FNDN Series

Matt McFarlane

Join discussions with Heads of People, Founders and experts in and around startups, to explore the topic of compensation and broader people practices.

  1. Steal Big Tech's Playbook For The Worlds Best Comp Practices

    2D AGO

    Steal Big Tech's Playbook For The Worlds Best Comp Practices

    Welcome back to the FNDN Series. In this episode, we sit down with Arif Ender, Director of Compensation at Palo Alto Networks and former compensation leader at Meta. We unpack the strategic differentiators tech giants use to scale from 5,000 to 50,000+ employees. We explore why job architecture is the non-negotiable foundation for growth, the looming challenges of the EU Pay Transparency Directive, and how AI tools like Claude Code are democratizing the competitive advantages once reserved for Silicon Valley titans. Arif shares practical strategies for building custom HR tools, managing global expansion, and maintaining pay equity at scale. About the Guest Arif Ender is a Total Rewards expert with nearly two decades of experience at Palo Alto Networks, Meta, Mars, and Nestlé. Currently the Director of Compensation for EMEA & LATAM at Palo Alto Networks, he oversees strategy across 65+ countries. Arif is also a faculty member at WorldatWork and holds CCP, GRP, and CSCP certifications. He specializes in navigating market volatility, sales incentives, and regulatory compliance on a global scale. Chapters 00:44 Guest Introduction: Arif Ender 01:08 EU Pay Transparency Directive: The Year Ahead 02:59 Beyond Data Modeling: Change Management Challenges 04:39 Correcting Past Practices & Preventing Future Issues 06:02 Making the Business Case: Fines, Tenders, and Reputation 09:36 Scaling Compensation: From 500 to 5,000+ Employees 12:55 Job Architecture: The Non-Negotiable Foundation 16:22 The Meta Advantage: Custom-Built HR Tools 18:02 Scaling Crisis: Approving 800 Offers Solo 20:01 Why Most Companies Lack Meta's Tooling Strategy 24:06 AI's Democratization of Competitive Advantages 28:06 Learning Claude Code: The Practical Roadmap 32:08 Building Custom Tools: Family Finance to Market Pricing 36:01 Why People Teams Should Build Their Own Tools 38:00 The "Rest of World" Problem for US-Headquartered Companies 41:09 First Moves: Hiring Global Expertise Early 42:18 The Painful Transition: Structuring for Scale 43:14 "Hire at All Cost" vs. Pay Equity Reality 48:02 Meta's Philosophy: No Counter-Offers Ever 52:28 2026 and Beyond: EU Pay Transparency Predictions 56:04 Cultural Nuances: The Nigeria Allowances Story Connect with Arif LinkedIn: linkedin.com/in/arifender Resources Mentioned Companies & Organizations: Palo Alto Networks – Global cybersecurity leader. Meta (Facebook) – Where Arif scaled comp during hyper-growth. WorldatWork – The leading association for Total Rewards professionals. WGEA – Australia’s Workplace Gender Equality Agency. Tools & Technologies: Claude Code – AI tool for building custom applications. Lovable – AI-driven rapid app development. Gemini & ChatGPT – Large Language Models for productivity. Next.js – Framework used for building HR tool frontends. Concepts & Frameworks: EU Pay Transparency Directive – New legislation regarding pay equity. Job Architecture – The framework for organizing roles and levels. Statistical Regression Modeling – Used for deep pay equity analysis. More FNDN Episodes Spotify: Listen Here Apple Podcast: Listen Here Tags: #EUPayTransparency #CompensationAtScale #PayEquity #JobArchitecture #MetaCompensation #StartupCompensation #GlobalCompensation #AITools #ClaudeCode #HRTech #PeopleOps #TalentStrategy #CompFrameworks #GenderPayGap #ScalingStartups

    1h 3m
  2. Everything You Know About Paying Fairly is Wrong | With What Pay Costs' Author James Seechurn

    MAR 21

    Everything You Know About Paying Fairly is Wrong | With What Pay Costs' Author James Seechurn

    Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with James Seechurn, author of What Pay Costs and Nothing Left to Take Away, we challenge everything you thought you knew about compensation. James dismantles the myths behind pay for performance models, merit cycles, and competency frameworks while exploring why companies fail to pay people fairly. We dive into the tension between chaos and control in startups, examine the future of work in an AI-driven economy, and discuss how participative workforces and employee ownership can transform company culture. Stick around for one of the most eye-opening conversations about compensation you'll ever hear. James Alexander Seechurn is an author and advisor specializing in sales compensation, incentives, and the design of reward systems. He advises companies on how pay, job architecture, and performance systems shape behavior, culture, and long-term outcomes. James is the author of Nothing Left to Take Away and What Pay Costs, where he challenges conventional pay-for-performance thinking and draws on research, history, and real-world examples to rethink how organizations motivate people. Chapters: 00:44 Guest Introduction: James Seechurn 02:26 The Balance of Chaos and Control in Startups 07:04 Pay Transparency and the Failure of Fair Compensation 11:35 Why Companies Haven't Paid People Fairly 16:23 Making the Economic Case for Fair Pay 20:43 Innovation Failures: BlackBerry, Google, and Kodak 26:45 Employee Ownership vs VC-Backed Models 31:35 The Problems with Merit Cycles and Pay for Performance 37:11 Why Competency Frameworks Infantilize Employees 43:22 Career Progression as the True Reward 48:37 Pay Tiers and Living Wages: A Better Approach 56:21 Peer-to-Peer Rewards and Participative Workforces 1:03:57 Advice for Startup Leaders: Trust Your People 1:12:39 The Future of Work in a Stagnant Wage Environment 1:21:02 Fractional Work and the Possible Return of Unions 1:27:21 The Executive Pay Problem 1:33:35 The Role of a Great CEO Connect with James Visit: LinkedIn profile https://www.linkedin.com/in/james-seechurn/  Guest: James Seechurn Resources Mentioned Books: What Pay Costs by James Seechurn Nothing Left to Take Away by James Seechurn The Hidden Brain - Book on inherent bias The Progress Principle by Teresa Amabile Companies Mentioned: Semco (Brazil) - Employee-owned participative workforce model Valve - Gaming company with employee-decided structure Morning Star (US) - Participative workforce example PayPal - Living wage implementation Whole Foods - Early pay transparency adopter Carter - No negotiation pay stance Emco (Brazil) - Employee ownership and salary-setting model Concepts: Knowledge work (Peter Drucker, 1959) Cognitive closure (Ari Lansky) Self-perception theory and self-determination theory ESOPs (Employee Share Ownership Programs) DAOs (Distributed Autonomous Organizations) More FNDN Episodes: Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM  Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

    1h 36m
  3. It's Time to Talk About the Menstrual Cycle with Carmen Amador, Founder at The Cycle Method

    FEB 21

    It's Time to Talk About the Menstrual Cycle with Carmen Amador, Founder at The Cycle Method

    Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Carmen Amador, Founder of The Cycle Method and business psychologist, we unpack the critical connection between the menstrual cycle and workplace performance that most organizations are missing. We explore how the modern work environment, built on industrial revolution principles, fails to account for cyclical rhythms and discuss the untapped potential when we understand and leverage the unique strengths that come with each phase of the menstrual cycle. Keep watching to discover why women are twice as likely to burn out at work and what actionable steps both individuals and organizations can take to create more inclusive, effective workplaces. Chapters: 00:00 Introduction and Warm-Up Conversation 02:30 Guest Introduction: Carmen from The Cycle Method 04:45 Why the Menstrual Cycle Matters in the Workplace 08:15 The Personal Health Journey That Led to Professional Mission 12:00 How Modern Work Structure Ignores Cyclical Rhythms 15:20 The Burnout Statistics: Why Women Are Twice as Likely to Burn Out 18:10 Myth Busting: Beyond Period Pain and Pregnancy 21:40 The C-Suite Framework: CEO, CIO, CPO, CMO, and COO Energies 27:30 Understanding Your Unique Cyclical Patterns 31:15 The Three Layers: Self-Awareness, Adjustment, and Cycle Mastery 36:20 Practical Applications: Sync, Adjust, and Prepare 40:25 The Business Case: Untapped Potential and Performance 43:50 Using Product and Tech Language: Agile Meets Biology 46:40 The Policy vs. Culture Gap: Spain's Menstrual Leave Example 49:30 Creating All-Gender Inclusive Conversations 51:45 Generational Perspectives on Menstrual Cycle Awareness 53:20 Beyond the Menstrual Cycle: Including All Hormonal Experiences 54:45 Conclusion and Final Thoughts 65:50 Beyond the Menstrual Cycle: Including All Hormonal Experiences 68:00 Conclusion and Final Thoughts Connect with Carmen Visit: thecyclemethod.com linkedin.com/in/carmenpsychologist  Resources Mentioned Oyster - Previous workplace where Matt and Carmen worked together Culture Amp - People and culture platform Air Tree - Australian VC company mentioned for menopause-focused initiatives Canva - Example of inclusive leave policy implementation Deloitte - Published report on supporting women through hormonal transitions showing 60% higher retention Research and Studies: WGEA (Workplace Gender Equality Agency) - Referenced for workplace equity benchmarks Deloitte Report on Hormonal Transitions - Found 60% higher retention when women feel supported Spain's Menstrual Leave Policy - First country to offer legal menstrual leave Concepts and Frameworks: The Cycle Method - Carmen's educational program and framework Agile Framework - Compared to menstrual cycle phases Seasons Analogy - Winter (menstruation), Spring (follicular), Summer (ovulation), Autumn (luteal) C-Suite Framework - CEO (menstruation), CIO (follicular), CPO/CMO (ovulation), COO (luteal) Media: A Good Hang by Amy Poehler - YouTube series mentioned in conversation More FNDN Episodes: Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM  Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484  MenstrualCycleAwareness, WorkplaceWellbeing, WomensHealth, StartupCulture, BurnoutPrevention, HormonalHealth, CyclicalLiving, PeopleOperations, InclusiveWorkplace, WorkplaceEquity, PerformanceOptimization, HRInnovation, DiversityAndInclusion, EmployeeWellbeing, StartupLeadership, WomenInBusiness, CycleTracking, HolisticWorkplace, PsychologicalSafety, StartupBestPractices

    56 min
  4. What HR teams could learn about Brand and Community with Lachlan Bradford

    FEB 14

    What HR teams could learn about Brand and Community with Lachlan Bradford

    Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Lachlan Bradford, Community Content Manager at Sked Social and Co-Host of the Funny Business Podcast, we explore the powerful intersection of brand, community, and people operations. Lachlan shares his unconventional journey from cricket academy to lift operator in Canada, bar manager, e-commerce founder, and ultimately to building vibrant communities in the startup world. We unpack the critical lessons HR teams can learn from community building, the importance of authentic employer branding, the power of personal connection over automation, and how to create workplaces where people genuinely don't want to leave. Keep watching to discover how treating your people like community members can transform your retention, engagement, and company culture. Chapters: 00:00 Introduction and Welcome 01:45 Guest Introduction: Lachlan Bradford 03:20 Lachlan's Unconventional Journey: From Cricket Academy to Community Building 09:15 The Teachers Who Shaped His Approach to Leadership 13:40 From Bar Manager to E-Commerce: Building OB and Co 16:50 Starting Funny Business Podcast During COVID 32:40 The Founder Mindset: Customer Obsession Applied to HR 36:20 Authentic Employer Branding vs Generic Approaches 40:15 The Power of Niche: Speaking Your Audience's Language 44:30 LinkedIn Strategy: Real Relationships Over Automation 48:45 Surprise and Delight: Creating Memorable Employee Experiences 57:35 Creating Workplaces Where People Don't Want to Leave 58:45 Conclusion and Wrap-Up Connect with Lachlan: Visit: https://skedsocial.com LinkedIn https://linkedin.com/in/lachlanbradford Resources Mentioned: Sked Social - Social media management and scheduling platform where Lachlan serves as Community Content ManagerFunny Business Podcast - Podcast for free thinkers and creators hosted by Lachlan Bradford and Robbie HicksDream Big Social Club - Community initiative founded by Lachlan featuring events, workshops, and networking opportunities Ways of Working Consultancy - Agile delivery consultancy launched from the Funny Business podcast People Mentioned:Ben Waterman - CEO of The Resilience Project, former teacher at Cricket Academy David McKay - Fusion scientist and former Cricket Academy teacher (brother of Australian cricketer Clint McKay) Mark Worthington - Player Development Manager at Geelong Cats (AFL)Peter Boul - Leadership expert who delivered workshops for the Dream Big Social Club community Robbie Hicks - Co-host of Funny Business Podcast and business partner Concepts Discussed:Customer Obsession in People OperationsAuthentic vs Generic Employer Branding LinkedIn Relationship Building StrategiesCommunity-First Approach to Workplace Culture Surprise and Delight Employee Experiences The Power of Niche Positioning in Talent AttractionFounder Mindset for Employee Engagement More FNDN Episodes: Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

