The Pavilion Podcast
The Pavilion Podcast

Episode · 4 months ago

Ep 217: Everyone Gets Imposter Syndrome w/ Erica Yamamoto

ABOUT THIS EPISODE

Ep 217: Everyone Gets Imposter Syndrome w/ Erica Yamamoto 

Part of the "Is This A Good Time?" series hosted by Brandon Barton.

Hello everyone, and welcome back to the pavilion podcast. I am your host, brand of Barton, and you are listening to is this a good time? Sure, where I publicly remembers on the Hatzi for fifteen minutes. It's a lot of fun. Shows are out on Thursday's hit. Subscribe and you will not miss hearing from our experts. So our guest today is Rika Yamamoto. She is the svp of marketing and partnerships at hired, and we talked about how everyone can get impostio syndrome, no matter where you are in your career, on top of a bunch of other interesting stuff about the current hiring climate and hiring people of diverse backgrounds. Really great episode. Today's sponsors outreach, the sales execution platform that helps revenue organizations sliver predictable, efficient wrote. All right, let's see this episode one hundred and six. Is this a good time? All right, everyone, we are here with Erica Yamamoto. She is the svp of marketing and partnerships that hired. Eric, is so great to have you on the pod. Thanks so much for having brandon. Great. Well, look, I'll me no, fellow we jump right in. Tell us a little bit about what you're doing it hired. I think it's interesting you didn't start your role at hired. At hired and then back us up, you know, a couple of jobs and tell us kind of where how you got there in the first place. Yeah, absolutely so, as you mention, currently svp of marketing and partnerships that hired. We are a leading recruiting solution for connecting active and vetted tech and sales talent two employers all around the world. Now, I initially joined actually through vettery. We were a New York based competitor. That acquired hired back in two thousand and twenty. Led the rebrand combination of the platforms. We did it in three months, kind of crazy condensed timeline, and relaunched as hired, new hired in March of two thousand and twenty one. So it's been it's been a wild ride, ton of fun, as you've obviously seen in the market, crazy, crazy time and the talent market bots, the growth and a lot ...

...happening post covid and complicated things happening, but also this really great opportunity right and in terms of remote work, which was just opened up, a huge opportunity for us to be able to market, and that's why one of our big initiales for this year has been actually expanding globally as well. We now allow talent on from all around the world, where historically it's been primarily in the US and UK. Why I have been really lucky to scale the team. You know, when I joined we're about eight people. Were now twenty three. Is that with with a couple open heads? Is what I have what I actually just went through with my head of people and took on the added responsibilities of partnerships and candidate experience. So hopefully we'll chat more about that later. But a little bit also about hired. We're in operating company of the a Deco Group. So the Deco Group is one of the largest staffing companies in the world, much more in the in the part time space, but they also own a lot of other portfolio companies like General Assembly or as RA, so rising tech companies that they they have kind of diversified into. I previously led marketing teams at Neil Pal and Zuli, which are later stage startups. Zuli actually went public and then got acquired and I went through that crazy journey and I actually am a convert into marketing from finance. I started my career at JP Morgan. Did a bunch of roles and investment banking and commercial banking. I actually like to say that that was my my time in Bab sales, really being a relationship manager and investment banking. That's what you're really doing, is selling products and advising, you know, CEO CFOS on on their different financing needs. I am also a toddler mom, a dog mom. It lives in Jersey, as we talked about before the show, and I'm also an avid supporter of really bridging the gender and income gaps in tech. So I work with organizations like Europe Tech Bridge, girls step of women's network. That is really, really important to me. And then,...

...just for fun, just a little bit about me. I love to golf, but I haven't been able to change my score since high school. So real proud of that, but a lot of fun. It's just it's really something I like to do. My husband and I like to play together, so you know fun little fact about that's great. I love it. I actually just picked up golf because of my new adventures in the suburbs. I realize there's less basketball courts available and many more golf courses. So very covid friendly, right. As I just heard, there was this huge spike I canna helping during the pandemic because because it was a covid safe thing to do. Yeah, yeah, I'm at that stage where I'm very comfortable being badver it. We are like, yeah, I like the like I got a cart, I got a cart, I got drinks is yeah, hot dog along the way. It's just like the last seri with fresh air and I just love it. It's such a such a suburban thing and here here we are in springtime. Thank you for the background. That's super cool. I have so many questions, though. Let's start with marketing and partnerships. These are two things that don't normally kind of jump together, right, like what tell us about the advantages of being ahead of both of those things and whether you would advise organizations to consider those things closer than maybe most people do? Yeah, so, I think what's unique about hired and my experience is we're a marketplace, right. So my attention is split between a BTC model and a Bab model, where I'm bringing in and engaging candidates as much as I am focused on bringing in and engaging employers on our market place. So why, I think, you know, I was given the responsibility of partnerships, is I really think of the partnership ecosystem as the extension for both sides of the market place. Right. So for the for the candidate side, we do things like refer our relationships with BOOT camps or communities like pavilion. We don't we're not signed up with really now, but hopefully in the future. You know, tech communities where they will help us refer their candidates, where...

