Episode Transcript
Speaker 0 00:00:01 Um, so with our series, a we really focused on hiring particularly on the development team. So we started out with about 35 people when I started an hour, we're just about 60 people, but when I did start, everything was pretty bare bones. So I needed to, to set up everything like our, our ATS, our HRS system, setting up interview processes, onboarding processes, you know, benefits comp benchmarking, you name it. So it's definitely been a busy last 12 months.
Speaker 1 00:00:35 Hello, and welcome to another episode of scaling so fast. Uh, our podcast series, where we have tons of chats with founders and talent leaders at some of your most exciting startups and study up, um, focusing particularly on their growth journey and really what that looks like from a people perspective. I'm really excited to introduce our guests today, Samantha Raul, head of people at Amsterdam by by Celtic silo, Samantha. Welcome. And thank you for joining us. How are you doing this off today? Hi, Marissa.
Speaker 0 00:01:06 Yeah, thank you for having me doing great. Thanks.
Speaker 1 00:01:09 So tell us, um, I'm hearing that maybe you're not originally from Amsterdam. So tell us a little bit about you, how you got there, your journey so far, how's it all going?
Speaker 0 00:01:21 Yeah. Yes, that is correct. Not from Amsterdam. So I'm originally from the us and she was living in San Francisco for the last seven years before moving to Amsterdam last summer. Uh, so ever since college, I worked in tech mostly at earlier stage startups. I started out on the sales side and quickly realized that wasn't quite for me, but I really enjoyed the relationship building aspect of sales. So decided to give recruiting a try and, you know, I've been really, really loving it. So with recruiting, I started out on the agency side and then ultimately went in-house um, while I was in-house I really thought it was so cool how you can see so much more of the employee journey past talent acquisition. So that was always something I really wanted to get more exposure to. Um, so then fast forward, early 20, 20, my husband and I, we were fresh off of our honeymoon and decided that we wanted to move internationally. So we started looking for roles in Amsterdam. And when I came across the opportunity at silo, I was really excited about it. Not only because it's a, it's a really attractive industry and important industry, but also because it would be a role where I would be the first in-house people person I'd be able to build processes from the ground up, which is something that is really interesting to me. And then also get that exposure of the full employee journey. So now here I am
Speaker 1 00:02:52 And I just have to ask, so I know San Francisco a little bit, um, I know Anne's to them a little bit, there's in both the major shocks to the system or great experiences after making that move.
Speaker 0 00:03:07 I think that Amsterdam is, is very flat, which is something that I, I knew going in, but didn't quite realize how, how flat it was, you know, after living in a place where there are mountains, you can, you can actually see the different landscapes. And even before San Francisco, I was in, in Denver. So I've always lived around places with mountains. So it is shocking how, how flat it is, but it's makes it easier to go on runs.
Speaker 1 00:03:37 Excellent. And there's loads of bike riding and amazing food from my experiences of being there as well. Okay. So now you're the head of people at silo. Can you tell us a little bit about the company's mission and vision, what you guys are trying to achieve there? Yeah,
Speaker 0 00:03:54 Absolutely. So what silo is, is a secure medical communication app designed to help healthcare professionals better collaborate on patient care. Um, so we're really on a mission to break down the silos in healthcare, hence the name silo. And so, yeah, right now we are the largest medical network in Europe and we have over 300,000 users and 500 million messages.
Speaker 1 00:04:19 Excellent. And having been someone who has lived in Europe and has had to access health care, um, during that time, I can tell you that, uh, something like silo would have been incredibly helpful in my life 10 years ago when I was living in Prague. So great to see that, um, that's something like silo is, is really gaining so much momentum so quickly. Um, how does your role fit into silo achieving that mission?
Speaker 0 00:04:46 Yeah, I think just everything on, on the people side, making sure I'm hiring the right people, retaining talent, developing talent. So I'm making sure our current employees are happy and supported and able to, to grow and really making sure that they understand how their work contributes to the overall mission.
