People masterminds

Kristel Moedt; Eveliese Luiting

Scaling got you spinning? Don’t worry, we’ve got your back. The People masterminds podcast is here to cut through the noise and delivers you fresh inspiration on everything People, Culture & Org. Forget cookie-cutter advice, we bring you the goods - real insights, killer tips, practical cases, and honest conversations with the people who’ve been in the trenches. Listen in and get ready to level up with the People masterminds podcast. Want to know more about our services? Visit ⁠⁠⁠⁠www.peoplemasterminds.com

  1. Oct 19

    #73 - The hard parts of hypergrowth, with Job van der Voort from Remote

    🎙️ Episode summary: In one year, Remote grew from 50 to 650 people. Job van der Voort, co-founder and CEO, calculated that during that period Remote became a new company every three weeks. Recorded live at Personio Amsterdam in front of founders and people leaders, this episode goes into what that growth cost: years of fixing, layoffs, and changing the company culture. Job explains why Remote now keeps headcount flat at around 2,000 while the business keeps growing, why pay will always depend on location, why he reads zero management books, and why Remote is replacing almost every external software tool with tools it builds itself. 📖 In this episode:
 00:00 Live at Personio Amsterdam
03:06 Why the current phase always feels like the hardest
06:58 What broke first: from 50 to 650 people in one year
13:50 Remote work, learning and the limits of transparency
17:03 International hiring mistakes and Job’s rules for meetings
23:30 Overhiring, the 2022 layoff and hiring for agency
30:12 Five statements, and why pay can’t be separated from location
37:37 Intensity in leaders, replacing leaders and building everything in-house with AI
43:31 From kindness to intensity, and where healthy pressure ends
50:03 Audience Q&A: AI adoption, authenticity, feedback and staying on as founder 💡 Key takeaways: In hypergrowth, your culture gets outnumbered. When new hires hire new hires, most people know your company from the last few weeks and bring the habits of their previous employer.Your values decide who you attract. Remote saw that the people most vocal about cultural changes were often low performers, and changed kindness into intensity. Those who didn’t fit left through natural attrition.Hire fewer people than you think you need. Stress-test every headcount plan, especially from new leaders, and try doing the work with the team you have first.Hire for agency and intelligence. Prior knowledge matters less when anyone can ask AI how to run payroll in Bulgaria.Talent is a local market. At scale, location-independent pay means overpaying in some markets and pricing yourself out of others.Most meetings can be a message, a document or a one-take video. Meet when you want to connect or expect a lot of back and forth. 📌 Resources mentioned: Remote HandbookRemote’s AI courseThe hard parts of hypergrowth, our editorial based on this episodeBEYOND, our program for Heads of People and VPs People ➡️ About us:
 People masterminds is a team of scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our website or contact us at info@peoplemasterminds.com

  2. Sep 7

    #72 - The emotional impact of change, with Jonas Keil from nilo

    🎙️ Episode summary: Restructuring and continuous change often leave teams exhausted, anxious, and detached from leadership. Jonas Keil, co-founder and CEO of nilo, shares his insights on managing the emotional toll of transformation and building resilient, high-performing cultures that thrive despite uncertainty. 📖 In this episode: 00:00 Why Nilo was Founded
 03:55 Mental Health During Transformation
 08:04 Navigating Constant Change
 12:33 Supporting Managers Through Stress
 16:23 Uncertainty and Leadership Transparency
 21:28 Building Organizational Resilience
 27:42 Responsibilities: Company vs. Individual
 33:48 Founder Insights and Tough Decisions
 41:12 Closing Advice for Leaders 💡 Key takeaways: Identify and involve key team members early in the transformation process to build trust and ensure buy-in.Prioritize honesty by sharing what you know and admitting when answers are unavailable during periods of uncertainty.Support middle management by providing peer circles and psychological resources to help them process emotional shocks.Measure the mental health of your organization to spot burnout trends and identify when intervention is required.Acknowledge that transparency about a difficult environment is better than creating a toxic gap between stated values and the reality of high-pressure work. ➡️ About us: People masterminds is a team of scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

  3. Jul 29

    #71 - The new rules of scaling: a VCs take on winning companies, with Alessandro De Benedetti from Northzone