    59 min
  5. Reverse Engineering Burnout with Nav Rao, CTO at Spoony

    FEB 7

    Reverse Engineering Burnout with Nav Rao, CTO at Spoony

    Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Nav, Fractional CTO at Spoony, we explore the often-overlooked topic of burnout among startup employees beyond just founders. Nav shares his personal journey through chronic depression, multiple startup experiences, and the harsh realities of burning out across six different organizations. We unpack what burnout actually is versus simple tiredness, examine the catalysts that drive employees to exhaustion (from bureaucracy to toxic positivity), and discuss both personal and organizational responsibilities in preventing burnout. This conversation gets refreshingly honest about failure, mental health, and the human side of working in high-pressure startup environments. Keep watching to hear Nav's candid insights on recognizing burnout symptoms, the importance of checking your own ambitions, and why startup culture needs to give more attention to the people who aren't founders. Chapters: 00:00 Introduction and LinkedIn Connection Story 01:45 Guest Introduction: Nav, Fractional CTO at Spoony 03:30 Defining Burnout: What It Is and What It Isn't 06:15 Physical and Emotional Symptoms of Burnout 08:45 Burnout vs Disengagement: Understanding the Difference 12:20 Matt's Personal Burnout Story: The Law Firm Experience 17:30 Catalysts of Burnout: Bureaucracy and Apathy 21:15 The Exponential Product Story: Law Firm Retention Issues 24:40 High Performance Culture Paradox 28:10 The Problem with "Just Ship It" and Chronic Positivity 31:45 Startup Success Narrative and Failure Stigma 35:20 LinkedIn's Role in Toxic Positivity 38:30 Organizational Culture and Psychological Safety 42:10 Engineering Teams and Burnout Dynamics 46:25 The Brilliant Jerk and Team Burnout 48:50 Personal Responsibility in Preventing Burnout 52:15 Checking Your Own Ambition: Nav's Big Company Experience 55:30 Manager Responsibilities and Human Connection 57:45 Beyond Founder Burnout: Supporting All Startup Employees Connect with Nav: Visit: https://spoony.app   https://www.linkedin.com/in/nav-rao/ Resources Mentioned: Culture Amp - Employee experience platform referenced in law firm retention discussion Office Vibe - Early-stage employee engagement tool Exponential - Pre-COVID employee engagement product for law firms in New Zealand Spoony - Neurodiversity and chronic illness social media platform where Nav is Fractional CTO Psychological Safety - Creating environments where employees can admit mistakes and concerns Tall Poppy Syndrome - Australian cultural phenomenon of cutting down those who stand out 10x Rockstar Engineers - The brilliant jerk archetype in engineering teams Quiet Quitting - Referenced indirectly through discussion of doing minimum work More FNDN Episodes: Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM  Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

    59 min
  6. Building Leadership from Scratch (for yourself, and for others) with Shelley Johnson, Founder at Boldside

    JAN 24

    Building Leadership from Scratch (for yourself, and for others) with Shelley Johnson, Founder at Boldside

