Description:

Welcome back to the FNDN Series, where we continue our deep dive into startup

compensation with industry leaders from across the startup world. In our conversation with Shelley Johnson, Founder of Boldside and former HR leader, we explore how to build effective leadership capabilities from the ground up - both for developing yourself as a leader and creating systems to develop others.

We dive deep into why most HR issues are actually upstream leadership problems, the importance of leadership onboarding processes, and practical frameworks for having difficult conversations including pay discussions.

Shelley shares her three-pillar approach to building influence as an HR professional and reveals why leadership development doesn't need to be overcomplicated. Keep watching to discover actionable strategies for transforming leadership capability in your organization.

Chapters:

• 00:54 Getting to Know Shelley: From HR Generalist to Leadership Consultant
• 02:59 Why Leadership? The Connection Between Leadership and HR Issues
• 06:00 Making Leadership More Approachable: Small Steps and Consistency
• 08:07 The Upstream Problem: How Poor Leadership Creates People Issues
• 10:09 Building Self-Awareness Through Consistent Reflection
• 12:43 Creating Safe Spaces for Leader Vulnerability and Growth
• 15:09 What Does Good Leadership Look Like? The WAGOLL Framework
• 19:02 Defining Leadership Behaviors: Care, Courage, and Consistency
• 21:46 Lightweight Leadership Development: Monthly Manager Conversations
• 24:42 Why People Don't Want Leadership Roles Anymore
• 27:11 Stopping the Sink or Swim Strategy
• 28:20 Creating Leadership Onboarding Processes
• 30:45 Setting Clear Expectations for New Leaders
• 32:59 Is Management an Add-On or the Core Role?
• 37:47 Having Difficult Conversations: The Pay Discussion Challenge
• 41:38 Preempting Difficult Topics as a Manager 46:51 What Employees Can Do: Starting Pay Conversations
• 48:12 Building Confidence and Influence as an HR Professional
• 51:32 The People, Presence, Problems Framework for HR Influence
• 55:37 Final Thoughts: Start Simple with Leadership Development
• 
  

Connect with Shelley

Visit: boldside.com.au 

https://www.linkedin.com/in/shelley-johnson/?originalSubdomain=au 

Resources Mentioned:

Leadership Development Concepts:

• WAGOLL Framework (What A Good One Looks Like) - Educational approach for showing examples of excellence

• The three C's of leadership: Care, Courage, and Consistency

• People, Presence, Problems framework for building HR influence

• Leadership onboarding processes (similar to new starter onboarding)

Workplace Practices:

• Regular one-on-one check-ins (15-30 minutes based on individual needs)

• Self-reflection habits for leaders

• Proactive pay and career development conversations

• Monthly manager learning communities

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM 

Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, VP of People and Culture at Vidyard, we tackle the most challenging compensation conversations that people leaders face. From delivering "no raise" news to high performers during budget constraints, to navigating pay transparency questions about salary differences between new hires and existing employees, Sarika shares practical frameworks for handling these difficult discussions. We explore how AI can enhance performance feedback, the importance of transparency in building trust, and strategies for managing expectations when business realities clash with employee desires. Keep watching to discover how to turn your toughest pay conversations into opportunities for deeper engagement and trust-building.

Chapters:

00:50 Guest Introduction: Sarika Lamont, VP at Vidyard

02:15 The Toughest Pay Conversation: Telling High Performers "No"

03:21 Framework for Delivering Bad News About Compensation

06:34 The Power of Recognition Beyond Money

08:20 Building Year-Round Recognition and Development

11:57 Using AI to Enhance Performance Feedback and Mentoring

12:31 Practical AI Application for Personalized Development Plans

13:02 Pay Transparency Challenges: New Hire vs. Existing Employee Pay

16:02 Navigating Pay Band Implementation and Market Reality

19:27 The Benefits of Long-Term Employment vs. Job Hopping

21:15 Moving Toward Pay Transparency Despite Executive Concerns

22:52 Treating Employees Like Adults: Trust and Consistency

24:14 Conclusion and Wrap-Up

Connect with Sarika

Visit: vidyard.com 

https://linkedin.com/in/sarikal/ 

Resources Mentioned

Tools and Companies:

• Vidyard - AI-enabled go-to-market platform for video messaging and hosting

• ChatGPT - Used for creating structured performance feedback and development plans

• Ontario Pay Transparency Laws - Full transparency requirement starting January 1st, 2026

  
  

Concepts Discussed:

• Pay band quartile systems for compensation structure

• Comp ratios and market positioning strategies

• AI-powered performance feedback generation

  ________________

  Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork.