...their focus is not on right the outcome. Right. So we're really the support to bridge that gap for them where they're helping build that community, building content, hosting events, and then we can be the primary service where they can find a job. On the employer side, right, obviously there's the standard tech integrations with African tracking systems, services like Texto, which is an AI German technology for making your language more inclusive on job description. But there's so many, you know, so many software. There's so much software in the recruitment marketing space and the funnel is extremely long. Right's so to us. Right, there's so many opportunities to fill the gap with partnerships and what I'm really thinking about is that life cycle journey for the employer. So I think there's a really nice intersection between partnerships and marketing where all of us are focused on the same end goal, right, which is to drive outcomes for both sides of the market. Okay, I dig that. I see I can see it. especially in a market place, a be to be, to be, you know, be to B Toc market place. Why those things are exactly aligned. And so, you know, in your care we always talked about luck being a thing that gets to, you know, partially, to where you are. Any any instances of kind of stroke a luck that is that has helped you along the way? Yeah, you know, I think luck. You know, look, as a female leader, I'm going to say luck and hard work. Right, it's combination of the two that are that are coming together, that are so critical in helping that have helped me get to this place in my career. And I look back and reflect a like a lot of different moments. You know, I've kind of had this career jungle gym of like these different types of roles and specialties and being more of a generalist and to obviously building a specialization and one of those critical moments was actually in my came down to a role as the chief of staff at Zuli, which is a nearly two billion dollar e commerce company. was there during crazy growth and getting that chief of staff role was really a pivotal moment in making that career shift at the time. So when I first...

...joined Zu Lily I was running invest relations. So I are that's what I came in first to do. Of really with that finance background, I reported to the CFO and I also report to the CSF CEO and Co founder different points. I joined the company right when the company went public and I helped them through then multibillion dollar sale to liberty interactive. Liberty and actors, massive portfolio manager, one of the largest in the world. If you guys don't know, the legendary investor John Loane, definitely worth of read. The acquisition was very opportunistic. It happened very, very fast. Not too similar to actually my recent acquisition experience. Yeah, I got to be a part of this small SWAT team that ended up leading all communications for the company. So internally would change management with leadership employees, externally with shareholders, dealing with the new management team. Board of directors and I got this incredible experience as even though my role was invest relations initially. That clearly demonstrated kind of my ability to manage across these different areas, empathize, adapt and, you know, really retain this highly confidential role at the leadership level. So I think what people to realize is I also then put myself out of a job right so as head of invest relations, there was an invest relations toeam at the at the you know, buying company, the buyer. So my CEO clearly recognize this. But you know, luckily we had a great relationship. His chief of staff at the time basically was going on to take an operational role. So him and the cofounder CEO basically tapped me directly to take on the chief role. No interview process, they literally handed it to me. It was like they were like you have to do this, and I honestly I had such strong imposter syndrome that I almost didn't take the job because I was like I don't want to fill the role. This guy was like the chiefest staff at the time, was extremely experienced, like a few years my senior for sure, and it was just a great chief of staff. And so and had these amazing relationships with the Russell the leadership team. But so coming back to luck, right and hard work. Luck, obviously, is that right. This opportunity opened up right, the timing of it and right just being...

...able to be a part of the organization at that time. You know, you don't get to be with companies unnecessarily get to go through these successes of an acquisition, rate in and going public. So certainly luck is part of that, but obviously a ton of ton of work that I had put into earn that role right and to be that person to be tapped where I was, you know, definitely pulling investment, investment baking like ours right, and what it was e commerce right to start out like. But I was obsessed with the business. I loved I loved what I was doing and so, you know, it was really able to get that, to get that possession. For those listening, I just want to point out that after six years at JP Morgan and then over a year of the head of investor relations for a two billion dollar company, still in Poster Syndrome. So for those of you that feel that you know you're graduating college and becoming a director of sales somewhere in habit you know, everyone has that at every stage. Erica, I love thank you for being vulnerable and saying that. I hope Friends of yours looked at you and said you're insane long probably for this, more than many people would ever be qualified for this. But yet, yet, that's a real thing, like it's horrible real thing and every single stage. Yeah, it just incredible. Well, I mean, you know, I love that story and I think it's just interesting how, you know, taking a step into that kind of Chiefest everal some stuff that not a lot of people often want to take, where it's kind of like, you know, it has to be the right fit with the right CEO so that you can use it as a springboard as opposed to a ceiling. I want to go back to one thing you said earlier. I'm sure a ton of people who are listening are wondering, you know, either how can I get more involved in these equity, you know, equality initiatives as it pertains to women in the pack up or even hiring? I mean I know that my own company we struggle with finding women in tech, maybe not on the business operation side or anything of the sales side, but more on the engineering side and the products that what would you just give me a minimum what you would say to somebody...

