Suggestions
Madeline Minshew
VP Culture
Madeline Minshew is a professional with a strong commitment to democratizing career opportunities for all students.
She pursued her education at Barnard College and Columbia University, honing her skills and knowledge.
Throughout her career, Madeline has held significant positions in various organizations, showcasing her expertise in culture, talent management, recruiting, and employment law.
Her previous roles include Vice President, Culture at True Ventures, Advisor at #BUILTBYGIRLS, VP People & Talent at Handshake, Director, People and Talent at CADRE, HR Partner & People Programs Lead at Tumblr, Sales & Marketing Recruiting at iQuest Partners, Engineering Recruiting at Google, and Employment Law at Joseph Herzfeld Hester & Kirschenbaum LLP.
Highlights
A lot of founders ask me when they should consider hiring a head of people. 💡 As you might suspect, the answer is more company-dependent than agnostic. How quickly is your team is growing and how much support and strategic thought do you need around people? Early on, startup founders wear the hat of the head of people from a cultural standpoint. It's so valuable to understand the intricacies of this role so you foster empathy during the hiring process when it's time to delegate. Do you need someone to hire, develop, and retain talent so you can focus elsewhere as a founder? That's a great question to ponder. On average, startups are hiring heads of people earlier than they were 10 years ago. Currently, many bring them on board when the team reaches between 25-50 employees. #startupinsights #peopleops
We’ve been fielding a lot of questions about the new pay transparency laws now in effect in NYC and to come beginning January 1st in California, and while there are a number of articles out there that communicate the nuts and bolts of what these laws mean for companies and #startup #founders, here are some things to consider from an operations standpoint if you have any employees – whether full-time, contractors, or part-time – in those states:
- Ensure that all applicable job postings include the required pay scale information.
- Determine the salary ranges for all existing positions at your company. You may be required to both disclose pay ranges in job postings and surface pay ranges to any existing employees who ask.
- Consider conducting a privileged pay equity audit and making related pay adjustments for any discrepancies.
- Prep managers and recruiters on how to stay compliant and understand the impact and obligations of the laws.
- Pay special attention to similar pay transparency laws currently in effect, or that will soon take effect, in other jurisdictions, if you have multi-state employees.
- Consider adopting a national policy for salary ranges to comply with multi-state laws.
- Ensure record-keeping and maintenance policies are updated to comply with record-keeping requirements. You could invest in an HRIS tool if you haven’t already to ensure your records can be referenced easily for years to come.
- Consider the cultural impact of these laws for your teams. Take a proactive approach and talk to your employees about what this law entitles them to in addition to job applicants, reiterating that the aim of these new laws is to ensure that groups of people who have been historically underpaid will get fairer pay. Lastly, and importantly, consider consulting with an employment law firm to educate yourself in addition to HR leaders and recruiters on your team to ensure you have all the information. We partner with Gunderson Dettmer to understand these nuances and it’s been incredibly helpful as we communicate relevant info to founders in the True Ventures community.