Speaker 1 00:05:07 Um, I don't want to mention the P word, but I kind of have to, um, you've moved internationally to work for a health tech company in the middle of a global pandemic. The P word that always makes me start to get a bit itchy. Um, how has that been? What was the growth? What would the impact that must've been phenomenal for you?
Speaker 0 00:05:29 Yeah, absolutely. It was definitely a crazy, crazy last year, you know, having, having started about about a year ago. So in the middle of the pandemic moving internationally, it actually a few months after I moved, we raised our series a so, you know, fortunately we have been able to do really well throughout the whole pandemic and we've had a lot, yeah. A lot of traction with users. And, um, so with our series a we really focused on particularly on the development team. So we started out with about 35 people when I started an hour, we're just about 60 people. But when I did start, everything was pretty bare bones. So I needed to, to set up everything like our, our ATS, our HRS system, setting up the interview processes, the onboarding processes, you know, benefits conference marking, you name it. So it's definitely been a busy last 12
Speaker 1 00:06:25 Month. And in the middle of all of that, you guys have been named as one of the top 50 most disruptive startups in the sprout challenger, 50 for 2020. Um, so what have your priorities been or how have your priorities changed with that growth and acceleration in the last year?
Speaker 0 00:06:43 Yeah, I think our, you know, we haven't really shifted our priorities too much. I think we're really just focusing on hiring the right roles where we're trying to be really thoughtful about our hiring and make sure we're not just hiring roles that that are not needed, but just being really thoughtful and making sure what specific person can, can be impactful in their role and make sure it is it is needed. So we really haven't shifted our priorities too much.
Speaker 1 00:07:11 Amazing. Um, I have to, I have to say, like, I just think the journey that they don't have the last 12 months, it sounds like it would've been absolutely incredible with everything that you guys on a personal and professional level would have faced. So today I can't imagine what it must've been like. I am going to ask you one, one question that's a little bit off piece. Obviously you spent a lot of time recruiting in San Francisco and now during a lot of hiring in Europe, are there any learnings that you've fought over anything you've had to unlearn, um, you know, about that, how hiring might be different in Europe? Any, any insights that you can share with us on that?
Speaker 0 00:07:53 Yeah, that's, that's a really great question. I think that starting, starting recruiting and hiring in, in San Francisco maybe learn, learn a lot. And I think that, I mean, that is probably the most competitive place to hire, especially since I started out in tech recruiting, you know, right, right out of undergrad there developers are. So there's just so much demand and people are expecting so much. So I actually, it's been been very pleasant recruiting in Amsterdam. Honestly. I think people are just, they seem way more happy about, I think it really helps working for a mission driven company like, like silos. So I think it's actually really been really great for people to just care more about the work rather than a salary or, you know, what type of, what type of snacks you have at the office or things like that. So I think those kind of superficial perks and benefits way more important to people and in the bay area, I think even earlier on in their careers. So that's, that's been interesting and it doesn't seem as, as competitive, which is, which is also pretty nice.
Speaker 1 00:09:08 I have to admit, I have some experience from, from having worked in many companies that are based out there and everything that you've just said certainly aligns with my, um, my experiences and knowledge of, of hiring out there as well. So, um, hopefully it's, uh, you know, much, much more refreshing to work for that mission driven company. And, and, you know, it's great to hear you talk about that. That's certainly something that, that we know from a, from a talent perspective is really what's driving talent acquisition in, in a lot of the partners that we work with. Um, so focusing a little bit on that hiring plan. So you were talking about focusing on bringing in the right people and making sure that every role is really critical. Are there any myths or any mistruths out there about building that initial team that kind of startup pain that, that you think need to be debunked?
