along joining into people analytics. But to cover some of I think, like the key. The key moments for me. Um, I think the biggest one. Waas learning what I didn't like. So my very first job was in client services, and I think it was fun to be immediately put into a role where, um you know, you're supposed to be thinking externally about clients, right? So getting on the phone, clients calling people who are customers, etcetera, and I joined the company that was 90 years old, which is relevant because it meant that a lot of people I worked for had tons of functional expertise like they had 10 year of about 30 to 40 years, my managers up. So that meant that they were very good at the client services part, but their weaknesses were usually in technology or operations. So I think that very first experience made me realize Oh, here's what I actually like doing. I care less about the client services part and more about, um, scoring for my internal team. And I think if you fast forward to today, I always say that I like HR because to me it almost doesn't matter what the company is doing. I always have this population of 2000 people or so for whom I'm working and who I'm in service to. So that was a big personal lesson. Um, and I think just, you know, other than that it was very hard to even find people in licks roles. I'm glad they're growing. I was really just such a a Google Fanboy and such a psychology fan that, um, you know, I was reading all the research that was getting publicised and saying, Wow, I would love to do have a company one day and luckily eventually found the opportunity in the role. So then dead still motivates me to publish and publicize a so much as I can about what I'm doing, because you never know what someone's gonna grab onto because they see it, you know, in blog's or on the Internet and how it may shape their career.

So, you know, I definitely very flexible role in terms of hours. You know, I love that I work with a cross functional team that's mostly in California. Um, so you know, and I have a very interesting structure to the day, Like a very quiet morning to think and code things or develop, Um, and, uh, middle of the day to be very meeting heavy when everyone in California wakes up and starts collaborating with me more. Um, and then evenings there, sometimes my favorite time to again work just solo with the computer and write and do developer work. Um, it's our responsibility is you know, I'm responsible for any data question that touches human resource is so that varies a lot. Um, I would say about 1/3 of the time. It's diversity inclusion related. So making sure that we have, um, a diverse company, inclusive practices and people who work there feel like we belong. Um, a lot of another huge component. Its primary research. So surveys. So how do you make sure you checking in with people? Know what people think? Know if managers are effective? Uh, understand. Just kind of the pulse of what's going on at the company, and then the other third could. Very lately, I would say I have a whole new challenge, which is recruiting data, and I say it's a new challenge because that's my only big data. Um, you know, when you have a company that's 2000 people, you could fit them all in one spreadsheet, but you probably have 100 to 200,000 applicants. And then for each of them, you know, hundreds of actions and data points. So dealing with talent acquisition could be a whole other area of its own. And lately I have been responsible for helping make sure that we have diverse recruiting practices twitch so that we really are thinking through. We have diverse slates of candidates who are coming through, um, helping with operational things like speeding up our times higher, uh, and helping to answer ad hoc analysis and requests for Evergreen data

Yeah, um, we think of a good few examples. Every job has a lot of challenges on a daily basis. So I think some of the wives, you know, examples of very recent ones for sure. Um, you know, 11 is definitely general challenges stakeholders figuring out who to talk to. So, for example, I'm a team of one, technically, which means I could do a lot of work, like I kind of mentioned before entirely in private with my laptop. However, you know, you have this challenge of saying, Well, if we really want something to get done, who also, we get involved. So for me lately, an example might be, um I'm always reporting at about head count and trying to explain how the company grows. But then I kind of learned like, Well, there's an entire division finance who are doing a very similar exercise like they're interested in. How fast every growing are you maintaining? Like, you know, the right trajectory, the right cost with how we grow, teaming up with them helps me sort of think about the dollars and cents that are involved with my usual headcount data. Um, dealing with ah headcount. growth also is Who do you get the right recruiters involved? How do you to get the people who are in charge of adding headcounts of the company? What are their needs? Um, drugs. Memorize all of this with how do you make sure that anyone who touches a problem as their needs met Ondas collaborating properly? Um, se if approaches are effective or first of all, being very transparent. Um, I have a philosophy, I basically would say, like sharing your V one. So the very first version you have anything, even if it's not that there. Oh, I get it out there, take a link to it if you can and posted in the whole channel. I just want to make sure that anyone might find something really interesting that I'm really loud about it and, uh, kind of find those people. So an example Might be I just went through some research on how to make sure our teams don't feel burned out during this Ah, particular work from home, period. And you know, because I said a lot of people might find this fun fact about something that correlates with burnout. Interesting. Let me share it with my entire 100 person team. See if a couple people have a reaction. I want to start discussing it with their team, etcetera.