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[Minicourse + Podcast] (Almost) Everything I Know About Startup HR - (Ep. 0031, Formerly Episode 27)
Here's the full blog post with more details.
Links Mentioned In This Episode
All right, so this is going to be a mini course. The title of this is, almost everything I know about startup HR. I'd like to think though that I know a lot more than just what's in here, right? There's lots of nuance, but at the end of the day, the documents that I'm going to share really have the core of my belief system around this stuff. I'm going to spare you the philosophy upfront, [00:00:30] I think a lot of the philosophy is embedded or sort of the big concepts are driving ideas are embedded in these documents, and we can discuss them as we're reviewing the documents that I'm about to share in this mini course. It feels a little pretentious calling this a mini course, but I'm trying to speak to the value that I believe is being conveyed here.
So, I guess the only bit of philosophy I'll share with you [00:01:00] is that in my experience, almost all success in business is really due to what you're working on and who you're working on it with. And then, in last place is how hard you're working. But because you can control all those three, you know, all three of those things, you should probably work hard. That's not an excuse to not work hard, although, you know, be considerate [00:01:30] of your family and your priorities, right? So, I've got five documents here that I'm going to review that speak to our standard operating procedure at Nomics and these documents have been created as a result of some good lessons, but also some really hard lessons. I guess those things aren't mutually exclusive, but let's start with [00:02:00] this first document.
And again, I think I'll just say here, there's an additional side note that I think everyone thinks that startups or businesses is about having brilliant ideas, and working really hard against those ideas, but it's at the end of the day, it really just comes down to recruiting and that's what you're working on in your ability to recruit, and then after you've recruited the ability to be disciplined about [00:02:30] hiring and firing, and not having org chart debt, right? Everyone talks about tech debt, but I think org chart debt is also really important. And, yeah, there is an interview with a woman named Patty McCord who wrote a book called Powerful and she's an HR consultant, but she also used to run HR for [inaudible 00:02:56]
[transcript truncated due to character count restrictions]
Website: https://nomics.com
Crypto Market Data API: https://nomicsapi.com
Personal Twitter: https://twitter.com/ClayCollins
Company Twitter: https://twitter.com/NomicsFinance
View all episodes
By Clay Collins
4.4
77 ratings
Here's the full blog post with more details.
Links Mentioned In This Episode
All right, so this is going to be a mini course. The title of this is, almost everything I know about startup HR. I'd like to think though that I know a lot more than just what's in here, right? There's lots of nuance, but at the end of the day, the documents that I'm going to share really have the core of my belief system around this stuff. I'm going to spare you the philosophy upfront, [00:00:30] I think a lot of the philosophy is embedded or sort of the big concepts are driving ideas are embedded in these documents, and we can discuss them as we're reviewing the documents that I'm about to share in this mini course. It feels a little pretentious calling this a mini course, but I'm trying to speak to the value that I believe is being conveyed here.
So, I guess the only bit of philosophy I'll share with you [00:01:00] is that in my experience, almost all success in business is really due to what you're working on and who you're working on it with. And then, in last place is how hard you're working. But because you can control all those three, you know, all three of those things, you should probably work hard. That's not an excuse to not work hard, although, you know, be considerate [00:01:30] of your family and your priorities, right? So, I've got five documents here that I'm going to review that speak to our standard operating procedure at Nomics and these documents have been created as a result of some good lessons, but also some really hard lessons. I guess those things aren't mutually exclusive, but let's start with [00:02:00] this first document.
And again, I think I'll just say here, there's an additional side note that I think everyone thinks that startups or businesses is about having brilliant ideas, and working really hard against those ideas, but it's at the end of the day, it really just comes down to recruiting and that's what you're working on in your ability to recruit, and then after you've recruited the ability to be disciplined about [00:02:30] hiring and firing, and not having org chart debt, right? Everyone talks about tech debt, but I think org chart debt is also really important. And, yeah, there is an interview with a woman named Patty McCord who wrote a book called Powerful and she's an HR consultant, but she also used to run HR for [inaudible 00:02:56]
[transcript truncated due to character count restrictions]
Website: https://nomics.com
Crypto Market Data API: https://nomicsapi.com
Personal Twitter: https://twitter.com/ClayCollins
Company Twitter: https://twitter.com/NomicsFinance