Lucy Bell

What your company bereavement support looks like w/ Bereave ✓ Thoughtful Leave Plan ✓ Policy Guidance ✓ Communication Strategy ✓ Team Prep & Training ✓ Re-Entry Guidance ✓ Tools for Managing Expectations ✓ Tools for Supporting Re-entry ✓ Mobilizing Supporters  ✓ Access to grief support content, checklists, and resources to help grievers navigate their loss

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🙋🏽‍♀️ 𝙄'𝙢 𝙞𝙣 𝙏𝙖𝙡𝙚𝙣𝙩. 𝙄 𝙝𝙖𝙫𝙚 𝙖 𝙡𝙖𝙧𝙜𝙚 𝙖𝙣𝙙 𝙞𝙢𝙥𝙖𝙘𝙩𝙛𝙪𝙡 𝙣𝙚𝙩𝙬𝙤𝙧𝙠. 𝘼𝙣𝙙 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙞𝙣𝙜 𝙞𝙨 𝙨𝙩𝙞𝙡𝙡 𝙝𝙖𝙧𝙙. Networking as a concept still causes my introverted spirit to shrivel up just a little bit inside. Cultivation is much easier but leveraging my amazing web of folx remains 𝗵𝗮𝗿𝗱.  I contrast my job seeking experiences during two pivotal moments in my career: 🎣 𝗟𝗮𝗻𝗱𝗶𝗻𝗴 𝗠𝘆 𝗙𝗶𝗿𝘀𝘁 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗝𝗼𝗯 When I was first trying to gain an entry point into tech, I had no network (and no connections in the tech industry) and applied to nearly 100 jobs before getting the first interview that changed the trajectory of my career. 💥 𝗕𝗿𝗲𝗮𝗸𝗶𝗻𝗴 𝗶𝗻𝘁𝗼 𝗩𝗖 Years later when I was again at a career inflection point and felt in my bones a need for change, I resigned myself to the application slog once again. I had a network but I didn't know how to use it and I wouldn't have even considered VC. I couldn't imagine what I had no exposure to. Jerry Nemorin, my manager & CEO at the time, planted the VC seed for me. And then he went one further and recommended me to his investor. 💥 Thank you, Jerry 🙏🏽 . 👀 𝗠𝘆 𝗖𝗮𝗿𝗲𝗲𝗿 𝗧𝗼 𝗗𝗮𝘁𝗲 A series of chances. Yes, I worked my butt off, too. Timing played a big role. I committed to my growth and left roles that were no longer aligned and pursued roles that were. But I would not be here in VC collaborating on programming for startup job seekers without that referral and that is a privilege and a gift. 𝙒𝙝𝙤 𝙔𝙤𝙪 𝙆𝙣𝙤𝙬 & 𝙒𝙝𝙤 𝘼𝙙𝙫𝙤𝙘𝙖𝙩𝙚𝙨 𝙁𝙤𝙧 𝙔𝙊𝙐 𝙈𝙖𝙩𝙩𝙚𝙧𝙨 💗 Whether you are: 🤜🏽 trying to break into a new role or industry with a limited network 🤝  looking to nurture and grow your professional connections in meaningful ways 🕸 wondering how to call upon your web of connections to support you in your next career move 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙞𝙣𝙜 𝙘𝙖𝙣 𝙗𝙚 𝙘𝙝𝙖𝙡𝙡𝙚𝙣𝙜𝙞𝙣𝙜 𝙖𝙣𝙙 𝙬𝙚 𝙘𝙖𝙣 𝙖𝙡𝙡 𝙙𝙚𝙚𝙥𝙚𝙣 𝙤𝙪𝙧 𝙣𝙚𝙩𝙬𝙤𝙧𝙠𝙞𝙣𝙜 𝙢𝙪𝙨𝙘𝙡𝙚𝙨 💪🏽   Join me on 𝗪𝗲𝗱𝗻𝗲𝘀𝗱𝗮𝘆, 𝗠𝗮𝘆 𝟭𝟱 at Initialized Capital's 𝗦𝘁𝗮𝗿𝘁𝘂𝗽 𝗧𝗮𝗹𝗲𝗻𝘁 𝗦𝘂𝗺𝗺𝗶𝘁 for some tactical advice on networking and so much more. 💫 In her talk, "𝙏𝙝𝙚 𝙉𝙚𝙩𝙬𝙤𝙧𝙠 𝙀𝙛𝙛𝙚𝙘𝙩: 𝙎𝙩𝙧𝙖𝙩𝙚𝙜𝙞𝙚𝙨 𝙛𝙤𝙧 𝙃𝙖𝙧𝙣𝙚𝙨𝙨𝙞𝙣𝙜 𝙔𝙤𝙪𝙧 𝘾𝙤𝙣𝙣𝙚𝙘𝙩𝙞𝙤𝙣𝙨," Eleanor Morgan, founder & ceo, of a stealth social platform for job and talent matchmaking, will share insights for how to 𝘶𝘴𝘦 𝘺𝘰𝘶𝘳 𝘯𝘦𝘵𝘸𝘰𝘳𝘬 𝘵𝘰 𝘧𝘪𝘯𝘥 𝘢𝘯 𝘪𝘯𝘤𝘳𝘦𝘥𝘪𝘣𝘭𝘦 𝘧𝘪𝘵 𝘵𝘩𝘳𝘰𝘶𝘨𝘩 𝘱𝘦𝘰𝘱𝘭𝘦 𝘺𝘰𝘶 𝘵𝘳𝘶𝘴𝘵.  🏋🏽‍♀️ 𝙒𝙚 𝙘𝙖𝙣 𝙖𝙡𝙡 𝙪𝙥𝙡𝙞𝙛𝙩 𝙖𝙨 𝙬𝙚 𝙘𝙡𝙞𝙢𝙗 🧗🏽‍♀️ This 𝗳𝗿𝗲𝗲 𝗲𝘃𝗲𝗻𝘁 is open to all SF Bay Area talent looking for their next job opportunity at an early stage startup. Sign up here 👉🏽 https://lnkd.in/g_nDPjWi Space is limited. #StartupJobs #JobSupport #StartupReadiness

