The Talent Tango

In this episode, Amir hosts Jonathan Meyrowitz, Vice President of Talent and People at UP.Labs, to discuss the intricacies of hiring CEOs for early stage companies. They delve into topics such as the importance of deal dependency, the balance between hiring for the present versus future needs, and the unique context of venture studio operations at UP.Labs. Jonathan shares his experiences and insights, explaining their approach to finding the right CEO talent, including the importance of curiosity, responsiveness, and alignment with the company's ethos. The episode highlights the nuances and challenges in CEO recruitment, providing valuable takeaways for anyone involved in hiring at the C-level.

Highlights:

01:44 Hiring CEOs for Early Stage Companies

02:10 Deal Dependency and CEO Selection

03:03 Hiring for Now vs. Later

08:21 The Importance of Culture and Ethos

09:59 Storytelling in CEO Recruitment

15:12 Best Practices for CEO Hiring

Guest:

Jonathan Meyrowitz is the Vice President of Talent and People at UP.Labs, where he focuses on building high-performance teams and driving talent strategies for early-stage companies. With a background in executive search and recruitment, Jonathan has deep expertise in hiring top leadership and aligning talent with organizational goals. His experience spans across multiple industries, and he is known for his strategic approach to scaling teams in venture-backed startups. Jonathan is passionate about fostering growth and supporting founders through talent acquisition and leadership development.

LinkedIn: https://www.linkedin.com/in/jonathanmeyrowitz/

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Thank you so much for checking out this episode of The Talent Tango, and I would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir Bormand speaks with Margaret Gabriel, Head of Talent at CoinFund, about the critical yet often delayed decision to hire a people leader in startups and VC firms. They dive into the concept of organizational debt, why talent leadership is undervalued early on, and how VCs and founders can shift their mindset to prioritize people strategy from the start.

🚀 People Leadership in VC & Startups Many VC firms and startups delay hiring a people leader, which can result in long-term structural and cultural issues. Margaret sheds light on why this happens and how it impacts growth.

⚠️ The Cost of Organizational Debt Startups and investment firms accumulate "organizational debt" when they delay setting up critical people and leadership infrastructure. This debt can hinder hiring, compensation, retention, and culture.

🛠 VCs Can Lead the Change Investment firms that prioritize internal people operations can better support their founders, setting the tone for healthy leadership and hiring practices in portfolio companies.

📊 Speaking the Founders' Language Framing people leadership through familiar concepts like technical debt can help founders understand its long-term impact and drive early investment in talent functions.

🎯 Project Management in People Functions Bringing structured methodologies like Scrum or Kanban to recruiting and people operations can make talent leaders more effective and integrate better with technical teams.

🗣 Creating a Safe Space for Founders Founders are expected to project confidence, which can make it hard to ask for help. Having a talent leader in their corner provides an outlet for guidance and coaching without fear of judgment.

[00:00:00] Introduction to Margaret Gabriel & CoinFund's investment focus [00:02:23] The unique role of a VC Head of Talent vs. a traditional tech company [00:05:00] Why startups and VCs delay hiring people leaders [00:09:43] What happens when companies accumulate "organizational debt" [00:13:20] How to frame people strategy in terms of technical debt [00:19:47] Why first-time founders struggle to prioritize people leadership [00:24:10] The role of VC talent teams in advising founders [00:27:08] How founders can create a culture of learning and ask for help [00:30:00] How to connect with Margaret

"The debt begins on day one. From the moment a company starts hiring, decisions around compensation, org design, and leadership development start to pile up. Waiting too long to bring in a people leader can cost more than founders realize." – Margaret Gabriel

• LinkedIn: https://www.linkedin.com/in/margaret-galiani/

👉 If you enjoyed this episode, share it with a founder or talent leader who needs to hear it! 🔔 Subscribe to The Talent Tango for more insights on leadership, hiring, and people strategy.

In this insightful episode, Amir Bormand hosts Matt Birnbaum from Pear VC, diving deep into the intricacies of managing equity for early-stage startups. Matt shares actionable advice and crucial considerations to set your equity structure right from the beginning, highlighting the significance of aligning compensation with risk, flexibility, and strategic foresight.

• Strategic Equity Allocation: Clearly align equity grants with the level of risk employees take when joining your startup.

• Practical Equity Pool Guidelines: Aim for around a 10% equity pool, keeping a 25% buffer to maintain flexibility for unforeseen opportunities.

• Nuance in Benchmarking: Equity should reflect multiple dimensions, including timing, seniority, and technical versus non-technical roles.

• Transparent Communication: Clearly articulate equity offers in percentage terms, enhancing candidate understanding and trust.

• Calculating Equity Fairly: Use structured, adjustable tools and calculators rather than relying solely on static benchmarks to reflect your startup's unique circumstances.

• [00:01:16] Introduction to Pear VC and Matt's role leading talent and platform support.

• [00:03:27] Why aligning equity with risk is crucial for early employees.

