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Matthew Schulman

Founder and CEO of Trove

Matthew Schulman is a well-educated entrepreneur with a background in Economics and Computer Science from the University of Pennsylvania.

He has a rich history of working in various roles in reputable organizations such as Facebook, DollarsEd, and Trove, where he holds the position of Founder and CEO.

With experience in software engineering, development, and business development, Matthew has showcased a diverse skill set throughout his career journey.

His academic achievements from Wissahickon High School to The Wharton School highlight his dedication to both technical and business disciplines.

Highlights

Sep 9 · linkedin

Pave’s Total Rewards Live Summit – What to Watch For

Working in compensation can be extremely lonely.

Why? Money is one of the tenuous parts of the human experience.

Hundreds of millions (and often billions) are on the line with compensation design decisions that you are responsible to make in a world with imperfect information. The realities of scarcity are felt each day as you feel the pressure from the CFO, CEO, and Board. And meanwhile, every employee thinks they deserve more.

If there is one silver bullet to surviving and thriving, it is all about my favorite word. 𝗖𝗼𝗺𝗺𝘂𝗻𝗶𝘁𝘆.

A huge thank you to all of the customers, panelists, and sponsors making the trek to San Francisco this week for the Total Rewards Live summit.

A brief rundown of what to watch for...


1️⃣ 𝗧𝗵𝗲 𝗕𝗶𝗴𝗴𝗲𝘀𝘁 𝗖𝗵𝗮𝗹𝗹𝗲𝗻𝗴𝗲𝘀 𝗶𝗻 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻

Featuring Connor Parker from Block and Sharpy Sandhu from Okta.


2️⃣ 𝗛𝗼𝘄 𝗘𝘅𝗽𝗲𝗻𝘀𝗶𝘃𝗲 𝗶𝘀 𝗠𝗟/𝗔𝗜 𝗧𝗮𝗹𝗲𝗻𝘁?

Featuring Rahim Bhayani from MongoDB, Robbie Ostrow from OpenAI, and Samiur Rahman from Heyday.


3️⃣ 𝗚𝗲𝘁𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗠𝗼𝘀𝘁 𝗢𝘂𝘁 𝗼𝗳 𝗬𝗼𝘂𝗿 𝗘𝗾𝘂𝗶𝘁𝘆 𝗣𝗿𝗼𝗴𝗿𝗮𝗺

Featuring Steve King from Stripe, Michael McLernon from Instacart, Lamont B. Walker, CEP, CCA from Lyft, moderated by Jon Burg from Infinite Equity.


4️⃣ 𝗥𝗲𝗱𝗲𝗳𝗶𝗻𝗶𝗻𝗴 𝗣𝗮𝘆 𝗧𝗿𝗮𝗻𝘀𝗽𝗮𝗿𝗲𝗻𝗰𝘆 𝗮𝗻𝗱 𝗙𝗮𝗶𝗿𝗻𝗲𝘀𝘀

Featuring Colleen Burgess from Okta, Emily Francis from Databricks, Jean Carlo “JC” Hoyos from ClickUp, Christopher Koski from Plaid.


5️⃣ 𝗣𝗮𝘆 𝗳𝗼𝗿 𝗣𝗲𝗿𝗳𝗼𝗿𝗺𝗮𝗻𝗰𝗲: 𝗛𝗼𝘄 𝘁𝗼 𝗧𝘂𝗿𝗻 𝗮 𝗕𝘂𝘇𝘇𝘄𝗼𝗿𝗱 𝗶𝗻𝘁𝗼 𝗮 𝗚𝗿𝗲𝗮𝘁 𝗖𝗼𝗺𝗽 𝗦𝘁𝗿𝗮𝘁𝗲𝗴𝘆

Featuring Jamie Koegler from HashiCorp, Michael Ng from Stitch Fix, Evan Salisbury from Ancestry.