    🎙️ Episode summary: How do you build a sustainable company when the market rules change every quarter? In this conversation, Alessandro De Benedetti from Northzone peels back the layers of his work as an investor. From moving between Rome, Stockholm, and Amsterdam to hunting for “insanely smart” founders, he discusses the reality of scaling, the “SaaS apocalypse” narrative, and why people remain the most critical factor in any business outcome. 📖 In this episode: 00:00:00 Introduction and Investor Perspective 00:04:03 The Divided Investment Landscape 00:10:48 Shift in Growth Expectations 00:18:12 Organizational Design and AI Impact 00:26:45 Debunking Startup Myths 00:36:56 Leadership and Future Outlook 💡 Key takeaways: Evaluate every strategic decision through an AI lens. Ask yourself whether AI strengthens your competitive advantage or makes your business easier to replace. Hire for curiosity and adaptability over experience alone. In a world where technology changes weekly, leaders who learn fast, question assumptions, and embrace experimentation will outperform those relying solely on past experience.Design your organization for the next stage, not today's reality. Regularly challenge your team structure, roles, and ways of working to ensure they can scale with both your growth and rapid technological change.Master storytelling as a leadership skill. Be able to clearly articulate why your company matters, why you'll win, and why your team is uniquely positioned to execute. ➡️ About us: People masterminds is a team of scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

  4. Jun 22

    #70 - The first 100 days of a new CHRO, with Jodi Slomp from Backbase

    🎙️ Episode summary: Stepping into a Chief People Officer role in a fast-paced scale-up demands immediate impact and strategic vision. Jodi Slomp shares her candid journey through the initial 100 days, revealing how she quickly assessed culture, tackled challenges, and aligned her team in a high-growth environment. 📖 In this episode: 00:00 Welcome and Guest Introduction 04:36 First 100 Days Strategy as CHRO 08:06 Scaling Insights and Team Onboarding 12:58 Recognizing Patterns and System Thinking 17:05 Interview Process and Earning Trust 21:07 The CHRO Role in the AI Era 27:07 Designing Surveys and AI Roadmap 33:26 Strategic Focus and Clarity 37:50 CHRO’s First 100 Days Impact 39:06 Leadership Alignment in 14 Days 41:04 Embracing Uncomfortable Changes 42:22 Proving Yourself Too Quickly 46:12 Preparing for a CHRO Role 49:50 Building Support and Community 53:32 National to Global Team Transition 57:05 Maintaining a Fresh Perspective 01:00:28 Capacity for Strategic Thinking 01:03:19 Boosting HR Business Acumen 💡 Key takeaways: Validate assumptions and learn the business quickly by talking to many people and using surveys.Identify and solve problems from day one to build credibility and deliver quick wins.Cultivate an “architect mindset” to analyze existing systems and rebuild for future needs, especially with AI integration.Prioritize and focus on 2-3 key initiatives to avoid spreading resources too thin and ensure impactful delivery.Foster strong relationships with peers and your team to gain support and maintain a fresh perspective. ➡️ About us: People masterminds is a team of scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

  5. Apr 29

    #69 - When your management team is not a team, with Ton Keunen from TicketSwap

    🎙️ Episode summary: In this episode, we explore the dynamics of leadership teams and why many are, in reality, still just groups of individuals. Together with team coach Ton Keunen, we unpack how ego, past experiences, and unspoken truths impact team effectiveness, and what leaders can do to build real cohesion. 📖 In this episode: 00:00 Introduction to Ton Keunen and his motto 04:21 Sensing team dynamics 07:31 What makes a team a real team? 11:06 The role of ego and polarization 14:46 Four types of dysfunctional teams 18:00 The cost of a suboptimal team 23:06 The role of the CEO and leadership 28:09 Facing the truth 33:02 A war story about a difficult client 37:52 Statements 43:28 Personal trauma and the impact of leaders 💡 Key takeaways: Recognize the signs of a dysfunctional team, such as “stacking” opinions instead of engaging in real discussion.Understand how ego can be a major barrier to effective teamwork and open communication.Learn about the four types of “problem teams”: the hero team, the complaining team, the victim team, and the dying team.Discover the impact of a CEO’s trauma on the entire organization, and how it can create distrust.Face the truth: real change in team dynamics starts with the CEO taking responsibility for the existing issues. 📌 Resources mentioned: ⁠nilohealth.com/masterminds for 10% discount on the 1st year of mental health support for your team ➡️ About us: People masterminds is a team of former scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

  6. Mar 16

    #68 - The future of office design, with Mattijs Kaak and Floor van der Oord from Ditt Officemakers

