Safe For Work (SFW)

Safe For Work (SFW) is a newsletter focused on innovative strategies for building startups by harnessing the full potential of people. It covers HR tech investment trends, effective hiring practices, leadership transition for founders, and the importance of organizational culture, DEI, and employee well-being in scaling startups.

Startup Culture Human Resources Technology Leadership and Management Hiring Strategies Diversity, Equity, and Inclusion (DEI) Organizational Development Career Development Founder Psychology Employee Well-being Talent Cultivation vs. Acquisition

The hottest Substack posts of Safe For Work (SFW)

And their main takeaways

021. [Founder Psychology Lesson] How to evolve from cowboy to leader

15 implied HN points • 21 Feb 24
💼 Business Startup Leadership Team Management
  1. Startup founders need to transition from being independent doers to effective organizational leaders as the company grows.
  2. Founder's rapid learning pace in early stages can hinder team building if they don't shift to leading and collaborating with their team.
  3. Leaders should practice empathy, effective communication, and self-awareness to navigate the challenges of moving from individual contributor to managerial role.

023. Startup equity: The obvious, yet often-bungled way to motivate employees

7 implied HN points • 13 Mar 24
💼 Business Employee Motivation Leadership Compensation Management
  1. Employees often undervalue their equity in startup companies, leading to a lack of motivation and missed opportunities for potential financial gain.
  2. Startup leaders need to openly and honestly discuss equity with employees to help them understand its value and make informed decisions about their compensation.
  3. Engaging with the emotional aspects of equity and providing guidance on how to value it can lead to better employee motivation, productivity, and retention in tech startups.

019. The Career Casino – The Good/Bad/Ugly of startups

15 implied HN points • 24 Jan 24
  1. Startups offer the opportunity for outsized outcomes like a casino.
  2. Joining a startup can provide unique career development opportunities.
  3. Working at a startup requires understanding the unique culture and challenges to thrive.

017. Is your hiring process scaring away great candidates with this one annoying trend?

15 implied HN points • 10 Jan 24
  1. Application Questions in the hiring process should be limited to 1-3 short questions that do not require excessive time and effort from candidates.
  2. As a company, using too many, complex, or time-consuming application questions may deter top candidates from applying, leading to a false-negative error in hiring.
  3. It is important for employers to strike a balance with application questions, ensuring they are insightful but not burdensome, to attract and retain high-quality candidates.

020. How big company recruiters can kill your startup, and how to spot the ones that will send it to the moon

7 implied HN points • 07 Feb 24
  1. Quality-oriented recruiters in startups focus on quality over quantity, value good onboarding, and are not just about meeting quotas or tasks.
  2. Startup recruiters should be able to sell without relying on a big brand, aligning problems for both employer and employee to find a mutual fit.
  3. The best startup recruiters often identify as passionate outsiders, caring deeply about their work and having a drive to prove themselves, even if they don't fit the traditional recruiter stereotype.
Get a weekly roundup of the best Substack posts, by hacker news affinity:

008. How HR tech became the preferred way for VCs to light their money on fire 🔥

34 implied HN points • 20 Sep 23
  1. Venture capitalists are heavily investing in HR tech startups, despite questionable effectiveness and outcomes.
  2. HR tech industry is responding to a demand for easy solutions to complex people-related issues.
  3. Many HR tech startups lack true innovation or understanding of their users, often focusing more on marketing than product development.

016. [Q&A] Startup-Building and Navigating a Tech Career

15 implied HN points • 06 Dec 23
  1. Consider shifting from startups to a larger organization for new learning opportunities and support.
  2. Focus on building a strong People foundation in startups to avoid common pitfalls and scale successfully.
  3. Prioritize creating genuine feedback culture and designing effective remote work policies for sustainable growth and employee well-being.

012. @jenistyping’s Rules for Startup Scaling, Part 1

19 implied HN points • 25 Oct 23
  1. Product is what you build. Growth is how you turn it into money. Org is what grows Product and Growth.
  2. Most startups underestimate the importance of Organizational work until it's too late.
  3. Being a startup founder involves personal growth challenges and transitioning to an organizational leader after achieving Product-Market Fit.

003. 3 interview questions to sniff out Heads of People who can’t deliver

30 implied HN points • 16 Aug 23
  1. A good Head of People should be a builder who can create strategies and adapt to new contexts.
  2. Balancing business needs with employee needs is crucial for a Head of People.
  3. Integrity, including strong moral principles and ability to tell difficult truths, is key in evaluating People leaders.

005. ‘Mo founders, ‘mo problems – Startup dysfunction by cofounder count

23 implied HN points • 30 Aug 23
  1. Having multiple cofounders can lead to complex interpersonal dynamics within a startup.
  2. The number of cofounders can affect how efficiently the team works together and the potential for conflicts.
  3. It's crucial for startup teams to recognize and address cofounder issues early on to reach their full potential.

014. Being dubbed a “Rising Star” - A blessing or curse for your career?

11 implied HN points • 15 Nov 23
  1. Being labeled a 'rising star' in your career can lead to a rollercoaster of high achievement.
  2. Navigating organizational politics is crucial when dealing with the pressures of being a 'rising star.'
  3. Avoiding burnout and focusing on self-reflection is essential for maintaining long-term success as a 'rising star.'