  Access Information & Resources from Pave:

  2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency.

  Report Landing Page (Email)

  Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place.

  Pave Homepage

  ________________

  
  

More FNDN Episodes:

Spotify | Apple Podcast

Description:

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, Vice President of People & Culture at Vidyard, we explore how to customize and personalize compensation in today's challenging economic environment. We dive into the art of persona mapping for compensation design, discuss how five generations in the workforce have vastly different priorities, and examine practical strategies for creating equitable yet personalized reward packages without breaking the budget. Stay tuned as we uncover how to balance transparency, fairness, and personalization in your compensation strategy during economic downturns.

Chapters:

00:50 Guest Introduction: Sarika Lamont from Vidyard

02:15 The Era of Personalization Meets Economic Reality

03:04 Five Generations in the Workforce: Different Values and Priorities

06:32 Building Employee Personas Like Marketing ICPs

08:07 The Importance of Transparency in Equitable Compensation

09:02 External Context: How Downturns Change Employee Priorities

13:08 From Government Consulting to Tech: Scaling Persona Mapping

14:01 The Interview Process: Validating Personas with Real Data

15:01 Country-Specific Compensation: Australia vs America Priorities

15:29 Why Companies Fear Asking Employees What They Want

16:12 The Christmas Wishlist Approach to Employee Feedback

18:10 Building Culture Through Transparent Communication

19:52 Scaling Back: When You Need to Unbuild What You Built

20:23 Budget Transparency and Honest Conversations

22:03 Resources and Templates for Getting Started with Personas

23:44 Using AI Tools to Build Persona Maps

Connect with Sarika

Visit: vidyard.com

https://linkedin.com/in/sarikalamont 

Resources Mentioned

Companies Mentioned:

• Vidyard - AI-enabled go-to-market tool with video messaging and hosting capabilities

• Mercer - HR consulting firm (acquired the persona mapping consultancy mentioned)

• Netflix - Referenced as pioneer of personalization algorithms

  
  

Tools and Concepts:

• Persona mapping templates (to be provided in show notes)

• ChatGPT/Claude - AI tools for building persona cards

• Engagement survey data analysis

• Compa ratio analysis for compensation planning

  ________________

  Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork.

  Access Information & Resources from Pave:

  2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency.

  Report Landing Page (Email)

  Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place.

  Pave Homepage

  ________________

More FNDN Episodes:

Spotify | Apple Podcast

Description:

Welcome back to the FNDN Series, join us as we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, VP of People and Culture at Vidyard, we explore how AI is transforming the people function beyond just tools and automation. Sarika shares her unique journey from leading people operations to spearheading AI adoption across her entire organization, revealing practical strategies for reducing administrative burden while enhancing employee experience. We dive deep into the mindset shifts required for successful AI implementation, the importance of critical thinking when leveraging AI tools, and how to start small with automation to create meaningful impact. Keep watching to discover how AI can revolutionize your people's operations and learn actionable steps to begin your own AI transformation journey.

Sarika Lamont is a seasoned People leader with 20+ years in talent strategy, DEI, and organizational transformation. As VP of People and Culture at Vidyard, she leads AI and automation efforts while fostering inclusive, high-performance cultures that enable teams to thrive and deliver meaningful impact through clarity, focus, and execution.

Chapters:

• 00:00 Welcome to FNDN Series
• 01:12 Guest Introduction: Sarika Lamont
• 02:37 How AI Leadership Role Emerged at Vidyard 03:11 From Organic Interest to Company Priority
• 05:54 The Cultural Change Management Aspect of AI
• 07:05 Cross-Functional Collaboration with IT and Security 09:35 AI as a Connector: Seeing Opportunities Across Business
• 10:26 AI Tools vs Experimentation vs Wellbeing Considerations
• 11:48 Critical Thinking and AI: Avoiding Over-Reliance
• 14:56 Reducing Administrative Burden and Burnout
• 16:53 Re-imagining How We Work with AI
• 18:47 Biggest Impact: Admin Reduction and Experience Improvement
• 22:59 Connecting Systems: From Manual to Automated Workflows
• 24:18 Getting Started: Practical Tips for AI Adoption
• 27:11 Conclusion and Wrap-Up

Connect with Sarika

linkedin.com/in/sarikalamont

Visit: vidyard.com 

Resources Mentioned

Companies/Tools Mentioned:

• Kinfolk - AI-enabled platform for onboarding and workflow automation
• HiBob - HRIS platform integrated with AI workflows
• Zapier - Automation platform with HR AI applications
• Confluence - Documentation platform for policy information
• OpenAI/ChatGPT - Generative AI tool mentioned for getting started

People Mentioned:

• Brandon Sammut - Chief People Officer at Zapier (HR and AI webinars)
• Bonnie - TA leader at Zapier

____________

Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork.

