GlossGenius’ Post

Best office in NYC

Hey network! My time at Convene ended in December of last year. It was a great learning experience with a terrific, world-class team, and I'm grateful to have had the opportunity. I'm a little slow in sharing this news because I spent most of Q423 realizing how terribly, painfully burned out I'd become. When I left WeWork, circumstances didn't allow me to take more than one weekend off before starting at Convene. I left one job on Friday and started the next on Monday. Without any break between the two, and finding myself working on the same projects, often with the same people, and facing the same challenges...it's safe to say the lines started to feel very blurry. Eventually, I found myself feeling mentally and emotionally stuck in place. The last thing I wanted to do was jump straight into another new role....like I always have...so I took some time to just, chill. Realizing that you need time to rest and decompress before you can even think straight is a pretty humbling experience. I'm sharing all of that because here I am, making the obligatory "I'm looking for my next challenge!" post...and while I'm definitely interested to hear about any roles in AV, UCC, ITSM, live event production, etc etc that might be out there...I'm also pretty open to a change right now. I don't have any non-tech experience on my CV worth noting, but I've got a decade's worth of experience that includes growing and scaling startups, project and program management, operations, engineering, product development, and managing large, globally dispersed, remote teams of humans, most of whom seemed to appreciate my leadership style. And nobody was more shocked than me to learn that the people management and mentoring parts of my last role were sincerely my favorite, and the most rewarding by a mile. So...if you have a role that you think might be perfect for me, or I might be perfect for, and it's not tech related? I'd LOVE to hear about it. Thanks for listening!

Tech firms shrinking NYC footprint A combination of layoffs and flex work is leading a cluster of tech companies to reduce their New York City offices by millions of square feet. According to The New York Times, Meta, Spotify, Twitter and Roku are all downsizing, with some choosing not to renew certain leases and others trying to sublet some of their space. In total, more than a third of roughly 22 million square feet of office space available for sublet comes from tech, advertising and media companies that have put it back on the market. Despite this, at 13.5%, Manhattan's vacancy rate is well below that of San Francisco (25.6%) and Austin (25%). In addition, Google and Amazon are bucking the trend. Both companies have plans to expand their NYC offices.

What about those who remain? The recent layoffs impacting DEI staff and therefore initiatives at Google, Meta, Zoom, others, prompt us to consider what this means for those who remain and are committed to change. https://lnkd.in/eQEzrcjJ At StrivEquity Consulting LLC, we focus on guiding leaders, especially who identify as Black, Brown, and leaders of color, to navigate and influence these evolving corporate landscapes. While the shift in these companies DEI approach can be internally classified as just another corporate cost saving decision, it does lead to some questions: - If they are moving from full-time staff doing DEI work, to consultants doing DEI work, what did the internal support for DEI-focused staff look like?  - What power did these DEI leaders have?  - Was there a shift to equity-in-all-policies or was DEI work siloed? - Were leaders brought in as experienced trainers, yet also expected to operationalize equity throughout the institutions? - Was it understandably not sustainable to lead this work while being directly impacted by the institutional culture, and while reporting to leadership who held all of the decision making power? - Was a clear mandate allowed, and how was the effectiveness of these roles measured? These layoffs, also influenced by the recent Supreme Court's decision, can not only be seen as a way for companies to distance themselves from internal DEI work, but also signal an unseriousness about vital commitments, which erodes trust with staff and can further negatively affect company culture. Overall, these developments raise critical questions about the future of DEI work within these organizations and the broader corporate landscape. When we support leaders through our Equity-Responsive Leadership model, we emphasize the importance of awareness, strategic action, and the power of collective efforts in making lasting change. When these efforts are gutted, we also understand that those who remain have to make decisions that preserve their wellbeing and livelihoods. For more on how to navigate these challenges and make an impact, consider a discovery call with StrivEquity Consulting LLC here: https://lnkd.in/e4jhYTYH and check out our free e-book here: https://lnkd.in/gYDjnMne which includes Insight 12 Antiracism, Diversity, Equity, & Inclusion Expectations. #layoffs #tech #coaching #leadershipdevelopment #dei #equityandinclusion #esg #corporate #socialimpact #diversityandinclusion #professionaldevelopment

Ever thought why some great products fail? WeWork: $47B valuation, then bankrupt. Operations Management matter. The force that turns great products into sustainable businesses. Think Zara or Amazon. Can you imagine them without excellent: • Supply Chain Management? • Inventory Management? • Quality Management? How does game development use these principles? I'll dive into this in my video. Want to enter the gaming industry? Don't worry about lacking core skills. The gaming industry needs skills similar to any production company's operations. 🔴 184 vacancies. 16 locations. Check them out: https://lnkd.in/ew5VvWV9