Speaker 0 00:09:59 Yeah, I think that it kind of kind of looking at it from maybe like traps that I've fallen into. And that's something that I know that I'm, I'm still guilty of myself at times is to there's so much that needs to be done. So I know I find myself sometimes just running with, running with things or ideas to implement before really getting the buy-in from my internal stakeholders. And so, you know, in my mind, I don't want to put more on, on other people's plates, but really realizing that the success of what I'm trying to implement really greatly increases when you have alignment from your business partners along the way, and they really understand why it's important and they're involved in the decisions. And it's not just a, another check on the box from the HR team that, that they need to do. And so in this way, when you have the managers and leadership align, then they can also get their team on board. And so something I'm really trying to remember that the adoption of people processes will really only work. If you have the partnership from, from the management leadership along the way,
Speaker 1 00:11:07 It's so true. You can come up with the most amazing tools, the most cool employer, branding plan, the most amazing, um, processes. And if nobody's using it, then, you know, you may as well not be there. So it's a really, really important, um, important message. Um, what's on your agenda. Um, looking forward now sort of in the next six to 12 months, what is, what's your priorities for the next little while it's silos?
Speaker 0 00:11:33 Yeah, I think now that we're actually, we have the tool set up so we can function properly. We can really take a look at the different areas that need attention. So actually recently did a health check of everything. People related. We have broken into different categories to see how, how we're doing and what we want to focus on. So some of upcoming initiatives, we have our feedback training for the whole company. So people really know how to give good feedback and how to receive feedback, um, developing an onboarding buddy system, which is feedback we actually got from a engagement survey that we sent out that people would really like to see that. Um, and then speaking of the engagement survey, we, we now will be sending them out quarterly. So we just got one back. And so we really also want to kind of have a, a workshop as a management leadership team to really figure out how we can take action on those. So yeah, those are some of the things we'll be working on.
Speaker 1 00:12:34 It's so nice to hear the circle of your doing your feedback training and the way that you're doing that is by getting feedback on an engagement survey and the, that sort of ties really nicely together that you're living and role modeling the behavior that, that you're trying to get people to adopt as well. So, um, yeah, it counts just camp really is a great place to wait to come on us. And the next thing that I want to ask you about really does make it sound like it is an extraordinary place to work, which is in the world of technology in the startup space in Europe. Um, you have just around about 60 employees and you have managed to achieve almost perfect gender diversity, 50 50 split across the, across the business. I'm hoping that you have got some kind of magic solution that you can share how you did that, because that is an extraordinary achievement truly you cannot under the under, under, under, under, um, articulate how important that is.
Speaker 0 00:13:31 Yeah, definitely. It is something we're, we're very proud of. And I wish I could tell you exactly how we've done that or what the magic solution, but I think that there's a few different things that contribute to that. Uh, you know, we, we are a very international team in general and that's something that we, we're also very proud of and we celebrate and we've been able to do that because we are able to sponsor visas for those who are non EU citizens, which is actually very unique for a company of our size. And I know that firsthand with interviewing at other startups and scale-ups and Amsterdam who are not willing to do that. So I think that that really helps. And I think just by being, being diverse in that way, really just naturally helps with the gender diversity because it shows that diversity and inclusion is something that we do prioritize.
Speaker 0 00:14:25 Um, but you know, lately something we've, we've been really focusing on is highlighting women in healthcare because we recognize that it is a male dominated industry. So, uh, recently we, uh, showcase an interview from a group of female surgeons in Germany who connected through silo. Um, also last quarter, we had a fireside chat with, uh, a female surgeon who really talked about her experience, um, working as a minority. And so, uh, I think those things really help. Um, also we make sure that our gender or excuse me, our job descriptions are gender neutral. So really looking at looking at those, um, looking at culture, add versus culture fit.
Speaker 1 00:15:12 Oh, well that was the magic phrase there.
Speaker 0 00:15:17 I mean, so, you know, even though we, we do have that, that 50, 50 gender ratio within the company as a whole, where we're still not quite where we want to be on the product and engineering side. Um, but it is top of mind. And I think hopefully with some of these other initiatives that, that we're doing well, we'll get there.