Access Information & Resources from Pave:

2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency.

Report Landing Page (Email)

Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place.

Pave Homepage

_______________

More FNDN Episodes at ⁠⁠⁠Spotify⁠⁠⁠ | ⁠⁠⁠Apple Podcast⁠

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Vaso Parisinou we tackle one of the most challenging aspects of early-stage people operations: designing and executing your first compensation cycle. We explore the critical steps from data preparation to employee communication, discussing how to build sustainable frameworks that reward performance while maintaining fairness and transparency. Vaso shares practical strategies for creating merit matrices, handling high performers at the top of salary bands, and incorporating non-monetary rewards like sabbaticals. Keep watching to discover the essential roadmap for getting your startup's first compensation cycle right and setting the foundation for future success.

Chapters:

00:00 Introduction to FNDN Series and Today's Topic

01:12 The Challenge of First Compensation Cycles: Getting Support

01:47 Key Milestones for Compensation Cycle Planning

01:58 Starting with Clean Data and Proper Scaffolding

05:03 Creating Merit Matrices for Pay-for-Performance Philosophy

05:59 Handling Different Performance Levels and Band Positions

06:45 Breaking Salary Bands: When and Why It Makes Sense

07:44 Avoiding Performance Demotivation Through Rigid Limits

08:00 Balancing Egalitarian Values with Performance Rewards

09:07 Non-Monetary Rewards: Spot Bonuses and Sabbaticals

10:15 Offering Choice: Tailoring Rewards to Individual Preferences

11:21 Post-Cycle Retrospectives and Focus Groups

13:21 Testing Employee Understanding of Compensation Philosophy

14:23 Helping Employees Understand Pay Equity and Positioning

16:26 Conclusion and Key Takeaways

Connect with Vaso

Visit: ravio.com 

https://linkedin.com/in/vaso-parisinou-4368b515/?originalSubdomain=uk

Company Mentioned:

Ravio - Compensation benchmarking platform where Vaso works as an expert in startup compensation cycles

Key Concepts Discussed:

• Merit matrices and pay-for-performance frameworks

• Compensation ratio management within salary bands

• Non-monetary reward strategies including sabbaticals

• Focus group methodologies for compensation retrospectives

• Pay equity visualization and transparency

  
  

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM 

Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Shirley Baumer, Co-Founder at Dream Team, we explore how to transform people's team by applying product-led principles in practice.

We discuss practical strategies for starting small with MVPs, implementing agile ceremonies for HR teams, and leveraging AI to free up time for strategic impact. Shirley shares actionable frameworks for running kickoff meetings, sync meetings, and retrospectives that help people teams ship faster, build credibility, and create measurable business impact. Keep watching to discover how to move from theory to practice and become a more commercial, effective people leader.

Chapters:

00:00 Introduction to the FNDN Series

01:56 Starting with Product Thinking: Defining Outcomes Over Solutions

02:40 Running Your First MVP: The Kickoff Meeting Framework

05:58 Formalizing What You're Already Doing: User Interviews in HR

07:32 Fine-Tuning vs. Radical Shifts in People Operations

08:44 Scaling Product Practices: Agile Ceremonies for People Teams

09:26 Three Key Rituals: Kickoff, Sync, and Closing Ceremonies

11:34 Building Credibility Through Sprint Reviews and Visibility

13:49 Normalizing Mistakes: Building Psychological Safety into Your Process

14:58 Taking Pressure Off: Iterative Approaches to Compensation and Performance

17:12 The Power of Owning Your Mistakes as a Leader

18:26 Measuring Success: Qualitative Signals Over Cookie-Cutter KPIs

22:23 Defining Impact-Driven Metrics for Each Initiative

23:10 The Night and Day Difference: Personal Experience with Product-Led HR

25:07 AI's Role in Product-Led People Teams: Automation and Data Insights

28:11 Creating Space for Strategic Work Through Operations and Product Split

29:58 The Future of AI in HR: From Hype to Practical Application

32:29 Conclusion and Wrap-Up

Connect with Shirley:https://www.linkedin.com/in/shirleyjb/ 

Visit: dreamteam.io Newsletter: https://agilehr.substack.com/ 

Company Mentioned:

