Claire Lew

Work at a natural pace. In Cal Newport's new book "Slow Productivity" he walks through 3 components to accomplishment without burnout. 1. Do fewer things 2. Work at a natural pace  3. Obsess over quality Working at a natural pace is an area I'm focused on as I transition to whatever is next in my career. Most of my career's natural pace was driven by anxiety, coffee, HIIT workouts and more caffeine - which I'm pretty sure isn't what he means. In my late 40's though, that just doesn't work anymore. Nor do I want it to. It's a tricky philosophy though because if you're in the startup world I don't know how you build something meaningful and work at a natural pace. I've never seen it happen. It appears this is a philosophy that needs to be applied to a specific time and place vs. everyone, everywhere. Anway, I don't have the answers, I'm just exploring different questions. What I do know is working at a natural place seems to be more appropriate for where I am today. 

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Employee terminations: they're a topic no one wants to discuss but that every company has to navigate. Thankfully, Melanie Naranjo and wonderful Ethena advisor (& Gusto's former People Leader) Jess Yuen are tackling this tricky topic for the next Ethena webinar. Register if you want to learn more about these topics: How to pressure test whether or not termination is the right course of action Best practices for communicating termination decisions How to minimize risk and choose the best course of action when things get tricky Critical pitfalls to avoid

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📖 A short story on why we built peoplemetrics.fyi for startup people teams... When Adam and I started Open Org, we: 1️⃣ Ran cohorts working with People and Talent Leaders who wanted to use transparency as a lever for positive change 2️⃣ Spoke to 20+ People Leaders every week about the challenges they were facing in role ...One thing kept coming up time and time again as a top-tier problem: Influencing Execs Specifically... 👉 “how to get buy-in from the rest of the leadership team to change how we work” So we started doing some ad hoc 1:1 coaching sessions to help 🆘. We’d work on things like: 📈 Business case 📚 Story-telling 🏗️ Foundations they’d need to help bring others on the journey. ✅ Some exec teams would respond to the stories built upon internal data: Example: “Our {metric} is too high, and our exit interviews and engagement survey themes show opportunities 'abc', therefore we should pull lever 'y' and in doing so expect business outcome 'z' over time period 'x'” 😩 But the majority wanted more before they redistributed budget. They’d say things like: “OK, but your business case is based off the premise that our {metric} results are poor. I want to know how poor. I don’t know what good looks like here. Also we’re in {insert industry} and we have this {headcount} and we’re also {startup stage}. Show me market context so I can understand how far behind we are.” At first, this was kind of weird to me. 🤔 Comparison is the thief of all joy etc.... But I get it, there’s a lot of pressure when you’re making big decisions and so even a little bit of extra signal, like market context, is helpful to support a change. Anyway, we looked for this external data to try and help... 🔍 All we found were... - Outdated benchmark reports - Big company/enterprise size reports - Deloitte/McKinsey style stuff - Specific vertical benchmarks (some amazing tools out there for comp and bens) BUT... Not a lot out there for startups and scale-ups that was: - Relevant - Contextual - Recent - Broad (e.g., full spectrum of org health metrics ref: people and talent) So we decided to build a prototype, Adam on QA, me on Dev. 350 People & Talent Leaders joined the private beta and we’ve been improving the product & building the user base ever since 🚀 Here's what Startup People Leaders can NOW do that they couldn't do in 2023... 🚀 Track & Benchmark 18+ metrics vs other companies, comparable by size, headcount, funding stage (Seed > Series D) 🚀 See trends in that data across different quarters 🚀 Tell more powerful stories with your data 🚀 Build your team's data muscles Just the beginning. Excited to see where this continues to go! Startup People Leaders, hit me up if you’d like a peek at the platform 🙂

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10 Things we've done for our Open Org Members over the last few weeks... 📖 Employee Handbook Build ⭐ Career Site Messaging & Positioning 📄 Compensation Philosophy Review 🌱 How to define the role of a Manager 🔮 Creation of a Transparency Philosophy ❤️ Annual Health-Check via our Open Culture Framework ⚙ Internal Workshop Design 📊 People Metric Benchmarking via peoplemetrics.fyi 💰 Becoming Pay Transparent 🎁 EVP Discovery & Activation Getting to work with companies & people leaders on things like this, all with the goal of building healthier, more open, transparent places of work is AWESOME 🖤 #Transparency #OpenOrg #PeopleOps

