Jen Haller

What do companies like Miro, Zapier, Cisco and JLL all have in common? They're all sending folks on their RevOps team to #RevOpsAF 2024 in San Diego, that's what. 😎 Yes, we will have some amazing workshops and sessions led by folks like: Ali Rastiello (VP RevOps at Health Catalyst) Anjai "AJ" Gandhi (Chief Growth Officer at Marlin Equity Partners) and Daphne Costa Lopes (Director of CS at HubSpot), to name a few. And yes, we'll also have some incredible offsite experiences included with your ticket, like: 👻 Taco and tequila tasting plus a ghost tour (courtesy of Scratchpad) ⛴️ Ferry ride + Coronado Island walking tour (courtesy of Subskribe) 🍻 Ocean Beach brewery tour (courtesy of Openprise) 🧘 Yoga and Meditation on the beach (courtesy of RevOps Co-op And double yes, other folks are planning activities around the event like: 🤝 A MarketingOps.com meetup by Mike Rizzo and crew ⚾️ Andy Keehn and the folks at Prolifiq are getting a group together for a Padres game But I think the most incredible thing about RevOpsAF 2024 is the attendees. 🚀 So if you wanna hang out with best-in-class revenue operators for a few days, then join us why don't you? 🙂 Learn more → revopsaf(dot)com #revops #revenueoperations #salesops #salesoperations #marketingops #marketingoperations #mops #conference #inperson #professionaldevelopment

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As an early-stage Chief of Staff, I often talk to folks who are looking for CoS roles. I get asked a lot of similar questions and want to share my answers for anyone who's pursuing this path: 1️⃣ What does a CoS actually do? CoS's are all different. At a company as young as Aomni, Chief of Staff is a "white space" generalist role, meaning I take on any business priorities that our founder/future execs don't own themselves. Today that means Ops, Sales (in partnership w CEO), Marketing, Customer Support and certain Product tasks. 2️⃣ How can I find CoS opportunities at startups? I don't think it's a good use of time to apply cold. This is because CoS hiring at startups is highly trust-based and the market is crazy rn. Unless you have a sterling resume, you're going to lose out to competitors in the CEO's network already. Instead, leverage your network to develop relationships. Look for opportunities to start on a freelance basis where you can build trust before the job is even posted. Consider different roles at the right company where you can evolve into a CoS over time. 3️⃣ How can I stand out to hiring managers? Same thing as #2 -- it's all about relationships. Demonstrate that you can perform well in the role and add value as a trusted partner to the CEO/exec team, whatever that takes. 4️⃣ What's the hardest part of the CoS role? The biggest thing is stress. You don't have the same level of responsibility as the CEO, of course, but the pressure they experience reaches you via osmosis. I'm always trying to improve how I manage stress. 5️⃣ Do I need to have consulting or banking experience, or an MBA? Absolutely not. My somewhat irrational and biased opinion is that these experiences are actually anti-signals about one's fit for the job at a startup (probably not the same at a big company). Many people with these backgrounds are uncomfortable without structure, inflexible and unwilling to do grunt work. Effective CoS's at startups are highly curious learners, resourceful operators and great first-principles thinkers. As long as you can demonstrate these traits you're golden. --- I also want to shout out some communities that anyone in this space should have on their radar: Ask a Chief of Staff, Chief of Staff Network and Generalist World are 3 of my faves. Always happy to answer questions and support new and aspiring CoS's in any way I can!