Dream Team - AI-powered HR platform that automates administrative work and surfaces data-driven insights for people teams

Concepts Discussed:

• MVP (Minimum Viable Product) approach for HR initiatives
• Agile ceremonies (kickoff meetings, sync meetings, retrospectives)
• Sprint reviews for people team deliverables
• Product thinking framework: outcomes over solutions
• Synthetic audiences for user research

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM 

Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

ProductLedHR, PeopleOperations, HRTransformation, AgileHR, ProductThinking, StartupHR, PeopleTech, HRInnovation, CompensationStrategy, PerformanceManagement, HRLeadership, StartupOperations, PeopleStrategy, HRTech, AIinHR, DataDrivenHR, HRProductManagement, PeopleAnalytics, StartupCulture, HRBestPractices

Why the Best People Teams Think Like Product Teams - Part 1 with Shirley Baumer  Co-founder at Dream Team

Description:

Welcome back to the FNDN Series, where we continue our deep dive into startup people topics with industry leaders from across the startup world. In our conversation with Shirley Baumer, Co-founder at Dream Team and former Product Manager at Monday.com, we explore how people teams can adopt product-led thinking to drive real business impact. Shirley shares insights from her journey at Monday.com, where she was the first product manager and witnessed the company scale from 30 to over 2000 employees. We unpack the parallels between product teams and people teams, and why this mindset shift is critical for HR leaders who want to move beyond administrative work to become trusted strategic partners. Keep watching to discover practical frameworks for transforming your people operations from reactive to impact-driven.Shirley is Co-founder and CPO of DreamTeam, the AI-native people management platform now launching its first-ever AI agents for HR. Before DreamTeam, Shirley led product management at monday.com, joining as the first PM when the company had 30 employees and $6M ARR. She watched it scale to $1B ARR and 2,000 employees globally, experiencing firsthand how critical people management becomes during rapid growth. Shirley also co-founded STEPS&, a platform connecting healthcare providers with patients, and is a recognized speaker on product management and entrepreneurship

Chapters:

00:00 Introduction to the FNDN Series

02:21 Guest Introduction: Shirley  and Dream Team

04:46 What is Product-Led Thinking for People Teams?

06:04 Moving from Operational to Strategic: The Brand Challenge

07:08 Why This Approach Matters Now More Than Ever

09:01 Signs Your Team Needs a Product-Led Shift

11:04 Having a Seat at the Table: What Success Looks Like

12:22 Case Study: Rethinking Performance Reviews

18:02 The Myth of Best Practice and the Power of Context

19:59 Overcoming the Speed vs Quality Debate

23:28 The Safety of Admin Work and Why We Must Move Beyond It

24:34 Essential Skills for Product-Led People Teams

27:53 Breaking the HR Brand Stereotype

29:01 Starting Small: No Grand Announcements Needed

30:48 Conclusion and Wrap-Up

Connect with Shirley:https://www.linkedin.com/in/shirleyjb/ 

Visit: dreamteam.ai

Newsletter: https://agilehr.substack.com/

Resources and Companies Mentioned:

Monday.com - Work management platform where Shirley served as first Product Manager and led core product with $850M ARR

Dream Team - AI-native people operating system co-founded by Shirley, focused on zero admin work for HR teams

Books and Resources:

The Mom Test - Book on conducting effective user interviews (recommended by Luke Armani)

Jessica Zweig - Thought leader on product-led thinking for HR

Luke Armani - Thought leader on product-led thinking for HR

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM 

Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484 

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew Bartlow, HR Executive and Consultant with 30 years of experience, we tackle the controversial question of whether engagement surveys are effective tools for measuring compensation satisfaction. Andrew shares his candid perspective on why asking compensation questions in engagement surveys creates more problems than solutions, and reveals better methods for assessing whether your comp practices are actually working. We explore strategic approaches to compensation measurement, the importance of grounding HR work in business objectives, and practical alternatives to traditional survey methods that deliver more actionable insights.

Chapters:

00:00 Welcome & Introduction to the FNDN Series

01:30 Guest Introduction: Andrew McIlvaine's 30-Year HR Journey

03:17 The Problem with Compensation Questions in Engagement Surveys

06:08 Why Engagement Surveys Create a Pandora's Box for Comp

06:42 Better Ways to Measure Compensation Effectiveness

09:37 Creating Strategic People Plans and Setting Clear Goals

10:21 Exit Interviews vs Exit Surveys: Best Practices for Comp Data

12:13 When to Use Live Conversations vs Surveys for Departing Employees

13:18 Grounding Compensation Work in Business Objectives

15:02 Final Words of Wisdom for People Leaders

Connect with Andrew

Visit: https://linkedin.com/in/bartlow/ The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.