• [00:06:46] Recommended equity pool size and creating buffers for flexibility.

• [00:11:15] When and why to stretch your equity budget for critical hires.

• [00:14:19] How to effectively communicate equity value to candidates.

• [00:21:00] Discussion on equity allocation nuances, including role and timing.

• [00:26:06] Matt's resources to help founders accurately calculate equity.

"Your first handful of employees should have outcomes significantly greater than later hires—but there's a practical nature. If you burn through your equity pool too quickly, you limit future flexibility. It's about balance and foresight." – Matt Birnbaum

• Matt's detailed blog article and equity calculator (linked in episode description).

• LinkedIn: Matt Birnbaum

• Like, subscribe, and share with founders, recruiters, or anyone involved in the startup hiring process to help them navigate equity management effectively.

In this podcast episode, Erica Waichman, Head of Talent and Community at Canvas Ventures, discusses the intricacies and expectations of a talent role in a venture capital firm. The conversation covers various topics, including Erica's background, the unique challenges of transitioning from agency and in-house recruitment to venture capital, and valuable lessons learned. Erica also shares insights on her day-to-day responsibilities, which involve supporting portfolio companies, managing advisor networks, and defining talent strategies. The episode provides a comprehensive look at the dynamic and multifaceted nature of talent roles in the venture capital space.

Highlights:

01:15 Erica's Career Journey and Transition to Venture Capital

03:46 Due Diligence and Networking for a Venture Role

09:48 Day-to-Day Responsibilities in a Venture Talent Role

14:39 Challenges and Lessons Learned in Venture Talent

16:54 Advice for Aspiring Venture Talent Professionals

Guest:

Erica Waichman is an accomplished Executive with extensive experience in leading people and talent functions across multiple industries. She currently serves as the Director of Talent and Community at Canvas Ventures. Her leadership has been instrumental in building high-performing teams and enhancing employee engagement on a global scale.

LinkedIn: https://www.linkedin.com/in/erica-waichman-964bab10/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir Bormand sits down with Jennifer "JR" Rettig, Chief People Officer at Pendo.io, to explore the complexities of leadership hiring. They cover key aspects such as managing stakeholder expectations, ensuring C-suite succession planning, and reducing bias through structured evaluation methods.

Jennifer highlights how leadership hiring differs based on a company's size and stage, emphasizing the importance of maintaining an open candidate pipeline. She also discusses balancing subjective and objective assessments using scoring rubrics and evaluation frameworks, helping hiring teams make informed decisions while managing expectations throughout the process.

Key Takeaways:

• Define Leadership Success Clearly: Tailor leadership roles based on your company's specific needs, size, and growth stage.
• Manage Stakeholder Expectations: Set clear hiring criteria and communicate regularly with decision-makers to keep everyone aligned.
• Reduce Subjectivity in Leadership Evaluations: Use scoring rubrics, interview frameworks, and scientific evaluation methods to make data-driven hiring decisions.
• Maintain an Open Candidate Funnel: Continuously source and evaluate potential leaders, even if there isn't an immediate opening.

Episode Highlights:

• 00:45 – Defining Successful Leadership
• 03:16 – Stakeholder and Expectation Management
• 05:40 – Balancing Objectivity and Subjectivity in Leadership Hiring
• 07:21 – Incorporating Science into the Hiring Process
• 10:17 – Challenges and Strategies in Executive Searches
• 16:06 – The Project Management Triangle in Recruiting

Guest:

JR Rettig is the Chief People Officer at Pendo.io, where she leads the company's talent strategy and organizational development. With a deep background in human resources and talent acquisition, Jen is skilled at aligning people strategies with business objectives to drive growth and innovation. She has extensive experience in building high-performance teams and fostering a culture of collaboration and inclusion. Known for her strategic vision and leadership, Jen plays a key role in shaping the company's overall direction and success.

LinkedIn: https://www.linkedin.com/in/jenrettig/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this podcast episode, Carolyn Carpaneti, a Talent Partner at Peterson Partners, discusses the complex subject of replacing a startup founder with a new CEO. The conversation covers the emotional and practical challenges founders face, the importance of recognizing different skill sets for company growth, and the criteria for successful leadership transitions. Carolyn also explains the types of companies Peterson Partners invests in, emphasizing the role of supportive investor relationships and transparent communication within teams during such transitions. She provides valuable advice for both founders and prospective CEOs on navigating these delicate changes.

Highlights:

01:56 Challenges of Replacing a Founder

03:29 Emotional Impact on Founders

10:05 Transitioning from Founder to CEO

14:36 The Role of the New CEO

23:17 Final Thoughts and Contact Information

Guest:

Carolyn Carpeneti is a Talent Partner at Peterson Partners, where she leverages her extensive experience in venture capital and private equity to specialize in talent acquisition, leadership development, and organizational strategy. Known for her ability to identify and cultivate top-tier talent, Carolyn plays a crucial role in helping companies build strong, effective leadership teams. Her expertise spans various industries, and she is skilled at aligning talent strategies with business goals to drive growth and innovation within organizations.