    Description: Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Shelley Johnson, Founder of Boldside and former HR leader, we explore how to build effective leadership capabilities from the ground up - both for developing yourself as a leader and creating systems to develop others. We dive deep into why most HR issues are actually upstream leadership problems, the importance of leadership onboarding processes, and practical frameworks for having difficult conversations including pay discussions. Shelley shares her three-pillar approach to building influence as an HR professional and reveals why leadership development doesn't need to be overcomplicated. Keep watching to discover actionable strategies for transforming leadership capability in your organization. Chapters: 00:54 Getting to Know Shelley: From HR Generalist to Leadership Consultant 02:59 Why Leadership? The Connection Between Leadership and HR Issues 06:00 Making Leadership More Approachable: Small Steps and Consistency 08:07 The Upstream Problem: How Poor Leadership Creates People Issues 10:09 Building Self-Awareness Through Consistent Reflection 12:43 Creating Safe Spaces for Leader Vulnerability and Growth 15:09 What Does Good Leadership Look Like? The WAGOLL Framework 19:02 Defining Leadership Behaviors: Care, Courage, and Consistency 21:46 Lightweight Leadership Development: Monthly Manager Conversations 24:42 Why People Don't Want Leadership Roles Anymore 27:11 Stopping the Sink or Swim Strategy 28:20 Creating Leadership Onboarding Processes 30:45 Setting Clear Expectations for New Leaders 32:59 Is Management an Add-On or the Core Role? 37:47 Having Difficult Conversations: The Pay Discussion Challenge 41:38 Preempting Difficult Topics as a Manager 46:51 What Employees Can Do: Starting Pay Conversations 48:12 Building Confidence and Influence as an HR Professional 51:32 The People, Presence, Problems Framework for HR Influence 55:37 Final Thoughts: Start Simple with Leadership DevelopmentConnect with Shelley Visit: boldside.com.au  https://www.linkedin.com/in/shelley-johnson/?originalSubdomain=au  Resources Mentioned: Leadership Development Concepts: WAGOLL Framework (What A Good One Looks Like) - Educational approach for showing examples of excellence The three C's of leadership: Care, Courage, and Consistency People, Presence, Problems framework for building HR influence Leadership onboarding processes (similar to new starter onboarding) Workplace Practices: Regular one-on-one check-ins (15-30 minutes based on individual needs) Self-reflection habits for leaders Proactive pay and career development conversations Monthly manager learning communities More FNDN Episodes: Spotify: https://open.spotify.com/show/4GeBIeZOKrFxG1oiiPxmiM  Apple Podcast: https://podcasts.apple.com/us/podcast/fndn-series/id1794263484

    57 min
  7. The Tough Pay Conversations (And How to Actually Have Them) with Sarika Lamont, VP of People & Culture at Vidyard

    12/20/2025

    The Tough Pay Conversations (And How to Actually Have Them) with Sarika Lamont, VP of People & Culture at Vidyard

    Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, VP of People and Culture at Vidyard, we tackle the most challenging compensation conversations that people leaders face. From delivering "no raise" news to high performers during budget constraints, to navigating pay transparency questions about salary differences between new hires and existing employees, Sarika shares practical frameworks for handling these difficult discussions. We explore how AI can enhance performance feedback, the importance of transparency in building trust, and strategies for managing expectations when business realities clash with employee desires. Keep watching to discover how to turn your toughest pay conversations into opportunities for deeper engagement and trust-building. Chapters: 00:50 Guest Introduction: Sarika Lamont, VP at Vidyard 02:15 The Toughest Pay Conversation: Telling High Performers "No" 03:21 Framework for Delivering Bad News About Compensation 06:34 The Power of Recognition Beyond Money 08:20 Building Year-Round Recognition and Development 11:57 Using AI to Enhance Performance Feedback and Mentoring 12:31 Practical AI Application for Personalized Development Plans 13:02 Pay Transparency Challenges: New Hire vs. Existing Employee Pay 16:02 Navigating Pay Band Implementation and Market Reality 19:27 The Benefits of Long-Term Employment vs. Job Hopping 21:15 Moving Toward Pay Transparency Despite Executive Concerns 22:52 Treating Employees Like Adults: Trust and Consistency 24:14 Conclusion and Wrap-Up Connect with Sarika Visit: vidyard.com  https://linkedin.com/in/sarikal/  Resources Mentioned Tools and Companies: Vidyard - AI-enabled go-to-market platform for video messaging and hosting ChatGPT - Used for creating structured performance feedback and development plans Ontario Pay Transparency Laws - Full transparency requirement starting January 1st, 2026 Concepts Discussed: Pay band quartile systems for compensation structure Comp ratios and market positioning strategies AI-powered performance feedback generation ________________ Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork. Access Information & Resources from Pave: 2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency. Report Landing Page (Email) Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place. Pave Homepage ________________ More FNDN Episodes: Spotify | Apple Podcast