Speaker 1 00:15:37 Look, it's, it's admirable that you've achieved it already. And that it's such a priority in such an early phase of the company's growth. And naturally one can only hope that if you've embedded that as part of how you work so soon, that it will just continue to be part of how you operate and part of how you continue to scale and grow and kudos to you and to the whole team there, because it's something that we hear a lot of people talk about. Um, we don't necessarily see a lot of people actually being able to deliver on that. So congratulations on achieving that already. Um, I, the, as I understand it, and please correct me if I'm wrong, um, the team is connected and the way that you work at silo is the commitment to bridge silos between, um, in healthcare scale. How do you as part of your talent acquisition crisis, how are you identifying those people? How do we know that they're going to be great culture and for, for silo in that regard?
Speaker 0 00:16:31 Yeah. You know, I think for us, since it is not a requirement in the majority of our roles to have previous experience in, in healthcare, but we of course want to see people who really care about what, what we're doing and working for a mission driven company. So like I mentioned earlier, you know, thankfully it isn't easy mission to get behind. And when we are having conversations with, with candidates, they, they do really understand the importance of, of a product like ours, especially in a, in a time like this. Um, but I think one thing we, we do as our, our CEO tries to meet with all the candidates before we hire them. And in that interview is really focused on their motivations to join silos. So I think having, having that conversation before we bring anyone on and making sure that we're all, all aligned and, you know, working toward the same common goal has been really helpful.
Speaker 1 00:17:24 Excellent. And I mean, who, isn't passionate about healthcare after what the world is going. I've never known so much about how to make a vaccine in my life. And it truly is like so important that people are passionate about the products and passionate about the sector that they're working in, because, you know, you want them to deliver and you want them to be excited about what they do as well. So, um, that's embedded again as part of your, your company in your way of working. And, uh, no doubt will continue to be, um, pivot a little bit again, looking forward over the next year or so. Um, the world of work has changed. We've seen all of the buzzwords and the new normal and that this and the, that and the other, but the world of work has fundamentally changed. Um, what do you think you're going to be some of the biggest challenges that you'll be facing in the next 12 months or so?
Speaker 0 00:18:15 Yeah, and I think this, this will be common for, for a lot of people in talent leaders, but basically figuring out how we, how we navigate the working environment post COVID, you know, deciding what the new normal will look like for us. Like, you know, I can tell a lot of people, you know, internally are already getting and see what, you know, when are you going back to the office? What does that roll out look like? And so that's something we're trying to get, get ahead of by, you know, surveying employees to understand what do they want, do they want, if you know, a hybrid model? I think a lot of people do want to continue working remotely at least some capacity, but, um, if we do continue to do that and making sure that we get feedback on how our remote processes can be, can be improved and what, um, you know, what safety measures we need to take and just updating policies in general. So I think that'll be kind of a big, big challenge, but something that we'll have to do sooner rather
Speaker 1 00:19:08 Than later. And, um, how would you guys, perhaps, you know, from, from your own experience or from the experiences of your network as well, like, it's been a really big focus on mental health, um, over the, over the past while. And, uh, and of course, going into the new normal, the new world of work, any particular initiatives or particular ideas or strategies that you've put in place, or would like to put in place to perhaps address some of the mental health challenges that people have been having as the POS team?
Speaker 0 00:19:40 Yeah. I think just with, we talked about, you know, feedback, that's something that we we've been asking a lot of our employees a lot throughout the whole pandemic, you know, how, how are you doing, what can we do to better support you? Um, we do have a, um, mental health allowance where people can use that toward like mindfulness apps or meditation or things like that, you know, therapy, things that can help support their mental health. But, you know, we're, we're really open to hearing the feedback and what, what we can do to, to support that. I think just, just in general, a lot of people, what we found from, from the surveys that we sent out or people just really missing that social aspect. So we had, you know, implementing what we can, whether it be virtual or even just, you know, pairing up and doing, doing walks around the city, just, just really trying to do what we can to, to keep that social aspect still there.
