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Leslie Crowe
Partner at Bain Capital Ventures | MuleSoft, Dropbox, & Navan Alum
Professional Background
Leslie Crowe is a highly accomplished professional with a robust background in talent acquisition, strategy, and operations across various prestigious organizations. With a career trajectory that showcases a commitment to excellence in talent management, Leslie has held key leadership roles at influential companies including Google, Dropbox, and Bain Capital Ventures, positioning her as a thought leader in the people and talent domain.
Her journey began at Google, where she garnered deep insights into the tech landscape, initially serving as an Account Executive and later advancing to roles like Program Manager for Emerging Businesses. This period laid the foundation for her expertise in business strategy and operations, enabling her to make significant contributions to the company.
Leslie’s next significant milestone was her transition to Dropbox, where she moved through a series of impactful roles. She began as an MBA intern, soon rising to become the Head of Strategy and Operations for North America Sales, and later taking on the role of Global Leadership & Talent Development's Head of the Dropbox Rotation Program. These experiences not only honed her leadership capabilities but also underscored her passion for cultivating talent within organizations.
As the Chief People Officer at TripActions, Leslie implemented innovative HR strategies that greatly enhanced employee engagement and organizational culture. Her role at TripActions was pivotal in shifting the company's focus towards aligned company values and growth through effective talent management.
Leslie's extensive experience further extends to her time at Bain Capital Ventures, where she served as a Partner in the People & Talent department. Here, she advised a range of start-ups and established firms, helping them to build robust talent strategies that align with their long-term business goals. Additionally, her advisory roles with prominent firms such as Chainlink Labs and Strive demonstrate her ability to influence the industry through her insights and knowledge.
Education and Achievements
Leslie Crowe's educational background is both impressive and impactful. She studied for her MBA at the prestigious Harvard Business School, graduating in 2013. Her educational experience included rigorous training in business management, strategy development, and leadership skills that would later form the foundation of her successful career. Before that, she earned a Bachelor of Arts degree with Honors in Law, Letters, and Society from the University of Chicago, where she demonstrated her analytical skills and commitment to understanding complex societal issues.
During her academic tenure, Leslie not only excelled in her studies but also engaged deeply in extracurricular activities, which enriched her understanding of leadership and community engagement. This combination of academic prowess and practical experience set her apart in the competitive business landscape.
Notable Achievements
Leslie Crowe's notable achievements throughout her career highlight her exceptional capabilities in steering organizations toward success through effective people management. As an Advisor at Modern Treasury and PeopleTech Partners, she continues to lend her expertise to innovative companies aiming to transform their operational frameworks and enhance their human resource strategies.
One of her standout achievements includes her role as a Founding Member of Chief, an organization dedicated to supporting women in executive positions by providing networking opportunities and resources to advance their leadership potential. Leslie's work here illustrates her dedication not only to her career but also to empowering other women leaders.
In her various roles, notably as VP of Talent at MuleSoft and her strategic oversight at Dropbox, Leslie has consistently demonstrated her ability to build and retain top talent. Her strategic initiatives have been recognized as transformational within the organizations she has collaborated with, demonstrating her commitment to fostering environments that prioritize growth, collaboration, and excellence.
Leslie Crowe’s career is marked by leadership, innovation, and a profound understanding of the dynamics of people and talent within organizations. Her commitment to excellence and her ability to drive strategic initiatives make her an invaluable asset in any endeavor she undertakes, as she continues to shape the future of talent management in the business world.
Highlights
Reference check ✅ or reference interview 📝? Or neither?
I recently did a reference for great friend who happens to be a past coworker. I left the conversation with these thoughts:
🔵 We are such good friends. We talk weekly, send reels to each other on Instagram, have gone on vacation together. Was I even a good reference? (no) 🔵 The person doing the reference knew little about the role and mechanically moved through a list of questions. Was this actually going to be helpful? (I doubt it) 🔵 The first question was “She’s really great, isn’t she? Please share more about her strong performance.” Talk about a leading question. Why were we even here? (still no idea) 🔵 After a series of yes/no questions, we were done in 8.5 minutes. Was this a good use of anyone’s time? (I’ll let you guess 😉) 🔵 My friend called me a few hours after the reference call and asked me for my opinion on the job. Was I doing the company any favors at that point? (nope!)
Done right, references unlock a gold mine of information. Done wrong, they delay hiring processes and are the biggest waste of time for everyone on both sides.
So why do references like that one above happen? A few ideas on how to make sure this doesn’t happen to you:
💬 It’s an interview, not a check: A “check” makes it sounds like you’ll collect some biographical information and be done in 5 minutes. Turn this into a real interview. Come prepared with a list of meaningful questions. Don’t just stop at the surface level answer, dig in. 👥 Choose wisely - talk to past managers, not peers: I always find it interesting when someone is asked for “X references” with no perimeters. Any decent human being can find people who they’ve worked with, love them, and can talk about their work. Don’t waste your time. Ask for “your last X managers” - obviously not at their current company and adjust your expectations for new grads. If you talk to a peer, do it with purpose - e.g. hiring an AE, you want to talk to the CSM who worked with her on her largest deal. Never be afraid to ask for references with purpose. And you may learn something if the candidate can’t share any of the people you ask for. ⛔️ You’re the manager, don’t outsource this: Managers should take reference calls. This is your shot to learn about the person you’re about to ask to join your team. References with past managers will tell you how someone performed and equally as importantly, how best to manage them and make them successful. This is your chance to learn. 🌟 Sell the reference: That reference is likely at the top of the list of people your candidate will call for advice on whether to take your job. Use their time wisely, explain the role, demonstrate how invested you are in the candidate. And don’t shy away from showing a bit of who you are! When the candidate calls and asks the reference “what did you think?” the reference will actually have something to say in your favor.