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Moving to a new city is both exciting and challenging. As my wife and I recently settled into Seattle, I've been reminded of the importance of networking in building a sense of community and opening doors to new opportunities. Here's what I've found helpful: - Start with Your Existing Network: Your current contacts can be a valuable resource in your new city. Reaching out to them can provide a sense of familiarity and ease the transition. You'd be surprised how often someone knows someone in your new city. These warm introductions can be invaluable. I have been reaching out to people on my phone and LinkedIn. - Be Intentional with Your Outreach: Attend local events, join industry groups, and connect with people in your field. Remember, it's not just about handing out business cards—it's about building authentic relationships. It's always about being genuine and networking with others. - Explore Communities: Don't limit yourself to your immediate industry. Engage with local organizations, volunteer groups, and social clubs. A diverse network can offer fresh perspectives and unexpected opportunities. I want to engage with the local universities and non-profits that resonate with me. - Listen and Learn: Every conversation is a chance to learn about your new environment. Ask questions, listen actively, and show genuine interest in others' stories. - Stay Patient and Persistent: Building a network in a new city takes time. It's important to stay patient, be persistent, and always follow up on connections you make. Remember, it's a process that can lead to a strong and supportive network. Moving to a new city is more than just finding a new place to live; it's about creating a new network to help you thrive. If you've recently moved or have any tips, I'd love to hear your thoughts! We're here to help. #Networking #SportsBiz #relationships

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I'm getting acclimated to the Pacific Northwest (the locals call it the PNW), and I'm seeing some unique partnerships, and I want to share one with you.... Being in Seattle, it's tough (I'm a Dunkin fan and in Starbucks Country) and clothing (Carhartt Fan). That said, I learned about a unique partnership partnership between Filson and the Seattle Kraken. This sponsorship embodies a perfect synergy between two iconic PNW brands. Who is Filson? Filson is a heritage outdoor clothing and gear company founded in 1897, renowned for its durable, high-quality products designed for rugged outdoor activities like hunting, fishing, and exploring. Based in Seattle, Washington, Filson has deep roots in the PNW and embodies a commitment to craftsmanship, functionality, and timeless style. The brand's legacy of reliability and connection to nature has made it a favorite among adventurers, workers, and outdoor enthusiasts worldwide. I only heard of them once I moved out to the PNW.... Here's why this collaboration is so meaningful: - Shared Heritage and Identity: Both Filson and the Kraken represent the rugged, adventurous spirit of the PNW. With its roots in durable, high-quality outdoor gear, Filson aligns seamlessly with the Kraken's bold and relentless presence on the ice. This partnership feels like a natural extension of the region's identity. - Community Connection: Sponsorships like this strengthen ties to the local community. Filson's support of the Kraken highlights a shared commitment to bringing people together and creating memorable experiences in Seattle. It's not just about the brand—it's about the fans and the city they call home. - Innovative Collaboration: This isn't just a logo placement; it's an opportunity for creative integration. From exclusive Kraken-themed Filson gear to community events and activations, this partnership has the potential to set a new standard for what sports sponsorships can achieve. Why is this important? Sports sponsorships like Filson's partnership with the Kraken go beyond marketing—they're about creating authentic connections. This collaboration showcases the power of aligning brands with shared values to deepen community engagement and amplify the reach of both partners. It's a great reminder of how meaningful sponsorships can elevate the organizations involved and the fans who feel more connected to their favorite team and local businesses. Brands, look at properties that are authentic to you and your footprint. Right holders, look at endemic categories that fit to your fanbase based on demographics, psychographics, behavorial & geographical. We're here to help. #sportsbiz #sponsorships #heretohelp

