EC Future of Work

I volunteer as tribute! • ZebethMedia

By zebethcontrolPosted on November 16, 2022Posted in EC Future of Work, EC Media, elon buys twitter, Elon Musk, Opinion, parody, Social, TwitterNo Comments

It’s not every day that an opportunity like this comes around. After working at Twitter for years, I’m finally being asked to do more with less. I’ve always wanted fewer co-workers, a manic boss, reduced communication, and non-stop chaos. And if I do well, I’ll help save the richest person alive both money and pride! Can you imagine a better offer? Let me explain. You see, there’s a man called Elon Musk. He’s very involved in a bunch of projects and doesn’t like to work in any single office. Heck, Elon doesn’t even work for just one company! He’s in charge of a bevy of concerns that keep him rather occupied. You can even track his jet as he flies about, busy as a bee. (It makes perfect sense that the leader should not have to work in an office while I am required to report to my cubicle daily — after all, the wealthy are our moral superiors!) But after he corralled a host of rich folks to invest and underwrite his hostile takeover of Twitter, things got sticky for poor Elon. He’s a big tweeter, you see, and before he owned the website, he could post whatever he wanted and get away with it. Remember that time he tweeted that he had the capital to take Tesla private? That was a tiny error, but Elon is still in charge of Tesla, collecting the lion’s share of the wealth on the backs of others. So it all came out fine!

The power pendulum is swinging back to employers, isn’t it? • ZebethMedia

By zebethcontrolPosted on November 13, 2022Posted in Carta, EC Future of Work, Layoffs, meta, Startups, Twitter, VentureNo Comments

Tech layoffs may get worse before they get better — which means that the next few months will be full of companies trying to pivot their way to survival during this extended downturn. At least that’s what entrepreneur Nolan Church, who helped lead Carta’s 2020 layoffs as its chief people officer, thinks. He estimates that another 30,000 to 40,000 tech employees around the world will be laid off in Q1 2023 — a number that follows the more than 100,000 layoffs so far in 2022, according to layoffs.fyi data. Church chatted with me on Equity this past week about how his experience in the people operations world, at both Carta and DoorDash, has influenced his perspective on the best playbook for layoffs. He’s also building Continuum, a venture-backed startup that wants to match executive talent with startups for full-time and fractional opportunities. Unsurprisingly, his vision for a more flexible workforce fits well into the fact that tens of thousands of employees are now looking for work after just this week’s layoff stampede alone. My entire conversation with Church lives now wherever you find podcasts, so take a listen if you haven’t yet. Below, we extracted four key excerpts from the interview, from canned CEO statements to how he’s thinking about Twitter’s workforce reduction. The conversation Let’s talk about Twitter and ownership. We saw Jack Dorsey tweet a few days after the layoff that he ultimately owns responsibility for the fact that Twitter overhired. That delay in his response created a lot of attention, which made me wonder if the bar is getting higher when it comes to the way that employees expect CEOs to take responsibility for large-scale layoffs. Over the last 12 years, the pendulum between who has power between employees and employers has drastically swung toward employees. Now we’re in a moment where the pendulum is swinging back. If I predict where the next five to 10 years are going, the best talent is ultimately always going to be sought after. And I think employees now will continue to hold more power as they go forward. And they will remember how companies handle this moment. To your point around Jack, very candidly, I thought [his statement] was so weak. He waited to say anything; he sent out like two sentences. As somebody who has followed Jack and has been a fan of Jack for a very long time, I thought that this was the definition of weak leadership. And I would have expected more from him. And if I was an employee thinking about working for Jack in the future, I would think twice about it.

Answers for H-1B workers who’ve been laid off (or think they might be) • ZebethMedia

By zebethcontrolPosted on November 11, 2022Posted in Dear Sophie, EC Future of Work, H-1B visa, immigration law, Layoffs, Sophie Alcorn, StartupsNo Comments