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Big news, Friends! 🎉🎉 I’m thrilled to announce the launch of Chapter Two Consulting, along with my longtime friends and partners Ray Zambroski, Phillip Grove, and Don Fleming.  These guys are Seattle tech veterans, with long track records of helping numerous Seattle startups and fast scalers build business-critical software and great engineering teams. Chapter Two Consulting is a culmination of decades of building trusted relationships, hard-won experience (and a few hard lessons), and great admiration for those who get up every morning and enter the arena. I’ve worked with some of you for many, many years.  Some measured in decades!  It’s been my absolute pleasure and honor; I look forward to many more. Ready to write the next chapter in your story?  Don’t go it alone; we’re here to help! Dan Sr. Partner and Co-founder, Chapter Two Consulting https://chapter2team.com ------------------- Announcing the Launch of Chapter Two Consulting: Your Engineering Powerhouse. At Chapter Two, we believe engineers are the architects of innovation—building the products, technologies, and infrastructures that shape our future. With roots in the Pacific Northwest’s hub of creativity, and deep technical prowess, we’re here to connect bold thinkers with the resources, talent, and strategy they need to make a lasting impact. Seattle’s engineering community is our home. From early-stage startups to scaling enterprises, we recognize the challenges engineering leaders face when assembling teams, launching breakthrough technologies, and scaling with purpose. We’ve built Chapter Two to empower innovators with a tailored recruitment and consulting service designed specifically to address these kinds of problems. Our team brings deep expertise across technical disciplines and industries, enabling us to align your organization’s vision with the right talent and strategies. Whether you’re solving critical technical challenges, refining your product roadmap or scaling an R&D team, we’re your partner every step of the way. We work flexibly and collaboratively to support your growth, offering: - Consulting engagements that tackle immediate challenges while building frameworks for long-term success. - - Engineering recruitment to match you with exceptional talent across software, hardware, and interdisciplinary domains - - Long term partnership for emerging technical leaders navigating complex and changing team growth requirements. At Chapter Two, we’re not just recruiters or consultants—we’re a part of your team. We’re inspired by the builders and innovators who call Seattle home, and we’re dedicated to helping you engineer your vision into reality. Let’s connect and explore how we can drive your success together.