Resources Mentioned

Survey Platforms:

• Gallup - Employee engagement survey provider

• Culture Amp - Employee feedback and analytics platform

Concepts Discussed:

• Strategic People Plans - Framework for aligning HR initiatives with business goals

• Red, Yellow, Green Talent Assessment - Simple performance tracking methodology

• 50th/60th/75th Percentile Market Positioning - Compensation benchmarking strategies

Key Takeaways:

• Compensation questions in engagement surveys often create more problems than solutions

• Better to track specific metrics like top performer retention rates

• Exit surveys should be simple and structured for actionable data

• Ground all compensation work directly in business objectives

  
  

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM

Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew, an HR veteran with 30 years of experience including CHRO roles at S&P 500 companies, we explore how to maximize compensation impact when resources are constrained. Andrew shares his insights on the power of differentiation in compensation, the importance of realistic performance distributions, and why tough conversations about performance are essential for organizational health. We dive deep into how to move beyond the "everyone gets the same" mentality and create meaningful compensation strategies that actually drive performance and business outcomes.

Chapters:

00:00 Welcome and Introduction to FNDN Series

02:41 The Challenge of Overcomplex Compensation Systems

03:30 First Principles: What Are We Really Trying to Achieve?

05:15 The Magic of Differentiation in Compensation

07:45 Why Distribution Matters: The 20-70-10 Model

08:08 Communication and Manager Capability in Compensation

11:00 The Budget Reality: Funding Differentiation

11:49 Compensation Philosophy as Attraction and Repulsion Tool

14:53 Alternatives When Cash Budget Is Constrained

16:16 Budget as Choice: Connecting Compensation to Company Goals

18:15 Market Informed vs Market Led Approach

19:45 Strategic Benefits and Workforce Planning

Connect with Andrew

Visit: https://linkedin.com/in/bartlow/

The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.

Resources Mentioned:

Companies/Organizations Mentioned:

• General Electric - Referenced for their historical 20-70-10 performance distribution model

• Pepsi - Andrew's background experience

• HR Transform Conference - Event where budget strategy insights were shared

• Pave - Mentioned for their performance reward data report showing market differentiation gaps

Concepts Discussed:

• Performance differentiation and distribution curves

• Merit budget strategic planning

• Market informed vs market led compensation philosophy

• Benefits renewal strategic approach
  
  

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM

Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

Description:

Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Andrew Bartlow, a seasoned HR professional with 30 years of experience and current PE operating partner, we demystify how private equity really works and explore the powerful but lesser-known world of profit interests. Andrew breaks down common PE misconceptions, explains how profit interests differ from traditional stock options and RSUs, and reveals why these flexible ownership structures can create significant value for employees at all levels. Keep watching to discover how PE firms are moving beyond the "cut costs and flip" stereotype to build genuine value through strategic growth and broad-based employee ownership.

Chapters:

00:44 Guest Introduction: Andrew Bartlow's 30-Year HR Journey

03:41 Private Equity 101: How PE Actually Works

05:58 Understanding PE Stakeholders and Their Incentives

08:40 Debunking PE Myths: Growth Over Cost-Cutting

11:31 The Reality of PE Value Creation

12:25 Profit Interests Explained: The PE Ownership Model

15:51 Comparing Profit Interests to Stock Options

19:54 Flexible Program Design for Heads of People

22:28 Broad-Based Employee Ownership and Communication

23:16 Conclusion and Wrap-Up

Connect with Andrew

Visit: https://linkedin.com/in/bartlow/

The People Leader Accelerator helps HR professionals and their organizations to grow. They exist to support the success of Human Resources leaders.

Resources Mentioned:

Companies/Organizations Mentioned:

Ownership Works - Nonprofit promoting broad-based employee ownership in PE, spun out from KKR

KKR - Major private equity firm pioneering employee ownership initiatives

People Tech Partners - Community where PE compensation discussions take place

Culture Amp, Pepsi, GE - Companies mentioned as part of Andrew's background

Key Concepts Discussed:

409A Valuations - Startup valuation methodology for stock options

Leverage in PE transactions - How debt financing amplifies returns

Broad-based employee ownership - Extending profit interests to all employees

More FNDN Episodes:

Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM

Apple Podcast:

https://podcasts.apple.com/us/podcast/fndn-series/id1794263484