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A year and a half ago, on a three-hour hike in the Colorado mountains, my friend (and now co-founder) Danielle Wilkie and I sparked something new. Surrounded by nature, buzzing with creative energy, we started dreaming big. With Danielle’s recent experience in real estate and mine in tech, we got curious: How did we get here in our careers? And what were the threads connecting our journeys? ➡️ A tribe of powerful women who had our backs ➡️ Coaches who helped us navigate growth (and let’s be honest, some messy challenges) ➡️ Tools like Conscious Leadership that helped us lean more into who we are, not just what we do Then, it hit us—what if we could amplify those threads and make an impact in a new space? The answer? Real estate. Once we started digging into the real estate world, especially with all its recent shifts, a few BIG questions kept coming up: ❓ Why were there so few women coaches in real estate (only about 33%) while over 65% of agents are women? Where were all the women coaches?! ❓ How could we expand Conscious Leadership beyond tech into spaces like real estate? (Plenty of coaching here, but not as much emphasis on the “why” over the “what”) ❓ What if we built something completely new, on our own terms, that would genuinely shake things up? 🚀 Eighteen months later, here we are—The Helm is live, tackling these questions head-on. I have no idea what exactly is in store, but scaling executive coaching and conscious leadership into new areas of business like real estate feels right. Curious? You can check out our site (link in comments) or track us down on Instagram at @wisdomfromthehelm. Thanks to everyone in my network—you rock. #TheHelm #ConsciousLeadership #WomenInRealEstate #ClosingTheGap #WomenCoaches #LeadershipDevelopment

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Earlier this week, I brought my fully remote, distributed team together in Napa for a two-day offsite, where I intentionally stepped away from the typical planning and strategy sessions. Instead, I created space for us to simply connect.🙌 The days were mostly unstructured—a welcome break from the daily grind. We shared great meals, stories, and laughter—lots of it.🤣 Here’s what I walked away with: ✅ Immense gratitude for each person I work with. ✅ Confidence that those two days were time well spent. I truly believe that the supportive, psychologically safe environment we’ve built as a team is a direct result of the time we’ve dedicated to getting to know each other, understanding one another better, and prioritizing playfulness and fun. Too often, leaders underestimate the value of this type of connection, dismissing it as "fluff" or making minimal efforts, treating it as an afterthought. But for me, it’s the foundation of a thriving, cohesive team.❤️ Each smiling face in this photo is a big part of why my career is such a fulfilling and positive force in my life.🙏 #leadership #innovation #mentalhealth #peoplefirst #remote #remotework #wfh #humanresources

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Here's what companies are getting wrong about return-to-office policies. As Upflex's cofounder and CPO just told Employee Benefit News: "Many companies enforcing RTO policies aren't considering the fact that work structures have changed. Work today doesn't happen in the same way it did in the past." HR leaders might enforce an outdated #RTO mandate because they want to build company culture or or boost productivity. But it's likely that it could have the exactly the opposite effects. Upflex's Ginger Dhaliwal explains modern return-to-office policies that build #coworking and flex space into the picture, for Paolo Perlata at EBN: https://lnkd.in/ge2hyNX4 #HR

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How do we include distributed / frontline / deskless workers in our ERG and culture efforts? BIG question right now. Some things we're learning from our community: 1. 👥 Make friends on your Compliance & Legal Teams 👥 There are so many different considerations when you're thinking about employees that are exempt vs. non-exempt... frontline vs. HQ... contractor vs. full-time... hourly vs. salaried... the list goes on. As you think about how to include all different types of workers in the culture of inclusion your ERGs are building, make sure you keep your Compliance & Legal Teams looped into the conversation. They can help you see around corners on the greatest opportunities and challenges you might face as you build for your entire workforce. 2. 💬 Involve Distributed Employees in the Conversation 💬 Involve these distributed employees in meetings and planning processes so they can help you be as inclusive as possible. Often, they'll bring up things you may have never considered, simply because you aren't in their shoes. Too often, we find out after-the-fact what they were truly looking to get out of their participation in their company's ERGs. So, pull them in early and you stand to learn a ton that will help your ERG now and into the future. 3. 📹 Hit Record! 📹 Some folks may not be able to make your live events or efforts depending on their schedule and location. They may be on the floor, working in a warehouse, on an overnight shift, or at an office abroad. So, get some quality footage that you can upload to a central, accessible online portal (i.e. intranet, shared drive). If you have the resources, put together a 'highlight reel' of the most impactful takeaways so people can share the knowledge even after it's all done. Bonus tip: You can have a virtual viewing of these highlights or recordings to create moments of togetherness in different pockets of your community. Plus, this is a great way to get more mileage out of a point-in-time effort. #frontlineworkers #distributedwork #remotework #hybridworkforce #employeeexperience #employeeresourcegroups

