Published at 20 May 2024
Joinrs meets Dorota Gordon, Founder at PeopleVy
Joinrs meets Dorota Gordon, Founder at PeopleVy
Who is Joinrs?
Joinrs is the meeting point between students, junior profiles and companies: thanks to our AI model, we help job seekers identify and discover the best ads in line with their ambitions. At the same time, more than 150 client companies carry out employer branding and talent acquisition strategies on our platform with the aim of attracting candidates most compatible with the company's values. If you are a company and would like to learn more, click here.
A Joinrs conversation with
At Joinrs, we go beyond just matching candidates with opportunities. In addition to facilitating connections, we conduct insightful interviews with professionals from diverse backgrounds and industries. Through these conversations, we provide valuable insights and perspectives to our users, enriching their knowledge and experience on our platform. Join us in exploring the depth and breadth of expertise across various fields to enhance your career journey.
Dorota Gordon
Dorota is a young, energetic entrepreneur, with an academic background in HR and close to 10 years of experience in this field. She is the founder of PeopleVy, a company dedicated to empowering individuals to thrive within organisations, thus helping businesses achieve their missions and goals. Over the years, the company has partnered with a wide variety of organisations and rapidly scaling businesses globally to support comprehensive employee well-being. The company is passionate about fostering personal resilience, career empowerment and the realisation of people's full potential. We thank her again for taking the time to participate in this project. Now it is time to read the interview!
1) Tell us a little about yourself: What is your background and what made you choose this specific career or industry?
I was very young when I emigrated from Poland to Manchester in the UK. I worked in the hospitality industry, where I saw first-hand how a well-crafted people experience can make or break people’s efforts. I self-funded my HR studies and managed to secure my first role as an HR Administrator for a legal company. I was fortunate to get a lot of experience in a range of sectors and industries during my initial years, including working in the public sector. When I moved to London I worked for a global publishing company, where I learned a lot about employee relations and formal processes. I have always been focused on creating the most impact possible and then an opportunity arose to join a series A funded start-up. Working in start-ups is something that really enables me to create people impact fast, you see the results of your efforts really quickly and this is what I really enjoy.
2) Last year you founded PeopleVy. What is your company about and what is your long-term professional goal that you want to achieve with your firm?
PeopleVy is my way to build highly impactful people foundations. Organisations are often not set up in the right way to enable their people to thrive. I want to ensure that leaders are equipped with the right tools to support them. People can be the biggest competitive advantage in an organisation but it takes a lot of conscious work and strategy to ensure they are set up for success.
3) What emerging trends or technologies do you see shaping the future of HR?
Of course, when we think of technology I couldn’t not mention AI here, there are more and more AI powered solutions becoming available for workplaces, from recruitment to employee engagement and performance. These trends will definitely shape how the function develops. I think there is a big learning curve and opportunity here for everyone. It is actually really exciting to be helping shape the working context through HR during this time.
The People Ops function is also transforming, with more and more HR teams adapting the Product Principles in the context of building their People Operations. There is a real potential for this to change the administrative aspect of the function to have a more commercial focus.
People are more conscious about where they choose to work, so companies put a lot of focus towards transparency, sharing their handbooks and showcasing what working for them is like. It can also help people to self-select themselves out, which is actually something desirable. Certain environments are not for everyone, so being transparent about it means people know what to expect and whether a certain company is for them.
4) How can individuals hoping to enter the field stay ahead of these developments?
I see this as a threefold approach:
- Research: formal qualifications are great but they are often outside of people’s financial range, especially when you are starting out. People can find so many resources online; look at conferences, webinars or thought leadership on LinkedIn. Most of these resources are shared for free.
- You as a person: being purpose and values driven and explicitly intentional about the difference you want to make and why. We spend a lot of time at work, if you understand how your career aspirations go in line with what you do today vs what you want to do in 10 year makes this journey much smoother. It also means that you find what you do genuinely interesting so staying ahead of developments becomes natural.
- Apply Knowledge: Once you have these foundations; you are in the position to apply your knowledge. Even when you don’t yet have the work experience, asking the right questions in the interview process will show your thought process and put you ahead of others. You can also look at internships, work experiences or networking opportunities to get closer to getting the experience.
5) In your experience, what are some common challenges newcomers face when entering the HR industry, and do you have any advice on how to overcome them?
A. Formal learning vs operational. A lot of things in organisations are influenced by culture, so take time to understand the company and how you can best apply your learning.