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10 Things we've done for our Open Org Members over the last few weeks... 📖 Employee Handbook Build ⭐ Career Site Messaging & Positioning 📄 Compensation Philosophy Review 🌱 How to define the role of a Manager 🔮 Creation of a Transparency Philosophy ❤️ Annual Health-Check via our Open Culture Framework ⚙ Internal Workshop Design 📊 People Metric Benchmarking via peoplemetrics.fyi 💰 Becoming Pay Transparent 🎁 EVP Discovery & Activation Getting to work with companies & people leaders on things like this, all with the goal of building healthier, more open, transparent places of work is AWESOME 🖤 #Transparency #OpenOrg #PeopleOps

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It's time to "love the one you're with" when to it comes to your job! Yesterday's JOLTS data show that the labor market continues to cool and rebalance. We are seeing fewer quits and a low rate of layoffs. Overall this means less churn in the labor market and fewer opportunities for job seekers to jump from one position to the next. --> Job openings fell to 8.1 million in April, their lowest level since February 2021. --> The ratio of job openings to unemployed workers is now just above its average level in 2019, a sign the US labor market is rebalanced. --> Quitting and hiring held steady at rates below where they stood just before the pandemic, indicating that churn in the labor market is subdued but hasn’t been snuffed out. For a more detailed look, check out Indeed #HiringLab economist Nick Bunker's take on the data: https://lnkd.in/gRt6yacj #jolts #labormarket #jobs #quits #recession

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Are you curious about #DEI in the workplace? Culture Amp's 2024 Workplace DEI report has all the latest insights! We're digging into trends from almost 400 companies and over 175,000 employees to uncover the latest DEI trends and its effects on employee engagement. Click here to read the report now. #DEIstrategy #DEItrends

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TA & Manager friends... look at this paragraph from Seth's blog today. What a twist on a twist on a twist. And I imagine too true, too. "We engage in this soothsaying search for proxies every time we do a job interview with someone. Unless we’re interviewing for people who have interviewing as their job, there isn’t a lot of evidence that doing a great job in the interview means you’re going to do a great job." 🌀 #recruiting #talentacquisition (Tammy Connelly Julie Moore Janeffer Gangji Josh Dunton Zoya Ipek Paul Shevsky Chris Inch Carl Casis)

