Practical perspectives on hiring, People strategy, AI at work, and senior careers, from 10+ years building People functions at venture-backed companies.
82% of my team uses AI every day, and almost all of them think they're leaving value on the table. They didn't want a workshop. What they asked for instead, and what we changed.
It started with a lunch and a question I couldn't put down. In June, a room full of senior women in Arizona tech found each other at our launch. The story behind Alta, with photos.
Something breaks and the answer is always the same: add headcount or add software. Most of the time the team and tools you already have can fix it. What digging looks like before you spend.
Candidates use AI to apply. Companies use AI to screen. Both sides are optimizing for the machine in front of them. What that means for your resume, and for your hiring process.
I wrote a post for recruiters about senior interviews. My DMs filled with senior candidates out of work. Here's what their response told me about this market, and three things I'd change today.
The senior candidates I hire usually aren't the most polished interviewers. They're the ones who aren't trying to be interviewed at all. Why a real conversation wins.
Roughly 20% of job postings right now are ghost jobs. How to spot them, why they shouldn't count as rejections, and where to put your energy instead.
There are 500 to 800 women working in tech at the senior IC level and above across the Phoenix metro. Most of them don't know each other. Here's why that's about to change.
When you're running a function, mentors drift, recruiters have an angle, and most of your network doesn't understand your role. What's missing is peers.
Most founders wait until 40 or 50 employees to make their first People hire. By then, they're not building. They're untangling.
After reviewing thousands of resumes and hiring hundreds of people, here's what actually moves the needle when you're trying to land the role.