According to layoffs.fyi, more than 23,000 tech workers have been laid off so far this month. For comparison, the site tracked 12,463 layoffs in October. Facebook’s parent company Meta announced the first major job cuts in its history this week, eliminating 11,000 jobs. Like Twitter, Stripe, Brex, Lyft, Netflix and other tech firms based in the Bay Area, many of the employees impacted are immigrants on worker visas. An unexpected layoff introduces an element of chaos into anyone’s life, but when an H-1B worker loses their job, a loud clock starts clicking: unless they can land a new position or change their immigration status within 60 days, they are required to leave the country. And because tech companies at every size are enacting hiring freezes and planning more cuts, their ability to live and work in the U.S. is suddenly in question. Earlier today, I hosted a Q&A for foreign tech workers who have been laid off (or think they might be) with Silicon Valley-based immigration lawyer Sophie Alcorn. Alcorn, who writes “Dear Sophie,” a weekly advice column for ZebethMedia+, shared general information for visa workers and hiring managers who are looking for talent. If you’re a visa holder who’s been laid off, your first priority is to “find a lawyer and figure out your last day of employment, because that’s when you need to start counting the 60-day grace period,” said Alcorn. “You either get a new job, you leave, or you figure out some other way to legally stay in the United States, but you have to take some action within those 60 days.” Start looking now for new opportunities, she advised, as it will take a new employer time to submit paperwork to U.S. Citizenship and Immigration Services. “The best-case scenario would be that this new company files your new change of employer petition and USCIS receives the paperwork on or before the 59th day since your last day of employment,” said Alcorn. “It takes at least three weeks to prepare everything,” which means candidates and employers must move quickly as the days count down. “You probably need a signed offer around day 33,” she said. Based on her experience, Alcorn estimated that 15% of the people laid off from Bay Area startups are immigrants, 90% of which are H-1B holders. Below, you’ll find answers to several of the questions we received [edited for space and clarity]. I was laid off while I was abroad, but my lawyer advised me to travel back on ESTA, which I did. Do the 60-day grace period still apply? Sophie Alcorn: If you’re in the United States on ESTA after being laid off while abroad, you’re not in H-1B status anymore. You need to leave the country to get a new H-1B and try to come back in and start working. You don’t have the 60-day grace period anymore; you’ve abandoned it. The only thing you can do to change or extend your status if you’re in the United States on the Visa Waiver Program for 90 days on ESTA is get married to a U.S. citizen and have them sponsor you for a green card. It needs to be a real, good-faith marriage. You have to intend to share a life together, you have to demonstrate that your families know each other, that you do romantic comedy things together and have the photos to prove it. And the government’s going to check in two years to see if you’re still married. I am currently on an OPT and have an H-1B approved, but not activated. Can I change employers without going through the lottery right away? Or would my H-1B need to be activated first? You can actually change employers without [doing so]. When you’re interviewing for jobs, you need to make it very clear to the HR person that you think you are eligible for an H-1B change of employer, and you really need their immigration lawyers to take a close look, because essentially, what you will need is a change of status from F-1 or OPT to H-1B within the United States, as well as a change of employer.

3 tips for managing a remote engineering team • ZebethMedia

By zebethcontrolPosted on November 9, 2022Posted in Column, EC Column, EC Future of Work, EC How To, remote work, remote working, StartupsNo Comments

Kuan Wei (Greg) Soh is a technology entrepreneur and angel investor who enjoys building world-class technology teams. Previously, he worked in financial services, the hedge fund industry and at high-growth startups. Remote work is not for every business and it may not be everyone’s cup of tea. When my co-founder and I decided to build a distributed engineering team for our startup, numerous questions raced through our minds: Will they be productive? How will decisions be made? How do we keep the culture alive? Today, we manage a remote team of about a dozen engineers, and we’ve learned quite a bit along the way. Here are some tips we hope you find effective. These are probably applicable to earlier-stage startups and less so for larger organizations. Pair programming In an office setting, employees have ample opportunities to interact with colleagues, and these conversations organically create a sense of authenticity. But in a remote work setting, there is no such privilege. Some of our founder friends have used services to monitor or micromanage their employees during work hours, but we feel this is unproductive and antithetical to building a positive culture. The introduction of pair programming, an agile software development technique where two engineers simultaneously work on the same issue, fosters collaboration and creates opportunities for developers to have conversations as they would in an office pantry. We try to pair two programmers for a sustained period of time (about 10 weeks) before considering a rotation or switch. Some may argue that pair programming is a waste of time on the basis that if each individual can produce X output, then it makes sense to produce twice that output by having each of them work on separate problems. We find this view limiting. Firstly, pair programming results in higher quality, since two brains are generally better than one. When engineering systems are incredibly complex, having a thoughtful “sanity checker” is almost always a good idea, as this prevents mediocre decisions and helps thwart downstream problems, which can be time-consuming to resolve in the future. In my experience, it also leads to faster problem resolutions. To elucidate this point, if problems can be solved in half the time, then in the same time frame, the output of two programmers working as a pair will still be 2x.

