11 条评论

• pavel_lishin 15小时前
  I wish he'd described some of the problems. What we get from the article is very vague.

  > While Breslow didn’t get into the specifics of the exact differences, he wrote on LinkedIn last year that, “HR is the wrong energy, format, and approach. People ops empowers managers, streamlines decision making, and keeps the company moving at lightning speed.”

  > “We need a group of people who are very oriented around getting things done, and there is just a culture of not getting things done and complaining a lot,” he added at the Fortune conference.

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  • futuraperdita 15小时前
    The difference between HR, which is often policy and governance driven, and “people operations” probably points enough to the dynamic here. He wants to avoid red tape, hire and fire fast and accept the minimal risk of consequence, and HR sounds like they held him back from liquidity in human capital.
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    • seb1204 13小时前
      Liquidity in human capital. Sounds rife. Hire and fire right? via chat message on Friday night, hire back Monday.
    • impish9208 11小时前
      > liquidity in human capital

      I like this phrase!

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      • HacklesRaised 5小时前
        Hmmmmm, giant blender...
      • Henchman21 10小时前
        Disgusting.
• mrandish 7小时前
  As an entrepreneur who founded a tech startup that grew up to a few hundred people, HR was handled by half an administrative/finance person. It was mostly just payroll, health insurance, onboarding, some compliance paperwork and a little recruiting.

  When we were acquired by a F500 public company with >10k employees, they had more HR staff than my entire company. I do wish the TFA had more details on the issues this CEO experienced but I don't think he's exaggerating. My biggest issue was that BigCo's HR dept was the source of a lot of disruption and distraction for my people. Several of my top engineers complained about all the mandatory training sessions, compliance paperwork and online "learning modules" with nanny robo-quizzes. It was a lot.

  The thing is, before being acquired we were in full compliance with all state and federal regs, yet somehow there was ~5x more HR burden at BigCo. And managers got all that plus an extra side of mandatory "managing people" training sessions and robo-quizzes. Then managers had to enter detailed quarterly evals and everyone had to participate in a pointless "360" peer review process that couldn't help feeling vaguely dystopian. And BigCo was proud to be the sector leader in employee satisfaction and retention. Everything was first-class, top-quadrant and 'industry best practice" yet my startup had substantially better satisfaction & retention numbers with an "HR Team" of 0.5 people and a tiny fraction the cost, time and cognitive burden on everyone.
• jakub_g 14小时前
  Note: it's about Bolt.com (fintech), not Bolt.eu (taxi).
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  • watwut 6小时前
    Lol and I wanted to commend on their pervasive bad driving.
• tqi 14小时前
  Cool to see that lack of object permanence does not prevent one from becoming CEO.
• lovich 13小时前
  Without examples of said problems this has the energy of saying cases will go down if you stop testing. That or the HR team told him about pesky problems like the law.

  I checked their careers page and see they operate in Europe. I’ve found it very common for American execs to be surprised and exasperated by the fact that there are actual worker protections there and they can’t just fire people on a whim.
• richardfey 5小时前
  "We fired all of the QA people, now there are no QA issue reports anymore".
• DoctorOW 10小时前
  In my experience, HR is all too willing to explore gray areas for company benefit, so any "problems" created are likely actual laws.
• deterministic 8小时前
  If you are being interview by somebody from "HR" and not your potential future boss then it is a massive red flag.
• gamblor956 9小时前
  In a few months (possibly a few weeks) we're going to be reading about a huge harassment scandal at Bolt starring this CEO.

  Given the volume of the whisper network, I'm surprised it hasn't come out already.
• xenospn 14小时前
  Bolt still exists?!
• fakedang 14小时前
  In my experience, whatever is typically done by HR and People teams can also be done by a generalist admin team.

  - Recruiting - Onboarding - Payroll / Insurance - Culture development - Team building - Legal compliance - Offboarding

  We (~120 employees) have worked with some massive conglomerates and retail enterprises too, and HR is wholly necessary for those formats. Where the line blurs between white collar and blue/brown collar collar is where HR becomes mandatory. For a purely white collar company? Absolutely useless and not worth it.

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  • socalnate1 13小时前
    What are you talking about?

    The people who do the list of tasks you described are literally the HR team.

    Regardless of what you call that group of people; that’s your HR team.

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    • fakedang 5小时前
      Admin team also handles general administrative tasks within our company - arranging supplies, managing access to resources, liaising with cantonal bodies, etc. i.e. they perform those one-off HR tasks in addition to administrative tasks that are done regularly. It's not an actively separate team within our organization like Compliance is.
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      • szszrk 1小时前
        So? You can do whatever internal structure you want. Who cares.

        You still have to do the same job, just now with team who is less qualified to do that. But if you guys are all happy about that, you do you.