⚠Public Service Announcement… Propel are HIRING 💜 Why should you join us? Firstly, you’ll join a team of exceptionally lovely humans - people have always been our USP. ⭐ Collaboration above everything ⭐ We are a female-founded agency with inspiring & supportive leaders who listen, genuinely care and want to elevate every Propeller on the team. 🌎 Propel’s brand, reputation and reach: Propel are best known for landing International businesses in the UK and populating their teams across the board! 🗣 We have a dedicated Partnerships Division who host events and nurture our relationships with VC & PE firms - were often asked to deliver talent / hiring workshops for them to their portfolio companies who are on the brink of international expansion. 📈 Opportunity for growth: Progression plans all the way up to Associate Director & beyond, even if you don't want to manage a team - the sky is the limit! 📚 Internal training programmes to play into your strengths and improve your BD skills. 👯♀️ We’re a social bunch - you won’t be short of monthly socials and our iconic annual ski trip. 🌴 WeWork All-Access passes that can be used in any WeWork across the globe - with a work from abroad policy allowing for up to 6 months of the year. I could go on… I’m opening up my diary next week to meet with candidates - let’s grab a coffee and see if there’s a match ☕️✨ COME AND JOIN THE FUN 💜 #togetherworks #hiringrecruiters #techrecruitment #marketingrecruitment #salesrecruitment

20 years ago when I moved to San Francisco (dating myself here...) the best developers, product managers and designers all lived in Silicon Valley. That’s just not true anymore. In an interview with CNBC I share my perspective on why we need to stop talking about return to office, and start talking about borderless. #futureofwork #remotework #braintrust

We’re hybrid. Office in NY but team members in Philly, Portland, Tulsa, Poland, Vietnam and India. Why isn’t that a deal breaker with our hands-on culture? Talent > Location Running a startup is: - Super challenging - Massively rewarding - Iterating as you go along And hiring the right team? Can be the difference between 10x'ing and failing. Amazing candidate just moved home to take care of family? → Not a problem. Talented prospect whose schedule needs to accommodate school pickups for kids? → Let’s go for it. Brilliant hire who can’t quite afford NYC living costs yet? → We’ll get you there. Finding the right talent means staying flexible. Sure: ↪ Our hiring process is more involved ↪ We have to navigate more unique circumstances ↪ It takes effort to make sure we’re on the same page when we’re not all together But we want to create a culture of transparency, collaboration, and performance. Which means we need: - Authenticity - Diverse perspectives - People in it for the long haul When we find the perfect fit – We’re not going to say “no” just based on your zip code. It’s harder in some ways, but it’s worth it because… We get the privilege of building our culture – even our company – as a team. And since we’ve enabled >$200M for our clients since 2022… I think the rewards speak for themselves. P.S. On the rare occasions we get everybody together, it’s an automatic party – pictured below 😂

Very grateful to Product Managers Association of Los Angeles and Techstars Los Angeles Accelerator for the awesome holiday party and warm vibes last night. Trends and highlights: #DEI FTW: I've been encouraged in the last few weeks of holiday parties - different ages, countries of origin, gender balanced, and MORE. We can all learn so much from each other in our differences and similarities. Employed vs. Unemployed vs. Fractional: Observing so many product people in career transition, because of layoffs or burnout. I hope this trend reverses by the time we're celebrating the 2024 holiday party. Resilience in the face of adversity: This is an excellent set of traits for people in general, and one I see commonly with product leaders. If you're down, you keep trying. IRL FTW: Everyone so grateful for getting together in person! The remote vs. hybrid vs. RTO debate continues. We all have opinions, but generally speaking people are craving flexible hybrid environments where they can collaborate in person at least occasionally. There's a shorthand in communication, and a sense of connection, that you can only get when you've been with people together in the same space. Thanks to the organizers and these old or new friends: Navjot Brar Ethan Cole PhD Rony Reddy Josh Rothstein Dane Wetschler Daria Sukhacheva Garrick Iwamoto Robin Winburn Ayana Hawk Yujie Duo Sneha Tharayil, Ph.D. Maria (Masha) Ratanova, PhD John Bade Freddy Pacheco Shawn Gong Thanks Rony I hope you don't mind I borrowed your photos since I forgot to take any, as usual ;) #productmanagement #startups #events #technology #holidays #hiring

## Wall Street Soars as Tech Workers Fall: A Tale of Two Cities in 2024 January presented us with a jarring dichotomy: Wall Street giddy with record highs for Alphabet, Meta, and Microsoft, while tech layoffs ballooned to their highest since March 2023. It's a tale of two cities within the same ecosystem, where investor euphoria dances with the harsh reality of employee displacement. On one hand, the Nasdaq sings at all-time highs, but beneath the surface, over 23,000 tech workers lost their jobs across 85 companies. Why the disconnect? Rising interest rates, post-pandemic correction, and global uncertainties are contributing factors. The human cost? Devastating. Families face hardship, communities lose talent, and the tech ecosystem stumbles. This raises crucial questions: * Is Wall Street overlooking the storm clouds in tech? * Are companies prioritizing profits over people? * How can we bridge the gap between celebratory headlines and human reality? As we move forward, we need nuanced discussions about tech's future. We need sustainable growth that values people, where Wall Street's cheers harmonize with the well-being of those who make it all possible. Let's discuss. Share your thoughts on this complex landscape in the comments. #techlayoffs #futureoftech #workforceuncertainty #financialsecurity #linkedin