leave
the
company
I.
C
Would
probably
I
need
you
to
yeah?
We
do
do
exit
surveys
when
somebody
leaves
and
to
to
learn
about
why
that
is,
and
you
know
it's
a
variety
of
answers
there.
We
are
true
or
isn't
so
high
that
we
can
really
get
statistically
relevant
data,
honest,
but
sometimes
it
is
compensation
yeah.
That
would
probably
be
my
example.
You
know
the
run
the
reason
I'm
leaving-
and
there
is
also
we
get
sometimes
feedback
around
the
remote
work,
not
necessarily
being
the
style
that
they
desired
or
what
they
thought.
C
It
would
be,
and
sometimes
it's
a
career
opportunity
that
they
they
had
another
opportunity
that
they
thought
would
be
more
development
for
them
or
a
bigger
title
or
scope,
but
and
then
sometimes
it's
just
a
bad
fit
between
the
the
team
member
and
the
culture
and
kind
of
the
way
of
the
way
that
we
work
here.
But
it's
a
variety
of
reasons
and
it
always
says
it
every
company-
and
it
also
is
here
at
github.
H
I
have
a
question
related
to
slide
11
if
I'm
correct
the
one
with
plans
on
top
and
when
looking
at
the
you
know
the
plans
like
hey
what
we're
gonna
do
right
in
the
next
year
or
in
the
next
quarter.
It's
a
dram
there.
One
of
them
is,
for
example,
the
benefits
and
I
asked
this
question
I
think
half
a
year
ago
as
well
and,
for
example,
the
benefit
says
like
hey,
we
have
a
relaunch
in
retirement
plan
for
the
US
and
I
know.
H
This
is
a
heart
in
terms
of
how
you
can
prioritize
things,
for
the
product
is
different
than
for
the
company
right,
especially
company
like
us,
whose
global
and
have
smaller
communities
all
over
the
world,
except
from
us
and
I,
still
know
the
answer
last
time,
but
I
wonder
if
something
has
changed
or
there's
a
new
perspective
on
it.
So
how
do
we
plan
to
be
inclusive
in
terms
of
benefits?
Different
parts
of
the
world
than
the
US
I
can.
I
C
I
Actually,
the
US
was
the
only
place
where
we
didn't
have
any
sort
of
retirement
for
those
where
we
have
an
entity.
So
that's
where
we
looked
at
that
one
for
since,
in
some
other
countries
there's
a
government-sponsored
pension
plan
and
in
the
u.s.
we
didn't
have
a
specific
item
there.
So
we
wanted
to
make
sure
we
took
a
look
first,
but
we
looked
at
all
entities
where
there
wasn't
something
at
the
same
time,
from
the
get
website.
A
A
C
C
We
are
certainly
looking
at
that
head
count
a
bit
more
regionally
in
some
groups,
there's
some
groups
that
it's
always
hire
the
best
person
wherever
they
are
and
there's
other
groups
that
are
more
targeted
to
specific
areas
and
we're
doing
a
little
bit
better
now
in
our
planning
to
do
that
and
we're
definitely
wanting
to
target
areas
outside
the
US,
not
just
Europe,
but
also
in
Asia.
So
we
probably
will
see
some
growth
there,
but
I
don't
have
a
numbers
update
for
you
right
now,
cool.
J
C
F
I
don't
think,
is
realistic
and
so
we're
looking
at
you
know
kind
of
agencies,
third
parties
to
kind
of
jump
in
and
help
support
it,
and
so
there's
there's
part
of
it,
which
is
the
hiring
piece
and
I
think
we
have
a
pretty
good
plan
in
place
to
account
for
that
and
then
there's
also
just
maintaining
the
culture.
You
know
that
the
gitlab
values
as
we
continue
to
grow
and
scale
and
double
in
size.
F
C
We've
looked
at
a
lot
of
articles
about
what
can
go
wrong
and
when
people
do
this
growth,
and
so
we've
we've
talked
about
what
to
look
out
for
and
what
to
pay
attention
to.
Not
only
is
it
unusual
for
companies
to
grow
this
fast,
but
I
don't
know
that
any
all
remote
companies
have
done
it
before.
So,
while
there's
a
lot,
we
can
learn
from
the
companies
who
don't
who
have
done
it
successfully.
We
still
have
to
translate
that
into
our
environment
and
it's
and
it's
and
it
will
be
different.
C
L
Barbie
one
of
the
things
I've
noticed
transitioning
into
the
company.
As
someone
who
transitioned
like
out
of
an
office
setting
is
I've
missed
like
the
office
gym
and
so
I'm
wondering.
If
we've
ever
had
a
discussion
around
you
know
some
sort
of
reimbursed
or
gym
benefits
so
that
you
know
employees
can
stay
healthy
and
get
out
of
the
house,
and
you
know
I
also
just
say
that
my
wife
is
like
you.
C
Start
with
the
history
and
then
Carol
can
talk
about
what
she
sees
in
the
future.
Historically,
we
have
had
issues
open
on
this
and
we
have
evaluated
it.