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🙋🏽‍♀️ 𝙄'𝙢 𝙞𝙣 𝙏𝙖𝙡𝙚𝙣𝙩. 𝙄 𝙝𝙖𝙫𝙚 𝙖 𝙡𝙖𝙧𝙜𝙚 𝙖𝙣𝙙 𝙞𝙢𝙥𝙖𝙘𝙩𝙛𝙪𝙡 𝙣𝙚𝙩𝙬𝙤𝙧𝙠. 𝘼𝙣𝙙 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙞𝙣𝙜 𝙞𝙨 𝙨𝙩𝙞𝙡𝙡 𝙝𝙖𝙧𝙙. Networking as a concept still causes my introverted spirit to shrivel up just a little bit inside. Cultivation is much easier but leveraging my amazing web of folx remains 𝗵𝗮𝗿𝗱.  I contrast my job seeking experiences during two pivotal moments in my career: 🎣 𝗟𝗮𝗻𝗱𝗶𝗻𝗴 𝗠𝘆 𝗙𝗶𝗿𝘀𝘁 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗝𝗼𝗯 When I was first trying to gain an entry point into tech, I had no network (and no connections in the tech industry) and applied to nearly 100 jobs before getting the first interview that changed the trajectory of my career. 💥 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗩𝗖 Years later when I was again at a career inflection point and felt in my bones a need for change, I resigned myself to the application slog once again. I had a network but I didn't know how to use it and I wouldn't have even considered VC. I couldn't imagine what I had no exposure to. Jerry Nemorin, my manager & CEO at the time, planted the VC seed for me. And then he went one further and recommended me to his investor. 💥 Thank you, Jerry 🙏🏽 . 👀 𝗠𝘆 𝗖𝗮𝗿𝗲𝗲𝗿 𝗧𝗼 𝗗𝗮𝘁𝗲 A series of chances. Yes, I worked my butt off, too. Timing played a big role. I committed to my growth and left roles that were no longer aligned and pursued roles that were. But I would not be here in VC collaborating on programming for startup job seekers without that referral and that is a privilege and a gift. 𝙒𝙝𝙤 𝙔𝙤𝙪 𝙆𝙣𝙤𝙬 & 𝙒𝙝𝙤 𝘼𝙙𝙫𝙤𝙘𝙖𝙩𝙚𝙨 𝙁𝙤𝙧 𝙔𝙊𝙐 𝙈𝙖𝙩𝙩𝙚𝙧𝙨 💗 Whether you are: 🤜🏽 trying to break into a new role or industry with a limited network 🤝  looking to nurture and grow your professional connections in meaningful ways 🕸 wondering how to call upon your web of connections to support you in your next career move 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙞𝙣𝙜 𝙘𝙖𝙣 𝙗𝙚 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙞𝙣𝙜 𝙖𝙣𝙙 𝙬𝙚 𝙘𝙖𝙣 𝙖𝙡𝙡 𝙙𝙚𝙚𝙥𝙚𝙣 𝙤𝙪𝙧 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙞𝙣𝙜 𝙢𝙪𝙨𝙘𝙡𝙚𝙨 💪🏽   Join me on 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆, 𝗠𝗮𝘆 𝟭𝟱 at Initialized Capital's 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝘂𝗺𝗺𝗶𝘁 for some tactical advice on networking and so much more. 💫 In her talk, "𝙏𝙝𝙚 𝙉𝙚𝙩𝙬𝙤𝙧𝙠 𝙀𝙛𝙛𝙚𝙘𝙩: 𝙎𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙚𝙨 𝙛𝙤𝙧 𝙃𝙖𝙧𝙣𝙚𝙨𝙨𝙞𝙣𝙜 𝙔𝙤𝙪𝙧 𝘾𝙤𝙣𝙣𝙚𝙘𝙩𝙞𝙤𝙣𝙨," Eleanor Morgan, founder & ceo, of a stealth social platform for job and talent matchmaking, will share insights for how to 𝘶𝘴𝘦 𝘺𝘰𝘶𝘳 𝘯𝘦𝘵𝘸𝘰𝘳𝘬 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘢𝘯 𝘪𝘯𝘤𝘳𝘦𝘥𝘪𝘣𝘭𝘦 𝘧𝘪𝘵 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘱𝘦𝘰𝘱𝘭𝘦 𝘺𝘰𝘶 𝘵𝘳𝘶𝘴𝘵.  🏋🏽‍♀️ 𝙒𝙚 𝙘𝙖𝙣 𝙖𝙡𝙡 𝙪𝙥𝙡𝙞𝙛𝙩 𝙖𝙨 𝙬𝙚 𝙘𝙡𝙞𝙢𝙗 🧗🏽‍♀️ This 𝗳𝗿𝗲𝗲 𝗲𝘃𝗲𝗻𝘁 is open to all SF Bay Area talent looking for their next job opportunity at an early stage startup. Sign up here 👉🏽 https://lnkd.in/g_nDPjWi Space is limited. #StartupJobs #JobSupport #StartupReadiness

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Team San Diego! I though you may find this as surprising as I did...we are not alone. Read this quick article from Jon Prentice's (Silicon Valley Bank) interview with with James Newell (Voyager Capital), published in GeekWire on Seattle's innovation ecosystem....they lament the SAME issues as we do in San Diego: * Lack of angel investors, (Especially, it calls out, given the local giant tech co's) * "We need low-conviction check writers." * Lack of "cachet associated with being an angel investor" - We have similar efforts (as described in the article) to drum up angel activity: NuFund Venture Group and, Interlock Capital (read the article and you'll see why the Interlock effort is tops as relates to "paying back into the ecosystem") Connect.org strives to 'connect' innovative companies with investors of all types (angel, VC, PE...) - just see "Innovation Day". Their Springboard program provides another great way for experienced entrepreneurs to give back through mentorship...as for the companies going through Springboard: "Ask for advice, and you often get $$" Your thoughts on the article or San Diego innovation ecosystem? https://lnkd.in/gfwq6mfq