    🎙️ Episode summary: Discover how Mattijs Kaak and Floor van der Oord from Ditt Officemakers design offices that boost productivity and culture by looking far beyond traditional workspaces. In this episode, we discuss the future of office design, neuro-inclusive workplaces, and sustainability in a hybrid world, and share practical insights. Are you about to move offices, redesign your workspace, or simply want to understand what really matters in office design in 2026? Then this episode is for you. 📖 In this episode: 00:00 The modern office: a strategic tool 06:38 The office as a home base 09:02 No policy, just attraction 13:04 Investing in functionality and identity 16:55 Office needs and occupancy levels 21:02 Leadership and office decisions 23:59 Common mistakes in office strategy 28:48 Trends: flexible offices and neurodiversity 31:09 Sustainability and adaptability in offices 36:32 Reception desks and productivity 39:37 Office design and behavior 💡 Key takeaways: Involve employees early in the design process to create an office that truly fits their needs and builds ownership.Focus on functionality and the strategic purpose of the office, not just aesthetics.Consider neuro-inclusive and activity-based design to support different working styles and needs.Invest in the “social heart” of the office, such as the pantry or kitchen area, to encourage spontaneous interaction and connection.Choose sustainable and adaptable design solutions so the office can evolve with your company and workforce. ➡️ About us: People masterminds is a team of former scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

  7. Jan 28

    #67 - AI is breaking the job market, with Dirk Jonker from Crunchr

    🎙️ Episode summary: AI is rapidly reshaping the modern workforce, impacting everything from recruitment processes to organizational structures. “AI is coming for our brains!” 🧠 Join us and Dirk Jonker, founder and CEO of Crunchr, as we discuss the differences between the current AI shift and past industrial revolutions, highlighting AI’s influence on cognitive work and the urgent need for HR and leadership to adapt. 📖 In this episode: 00:00 Introducing Data Dirk 02:22 AI Revolution vs. Industrial Revolution 06:49 Five Steps Towards AGI 11:43 AI’s Impact on the Labor Market 17:53 Embracing AI in Organizations 21:30 Rethinking Recruitment in the AI Era 25:24 Ethical Considerations and HR’s Role 33:57 AI’s Future: Performance and Leadership 💡 Key takeaways: ​Differentiate the current AI shift from past revolutions, noting its speed and impact on cognitive tasks.​Understand the five stages toward Artificial General Intelligence (AGI) and current progress.​Recognize the “hype cycle” of AI and why leadership must stay current with its rapid advancements.​Adapt recruitment strategies to identify essential human skills like leadership and critical thinking, rather than just technical output.​Cultivate a company culture that encourages experimentation with AI tools, fostering adoption over fear. ➡️ About us: People masterminds is a team of former scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

  8. 12/17/2025

    #66: Feeling unsafe: fact or fiction, with Tica Peeman from VIStrainingen

    🎙️ Episode summary: Explore the true meaning of psychological safety in fast-moving scale-up environments. Tica Peeman, a leadership and group dynamics expert, discusses how to build robust team foundations and distinguish genuine safety from discomfort. 📖 In this episode: 00:00 Introduction to Tica Peeman 04:31 Defining Psychological Safety 08:25 Understanding Unsafe Statements 13:02 The Hard Side of Psychological Safety 18:48 Psychological Safety in Scale-Ups 23:11 Building a Strong Team Foundation 27:57 Feedback, Comfort, and Growth 33:40 Leaders’ Role in Fostering Safety 40:28 Final Advice: Speak Up Your Mind 💡 Key takeaways: Define psychological safety using Amy Edmondson’s definition to take interpersonal risks without negative consequences.Recognize humor (or lack thereof) as a strong indicator of psychological safety within teams.Question deeply when someone expresses “feeling unsafe” to understand if it’s true unsafety or another issue like insecurity or discomfort.Establish concrete team rules, goals, and boundaries to provide stability, especially in rapidly changing scale-up environments.Applaud individuals who speak up, particularly to those higher in the hierarchy, fostering a culture where voicing concerns is encouraged. 📌 Resources mentioned: LinkedIn post by Tica Peeman ➡️ About us: People masterminds is a team of former scale-up People & Culture leaders who love working with fast-growing companies. We design what scale (or rightsizing) demands. No slide decks, just sharp minds and deep experience. This podcast is our way of sharing knowledge and experience for free. Want to know more about our other services? Visit our ⁠⁠⁠⁠website⁠⁠⁠⁠ ⁠⁠⁠⁠⁠⁠⁠⁠ or ⁠⁠contact us⁠⁠ at info@peoplemasterminds.com

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About

Scaling got you spinning? Don’t worry, we’ve got your back. The People masterminds podcast is here to cut through the noise and delivers you fresh inspiration on everything People, Culture & Org. Forget cookie-cutter advice, we bring you the goods - real insights, killer tips, practical cases, and honest conversations with the people who’ve been in the trenches. Listen in and get ready to level up with the People masterminds podcast. Want to know more about our services? Visit ⁠⁠⁠⁠www.peoplemasterminds.com

Information

  • Creator
    Kristel Moedt; Eveliese Luiting
  • Years Active
    2019 - 2026
  • Episodes
    73
  • Rating
    Explicit
  • Copyright
    © Kristel Moedt; Eveliese Luiting
  • Show Website
    People masterminds