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When companies *openly* engage their employees in cutting costs and increasing revenue (w/o layoffs), there typically is a deluge of good ideas, hidden gems, low hanging fruit, invisible wastes, and hard to acknowledge, but ultimately important to face challenges. Which begs the question...why don't companies do this more often? Some ideas: - Leadership may not trust employees to contribute valuable ideas - Misalignment of goals between leadership and employees (principal-agent problem) - Employees may not feel safe sharing ideas if there isn’t psychological safety - Groupthink and confirmation bias - Short-term financial pressures. Incentive structures may reward short-term gains, making layoffs more appealing. - Sorting through numerous employee suggestions can feel overwhelming. But in many cases, there's an assumption that if these ideas haven’t already bubbled to the surface, or if people haven’t taken action, they simply don’t exist (or were not feasible, or something/someone was standing in the way). Paradoxically, if those ideas do emerge and lead to change, it could cast doubt on previous efforts, creating a reluctance to explore them in the first place.

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To All the Amazing Working Mothers Out There 💪 Does this scene look familiar? If you're a working mom, I bet you're nodding (or maybe laughing to keep from crying). This is my 2.5-year-old on the restaurant floor, in the midst of what I lovingly call her "threenager" phase, silently protesting... well, who knows what. And this is real life as a working mom 🤪 And yet there's the myth of the "perfect" working mom who effortlessly juggles it all. You've seen those Instagram posts - the ones showcasing flawlessly dressed businesswomen with spotless homes, thriving careers, and beaming families 💅 But the truth is it's an illusion. No one - absolutely no one - is managing everything successfully all at once. Home, marriage, kids (especially those who want to nap on restaurant floors), work, hobbies... something is always taking a backseat. And you know what? That's completely okay. So, to every working mom feeling overwhelmed or inadequate: 👉 You're doing an incredible job 👉 It's okay if everything isn't perfect 👉 Your worth isn't measured by how many plates you can spin The most important thing is for you to feel happy and supported. Prioritise your well-being. Celebrate your victories, no matter how small. And remember, you're not alone in this journey. The reality of being a working mother isn't about perfection - it's about persistence, love, and doing our best each day... even when that means navigating public toddler meltdowns. You've got this, mama. 😎

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Subculture, noun. "a cultural group within a larger culture, often having beliefs or interests at variance with those of the larger culture." I've worked at gigs where I was waiting for leaders - my CEO, my boss, anyone more senior than me - to "make culture better." As if they were going to suddenly wake up one day and think they know exactly what's going to make all of us happy. And it took me YEARS to recognize that there was power within me all along. Within all of us. This is why I talk so much about what subcultures can teach us. The punk subculture wanted no part in the status quo - so they created their own movement. Organizational subcultures can make big ripples when that autonomous power is harnessed. We can set boundaries together, set expectations with one another, and build trust in a way that allows us to move more quickly, more clearly and more creatively together. This requires: ✳ bravery ✳ progressive leaders (this doesn't mean people with leadership titles!) ✳ someone who is willing to ask, "what do we want to do to make positive change?" ...and all of a sudden everyone outside of that subculture starts saying "DANG. What are THEY doing differently!?" Who do YOU know who wants change where you collaborate? How can you start that movement? Never forget that people have the power! What will you do with yours? #subculture #psychologicalsafety #movementmaker #organizationalchange

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As a New Yorker through and through, I learned that trust means telling the truth—even when it's hard to hear. Trust in leadership isn’t just built by what you say, but how you say it—especially when giving tough feedback. We have to find innovative ways to turn a difficult conversation into an opportunity for growth and connection. #Leadership #FeedbackCulture #EmpathyInLeadership #HR #GrowthMindset #EmployeeRelations"

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Leaders use business jargon and metrics as short-hand and they want to work with others who can speak the same language, people they don’t have to translate for. At Section, NDR is one of our key metrics so I need my team to know what it means – REALLY know what it means. Not just what it stands for, but how it changes our priorities and drives behavior in our company. Get to know the key jargon and metrics in your business - your boss will be more likely to strategize with you because you speak the same language. If you work in SaaS or a recurring revenue business, NDR is a key metric to understand. We broke it down and why it’s so important to your CEO in today’s Personal Math. Link in comments.