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We just wrapped up an incredible Offsite in Lake Tahoe with the GroundForce Capital team. We’ve got a high-performing group that’s comfortable operating independently, which is great. But in-person, nonwork connections build the kind of relationships that make us more productive and happier in what we do. An unexpected takeaway? The distinction between process and content. A new associate, Summer Farren, raised a powerful question during one in-depth session: “Do we need to take a step back and think about process here?” My response? Absolutely we do. Most people, most businesses, confuse process and content. It’s as simple as having an agenda in advance of every meeting with clear objectives. Setting the context for a meta-conversation versus an in-the-weeds conversation is essential. If it’s all content, we need to make sure we step back and talk about the process. The reality? Most people operate in the business, not on the business. Seemingly minor moments like these are the reason we’re better together. A quick question can spark a massive shift in how you operate. Roles, titles, and seniority don’t matter. Everyone on the team has a unique skill set, and these Offsites are invaluable reminders of what those are. I’m excited for more meaningful moments with GroundForce Capital in 2025 and beyond!

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📣 #Seattle #startup #founders and #investors come discover how to leverage the strengths of your #ADHD and #neurodivergent team members to stop losing productivity, profits and top talent. RSVP for my free ADHD Strategies for Tech Founders and Investors #event on Thursday at Seattle #Tech Week! https://lu.ma/usrycd73 cc: New Tech Northwest #networking #companyculture #futureofwork - Pls share this post with colleagues and friends 🙏

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Great interview with Gusto's head of tech "The scary AI scenario is this top-down thing where executives are saying, “We need to use AI” and it’s disconnected from the reality of how people work. It sounds like this is more bottoms up, where you’ve built tools to allow teams to tell you what AI can do for them." Exactly. In fact, the non-technical folks that are closer to the customers, they talk to them every single day, they actually have a much deeper understanding than an average engineer on what situations the customer can get themselves into, what they’re confused about. So they are actually in a better position than engineers or AI scientists to write the instructions to Gus to solve that problem. https://lnkd.in/gtCBYzgM

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The future success of every org comes down 1 thing = the team. Teams are built through a series of hiring decisions. ⚖ Yet the tools 🛠 to make great hiring decisions haven't evolved. 🤔 That's why I'm * very * excited about what we've been building... We released 2 powerful capabilities as part of our skills-based hiring launch that systematically ⚙ improve the * quality of decision * Check them out👇 On each candidate profile in BrightHire you can now access: ✅ Topics Coverage - Instantly see if all of the most important skills, competencies, and topics were covered across the interview process. This allows you to be confident that nothing slipped through the cracks — because one gap can become a painful mishire. 🔍 Candidate Summaries - A clear, objective overview of all of a candidate’s shared qualifications mapped to the key skills that matter. This summary is automatically built as a candidate goes through the interview process, giving Hiring Managers a clearer picture to make better decisions in one place. Less open questions and gut instincts, and more confident hiring decisions. Check our Abhishek Sarihan giving a walk-through below! 📺 And let me know what you think! 🙏