I'm,
biased
I
will
be
Amit
and
I'm
leaning,
so
my
bias
will
not
be
as
impactful
and
but
I
am
biased
towards
everybody
having
different
interests
and
different
things
that
they
want
to
participate
in.
For
you,
it
might
be
a
gym
membership.
For
me,
it
might
me
be
golf
for
someone
else.
C
J
C
Been
inclined
to
do
that,
partly
also
because
we
don't
have
any
concentration
that
enables
us
to
get
better
pricing
or
something
of
that
sort.
Given
how
disturbed
we
are
and
many
companies
who
do
gym
memberships,
it's
because
there's
one
next
five
they
get
ten
and
ten
team
member
signing
up
and
everybody
gets
a
discount.
And
it's
just
you
know
great
thing:
that's
a
little
bit
harder
to
administer
here,
I
get
lab,
but
really
it
comes
to
believing
that
everyone
is
an
individual
and
and
should
make
the
choices
that
are
best
for
them.
A
Yeah
and
asked
if
my
my
thoughts
on
it
I
agree
on
their
compensation
piece,
I
think
making
sure
that
people
have
have
as
as
much
as
they
as
as
we
can
for
them
to
Alif
and
do
their
hobbies
is
the
main
thing,
but
also
I,
feel
like
there's
well.
Britney
and
I
have
a
conversation
around
overall,
our
benefits
philosophy
and
this
probably
Falls
a
little
bit
intuition
like.
What
do
we
want
to
take
care
of
like?
Is
that
a
case?
L
Yeah
thanks
for
the
thanks
for
the
context,
I
think
it
is
a
pretty
common
benefit,
at
least
over
here
in
the
US
and
I
Barbie.
I
totally
understand
your
point.
I
think
the
counterpoint
there
would
be
that,
like
wellness
and
health
is
not
necessarily
I,
think
it's
different
than
many
other
hobbies,
but
I
think
he'll,
miss
a
homeless
help.
Health
and
wellness
can
can
be
accomplished
in
various
ways.
L
So
maybe
it's
not
something
as
prescriptive
as
like
50
dollars
towards
a
gym
membership
at
50
dollars
or
totally
solutioning
here,
but
but
something
something
where
you
might
reimburse
some
other
sort
of
activity
that
that
would
promote
health
and
wellness.
So
anyway,
just
a
thought.
But
thanks
for
the
context
and
clarification.
A
F
F
Nowadays,
you
have
to
keep
candidates
engaged
and
move
them
through
very,
very
very
quickly,
just
because
the
competition
is
so
fierce
right
now
and
so
I
would
say
it's
not
too
far
off
average,
but
it's
it's
something
that
we
have
to
do
a
lot
better
with
and
that,
and
that
goes
from
every
stage
of
the
process
from
reviewing
resumes
getting
people
through
the
interview
process.
Making
offers
every
step
just
decreasing
a
little
bit
will
make
a
huge
difference.
There.
M
I'm
not
sure
if
this
is
a
question
but
I'm
the
diversity
page,
one
thing
I
noticed
is
stone
some
of
the
accomplishments,
a
teacher's
evaluation
of
how
we
field
there
with
the
new
format.
I
love
the
new
format
by
the
way,
but
it's
tough
to
tell
you
know
like
we
feel
like
the
bar
here
versus
odd
course:
I'm,
a
data
guy.
So
of
course
the
graph
always
melts.
But
okay,
that's
really
harder
than
the
first
D
case.
Necessarily.
M
F
F
N
So
personally,
and
maybe
I'm
biased,
because
I'm
the
one
working
on
them,
but
I
would
say
that
we're
doing
as
well
as
as
we
possibly
can
considering
every
program
and
every
initiative
that
I'm
getting
us
involved
in
has
been
without
cost.
That
has
been
because
a
lot
of
companies
and
a
lot
of
partners
require
I've,
seen
from
15k
and
off
to
you,
know,
participate
and
allow
us
to
participate
in
partners.
N
N
Give
me
some
the
women
that
I've
been
engaging
with
so
from
now
right
now,
where
we
are
I
believe
we're
doing
the
best
that
we
can
and
we
have
Betsy
know
who's
going
to
be
doing
a
lot
more
of
our
employment
branding
and
getting
you
know
these
various
initiatives
and
speaking
engagements
and
things
that
we're
doing
to
raise
awareness
towards
our
diversity
initiatives
is
gonna
help
us
tremendously.
So
I
only
see
it
growing
from
from
here.
I.
C
C
D
Want
to
thank
you
for
spending
out
the
new
format,
Carol
and
I.
Think
it's
it's
great
I
think
two
things
that
I
made
a
change
to
the
handbook
for
the
people
participating
in
the
scope.
It
doesn't
just
has
to
be
questions.
You
can
also
ask
people
to
present
a
slide
or
two
to
thank
him
and
recognize
people.
I
think!
That's!
That's!
That's
still
missing
from
our
conversations,
so
I
hope
that
that
comes
they're
not
too
presented
pushing
it,
but
to
audience
participation
asking
for
it
guys
thanks
so
much
for
the
new
font.
I.