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This tech company had a target of doubling their headcount but their talent team was capacity... Their Global Director of TA needed an embedded talent partner to help scale team capability. After a 10-month partnership with Move, we helped them to: - Achieve 71 hires across GTM, Tech, Marketing, and Finance - Maintain an impressive hiring pace of 7 hires per month - Realize a cost avoidance of £383,000 Here’s how; - Deployed a multidisciplinary squad of talent partners and sourcers - Launched targeted outreach campaigns - Provided guidance to hiring managers with insights from our talent intelligence platforms - Emphasised flexibility, rapid scalability, speedy delivery, and data-driven decisions - Reduced need for external agencies, thanks to a blend of strategic hiring and internal team development. 🎉 👉 Video testimonial in comments below ⬇️ Sounds like we could help you too? DM me or connect and we can have a chat

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DEI Transparency can be hard for HR & People Teams... It's such an anxious subject for so many, and very few companies are actually excelling at or meeting their DEI goals, so naturally it's one that get's brushed under the carpet by most. Bench Accounting are one of my favourite companies when it comes to transparency on this topic 🖤. If you haven't seen them yet, check out their DEI page on their site 😍 Here's what they do: 👉 They give DEI genuine meaning in their business. There's a 'why' driving their work here. 👉 They regularly update on commitments and crucially where they've fallen short 👉 You can view historic commitment updates too. If you're wanting to understand how you can do better here they're a great example to look at, and I'm SO excited to be welcoming Jenn Bouyoukos, CHRO at Bench to talk at our next Community Campfire session and Q&A with our Open Org Community. If you're an Open Org Member already, do sign up 🙏 (https://lu.ma/77nm2ru3) Jenn's going to help folks understand 🌱 ↳ Why transparency on DEI is powerful ↳ How to build a business case for it ↳ What Good looks like ↳ ROI Bench Has seen If you're not an Open Org Member yet, check out our membership options here: www.openorg.fyi 🙂

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Trans kids are under attack in about half of the US, and in the UK. If you're curious why I think it's so urgent for us to relocate, read on, and share if you think it's useful (and maybe consider donating to my fundraiser in the comments)! This post covers some 101 Trans info and has an overview of how Republicans are wielding the power of the State to harm trans people. Starting around 2020, Republicans started passing more and more aggressive anti-trans laws. The states colored red in the screenshot (which is from the amazing journalist Erin Reed, whose work you simply must follow) have all been passing anti-trans laws as fast as they could write and get them through the legislatures. These laws are defended with rhetoric about protecting children, but in reality they egregiously harm trans people. What do they do? The laws passed are horrific in multiple directions. The most common forms of laws are those preventing trans kids from participating in youth sports and worse, laws preventing any trans-affirming healthcare whatsoever for minors. Some states have passed bills allowing randos to police bathrooms and report suspected trans people in them (aka, people who are using a bathroom that does not align with their assigned-at-birth sex). States are also attacking trans adults, passing regulations or laws aimed at denying their access to healthcare. About half of the US have passed laws like this in the past 4 years. The healthcare that is being banned is the globally accepted standard of care—the best possible practices that have been proven over decades to be safe and effective for trans people. Every single established medical organization has condemned these laws as harmful. And yet they still stand, and are likely to be upheld by the Supreme Court. What this means is that trans kids in about half of the US states are now facing a world where their state government denies their existence and denies their ability to thrive. We also have decades of evidence that trans people suffer horribly when denied affirming healthcare—the mental health outcomes are genuinely awful. The worst news, to me, is there's not a lot of possibility of change in the near-term. Congress is too dysfunctional to address it federally, and the Supreme Court is anticipated to uphold these laws based on the Dobbs decision. That's why I'm fighting to leave my state and move to somewhere with trans protections in place. If you want to know more about that story, link is in the comments!

