Ethereum layer-2 scaling resolution Polygon (MATIC) has introduced the hiring of Bhumika Srivastava in a bid to consolidate its technique and cultural ambitions for the corporate’s 500-employee world 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 development in Polygon’s hiring technique of distinguished figures inside the Web2 house, resembling the previous head of gaming at Youtube, Ryan Wyatt, being employed 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 performed on Zoom, Srivastava spoke candidly in regards to the requirements of management, Polygon’s parabolic worker development over the previous yr, and her ambitions to domesticate a thriving decentralized tradition which operates with sustainable high-performance.
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Cointelegraph: Albeit solely being within the function for 2 days, how do you count on your place with Polygon to vary from that of Airbnb? And what are your anticipations in transitioning into the Web3 house?
Srivastava: “I would say that Web2 to Web3 is very redefining for HR. […] The teams are distributed, remote-first, working in a hybrid space, and everyone is responsible for their own piece of work.
What will be different is creating an employee experience for distributed teams, a sense of engagement belonging to the teams which are working in silos, and also empowering teams to take decisions to work in an agile fashion, and not just, you know, ingrained in a very structured way of processes.”
CT: What do you consider are your greatest qualities as a frontrunner, and what’s your timeline of feat?
Srivastava: “I think short-term results and motivation [are] definitely required, especially in a startup. We have a line of sight for about two to three months. How do you create clarity on the priority-setting for your employees? You pay for their performance – rewarding them in the short term is going to be critical.
As for the long term, how do you engage the workforce to retain [them]? How do they get a sense of purpose in defining and achieving the vision for the organization in the long run?”
“So, it’s going to be a combination of both. How do we achieve both short term in terms of attraction and retention, and long term in terms of belonging and engagement?”
CT: Are you planning to work together and have interaction your staff within the Metaverse house, or will or not it’s solely through video conferencing platforms resembling Zoom?
Srivastava: “I don’t have to have that experience. It’s new for me, and a transition, but I’m really excited to try out new things in the Web3 space.”
CT: Polygon has recorded an worker improve of 400% over the previous yr to 500 staff members. Do you consider that’s a sustainable technique shifting ahead allowing for the present crypto bear market, and improve in layoffs we’re seeing at firms resembling Coinbase and Gemini?
Srivastava: “We are very conscious of the way we are operating. We want to scale the organization, and not just the number of people that we want to hire, [but] to create high-performing, lean teams. For now, I won’t say that we are going to continue with a 400% growth rate, but whatever makes sense for us to create a sustainable Web3 platform, we will definitely do that.”
Related: Polygon launches ‘Supernet’ chains, pledges $100M to Web3 builders
CT: What do you consider shall be your largest challenges within the function, and what are your largest ambitions?
Srivastava: “I would say in terms of the biggest challenge, […] how do we create an ecosystem where we are able to employ people, keeping in mind the legality and regulations of a particular country?
“The second one is bringing together all the teams who are based across the world in a remote-first environment and create a sense of teamwork, cohesiveness, engagement and a sense of purpose.”
So, these are two top-of-mind things at the moment. And then later on, how do we re-look at HR technology for a Web3 organization, especially given how distributed platforms are working?”