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“The cave you fear to enter holds the treasure you seek.” 💡✨ Attending SaaStr 2024 in San Mateo for the first time felt like stepping into the unknown, unsure of what I’d find or how it would change me. But wow—what an incredible and transformative experience! 🚀 I had the privilege of connecting with hundreds of amazing companies from the SaaS and tech ecosystem, both from California and across the US. From passionate discussions about design, digital experiences, and truly connecting with users to creating products that have a real impact on people’s lives, every conversation was a treasure of its own. 🎨💻💬 What struck me most is that we all share the same passion and understanding of how vital design and user experience are. It’s not just about aesthetics—it’s about solving real problems, creating meaningful connections, and making people’s lives simpler and better. 💫💖 So grateful for this experience, and for all the treasure I found along the way! 🗝️🏆 #SaaStr2024 #DesignMatters #UserExperience #DigitalInnovation #Grateful #TechCommunity

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Becoming an executive comes with its own set of unique challenges, especially when imposter syndrome starts creeping in. While drive and ambition can initially fuel success, unchecked self-doubt can quickly become a barrier to growth. I’m joined by Donna Lichaw, a former Product and Design leader turned leadership coach and author of The User's Story. Donna helps leaders and executives answer tough questions like, ‘How do I get my team excited to show up to work every day?’ by guiding them to become the heroes of their own stories. In this Product Thinking episode, Donna uncovered: 1️⃣ How imposter syndrome can fuel early success but hinder growth.  2️⃣ The importance of self-awareness for leadership evolution.  3️⃣ Breaking the blame game to foster a stronger team dynamic.  4️⃣ Why trusting your team is key to avoiding micromanagement.  5️⃣ How storytelling can drive vision, starting with your own story. As Donna put it, “You can't lead others until you understand your own story. Leadership starts from within.” Don’t miss the full episode: 🎙️ Apple Podcast: https://lnkd.in/gyzbMAg3                                              🎧 Listen on Spotify: https://lnkd.in/g5haXAvW Have you experienced imposter syndrome? How did you overcome it? Share your story in the comments! #productthinking #leadership #impostersyndrome #productmanagement #productleader

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Performative inclusivity in the workplace is BS and I'll tell you why👇 I co-founded a startup, and while we’re struggling with fundraising, we also need to pay the bills, so we’re job hunting. Ruan Pearce-Authers, my co-founder, found a job, and I'm so happy for him. While he was speaking to his new boss, I heard all the praises he was giving him: "I'm so excited to have you on board because you have both technical skills and you’re building a business, so you can understand better the work ethic” Awesome for him! But here’s what I hear in my interviews: "I believe you’re a better fit for a design role instead of leading" Ruan and I have exactly the same work experience for Fiero on our CVs. I speak with investors, manage all the marketing and sales, work on strategies, and solve problems employees don’t even know exist inside a company. So when I see job descriptions bragging about being "equal-opportunity employers" and "celebrating diversity" it’s pure BS. You’re not fooling me— I know you don’t practice what you preach. Here we are in 2024, and as a woman with over a decade of international product experience and running a business, I’m still not treated equally compared to my male peers. #genderequality #womenintech #womeningames #femaleentrepreneur