6️⃣ 𝗡𝗮𝘃𝗶𝗴𝗮𝘁𝗶𝗻𝗴 𝘁𝗵𝗲 𝗠𝗮𝗻𝘆 𝗔𝗹𝘁𝗶𝘁𝘂𝗱𝗲𝘀 𝗼𝗳 𝗖𝗼𝗺𝗽𝗲𝗻𝘀𝗮𝘁𝗶𝗼𝗻

Featuring David Knopping from Alpine Rewards, Ali Rowghani–former Twitter CFO/COO and Managing Director of YC Continuity, Scott Strackbine from Faire, Sarah (Anderson) Wilson from Rokt, and Kate Mitchell from Scale Venture Partners.


7️⃣ 𝗧𝗵𝗿𝗲𝗲 𝗕𝗼𝗻𝘂𝘀 𝗕𝗿𝗲𝗮𝗸𝗼𝘂𝘁 𝗦𝗲𝘀𝘀𝗶𝗼𝗻𝘀

✅ Breakout Session 1 with Gerry Murphy from Nua Group on how to turn your job architecture into a strategic asset.

✅ Breakout Session 2 with Tyler Dishaw and Greg Loehmann from Compensia on Mastering Exec Comp.

✅ Breakout Session 3 with Jon Burg and Robyn Shutak, CEP, FGE, NDEF from Infinite Equity on empowering employees through choice programs.


Thank you to our sponsors for helping us host Total Rewards Live–Compensia, Nua Group LLC, Infinite Equity, Carver Edison, Greenhouse Software, Deel.

#pave #totalrewardslive #trl #summit #speakers

Aug 28 · linkedin

Only 19% of engineers in tech identify as women + the full gender breakdown


The “DEI vs. MEI” heated debate has taken Silicon Valley by storm in recent months since Alexander Wang, CEO of Scale AI, made his viral post on June 13th about Scale AI’s hiring practices.

Behind this debate lie many questions around existing diversity benchmarks across the tech sector.

Today, let’s take a look at gender breakdown benchmarks at companies in Pave’s dataset on two dimensions: 1) by job function and 2) by company size.


Important Caveat:

Gender data is not consistently available in Pave’s dataset, so this analysis is based on 3,735 Pave customers and 385,373 full-time employees where gender data is self-reported. Gender data is collected via HRIS, and Pave is not responsible for how companies collect gender internally.

For this analysis, we are comparing the data between individuals that self identify as either men or women. Due to small sample sizes, individuals identifying as agender, gender non-conforming, genderqueer, transgender, non-binary, or other have not been included.


📊 Chart 1: Representation by Job Function Findings:

1️⃣ 𝗢𝗻𝗹𝘆 𝟭𝟵% 𝗼𝗳 𝗲𝗻𝗴𝗶𝗻𝗲𝗲𝗿𝘀 𝗶𝗻 𝗣𝗮𝘃𝗲’𝘀 𝗱𝗮𝘁𝗮𝘀𝗲𝘁 𝗶𝗱𝗲𝗻𝘁𝗶𝗳𝘆 𝗮𝘀 𝘄𝗼𝗺𝗲𝗻. Candidly, I knew it was bad but didn’t know it was this bad.

2️⃣ Sales also has very poor gender diversity with only 33% of sales employees identifying as women.

3️⃣ 69% of human resources professionals identify as women, the most women-heavy job function.


📊 Chart 2: Representation by Company Size Findings:

1️⃣ Generally, ~37-41% of employees in Pave’s dataset identify as women with some variance by company stage.

2️⃣ Early stage companies (1-25 employees) have the worst gender diversity with only 31% of employees identifying as women. As companies scale, things seem to level out at ~40% of employees identifying as women.


How does your company compare to the market benchmarks?

#pave #genderdiversity #workplace #benchmarks

Related Questions

What inspired Matthew Schulman to start Trove?
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Matthew Schulman
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San Francisco, California