How Professionals Like Julie Zuckerberg Can Transform Startup’s Organizational Culture

One thing you don’t want when you are the Chief Executive Officer of a high profile company is to be in the headlines for reasons that are less than favorable. Leading a successful company can come with many perks such as recognition for one’s achievements, the pride of excelling in a critical position and the financial benefits that are attached to bringing home a CEO-sized salary. As a company’s financial success and visibility in the public eye grows so do the risks that often come along with being responsible for an entire corporation or startup. As companies expand they can often experience growing pains such as growing at a rate that outpaces the development of their management structures. When this happens business leaders can find themselves at the epicenter of public relations crises like the ones that are currently plaguing the Chief Executive Officer of the popular ride-sharing app Uber and the former Chief Executive Officer of the new underwear company Thinx. Uber has found itself in a defensive position as it responds to allegations made by a former employee and the company Thinx has come under scrutiny as it deals with allegations that seemingly call into question its commitment to a core part of its brand.

 

Many analyses of the situations impacting Thinx and Uber, both of which are startups, have pointed out that both companies would have benefitted greatly from hiring a human resources professional and creating a human resources team to help create an equitable work environment for their employees. Given the dizzying growth that many companies that operate within the technology sector often experience it is easy to see why hiring a human resources professional might not be the first priority on a startup founder’s list. It is possible that a startup founder’s attention might be more directed towards hiring more engineers to ensure that a new app is running smoothly or that they might focus on hiring a marketing team to drive the acquisition of more users. Companies that have non-traditional (or non-existent) management structures might find themselves getting into problems that a competent human resources professional could otherwise help them avoid.

A strong human resources professional can help companies improve upon the ways that they manage their employees and help corporate leaders build companies that are comprised of competent employees that work well together and empower the company to achieve its business objectives. Companies need talented executive recruiters like Julie Zuckerberg who are able to connect companies with the talented professionals that will become the lifeblood of their success. Zuckerberg has been honing her skills in the recruitment field since 2002 when she began working for a firm that placed professionals in temporary positions in the fields of law and finance. She has also worked with large global financial institutions like Citi and Deutsche Bank. At both companies she was given the responsibility of handling the hiring and recruitment process from the beginning to the end for senior professionals that were being recruited to work in the marketing and legal departments.