Remote work is here to stay. Here’s how to manage your staff from afar • ZebethMedia

By zebethcontrolPosted on October 30, 2022Posted in EC Future of Work, EC TechCrunch Disrupt 2022, Enterprise, mural, remote work, TechCrunch Disrupt 2022, workboardNo Comments

Over the last two and a half years, remote and hybrid working has become the norm — a majority of employed Americans have the option of working from home for all or part of the week, and 87% of workers who were offered remote work embraced the opportunity heartily. While some companies are pushing for a return to the office, today’s strapped labor market is giving employees more power to push back for remote, or at least flexible, jobs. This isn’t just a pandemic response anymore — it’s a way of life, and it has the potential to make some businesses better. People who work from home have been reporting an uptick in their productivity levels without the distractions that come with an office — Oh, it’s Beth’s birthday. Cupcakes in the kitchen! But both employers and employees have reported some downsides to remote work. Isolation can make people feel lonely and disconnected, leading to mental health issues. Learning and collaboration have taken a hit without the human element of being in the same room. And it can be difficult to create and maintain a company culture remotely. Luckily, some seriously smart people have thought hard about how to address these challenges and make it work. We put a few of them onstage last week at ZebethMedia Disrupt, and while you can watch the whole video, here are some of their best insights. Be hyper-intentional when coming together IRL Two and a half years into the pandemic, people are “actually clamoring to spend more time together,” said Adriana Roche, chief people officer at Mural, during a panel discussion at Disrupt. Ironically, one of the main solutions to the woes of remote work is finding ways to bring staff together IRL. That might mean a couple of times per week in the office if everyone lives in the same city, but if the team is fully remote, companies have to be more intentional with how they plan monthly or quarterly off-sites.

Make 4 promises to hire better staff for your startup team • ZebethMedia

By zebethcontrolPosted on October 26, 2022Posted in EC Future of Work, EC How To, hiring, Paul English, StartupsNo Comments

“When I hire someone, I make two promises. And I ask for two promises in return,” said Paul English — currently the co-founder of Boston Venture Studio but perhaps best known as the co-founder and CTO of travel platform Kayak. “I promise them that they will have the most fun they’ve had at any job.” What he means by “fun,” he explained, was that he likes to give people the freedom to do what they need to do — to try things out. “The second promise is that your skills will accelerate faster than at any other company,” he added, suggesting that he really values investing in staff and trusting what they do. A micromanager, he said, is failing at both of those promises: It isn’t fun, and the team isn’t trusted to work toward their goals. “Are all the people sitting around you energy vampires, or do you have fun with them? Do they enhance your ideas? Do they stimulate you? Or are you sitting with someone who’s kind of an asshole?” Boston Venture Studio co-founder Paul English “If you are micromanaging, you are already failing to realize that a person is no longer a good fit for the team. It doesn’t mean they aren’t talented — it may be just a case of the wrong person, wrong place.” We caught English as he was talking at a conference organized by venture fund Baukunst in Boston yesterday. We wrote about the new fund’s first close back in April; yesterday, the fund announced that it had closed its full $100 million fund — the largest amount raised for a debut fund at the pre-seed stage. So what does English ask from his employees? That’s where things get truly interesting.

Africa’s tech talent accelerators attract students, VC funding as Big Tech comes calling • ZebethMedia

By zebethcontrolPosted on October 23, 2022Posted in africa, developers, EC Africa, EC Future of Work, Startups, VentureNo Comments

Tech giants are increasingly looking for tech talent in Africa, where the number of developers reached 716,000 last year, up 3.8% from 2020, according to Google. In the last six months, Microsoft and Amazon have been on a recruitment drive that came along with enticing offers including relocation to their hubs in the U.S. and Europe, endearing themselves to the small but growing talent pool amid tough competition from other tech giants like Google, as well as startups. This demand for African developers is expected to continue, buoyed by the effects of the Great Resignation, which led employers to search for new talent elsewhere, and as tech behemoths like Google, Oracle and Visa expand their operations in Africa. Yet as demand rises, the number of new developers entering the market is disproportionately small, mainly because traditional education institutions in most African countries have been slow to revamp their courses to keep up with job market demands and the fast-evolving world of technology. On the other hand, the gap between demand and supply has unequivocally steered the launch of new developer schools and propelled the growth of existing ones in recent months, many of which are gaining the attention of global venture capitalists.