...that's saying I want to help improve this in my organization, that I love that. So look, the first the first obvious one, right, is going to be listen, right, listen to the people at your organization that may come from a non traditional background, maybe underrepresented from a race, gender standpoint. I just did a talk with some other women in leadership at the a Deco Group and we were doing these wonderful round table sessions. Right, take the initiative to set up some of these just open forums, to have discussions, to get talking, and the best part of those sessions is to get people to open up talk about the vulnerabilities that they have, right, talk about the imposter syndrome that they faced. Sure, so that you just become aware of it, right, so people in leadership can become aware of aware of it, where your people team becomes aware of it, but really just everybody becoming more aware of the different backgrounds that we come from. Then there's the more tactical I'm obviously going to plug hired, right, so you can go to our website. We have some great resources that I'd be happy I can share that actually after and share some links. But one of the things that the big initiatives that we've taken is actually to make this more explicit in the hiring process. So we launched a new feature last year. It's called our diversity goals feature. We are like a if you go onto our platform, it's a market place platform with some basic search functionality. There's a new function called diversity goals, which basically filters underrepresented talent, as defined by the EOC, to the top of your search so your prioritizing people from an underrepresented race or gender into into your particular job searches. So that's the one thing I'm really proud of from a product standpoint. But lots, I mean there's so many tactics right, I think from a partnership standpoint, building those core relationships, asking people where they're involved right where? What are other communities we could be involved in, events we could be sponsoring? Taking that initiative...

...and then, but I think really the number one is actually listening to your to your team and the people that come from different backgrounds. I love that. I wanted to make sure to get that in because I know that you're so patient about it. For sure. Well, we're going to we're going to get into lightning around here. What and he what keep positions are you hiring for? If any marketing APPS help me opening on. All right, but any passionate marketing OPS fokes? We've been we've been outsourcing it for the most part, but looking to bring this function in the house and really just looking for some great books to help build out our team. Love that and clearly working for an amazing female leader. So that much. It's a huge, huge thing. And shout outs on your end any people who you love following for content or people like that, are up and comers. I think. I think a lot of people follow this guy. But Adam CARPIAC and the recruiting space, I think is just tolarious. He's got like he's just doing the memes and the you know, gifts that are just comic relief that we need sometimes. Ns on Linkedin and then desin brant is at she's in the she's an AGCC CEO in the SASS sales and marketing space and has a DNI focus. Definitely recommend her for calling it like it is and giving some good recommendations in the Duni space. I love it all right. And last but not least, probably most important to me, because I think with my stomach. What it? Where we eating? Give us a spot. Is it? Are you? Are you going suburban Jersey on me? Are you going to sing? My God, I don't know suburban Jersey at although actually gotta give a plug. It is dining medieval times. Well, we are not letting you get away with Medieval Times. No one's going there, Erica. Thank you for your time. You are now this. No, I'm just gonna but we're real. And then a real plug. Last week I went to Marndi and in the West Village and the Oh my God, and we ran into Andy Cohen. It was no, I very cool. Where did you know? Mirandy, you know, has one of those little Patios that is underrated, just to sit there and people watch in the West play...

Keith mcne, the controversial instagram character, Keith mcinally, but fine, very cool, Erica. Honestly, Great Pasta. So sorry sorry about that. Love it well. Are So great to have you on. I Love I love all the energy you bring and kind of how you have so you know, so much experience between finance, marketing partnerships all this other stuff. I think a lot of people can learn from you, so I hope you're continuing to do all the mentorships up that you do. And, yeah, I look forward to keeping up with you. Brandon's been a blast. Thanks for having me great. All right, that's our show. Thank you so much for listening. If you love the show, rate and review in the apple podcast or Swat. If I have send it to some friends, make sure to smash that subscribe button. The episode was brought to you by outreach, the only company that offers sales engagement, revenue intelligence and revenue operations together in one platform. Outreach helps teams prospect more efficiently, proactively fixed steel risks and win more predictably. Discover how you can improve your sales execution at every stage of the sales cycle by visiting outreach dot I. I had so much fun today. I hope you did too. Now get out and crush your numbers.

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