B. Feeling the need to specialise – it is ok to stay a generalist for longer, at the start you don’t need to have a specialism or decide which area of HR you want to focus on. Feel free to test things out, see what brings you the most joy and then orient your goals towards the direction you want to get exposure in.
C. Understanding the wider organisation, a lot of people in HR, and not just newcomers too often focus only on their department; try to embed yourself in the organisation and take interest in the product, the value to customers, see how certain departments interact.
D. Feeling lost on the journey. There is a lot to take in when you start. Find a mentor; there are so many people willing to help, don ‘t be afraid to approach them but also make sure that you come prepared to these meetings, with a clear aim on what you want to achieve. I mentor people who are starting their career and I get a huge level of satisfaction from it.
6) What advice do you have for individuals aiming to distinguish themselves in the competitive HR industry and stand out to potential employers?
Do your research - this is common advice, but people still don’t follow through. Understand the product, the mission, watch materials from conferences and reference them in an interview. Understand who will interview you, their background and experience. If you do your research well you should find that the things that you hear from the interviewer are the validation of your findings. It is a very simple way to stand out.
Your CV tells your story, avoid cliché words like ‘hardworking’, ‘exceptional performance’ without backing these statements up with results. Let your achievements speak for themselves. The reason why employers look for experience is so they can ensure you can replicate success. If you don’t have the exact work experience, bring examples of where you can provide solutions to their challenges. Don’t just accept your lack of experience and settle for it, use creative ways to get the exposure you need. This might even include working outside HR as a springboard.
Lastly, whether you want it or not, your LinkedIn is your brand. Make sure it is optimised for the type of roles you are applying for.
7) What advice do you have for people interviewing for their first HR role?
An interview is a two-way street, and your role is to screen for culture. I understand it might be hard to be picky when you are just starting out, but a good choice of a role and company that’s aligned with your values and aspirations can skyrocket your career; a bad one can stall it and hinder your progress.
Go through the job description and prepare examples, in the form of stories that you can pull out depending on the questions asked. They will be easier for you to remember and more relatable, so you can connect with the interviewer.
Ask questions – it is a red flag if you don’t, here are some to get you started:
“What type of person succeeds here?”
“What are your priorities for the next 12 months? “
“What company achievement are you the proudest of?”
“How do you support your team members to achieve success?”
Interview conducted by Thomas Gigante
Who is Joinrs?
Joinrs is the meeting point between students, junior profiles and companies: thanks to our AI model, we help job seekers identify and discover the best ads in line with their ambitions. At the same time, more than 150 client companies carry out employer branding and talent acquisition strategies on our platform with the aim of attracting candidates most compatible with the company's values. If you are a company and would like to learn more, click here.
A Joinrs conversation with
At Joinrs, we go beyond just matching candidates with opportunities. In addition to facilitating connections, we conduct insightful interviews with professionals from diverse backgrounds and industries. Through these conversations, we provide valuable insights and perspectives to our users, enriching their knowledge and experience on our platform. Join us in exploring the depth and breadth of expertise across various fields to enhance your career journey.
Dorota Gordon
Dorota is a young, energetic entrepreneur, with an academic background in HR and close to 10 years of experience in this field. She is the founder of PeopleVy, a company dedicated to empowering individuals to thrive within organisations, thus helping businesses achieve their missions and goals. Over the years, the company has partnered with a wide variety of organisations and rapidly scaling businesses globally to support comprehensive employee well-being. The company is passionate about fostering personal resilience, career empowerment and the realisation of people's full potential. We thank her again for taking the time to participate in this project. Now it is time to read the interview!
1) Tell us a little about yourself: What is your background and what made you choose this specific career or industry?
I was very young when I emigrated from Poland to Manchester in the UK. I worked in the hospitality industry, where I saw first-hand how a well-crafted people experience can make or break people’s efforts. I self-funded my HR studies and managed to secure my first role as an HR Administrator for a legal company. I was fortunate to get a lot of experience in a range of sectors and industries during my initial years, including working in the public sector. When I moved to London I worked for a global publishing company, where I learned a lot about employee relations and formal processes. I have always been focused on creating the most impact possible and then an opportunity arose to join a series A funded start-up. Working in start-ups is something that really enables me to create people impact fast, you see the results of your efforts really quickly and this is what I really enjoy.
2) Last year you founded PeopleVy. What is your company about and what is your long-term professional goal that you want to achieve with your firm?