    27 min
  8. Custom Comp: Getting Personal During Downturns with Sarika Lamont, VP of People & Culture at Vidyard

    12/06/2025

    Custom Comp: Getting Personal During Downturns with Sarika Lamont, VP of People & Culture at Vidyard

    Description: Welcome back to the FNDN Series, where we continue our deep dive into startup compensation with industry leaders from across the startup world. In our conversation with Sarika Lamont, Vice President of People & Culture at Vidyard, we explore how to customize and personalize compensation in today's challenging economic environment. We dive into the art of persona mapping for compensation design, discuss how five generations in the workforce have vastly different priorities, and examine practical strategies for creating equitable yet personalized reward packages without breaking the budget. Stay tuned as we uncover how to balance transparency, fairness, and personalization in your compensation strategy during economic downturns. Chapters: 00:50 Guest Introduction: Sarika Lamont from Vidyard 02:15 The Era of Personalization Meets Economic Reality 03:04 Five Generations in the Workforce: Different Values and Priorities 06:32 Building Employee Personas Like Marketing ICPs 08:07 The Importance of Transparency in Equitable Compensation 09:02 External Context: How Downturns Change Employee Priorities 13:08 From Government Consulting to Tech: Scaling Persona Mapping 14:01 The Interview Process: Validating Personas with Real Data 15:01 Country-Specific Compensation: Australia vs America Priorities 15:29 Why Companies Fear Asking Employees What They Want 16:12 The Christmas Wishlist Approach to Employee Feedback 18:10 Building Culture Through Transparent Communication 19:52 Scaling Back: When You Need to Unbuild What You Built 20:23 Budget Transparency and Honest Conversations 22:03 Resources and Templates for Getting Started with Personas 23:44 Using AI Tools to Build Persona Maps Connect with Sarika Visit: vidyard.com https://linkedin.com/in/sarikalamont  Resources Mentioned Companies Mentioned: Vidyard - AI-enabled go-to-market tool with video messaging and hosting capabilities Mercer - HR consulting firm (acquired the persona mapping consultancy mentioned) Netflix - Referenced as pioneer of personalization algorithms Tools and Concepts: Persona mapping templates (to be provided in show notes) ChatGPT/Claude - AI tools for building persona cards Engagement survey data analysis Compa ratio analysis for compensation planning ________________ Pave is a compensation intelligence platform that gives you real-time compensation data from more than 8,300 companies, allowing you to make calls with confidence, not guesswork. Access Information & Resources from Pave: 2026 Budgeting & Trends Report: Get your free copy of the full report discussed in the episode, which includes trends on planned merit budgets, "job hugging," and pay transparency. Report Landing Page (Email) Learn More About Pave: Visit the Pave homepage to explore how you can benchmark pay, price jobs, manage pay ranges, and run your merit cycle all in one place. Pave Homepage ________________ More FNDN Episodes: Spotify | Apple Podcast

    26 min
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About

Join discussions with Heads of People, Founders and experts in and around startups, to explore the topic of compensation and broader people practices.

Information

  • Creator
    Matt McFarlane
  • Years Active
    2025 - 2026
  • Episodes
    34
  • Rating
    Explicit
  • Copyright
    © Matt McFarlane
  • Show Website
    FNDN Series

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