Emma Grede

No, but that's what it comes down to, like rigor, right? It's like you, again, you've developed systems and processes that have helped you get to where you are. And it's like, now I have a giant organization and a, you know, a, head of people that spend their life, like, not just, again, bringing people into the organisation, but then, like, making them great once they get there.

No, but that's what it comes down to, like rigor, right? It's like you, again, you've developed systems and processes that have helped you get to where you are. And it's like, now I have a giant organization and a, you know, a, head of people that spend their life, like, not just, again, bringing people into the organisation, but then, like, making them great once they get there.

Like, I had no such thing. I don't think I knew where the HR office was when I was in employment. I'd be like, who are they? Where are they? I don't know, a girl called Jo that sits in accounts. I don't know where she was. But I say that because we're in a different time now where there is such an ability for us to be more thoughtful about who we're bringing in.

Like, I had no such thing. I don't think I knew where the HR office was when I was in employment. I'd be like, who are they? Where are they? I don't know, a girl called Jo that sits in accounts. I don't know where she was. But I say that because we're in a different time now where there is such an ability for us to be more thoughtful about who we're bringing in.

And so I think anyone who's really smart and any founder... that's really smart is going to use all the tools. All you need to do is know that it's a really important thing that you will do. Who those first three, five, ten people that you bring into your organisation will be the difference between good and great.

And so I think anyone who's really smart and any founder... that's really smart is going to use all the tools. All you need to do is know that it's a really important thing that you will do. Who those first three, five, ten people that you bring into your organisation will be the difference between good and great.

And so being slow and thoughtful and purposeful and using everything at your disposal to make those decisions is probably the best time that a founder can spend outside of developing products or whatever the end product is.

And so being slow and thoughtful and purposeful and using everything at your disposal to make those decisions is probably the best time that a founder can spend outside of developing products or whatever the end product is.

Yeah, go on.

Yeah, go on.

I mean, look, it's undoubtable that that is real for so many people in their lives and the way they think about themselves. I think that any thoughtful organisation has and certainly is

I mean, look, it's undoubtable that that is real for so many people in their lives and the way they think about themselves. I think that any thoughtful organisation has and certainly is

In more recent times, if we think about what's happened in the last five years, anybody that didn't look at their company hiring process and beyond the hiring process, look around their business and see, is it a true reflection of our customer base, of society, of... what we're trying to achieve and who we want to be making decisions. We're talking about foolish companies here.

In more recent times, if we think about what's happened in the last five years, anybody that didn't look at their company hiring process and beyond the hiring process, look around their business and see, is it a true reflection of our customer base, of society, of... what we're trying to achieve and who we want to be making decisions. We're talking about foolish companies here.

I feel like anybody and everybody did that. Look, the great thing about prejudice is you very rarely know if it actually happened to you. Nobody likes to point it out. They're like, listen, you didn't get this thing because actually I'm prejudiced against you. I'm sure it has happened. It's never something that, for me, knowing how I'm hardwired,

I feel like anybody and everybody did that. Look, the great thing about prejudice is you very rarely know if it actually happened to you. Nobody likes to point it out. They're like, listen, you didn't get this thing because actually I'm prejudiced against you. I'm sure it has happened. It's never something that, for me, knowing how I'm hardwired,

I would have let get to me in any way, shape or form. You know, I'd get in a room and would never feel any such, like held back by my education, held back by my accent or anything like that, or being a black woman. In fact, to the contrary, to me, I always felt like it was a bit of an advantage. There was only one of me.

I would have let get to me in any way, shape or form. You know, I'd get in a room and would never feel any such, like held back by my education, held back by my accent or anything like that, or being a black woman. In fact, to the contrary, to me, I always felt like it was a bit of an advantage. There was only one of me.

I used to walk into these offices and work experience and everybody would always single me out because I was the only one that kind of looks like she might have a different opinion. Everyone came from the same kind of, you know, like private school stock. And there I was with the accent, with the big curly hair, black girl sitting in the corner. And inevitably they'd be like, what do you think?

I used to walk into these offices and work experience and everybody would always single me out because I was the only one that kind of looks like she might have a different opinion. Everyone came from the same kind of, you know, like private school stock. And there I was with the accent, with the big curly hair, black girl sitting in the corner. And inevitably they'd be like, what do you think?