Frisky Friday 10.6.23 – Tales of a Wandering Nomad

15 implied HN points • 06 Oct 23
  1. Nomading can be challenging but eye-opening
  2. Trying different environments can lead to self-discovery and growth
  3. Experiences can be more valuable than material possessions

Frisky Friday: 9.22.23

15 implied HN points • 22 Sep 23
  1. Frisky Fridays is a new segment of Safe For Work for shorter, offbeat posts in addition to regular thought leadership Wednesdays.
  2. The author reflects on her Twitter journey and celebrates trademarking @jenistyping, with throwback posts highlighting her growth and accomplishments.
  3. The author shares a personal story of immigrating to the US from Korea, reflecting on the challenges faced, sacrifices made, and the realization of living a life aligned with her dreams.

020. Startup Hiring Lessons (@jenistyping's Version) (From the Twitter Vault)

3 implied HN points • 31 Jan 24
  1. The author shares insights on startup hiring lessons from their Twitter experience.
  2. The post includes curated tweets and personal context about startup hiring.
  3. The content covers core principles of hireEd system, startup founders and hiring, hiring skills, interview skills and process, recruiters and talent leaders.

009. Why DEI is a requirement for ambitious startups building world-class teams

11 implied HN points • 27 Sep 23
  1. DEI (Diversity, Equity, and Inclusion) is crucial for startups aiming to build strong, diverse teams.
  2. Biases exist within all of us, affecting underrepresented groups first in growing startups.
  3. Ignoring DEI can lead to damaging consequences on team morale, productivity, and company success as startups scale.

Frisky Friday 11.10.23 – Hi from the beach! 🏖️

7 implied HN points • 10 Nov 23
  1. In-person gatherings hold unique value, especially for those in HR who have faced significant challenges in the past few years.
  2. There is a growing recognition of the disconnect between HR tech and on-the-ground practitioners, signaling a need for industry shifts.
  3. Positive trends in the new generation of HR tech founders reflect a shift towards better user understanding and service orientation.

013. Why "Wartime CEOs" may win the battle but lose the war

7 implied HN points • 08 Nov 23
  1. The concept of 'Wartime CEO' versus 'Peacetime CEO' is being reconsidered in today's volatile business landscape.
  2. Leaders should not use the 'Wartime CEO' label as an excuse to neglect empathy and human-centered leadership skills.
  3. Balancing agility and intentionality is key for leaders to navigate challenging times and maintain a positive company culture.

007. Bringing recruiting “Back to the Future:” 3 common practices to leave in 1953

11 implied HN points • 13 Sep 23
  1. Efficient hiring strategy requires more than just focusing on improving the interviewing process. It's about understanding the full hiring experience, from candidate motivations to talent branding.
  2. Recruiting has shifted to a consumer-focused approach due to candidates having more options and doing extensive research before applying. Companies need to adapt by building authentic talent branding and attracting top candidates.
  3. Modern hiring is a collaborative effort involving multiple levels and functions. It requires active coordination, investment in quality over quantity, and designated roles within the hiring team for success.

“Are layoffs even that bad?” How startups can hire top talent right now

19 implied HN points • 27 Jan 23
  1. Just because there are layoff doesn't guarantee finding quality talent easily.
  2. Big Tech workers may not always fit well in a startup environment despite their prestigious backgrounds.
  3. Startups should focus on thoughtful recruitment and creating an authentic employer brand rather than rushing to hire from newly laid-off pool.

004. Networking advice for people who hate networking (but need a job)

6 HN points • 23 Aug 23
  1. Networking for job search is more effective when leveraging your existing network instead of blindly applying to countless job postings.
  2. Start your job search by reflecting on your career achievements and values, then reach out to past colleagues for support and assistance.
  3. Building authentic relationships through networking can lead to better job opportunities and career growth in the long run, compared to using a volume-based 'spray and pray' approach.

Welcome!

38 implied HN points • 03 Jan 22
  1. Safe For Work (SFW) is a newsletter about building great companies that leverage the full potential of their people.
  2. Subscribe to stay updated on future posts.
  3. Find additional writing by Jennifer Kim on various platforms like Twitter, Medium, and WorkflowHQ.com.

018. The definitive debate: Should you use your gut in hiring?

1 HN point • 17 Jan 24
  1. Listen to your gut instincts in hiring, but don't rush to make decisions solely based on them.
  2. Consider biases that can influence your gut feelings in hiring decisions.
  3. Building a strong hiring process with structured interviews can help mitigate the potential risks of relying too much on gut instincts.

Frisky Friday: 9.29.23 – The Story of Your Life

3 implied HN points • 29 Sep 23
  1. Memoirs offer a unique blend of reflection and storytelling, making them a valuable genre for personal growth.
  2. Books like 'When Breath Becomes Air' remind us of the importance of living fully, given the uncertainty of life.
  3. 'Maybe You Should Talk To Someone' sheds light on therapy and personal growth, inspiring a more active approach to authenticity.