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Authenticity is key on LinkedIn, and showcasing vulnerability can truly make a difference. While many of us often share updates on achievements and successes, it's refreshing to see individuals like Hady Mendez, who exemplify raw authenticity. Hady's openness about being laid off as a director for DEI at Slack was not only brave but also inspiring. She didn't shy away from vulnerability, and instead, she embraced it wholeheartedly. Rather than portraying herself as a victim, Hady chose to share her journey openly, resonating with many and gaining a strong following along the way. Her transparency during a challenging career moment not only captivated audiences but also garnered widespread support and interest in her future endeavors. Hady Mendez's candid approach serves as a reminder that authenticity and vulnerability can be powerful tools for connecting with others on a deeper level. It's individuals like her who bring a breath of fresh air to the platform, inspiring others to embrace their own stories with openness and courage. She has since become founder of Boldly Speaking LLC, a sought-after speaker, and best-selling author, among other accomplishments! Go Hady, we got you! I look forward to having a discussion with Hady on 'Lean In Latinas' is Talking on Tuesday, June 25 at 5:30p PDT. I hope you can join us! Sign up here https://lnkd.in/gNi9u73a Let's continue to champion authenticity and celebrate those who dare to be truly themselves in a world that often values perfection over realness. #Authenticity #Vulnerability #Inspiration Photo: the amazing & authentic Hady Mendez!

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It’s a fine line between ‘Cult’ and ‘Culture’. It’s also why the phrase ‘culture fit’ is one to be wary of. The world is the most connected than it’s ever been and yet we might also be at our loneliest. Nurturing an organizational culture in a post pandemic context, being virtually connected, craving more not less belonging but operating with heightened levels of anxiety, concern and cynicism about the world around us is not an easy spot to be in. However, discerning the difference between a diverse, flexible and growing culture and a leader or extreme belief led cult-like environment is so important. Beware the “we’ve all drunk the kool-aid”, “we are all Family here”, too much organised fun, “culture = our Leader” and any sign of Company ritual that seeks to indoctrinate vibes. All signs of unintended (in the most part) toxicity. Cult places promote an all-knowing Leadership, with no room for differences or new ways to do things, a subtle conviction that working at all all costs is an accepted expectation and that the grass is most certainly never greener elsewhere. Those places might feel compelling, often led by a loud voice of a charismatic Leader but slowly and surely they destroy individualism, discourage risk taking, stifle personal growth and limit innovation. This is a culture of fear and on some level can end in exploitation. This is a place that seeks people to conform (they might really value ‘culture fits’) Instead, gravitate to a culture of trust. Look to be somewhere that has a shared set of values, that understands the proportionality of how important work is as a part of our life and not the other way around. A place that doesn’t rely on a single Leader. Somewhere where active involvement, even dissent and difference is sought out for betterment. A place that lifts up and celebrates different voices, that’s focussed on the best for their customer and not for themselves and seeks to build symbols and rituals around that. Somewhere that can talk about its failings and lessons, that encourages authenticity and acts humbly. This place has a culture. It will grow and shape around its shared values. (They value ‘culture-adds’) You owe it to yourself to find a culture where you can belong and walk away from the ‘cult’.

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SF TA Leaders, have you got plans for Thursday evening? You have now. A few seats are left at Thursday's Talent Leaders Dinner at 25 Lusk. Join the perspicacious (chatgpt give me a word to describe someone intelligent, charming, and has expert knowledge in a specialist subject) David Moore, other erudite TA Leaders and me as we discus Optimizing the TA process. Message me if you are interested in joining us! https://lnkd.in/guDtXjkX #TalentAcquisition #LeadershipDinner #ProcessImprovement

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Did you catch the furore last week when a startup founder wrote about their "MEI" -- Merit, Excellence, and Intelligence hiring policy? It was seen as a clear barb to the established DEI (Diversity, Equity, Inclusion) principles in hiring today. But while the two extremes on this topic are busy yelling at each other, anybody who has actually tried hiring people know that the truth about DEI and merit lies in the messy middle. Amir Shevat, Chris Saad, and I* (bravely?) dive into that middle and talk about the reality of diversity and merit in today's episode of The Startup Podcast Reacts. Listen in and share your thoughts in the comments! *and yes, I am painfully aware that we are all men.

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Some of my favorite people at Culture Amp put together an incredible report on all things DEI in the workplace. If you are curious about DEI in the workplace, check out Culture Amp's 2024 Workplace DEI report for all the latest insights! We're digging into trends from almost 400 companies and over 175,000 employees to uncover the latest DEI trends and its effects on employee engagement. Click here to read the report now.

