Since relocating to Europe about 15 years ago, I have been leading Talent Teams in EMEA and more recently, globally. My career started in HR back in Sydney, always working in culture led, growing companies. I’ve since lived 8 years in Paris, and now live in the UK. I speak fluent French, and currently lead the Global Talent team for a French tech Unicorn, Contentsquare.
All Contentsquare employees share one goal: To help brands create exceptional online experiences with our industry-leading digital experience analytics platform. Since our launch in Paris, France, in 2012, we have grown to 1000+ employees around the world. In addition to building a category-defining analytics platform, we’ve launched a startup incubator, Atomic Labs by Contentsquare, acquired multiple complementary technology companies, and created a nonprofit foundation focused on digital accessibility. Our 2021 Series E fundraising round, led by SoftBank Vision Fund 2, is projected to create more than 1,500 roles over the next three years.
Tell us about your team!
How big is it?
There are about 50 of us, split between Talent Partners, Talent Sourcers, Talent Coordinators and operations managers. Globally, we have 1000+ employees in 11 offices.
Where are your teammates located?
Tokyo, Singapore, Paris, Munich, London, Tel Aviv and the US.
What does your team do? What are you responsible for?
We are responsible for delivering on the hiring plan that enables our growth and supports our goal to make every customer count with the complete Digital Experience Analytics platform.
What are the components of a strong remote culture?
Deliberate and intentional communication.
Video messages, phone calls and spontaneous communication as well as the formal meetings and updates.
Be a human being, not an email address.
Don’t be slack with Slack.
Strong remote cultures are built on strong connections. Strong connections are built with Hailey.
How do you make sure your team is happy and engaged in their work?
I ask them! In every single 1:1 meeting, I ask them about themselves and their lives. I know their partners and kids names and I interact with them the same way I would in person.
I’m Australian, and I have lived in Europe for 15 years. I have been ‘remote’ from my family during births, deaths and marriages, and our relationships are stronger than ever. I apply the same to building relationships with colleagues and team members.
In every single 1:1 meeting, I ask my team about themselves and their lives. I know their partners and kids names and I interact with them the same way I would in person.
What's your biggest challenge as a remote leader?
Like any leader, fitting everything in!
My Remote Manager Toolbox
In person events when we are together. We have done Karaoke, dinner and drinks, as well as lots of walks. I spend a lot of time walking with people around the office to create a different kind of conversation and also, get some air!
Singing songs, asking about pop culture, starting the meeting with a conversation about Squid Game gets everyone relaxed and talking openly.
Products & Tools
I use a lot of video messages to create connections and enable asynchronous communication. We recently made videos from each team around the world to celebrate the holidays.
Slack..but I wish we used it less!
Resources for remote leaders
My mentors and colleagues. David Bizer, my first manager at Google, is still the best sounding board for all my ideas and it is important to talk to people outside your immediate team otherwise there’s no new ideas.
Make your company a great place to work
"Adding Hailey has been by far the lowest effort, highest impact thing we’ve done to bring our globally scattered team together!" - Mary Grace Reich