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Polygon taps Airbnb’s director of HR to spearhead its decentralized workforce

Ethereum layer-2 scaling resolution Polygon has introduced the hiring of Bhumika Srivastava in a bid to consolidate its technique and cultural ambitions for the corporate’s 500-employee international workforce.

Serving as the pinnacle of human sources and director for worker expertise at Airbnb for the previous 5 years, Srivastava arrives with an illustrious portfolio and plethora of expertise from her work in Web2, having occupied senior roles at Adobe, Yahoo, Tesco PLC and Snapdeal.

Srivastava’s appointment marks a constant pattern in Polygon’s hiring technique of distinguished figures inside the Web2 area, resembling the previous head of gaming at YouTube, Ryan Wyatt, being hired as CEO of Polygon Studios in January and, extra lately, Tyler Sellhorn being introduced on to advertise Polygon’s decentralized working mannequin as head of distant. 

In an interview with Cointelegraph, Srivastava spoke candidly concerning the requirements of management, Polygon’s parabolic worker development over the previous yr, and her ambitions to domesticate a thriving decentralized tradition that operates with sustainable high-performance. 

Cointelegraph: Albeit solely being within the function for 2 days, how do you anticipate your place with Polygon to vary from that of Airbnb? And what are your anticipations in transitioning into the Web3 area? 

Bhumika Srivastava: I’d say that Web2 to Web3 may be very redefining for HR. […] The groups are distributed, remote-first, working in a hybrid area, and everyone seems to be accountable for their very own piece of labor.

What can be totally different is creating an worker expertise for distributed groups, a way of engagement belonging to the groups that are working in silos, and likewise empowering groups to take selections to work in an agile vogue, and never simply, you recognize, ingrained in a really structured means of processes.

CT: What do you consider are your finest qualities as a frontrunner, and what’s your timeline of feat? 

BS: I feel short-term outcomes and motivation [are] positively required, particularly in a startup. We’ve got a line of sight for about two to a few months. How do you create readability on the priority-setting to your staff? You pay for his or her efficiency — rewarding them within the quick time period goes to be essential. 

As for the long run, how do you interact the workforce to retain [them]? How do they get a way of objective in defining and reaching the imaginative and prescient for the group in the long term?

So, it is going to be a mix of each. How can we obtain each quick time period by way of attraction and retention, and long run by way of belonging and engagement?

CT: Are you planning to work together and interact your staff within the Metaverse area, or will or not it’s solely through video conferencing platforms resembling Zoom? 

BS: I don’t must have that have. It is new for me, and a transition, however I am actually excited to check out new issues within the Web3 area.

CT: Polygon has recorded an worker enhance of 400% over the previous yr to 500 group members. Do you consider that’s a sustainable technique shifting ahead making an allowance for the present crypto bear market, and enhance in layoffs we’re seeing at firms resembling Coinbase and Gemini? 

BS: We’re very aware of the way in which we’re working. We need to scale the group, and never simply the variety of those that we need to rent, [but] to create high-performing, lean groups. For now, I will not say that we’re going to proceed with a 400% development price, however no matter is sensible for us to create a sustainable Web3 platform, we will certainly try this.

Associated: Polygon launches ‘Supernet’ chains, pledges $100M to Web3 developers

CT: What do you consider can be your greatest challenges within the function, and what are your greatest ambitions? 

BS: I’d say by way of the most important problem, […] how can we create an ecosystem the place we’re capable of make use of individuals, holding in thoughts the legality and rules of a specific nation?

The second is bringing collectively all of the groups who’re primarily based the world over in a remote-first atmosphere and create a way of teamwork, cohesiveness, engagement and a way of objective.

So, these are two top-of-mind issues in the intervening time. After which in a while, how can we re-look at HR know-how for a Web3 group, particularly given how distributed platforms are working?