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Don't fall out of touch with your people. Yesterday I shared space with a San Jose City leader. We shared some words too. They were talking about Tesla's recent layoffs, initially talking about the way it was done in disbelief and then turning it into jest. At some point in the conversation they said something along the lines of, “Well, if you work for Tesla, what else did you expect? You signed up for it.” I was appalled. Here was a city leader, an elected official, brought in by the vote of the people, and they were ridiculing and dehumanizing an entire group of people. “You know, some people have no other options, there are no other jobs they can get,” I butted in to their conversation. After a brief pause, “you're right, that's true. Some people don't have a choice,” they responded, contemplating what I had said. As a leader, whether you're an elected official or were hired into your position, never ever ever get out of touch with your people. It creates a gap between you and them, which in turn makes it really difficult for you to effectively lead them. The gap grows wider in times of turbulence and massive change (like we're currently in). It's your job to understand not only the business side of things, but also how to be sensitive to the needs of your people (all people, really). But you can't do that when you're out of touch with people. This city leader who mocked the laid off Tesla workers, was completely disconnected from the fact that for some people, factory jobs are the only type of jobs they can get. Sitting in the upper echelons, they had completely lost touch with the experiences of an entire group of people. If you've lost touch with an entire group of people then you cannot lead them. I've seen this happen time and time again - The people on top have no idea what their people are experiencing. Knowing and understanding the experiences and needs of your people isn't just a job for HR or your People team. It's an important job for you, too. How well connected are you to the experiences of different people? Do they trust you to lead them? #leadershipdevelopment #executivecoach #people

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Ever wondered where the perfect balance between tranquility and innovation lies? For me, it’s Seattle. Unlike the Bay, Seattle has a more serene environment that’s perfect for focusing on building products and businesses. The city’s vibe encourages deep work and creative thinking, free from the overwhelming hustle. But let’s be honest, Seattle’s founder and investor communities aren’t as vibrant as those in SF. Yet, this city holds a special place in my heart – a blend of my love for startups and the charm of Seattle. I believe in Seattle’s potential and I’m on a mission to help ignite its startup community. From connecting with fellow founders to engaging investors, let’s come together to build something extraordinary here. Seattle has all the ingredients to be a startup hub – talent, innovation, and a supportive ecosystem. What it needs is a spark. Let’s be that spark.

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When You’re Starting, Just Sell. What do Google, Salesforce, the U.S. Department of State, and the Athena Grill in Santa Clara (California) have in common? They were all clients of e-Nor, the firm that I cofounded in 2003. It’s probably not hard to guess which of these came first. When you’re starting out in business, just sell. Don’t worry too much about pricing or about the stature of the companies that are willing to work with you. Even if you’re positioning yourself as a premium service provider and your hourly rate target is high, it’s OK to offer deep discounts to the first clients. Until you’re established, you basically need to do whatever it takes to close those first deals and get those first “logos” onto your website and into your marketing materials. If you can get the clients to provide testimonials after the discounted deals, all the better. Each logo and testimonial should be a stepping stone to the next. As you build a client base, you can feature the higher-profile logos. And you can gradually climb to the hourly rate that you were originally targeting. Working for free In these two instances, it could be strategic to even work for free: - to impress a prospect who could become a large client - to enter a new market For free work, limit the scope. You could offer a sample audit or another micro-sized service that would allow you to demonstrate your expertise while avoiding a big time commitment. And run away from anyone who directly asks you to work for free. They’re not your kind of client, and they’re not going to help your business. Giving back Since we’re discussing pricing, I’m compelled to point out a case in which I do unequivocally advocate providing your services for free. If you know me at all, you know I’m a big fan of giving back. Even if cash flow is slow and your budget is tight, you can always offer your services, expertise, and insights for free to causes and projects you find meaningful. Whether it’s a local nonprofit or a national advocacy group, countless organizations could greatly benefit from your expertise but may not have the means to afford it or even seek it out. The benefits are the rewarding feelings you’ll receive from contributing. Always give expecting nothing in return; it always amazes me how much comes back when you give freely.