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THE RECRUITER ROLE IS DEAD - HAIL THE TALENT MARKETER I've penned down my thoughts on Built In about the shift from transactional recruiting to talent marketing. This isn't just a prediction; it's a well-thought-out strategy to move from transactional to strategic recruitment. Read my article and share your feedback in the comments! #builtin #phenom #talentmarketer #recruiting [Link to the article: https://lnkd.in/eZd4yzZn]

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Sharing these invaluable recommendations from Jane Austin following her post on hiring.. 🤗 At this time, more than ever, please up your care levels hiring managers and all those involved in the hiring process.. 🤗 "I’m building Laurel to support people with OCD. Probably because of this I heard from many people that stress and uncertainty of job hunting was sending their OCD through the roof. If this is you, or someone you know, we have a waitlist at https://www.laurelocd.com/ - and we will prioritise building the community tools so there is place for people experiencing this to support each other. Please share with anyone you know who is suffering with this right now. Ageism was a theme that came up again and again. Check out Sara Stephens platform for over 50s: https://restless.co.uk The amazing Lauren Currie OBE offers female confidence courses (free if you are not in work) https://lnkd.in/e6FA26PK Finally, I heard from a lot of men who were struggling with the stresses of being unemployed and the key person responsible for the family finances, being uncertain about their place in life after experiencing ageism and rejection and feeling like they have no one to talk about this. Men are at the highest risk of suicide. I know Neil Smith is building https://bemettle.com/ to provide support for men’s mental health"

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I had a great conversation with Kevin Delaney, Co-Founder of Charter which was also covered on TIME.com. Will there be entry-level roles in the future? My short answer was yes but #AI will change the definition of “entry-level” for “human” capital. Also it’s critically important to understand that the terms “Early Talent” .”Entry-Level” and “Young Workers” are NOT synonymous - a key reason why it’s so important to use real time, reliable, data, research and insights to design and implement talent acquisition strategies for today’s (and tomorrow’s) workforce. #TheFutureOfWork

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I don’t hear “as much” about work life balance or work life integration. Or work life chaos like I used to call it as my husband and I juggled two careers and three growing teens. Maybe people figured it out. Maybe people are hesitant to raise the topic when industry is dynamically changing. Some of us are continuing to work on it. Today was no exception. I saw a two hour open block on my calendar. Surprised my youngest son and asked if he was ready to get his driver’s permit today? Knowing the place closed at 4:30, I made a dash for it and successfully got a ride home with my new driver in time for my last sync of the day. A few days ago, I had returned from a leadership offsite in time for his 16th birthday. When we were planning the offsite, I made a casual statement to my exec team I’ll need to fly home Friday from London to be home for my son’s birthday. No questions asked. In many jobs, so many of us are ‘on.’ When you enjoy what you do or who you work with, you forget you are balancing like a gymnast on the balance beam, until you fall off. As we approach Mental Health Awareness month, let’s inspire each other to carve out those ‘non negotiable’ times so we can stay ‘somewhat balanced.’ Each of us define what that means, looks like, and feels like differently. It may just bring a big smile from some of your biggest fans. #momlife #worklife #workintegration

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Time for a Vimeo Update! (Link to the full story in the comments if you need a catch-up!) Today, I had an incredible call with Sam Lyon, who works in product and operations and is one of the leaders of the Accessibility at Vimeo employee resource group (ERG). As a former ERG leader myself, I was so impressed with how Vimeo utilizes their ERG leadership as a bridge between the customer and the product. Sam shared Vimeo's current accessibility challenges and successes, his personal advocacy for greater inclusion, and what we can expect in the future. We also had a meaningful conversation about our shared passion for accessibility and the importance of ERGs. His authenticity and our time together were life-giving and a powerful reminder that advocates are everywhere. Sam mentioned that my open letter on LinkedIn sparked conversations and propelled things forward that might not have happened otherwise. I teared up a bit (but what's new? 😂) thinking about how just one more person speaking up, one more sharing their story, or one more advocating for inclusion can lead to the collective liberation of our community. This is why Advocates Empowered exists in the first place —to empower our stories to better our world. Vimeo's team has been incredible in their response to our call for action, and I couldn't be more thankful. Until we see tangible changes to their policies, including free access to closed captioning for all creators, I will keep advocating. With a team like this, I believe Vimeo has a great chance of breaking barriers and showing other platforms how to create a world where the disabled and neurodivergent community are included in the audience.

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