LinkedIn: https://www.linkedin.com/in/carolyncarpeneti/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode of the podcast, Amir is joined by Jesse Sacks, the Head of Talent and People at Starshot Ventures. Jesse shares his experiences and insights on the operational aspects of managing talent, including reporting structures, building effective processes, navigating employment contracts, and legal alignments. He also provides valuable advice on achieving operational efficiency, understanding equity, and integrating deeper into the business to drive significant impact. This episode offers practical guidance for both emerging companies and professionals in the talent and people sector.

Highlights:

01:33 Early Stage Startups and Talent Reporting Structure

03:21 Balancing Structure and Process in Talent Management

04:51 Operational Efficiency in Early Stage Companies

06:42 Understanding the Business for Talent Leaders

09:56 The Role of Chief People Officers

12:42 Legal Aspects in Talent Management

16:31 Equity in Startups: A Deep Dive

Guest:

Jesse Sacks is the Head of Talent and People at Starshot Ventures, where he oversees talent management, operational efficiency, and legal alignments. With a deep understanding of equity, reporting structures, and process building, Jesse is focused on integrating talent strategies into the broader business framework to drive significant impact. He brings valuable experience in managing the operational aspects of talent across early-stage startups and is dedicated to fostering effective processes that align with company goals.

LinkedIn: https://www.linkedin.com/in/jessesacks/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, the host interviews Jen Kodner, a Talent Partner at Threshold Ventures and DFJ Growth, to discuss best practices and challenges in leadership hiring for startups. They explore the importance of finding the right leadership fit for different growth phases, professionalizing key functions, and balancing the hands-on approach required at early stages. Jen shares insights on the dynamics of player-coach roles, setting appropriate expectations for new hires, and the intricacies of delegating responsibilities from founders to new leaders. The conversation provides valuable advice for founders and those involved in talent acquisition at growing startups.

Highlights:

02:56 Challenges in Leadership Hiring for Startups

03:54 Professionalizing Functions in Early-Stage Companies

04:45 The Role of Sales Leaders in Startups

06:31 Navigating Founder Expectations and Leadership Roles

17:29 Traits of Successful Leadership Hires

Guests:

Jen Kodner is the Talent Partner at Threshold Ventures and DFJ Growth, where she advises portfolio companies on strategies to identify, attract, and retain top talent. Before joining these firms in 2018, Jen was a Talent Partner at Box, where she also led recruiting efforts. With extensive experience in talent acquisition, Jen plays a crucial role in helping companies build world-class teams.

LinkedIn: https://www.linkedin.com/in/jenkodner/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amir talks with Nathan Fabian, Managing Director and Head of Talent at WestCap, about the essential qualities of great leaders. They explore the complexities of hiring leadership, assessing unique attributes, and balancing speed with thoroughness in the recruitment process. Nathan shares WestCap's approach, focusing on five key attributes—principles, curiosity, decisiveness, team management, and vision—that predict leadership success. They also discuss culture fit, leveraging networks, and building and retaining a diverse, high-performing leadership team.

Highlights:

01:48 Defining Leadership and Key Attributes

03:12 The Five Archetypes of Founders

05:37 Assessing Leadership Attributes

12:37 Balancing Speed and Thoroughness in Hiring

16:39 Onboarding and Integrating New Leaders

18:57 Hiring for Now vs. Future Potential

21:13 Focusing on Strengths vs. Weaknesses

Nathan's LinkedIn: https://www.linkedin.com/in/nathanfabian/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)

In this episode, Amanda Poole, Vice President of Talent at DVx Ventures, discusses the intricacies of handling early-stage talent acquisition. Amanda explains the importance of being a strategic doer, asking the right questions before accepting a job, and understanding talent budgets. She also shares insights on the nuances of hiring at startups, balancing multiple roles, and managing tech debt in the talent function. The conversation delves into making impactful decisions with limited resources, leveraging technical terms for better communication, and the challenges of creating manageable processes in high-paced environments.

Highlights:

01:36 Challenges of Early Stage Talent Acquisition

04:06 Balancing Execution and Strategy

06:05 Adopting Technical and Project Management Terms

07:34 Managing Technical Debt in Talent Acquisition

10:41 Creating and Managing Talent Budgets

12:19 Questions to Ask Before Joining a Startup

16:43 Planning for Future Growth in Startups

21:42 Advice for Founders on Hiring Talent

Guest LinkedIn: https://www.linkedin.com/in/amandanaulty/

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Thank you so much for checking out this episode of The Talent Tango, and we would appreciate it if you would take a minute to rate and review us on your favorite podcast player.

Want to learn more about us? Head over at https://www.elevano.com

Have questions or want to cover specific topics with our future guests?

Please message me at https://www.linkedin.com/in/amirbormand (Amir Bormand)