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The Power of Equity in Building Stronger Teams! 💼 Ever wonder how equity became the secret weapon for attracting top talent? Let’s rewind to the 1950s when California companies made a bold move by offering equity to tech professionals and scientists from the East Coast. Not only did they incentivize relocation, but they created a sense of ownership that fueled loyalty and innovation. Fast forward, and this strategy is still reshaping today’s job market! 🎧💡 Here’s what we’re unpacking in this episode: 💥 The Power of Equity in Attracting Talent California companies knew that offering equity was the key to drawing top talent. It wasn’t just about money; it was about giving employees a stake in the company’s future—a strategy that’s still driving success today. 🔑 Building a Future Together Equity isn’t just financial—it’s about building a partnership. When employees feel like co-owners, it creates a deep sense of commitment, innovation, and loyalty, transforming workplace culture. 📚 Understanding the Rules of the Game Knowing how to implement equity strategies can change the game for startups and established companies alike. This episode breaks down the rules and offers insights on how equity can help you attract and retain talent. Tune in now to learn how equity can transform your workplace and drive lasting success! 🎧✨ #Podcast #Equity #TalentAttraction #WorkplaceCulture #Innovation #Leadership #EmployeeEngagement Follow for more!

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Comp leaders - is your equity program working? How about beyond year 4? Charlie's latest newsletter highlights the hidden factors at play in common equity programs. How do we make it a win-win?

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📣 Hey friends! After a year and a half, 3 rounds of fundraising and building out the design practice at MotherDuck I'm ready for new opportunities! I joined as the Head of Design and the first hire back in fall 2022, and helped shape what design means for the company. I hope you can feel the 'ducking' awesomeness through the product and brand. Now, I'm looking to explore head of design or staff roles in early to growth stage companies and even larger organizations. Can't wait to connect with compassionate founders seeking a design leader versed in UI, UX, IXD, UXR. But first, let me share some startup lessons I've learned over the last 14 years: 1. 🗺️ Have a clear vision A clear vision, articulated and illustrated through design, is a powerful tool. It's the magic that unites your team and customers, helping them SEE where you're going. Design leaders, in sync with the CEO and CPO, can bridge the gap between user expectations and their dream come true. 2. 💎 Quality matters when it matters With limited resources, small teams need to be strategic. A design leader should understand when to focus on the details or backlog them. Foster a culture of experimentation and user feedback. Remember, even as an SME, you might have bias. Listen to your users carefully. 3. 🌟 Lean into your super powers Knowing your strengths and weaknesses is key. If you have the right team, rely on their technical abilities instead of trying to be an expert at everything. It’s tough when you're small, but encourage adaptability and ownership. 4. 📂 Get organized Small messes grow into big ones, which turn into big expenses. Establish clear processes for documentation, meetings, note taking practices and sharing information. Standardize things at the company level and stay organized to scale efficiently. 5. 🤗 Lead with compassion Trust is hard won and easily lost. Leaders who put their ego aside and lead with compassion create a more open culture. Deep relationships, compassion, and a willingness to take a hit for your team will reap rewards in the long run. 6. 🙋 Know your users Get to know your customers and users. Invest time and money in foundational research around their needs and use cases. Share insights and find themes. Eventually, you might have a research function to do this at scale. Until then, let your users lead the way. You'll be amazed at what you learn. 7. 🥳 Have fun If you’re not, you’re not in the right place, find the team that will make you happy, healthy and hoping for more. If you’re constantly stressed, losing sleep, or finding yourself in the hospital for stress induced blood clots then you need to get out. Find partners that get your craft, respect it’s value and hold you up. Life is short, love those around you and make the world a better place. If you’re a compassionate founder with a goal to make amazing things with amazing people let’s design a better world together. https://raphaelhyde.com/

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Inspired by what we’re building at Build Momentum. We realized tech recruiting is broken—non-technical recruiters struggle to find and attract the best talent. That’s why we’ve flipped the script and developed a community-based recruiting approach: a trusted network of elite engineers, embedded within Latam’s top tech communities. The best engineers know the best engineers, and we tap into these deep, authentic connections to deliver top talent faster and with better fit. Want to see how we’re doing it differently? Check out our post

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Join me TODAY at 3 pm eastern for Cracking the Promotion Code, some tips that too many of my clients don't understand about advancing to greater levels of leadership, power and authority in their careers. RSVP 👉 👉 https://lnkd.in/eyZyXqUj (Note: This event is exclusively available to StartUp Marketer (SUM) members. Not a member? Click the link above to join.) #CareerGrowth #LeadershipDevelopment #PromotionStrategies #ExecutiveCoaching

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