Unscripted with @jrichlive ft. Jamie Coakley (Electric)

TL;DR

Electric's Head of People, Jamie, discusses her journey and the importance of hiring the right people, creating a strong company culture, and adapting to the challenges of remote work during COVID-19.

Transcript

all right jamie welcome unscripted thank you good to be here that means no proud it was great so um we only have a half hour i could spend two hours with you uh i am super passionate about the people topic as you know and um that's why we created the whole founders and leaders program at ggv but let's start a little bit about you what you're just q... Read More

Key Insights

• 🍧 Having an operating background and empathy for different roles is crucial for a successful Head of People.
• 🤩 Retaining key personnel during company growth helps preserve institutional knowledge and maintain a strong company culture.
• 🦻 Regularly revisiting job descriptions, defining roles, and implementing performance management processes aids in managing growth and accountability.
• ⌛ Effective communication and empathy are vital for supporting employees during challenging times such as the COVID-19 pandemic.
• 🆘 A structured and personalized interview process can help create a positive recruiting experience and attract top talent.
• 🏛️ Overcommunicating and providing updates to employees builds trust and strengthens the company's culture.
• 💦 Transitioning to remote work requires adapting communication tools and finding creative ways to maintain employee engagement.

Questions & Answers

Q: How did Jamie transition into the role of Head of People without previous experience in running this function?

Jamie credits her operating background, including sales management and running her own startup, for providing her with the necessary skills and empathy to understand and support different roles and functions within the company. This experience allowed her to have a deep understanding of the challenges faced by employees.

Q: How does Electric ensure a smooth transition for employees as the company grows from 50 to 100-150 people?

The company focuses on retaining key personnel, known as the "Original Gangsters" (OGs), who have valuable knowledge and expertise. They career path and reassign roles within the organization to retain these individuals. Additionally, they aim to maintain a strong company culture by regularly revisiting job descriptions, defining roles and responsibilities, and implementing performance management processes.

Q: How did Electric adapt to the challenges of remote work during the COVID-19 pandemic?

Electric quickly transitioned to remote work, setting up VPN access and ensuring employees had the necessary resources. They prioritized communication and over-communicated with employees about the company's plans and updates. They also focused on providing support and acknowledging the difficulties faced by employees during this time.

Q: How does Electric create a positive recruiting experience, especially during remote hiring processes?

Electric has a well-defined and structured interview process that allows candidates to connect with team members from different roles and experience the company's culture. They also have executives personally reach out to candidates to express their support and emphasize the company's commitment to their growth and success.

Summary & Key Takeaways

• Jamie shares her background in sales, recruiting, and entrepreneurship before joining Electric as the Head of People.

• She emphasizes the importance of having an operating background and empathy for different roles in leading the people function.

• Jamie highlights the challenges faced by companies when hiring a Head of People and the need to look beyond traditional HR resumes.