Welcome back to Collective Bookmarks. This week’s newsletter is a 7 minute read or about the time it takes to find your phone when you’re trying to leave your house.

We’re back from the U.S. Memorial Day weekend with an extra few hours of rest and family time in our systems. The newsletter does in fact rest, but we may have also read some reports in our downtime. This week we’re excited to be featuring actionable insights, one awesome human, and the incredible team at Hoop.

In This Week’s Issue:

Events We’re Attending: Purposeful Intent LA Edition
Books We’re Reading: The Good Enough Job by Simone Stolzhoff

As always, if you have feedback or questions please reach out below.

Three Things You Should Know

From The World of Work and Place

1.The Emergence of Domestic Off-Shoring

In a recent report ADP outlined a phenomenon they dubbed “Domestic Off-Shoring.” Domestic Off-Shoring is defined by the shift of lower paying or non-decision making roles being moved to more affordable regions, and “value-intensive” work of decision makers / executives remaining in command and control cities. They outline that the implications of this phenomenon are far reaching, but one major result is these command and control cities are increasingly becoming home to one specific sub-group of the population. They also outline the increasing disconnect this is causing between the two segments represented, executives / decision makers and employees.

What We Think: We should expect to see more insights like this come to the forefront as the unexpected consequences of the distribution of work are revealed. An entire year of blog posts could be written about the issues of affordability of housing. However, we think it’s vital to point out that without the ability to live near a network of folks who can provide you with opportunities to network, grow, learn, and move up – upward mobility is stunted. It was a struggle to live in some major cities 20 years ago as an entry level employee, and that barrier is getting worse. We would also note that any increased distribution of teams requires better communication, coordination and decision making models. The entire report is linked below as always, but the region by region data should be assessed by teams as well.

2. Employee Return & Attrition Spikes

In a recent global survey of employees and employers Unispace looked at how companies are using their workplaces and what they might be able to do to make them truly meet the needs of teams in a new era of workplace. In this report they highlight the fact that 74% of employers surveyed noted that they are struggling to keep their employees happy and engaged. This trend was also reflected in Oyster’s recent state of disillusionment report we covered in Issue.7. Unispace’s report presents the idea that the commuting / extra time taken is a critical factor for why employees are unhappy. Interestingly they also point out that “Almost half (42%) of firms who mandated returns have experienced higher than normal employee attrition, while 29% are struggling to recruit.”

What We Think: When reading any report it’s important to remember that global context often don’t represent local nuances. That said, employee dissatisfaction and disengagement being tied to return to office mandates in multiple studies should be a clear signal that teams should think carefully about how they bring people back together. The majority of companies are now adopting hybrid plans, but how those plans are implemented matters.  Creating practices & spaces that serve your new ways of working and are designed with purpose are a good place to start.

3. Are You Designing For All of Your Employees?

In a recent report BCG highlighted the rather large discrepancy between the percentage of employees that companies report as having a disability and the percentage of employees who reported having a disability when directly surveyed. Companies reported between 4-7% of employees as having a disability, but when employees were surveyed 25% reported having some level of disability. As noted in the report this discrepancy would mean that employers are missing out on the opportunity to fully enable all of their employees. The report cites 3 key ways that; employee centric policies & programs, mentorship, and reasonable accommodations. Each of these areas is worth diving into in the full report.

What We Think: As BCG highlight in the report, it is common for disabilities to be covered up by employees in order to not create any potential for discrimination or perception of inability to do one’s job. Interestingly, 70-80% of disabilities are invisible and so they can be easy to go unnoticed. We agree that creating employee centric programs is a great way to enable all employees and we appreciated that their research showed as much. An often missed factor of inclusive design is that by making improvements for those with differing needs, we often create better outcomes for all.

One Big Thing

“The highly distilled workforce in America’s command and control cities means that for those living elsewhere, opportunity is harder to come by.” – ADP

Someone You Should Know

In The World of Work And Place

With a master’s degree in Opera, Jen Paxton didn’t think she would have a career in Talent Acquisition or PeopleOps, however, she fell in love with helping candidates find the right role. She started her career at JobSpring Partners placing technical professionals then moved on to Robert Half before deciding to move to an in-house recruiting team. She has grown teams at later-stage startups like Fiksu and LevelUp and built Recruiting and PeopleOps strategies from scratch at small startups like Logentries, TrueMotion, Privy, and Smile. She took a slight detour from her usual Head of People roles to Co-Found a video content platform called Jamyr which was recently acquired by Recruitics. She has been a part of four successful acquisitions and almost all of her companies have won “Best Place to Work” awards at least once while she was there. She loves coaching managers, fostering a feedback culture, and building programs that will help develop a sense of belonging. In addition to her career, Jen is a mom of two girls, loves being outdoors, eating tacos, and drinking her weight in loose leaf teas.

In Her Own Words: I love Startups. I find the most joy and happiness in building things from scratch, this could be a recruiting & onboarding process, a manager training program or a whole company. I thrive in the uncertainty of chaos and love having to solve new challenges. I think probably dates back to my first love music. When I was a kid, I would perform for anyone and everyone and got up on stage for the first time at age 5 to perform “Part of your World” from The Little Mermaid for my entire elementary school, parents and teachers. It was a rush that I had never experienced before until I started working at my first Startup. 

I was just out of grad school at the Boston Conservatory auditioning for shows and not being able to pay rent when I got my first role in recruiting. It was at a staffing firm that placed technical professionals in companies. It was great to get to speak with candidates and learn all about them, every call was different and I loved seeing the candidates I placed getting a new job, the excitement on their faces was exhilarating. 

I then went on to join my first startup called Fiksu where I literally ran the halls giddy to do my job. I was so busy, I hired 100 people in my first year as a team of one, I honestly don’t think I slept as much that year. Then I became a mom and started to navigate my love of fast-paced Startup life with the desire to care and be with my new little one. I took a deeper interest in the PeopleOperation (HR) side of a company to understand how I could support employees and build an inclusive culture. 

I was hooked and in love with the Startup world and haven’t looked back since. That being said, I’ve learned a ton working at so many Startups and now I take more time for myself and my family. Also, I can’t give up the stage yet and perform with different community theaters local to my area. I try to do at least one show a year to keep my creative side thriving and add a bit of variety to my life. It’s been an amazing ride so far and I can’t wait to see what happens to me next. 

Know someone Incredible?

A Product We’re Into


Hoop helps teams make better decisions faster, without meetings. Most teams make decisions haphazardly and inconsistently. It’s not clear what the scope of a decision is, who has decision rights, or how much time to spend on any given decision. Hoop changes all of this with a fast and flexible framework that removes bottlenecks so that your business can keep moving work forward. Bring the science of better decision making to your team with Hoop.

What We Think: Decision making has been the undoing of many teams over the years. As a company scales the number of decisions you have to make also scales. Having a clear structure to enable quick and clear decision making can make a massive difference in how quickly your team can move. The incredible team at Hoop had first hand experience at this when scaling their previous companies including Trello. We’re excited to watch as they continue to build and make decision making at scale even easier.

That’s It For This Week

We Appreciate You

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Until next time – Omar and Kayla