Polygon clicks on Airbnb's HR manager to be at the forefront of its dispersed staff

Polygon clicks on Airbnb’s HR manager to be at the forefront of its dispersed staff – Mail Bonus

Polygon’s Ethereum layer-2 scaling solution has announced the hiring of Bhumika Srivastava in a bid to strengthen its strategy and cultural ambitions for the company’s 500 employees worldwide.

Srivastava has served as Airbnb’s Chief Human Resources Officer and HR Manager for the past five years. She brings an impressive portfolio and a wealth of experience from her work at Web2, having worked for Adobe, Yahoo, Tesco PLC and Snapdeal.

Srivastava’s appointment marks a steady evolution in Polygon’s recruitment strategy, with prominent figures in the Web2 space, such as former YouTube game manager Ryan Wyatt, being appointed CEO of Polygon Studios in January, and recently Tyler Sellhorn being hired to promote Polygon’s distributed work model as head of remote control.

In an interview with the Cointelegraph, Srivastava spoke candidly about the need for leaders, the proliferation of Polygon’s staff over the past year, and its ambition to cultivate a thriving, sustainable, productive culture.

Cointelegraph: Even though you’ve only been in the role for two days, how do you expect your position at Polygon to be different from that of Airbnb? And what are your expectations for switching to the Web3 space?

Bhumika Srivastava: I would say that Web2 to Web3 is very redefining for HR. […] The teams are scattered, distant first, working in a hybrid space and everyone is responsible for their work.

What will be different is to create work experience for dispersed teams, a sense of participation that belongs to the teams that are working in silos, and also to strengthen teams to make decisions to work agilely, and not just, you know, ingrained in very organized process.

CT: What do you think are your best qualities as a leader and what is your timeline?

BS: I think short-term success and motivation [are] definitely necessary, especially in commissioning. We have a line of sight for about two to three months. How do you clarify your employees’ priorities? You pay for their performance – rewarding them in the short term will be important.

In terms of the long term, how do you hire the workforce to keep [them]? How do they get a sense of purpose by defining and achieving a long-term vision for the organization?

So this will be a combination of both. How do we achieve both short-term in terms of attraction and preservation and long-term in terms of belonging and participation?

CT: Are you going to communicate and mobilize your employees in the Metaverse space, or will it be only through video conferencing platforms like Zoom?

BS: I do not have to have that experience. It’s new to me and the transition, but I’m really excited to try new things in the Web3 space.

CT: Polygon has recorded a 400% increase in staff last year to 500 team members. Do you think this is a sustainable policy that is continuing in light of the current cryptocurrency market and the increase in redundancies that we are seeing in companies like Coinbase and Gemini?

BS: We are very aware of how we are operating. We want to expand the organization, not just the number of people we want to hire, [but] to create a productive, lean team. For now, I will not say that we are going to continue with 400% growth, but whatever makes sense for us to create a sustainable Web3 platform, we will definitely do it.

Connected: Polygon launches ‘Supernet’ chains, pledges $ 100M to Web3 developers

CT: What do you think will be your biggest challenge in the role and what is your biggest ambition?

BS: I would say in terms of the biggest challenge, […] how do we create an ecosystem where we can hire people based on the legitimacy and regulations of a particular country?

The second is to unite all the teams based around the world in a distant environment and create a sense of teamwork, cohesion, participation and a sense of purpose.

So these are two things that are on the mind at the moment. And so later, how do we review HR technology for Web3 creation, especially given how distributed platforms work?