Speaker 1 00:20:39 I think if there's one positive thing that has come out of all of this, that it's become a topic of conversation, um, you know, that it is a priority and people openly time to, um, to talk about it, address it. So if they can, um, and, and, you know, maybe that's one, one positive thing that's come out of, um, of the last 12 months, there are many other supports, but of pivoting a little bit, couple of lighthearted questions, try and not try and make it a little bit, a little bit more lighthearted so that we, um, finish on a high. Um, is there anything that you are obsessed with? Anything that you really love that you're unapologetically passionate about?
Speaker 0 00:21:18 I think something that I've really been kind of obsessed with living in Amsterdam is just discovering hidden gems to, to photograph I'm definitely by no means a good photographer, but you would just taking my, my iPhone. I really make it a mission every week to find a new place to take pictures of. And for me to not having lived in a place with all four seasons for, for so long, and now having that in Amsterdam, and now that I've successfully lived here all, all four seasons, it really going back to the same, same spots and, and photographing them in all four seasons. And just to me, it's so, so cool. How, you know, how different it looks. I kind of forget what that's like.
Speaker 1 00:21:58 And, um, there were a few places in Europe where you would see such a distinct contrast between all the four seasons and it is, uh, a beautiful city to photograph as some, as I'm sure, you know, already just the architecture in particular. I, I was always incredibly moved by, um, that particularly the center of Amsterdam, but, um, uh, beyond that, is there any kind of sport or phrase or quotes or anything that you live by?
Speaker 0 00:22:25 Yeah, I think one that really comes to my mind that I, I tried to live by is just there there's no time, like the present. I think this can relate to so many things in life, but, you know, if you want to do something, make it happen. The, even just with my move to Amsterdam, it's always something that like, oh, that that would be cool, but like, what am I waiting for? You know, just, just do it. So I think, especially with the, the pandemic too, it's more, you know, don't, don't wait to do things, you know, if you, if you can, you know, do do them, don't wait to make that phone call. Don't wait to do that trip because you never know when you,
Speaker 1 00:23:05 You never know when you won't be able to travel abroad and see your family. Again, it's something I've been thinking about a little bit over the last few months as well. Is there a people leader or a founder or a particular person leader in the space out there that that is someone that really, uh, connects with you or someone that you found to be quite inspirational?
Speaker 0 00:23:28 Yeah, absolutely. So, uh, Sarah nom, who is the co-founder and former CEO of lover, she's someone that I think is really inspirational. I did, um, I saw her speak at an event a few years ago at the lever office, and she's, she's really passionate about, um, workplace diversity and inclusion, and she's maintaining that, that 50, 50 gender ratio. So obviously something that we're, we're trying to model after. I think she's really
Speaker 1 00:24:00 Awesome. I couldn't say that I have had the pleasure of meeting Sarah in person, myself and I, 100% concur with everything that you have just said. So thank you so much for mentioning her because, um, yes, I've been as part of having used lever myself and, and purchased it before. Um, I got the opportunity to meet her and, um, and definitely inspirational co-founder and somebody who has actually quite dramatically changed the way that we work in, in talent acquisition, and the way that ICS is, uh, structured and built and, and really looking at it from the candidate perspective and, and the, um, the external point of view, as opposed to like an internal operating system, you know, like a typical ICF model and a few, a few years back. So yeah, definitely worth mentioning her. Um, Samantha, thank you so much for your time this afternoon.
Speaker 1 00:24:47 Um, it's rare that I get to talk to somebody who has actually been able to go out there and achieve some of those. I want to say moonshot goals or dream goals that we have, and, you know, whether it's moving across to the other side of the world, whether it's being involved in a company that is doing something really good and really useful achieving 50, 50, 50 in a startup that you can, technology is amazing. Um, I've just really enjoyed learning a little bit more about you and your journey and, and what you guys are doing at silo. So thank you so much for making the time to speak with us this afternoon. I wish you and the entire team at silo, another fantastic year of growth and another fantastic year of achieving some workplace. Right. So thank you very much for your time this afternoon.
Speaker 0 00:25:31 Of course. Yeah. Thank you so much. It's really enjoyable.
