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Ask not, "how do I hire more women?" Instead ask, "How do I build a better environment for not only women, but people from all marginalized groups to thrive in?" Invest in building a great workplace, and talented people of all backgrounds will be banging down your door

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Jennifer Kim Retweeted
Kids go to school thinking they’re going to be astronauts or lawyers or entertainers, never knowing that most jobs are just sending emails until you die
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like it’s cute when my extrovert friends try to relate to me/share how they’re newly discovering introverted parts of themselves, by saying things like “sometimes I need a whole day to myself at home!” internally im like, “bitch I could go WEEKS” but on the outside it’s:pic.twitter.com/ZQaRXegq9Y
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i think it’s adorable when extroverts discover their inner introvertshttps://twitter.com/david_perell/status/1223449161955205121 …
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anyone remember the recent tweet about how startups w/ a lot of failed incumbents can be advantaged by learning from the past mistakes? help me find it?
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i recently moved from a SF apartment with in-unit laundry to one without and i don’t think i’ll ever recover from the trauma
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o shit are we allowed to say this out loud??? Anna is lowkey savage i love itpic.twitter.com/M6qgmkXHdd
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But times have changed! In the last few months, people who’ve told me they’d consider a career change to People Ops include: - PMs - designers - ex-mgmt consultants - engineers The smart/curious are drawn to Org challenges now in a way that would’ve NEVER happened ~5 years ago.
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At my last startup my CEO wanted my title to be “Head of HR” and I had a near meltdown “why do you hate me” I think I said to her, before we settled on the euphemistic title of “Head of Employee Experience & Development”
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If you’re a builder who doesn’t mind the stigma of being “HR,” the world is your fucking oyster.https://twitter.com/odannyboy/status/1222609372225761280 …
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Jennifer Kim Retweeted
Remember the people that helped you before it was cool to help you. Very easy to back a sure thing.
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Jennifer Kim Retweeted
fair, but I’m not looking for many takers - just a handful (or one!) that can actually follow through, hence a differentiation. imho it’d at least be *interesting* as opposed to the current trend of trying to copy the a16z model... which is from a whole decade ago
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Attn VCs looking for differentiation for better deal flow: Now’s the perfect time to come up with a strategy to become “employee-friendly” on top of “founder-friendly.” I have so many ideas. For free! My DMs are open.
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Jennifer Kim Retweeted
i've recently become obsessed with all the insane corporate ways we say normal things to each other. "I’m a little confused" is by far my favorite - it's absolute rage masked as a professional pleasantry. what are some of your best/most insufferable work gibberish phrases?
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Jennifer Kim Retweeted
Impostor syndrome thrives on lies and the best cure is a dose of truth. Surround yourself with people who will speak truth into your life when you need to hear challenging things so that you can also trust what they say when you need to hear encouraging things.
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Another exec’s feedback: “This was honestly one of the best-run workshops I’ve attended”

pic.twitter.com/xrGhdE7Wwg
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Yesterday, I ran a D&I offsite for the executive team of a startup and got this note back. Slowly but surely converting white male founders/leaders into diversity advocates – the work isn’t easy but so worth it
pic.twitter.com/CHWcVXSbTv
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Some leaders are deeply insecure and only comfortable as long as people “below” them stay that way. Secure leaders genuinely want to help develop people’s careers, and don’t get caught up in comparison games or tripped up by others “surpassing” them.
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I do hesitate before tweeting about sociopaths of the tech industry b/c it’s risky, it puts a target on my back. I’ve never worked directly with/for one, but have too many friends who are scarred from it. So talking about it for those who can’t feels like the right thing to do.https://twitter.com/michapixel/status/1222047013153443840 …
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Share your story (but ofc, w/careful judgment).
Other abusers/sociopaths may be deterred from applying to your jobs. Plus, you’ll teach the team to look out for the signs.
One reason these people cause so much damage is that we don’t talk out loud about the problem enough.Show this threadThanks. Twitter will use this to make your timeline better. UndoUndo -
Pay attention to how team members of lesser perceived status are treated by candidates. Create a safe way for receptionists, EAs, and more junior members of the team to raise a flag
when something feels off to them.https://twitter.com/jenistyping/status/1133502255095779328 …Show this threadThanks. Twitter will use this to make your timeline better. UndoUndo
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