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🌶️ Spicy thought - what if we dropped the "Culture" expectation from People Ops and shared the responsibility... I mean wealth. Look, I love that our work impacts the whole company, and to build frameworks that allow folks to thrive in their career is a true joy. To have the privilege to listen to the team, advocate for their wellbeing and design systems that lead to success fuckin rocks! Hashtag blessed, as they say. Also - none of that needs to be exclusive to People Ops; in fact I'd argue any leader has the same responsibility. But like - not seein a whole lot of "Sales and Culture" or "Code and Culture" conferences out there, huh? Fact is, culture exists always. You can guide, grow and develop it through practices, programs, celebrations and responses to failure. While your People Ops exec might be conducting the orchestra, everyone has a part to play. Hard Sell - if you wanna chat about your People Programs, Practices or getting the whole team on board, my DMs are open! Cheers, y'all!

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New week, new hustle. Got my iced coffee on deck, and these startups didn’t wait for anyone to catch up. If your Monday’s just getting started, these companies are already miles ahead, setting the stage for a week of serious moves. Let’s see who’s kicking off the week strong: Zephyr just locked down $60M, backed by Elda River and The Pritzker Organization, to bring fresh respect and real growth to home services. CEO Shawn Weidmann's making sure techs get the career paths they deserve in a $125B industry that’s ready for real change. Level AI landed a cool $39.4M Series C, with Adams Street Partners and a stacked lineup of Cross Creek, BrightLoop, Battery Ventures, and Eniac Ventures. CEO Ashish Nagar’s crafted a contact center that does more than talk—it connects, with real-time sentiment analysis and NLP that’s making big brands take notice. Nirvana scored a $24.2M Series A, thanks to Northzone, Inspired Capital, Eniac Ventures, and Surface Ventures, to take healthcare insurance verification out of the dark ages. With a 94% accuracy rate and names like Headspace Health onboard, CEO Akshay Venkitasubramanian is delivering a level of efficiency healthcare’s been missing. Kindo raised $20.6M to secure enterprise AI, with Drive Capital, RRE Ventures, and Marlinspike backing the play. Ron W. and Bryan Vann are building a platform that keeps AI adoption as secure as it is scalable. This isn’t just a system—it’s the foundation enterprise AI’s been waiting for. SchooLinks just pocketed $80M from Susquehanna Growth Equity (SGE) to rewire career counseling for high school students. Katie Fang and team have taken over 40 states, gamifying career prep and building a real bridge from high school to the workforce. Career planning is about to get a serious upgrade. Carbon Robotics locked in a solid $70M Series D, led by BOND with nVentures (NVIDIA’s VC arm), Anthos Capital, and IGNITION PARTNERS. Paul Mikesell’s LaserWeeder is taking on weeds with laser precision, cutting costs, and changing the game for farmers globally. That’s your Monday iced coffee rundown—cool, sharp, and ready for the week. Want the full breakdown? Head over to my Substack👇 for all the details and a little extra heat. https://lnkd.in/egxETsUc #HomeServices #HVAC #AI #HealthCare #HealthTech #Education #EdTech #AGTech #Agriculture #Farming #FarmTech #Technology #Technology #TechEcosystem #StartupEcosystem #VentureCapital #StartupFunding

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Hey Producing Managers, Are you a leader, or are you a helper? Shayla Gifford talked about this onstage at the Mastermind Summit last week. It’s a powerful phrase that I’ve been thinking about ever since. ⇒A helper is more reactive, meaning they’re lower impact and not transformational. ⇒A leader gets ahead of things, bringing more value to others. So for every producing manager and myself, I challenge us this week to think about how we’re being a leader to ourselves and our team. Are you just helping your people when they need you, or are you interacting with them consistently? Are you delivering the customer a fee worksheet or providing a Mortgage Coach presentation? Now is the time for active leadership. This is what draws people in. Shant Banosian also delivered an incredible keynote onstage at the Mastermind event. He talked about his two core beliefs and four principles that guide his success. I am going to interview him about it soon, but in the meantime, I hope you consider what these are for you. I am going to be thinking about it as well. Have a great week! #TrustEngine  #MortgageCoach  #AlwaysBeCoaching

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