PeopleVy is my way to build highly impactful people foundations. Organisations are often not set up in the right way to enable their people to thrive. I want to ensure that leaders are equipped with the right tools to support them. People can be the biggest competitive advantage in an organisation but it takes a lot of conscious work and strategy to ensure they are set up for success.
3) What emerging trends or technologies do you see shaping the future of HR?
Of course, when we think of technology I couldn’t not mention AI here, there are more and more AI powered solutions becoming available for workplaces, from recruitment to employee engagement and performance. These trends will definitely shape how the function develops. I think there is a big learning curve and opportunity here for everyone. It is actually really exciting to be helping shape the working context through HR during this time.
The People Ops function is also transforming, with more and more HR teams adapting the Product Principles in the context of building their People Operations. There is a real potential for this to change the administrative aspect of the function to have a more commercial focus.
People are more conscious about where they choose to work, so companies put a lot of focus towards transparency, sharing their handbooks and showcasing what working for them is like. It can also help people to self-select themselves out, which is actually something desirable. Certain environments are not for everyone, so being transparent about it means people know what to expect and whether a certain company is for them.
4) How can individuals hoping to enter the field stay ahead of these developments?
I see this as a threefold approach:
- Research: formal qualifications are great but they are often outside of people’s financial range, especially when you are starting out. People can find so many resources online; look at conferences, webinars or thought leadership on LinkedIn. Most of these resources are shared for free.
- You as a person: being purpose and values driven and explicitly intentional about the difference you want to make and why. We spend a lot of time at work, if you understand how your career aspirations go in line with what you do today vs what you want to do in 10 year makes this journey much smoother. It also means that you find what you do genuinely interesting so staying ahead of developments becomes natural.
- Apply Knowledge: Once you have these foundations; you are in the position to apply your knowledge. Even when you don’t yet have the work experience, asking the right questions in the interview process will show your thought process and put you ahead of others. You can also look at internships, work experiences or networking opportunities to get closer to getting the experience.
5) In your experience, what are some common challenges newcomers face when entering the HR industry, and do you have any advice on how to overcome them?
A. Formal learning vs operational. A lot of things in organisations are influenced by culture, so take time to understand the company and how you can best apply your learning.
B. Feeling the need to specialise – it is ok to stay a generalist for longer, at the start you don’t need to have a specialism or decide which area of HR you want to focus on. Feel free to test things out, see what brings you the most joy and then orient your goals towards the direction you want to get exposure in.
C. Understanding the wider organisation, a lot of people in HR, and not just newcomers too often focus only on their department; try to embed yourself in the organisation and take interest in the product, the value to customers, see how certain departments interact.
D. Feeling lost on the journey. There is a lot to take in when you start. Find a mentor; there are so many people willing to help, don ‘t be afraid to approach them but also make sure that you come prepared to these meetings, with a clear aim on what you want to achieve. I mentor people who are starting their career and I get a huge level of satisfaction from it.
6) What advice do you have for individuals aiming to distinguish themselves in the competitive HR industry and stand out to potential employers?
Do your research - this is common advice, but people still don’t follow through. Understand the product, the mission, watch materials from conferences and reference them in an interview. Understand who will interview you, their background and experience. If you do your research well you should find that the things that you hear from the interviewer are the validation of your findings. It is a very simple way to stand out.
Your CV tells your story, avoid cliché words like ‘hardworking’, ‘exceptional performance’ without backing these statements up with results. Let your achievements speak for themselves. The reason why employers look for experience is so they can ensure you can replicate success. If you don’t have the exact work experience, bring examples of where you can provide solutions to their challenges. Don’t just accept your lack of experience and settle for it, use creative ways to get the exposure you need. This might even include working outside HR as a springboard.
Lastly, whether you want it or not, your LinkedIn is your brand. Make sure it is optimised for the type of roles you are applying for.
7) What advice do you have for people interviewing for their first HR role?
An interview is a two-way street, and your role is to screen for culture. I understand it might be hard to be picky when you are just starting out, but a good choice of a role and company that’s aligned with your values and aspirations can skyrocket your career; a bad one can stall it and hinder your progress.
Go through the job description and prepare examples, in the form of stories that you can pull out depending on the questions asked. They will be easier for you to remember and more relatable, so you can connect with the interviewer.
Ask questions – it is a red flag if you don’t, here are some to get you started:
“What type of person succeeds here?”
“What are your priorities for the next 12 months? “
“What company achievement are you the proudest of?”
“How do you support your team members to achieve success?”
