Ethereum Layer 2 Scaling Solution Polygon (MATIC) announced the hiring of Bhumika Srivastava in an attempt to consolidate its strategy and cultural ambitions for the company’s 500 employees worldwide.

- Advertisement -

As Head of Human Resources and Director of Employee Experience at Airbnb for the past five years, Srivastava comes with an illustrious portfolio and extensive experience in Web2, having held senior positions at Adobe, Yahoo, Tesco PLC and Snapdeal.

- Advertisement -

Srivastava’s appointment marks an ongoing trend in Polygon’s hiring strategy for prominent figures in the Web2 space, such as former Youtube head of gaming Ryan Wyatt, who was hired as CEO of Polygon Studios in January, and most recently Tyler Sellhorn was brought on board. to promote Polygon’s decentralized operating model as the head of remote control.

- Advertisement -

In an interview with Cryptooshala conducted on Zoom, Srivastava spoke candidly about the needs of a leader, Polygon’s parabolic growth over the past year, and her ambition to develop a thriving decentralized culture that operates at sustained high performance.

Cryptooshala: Even though you’ve only been in this role for two days, how do you expect your position at Polygon to be different from your position at Airbnb? And what do you expect from the transition to the Web3 space?

Srivastava: “I would say that the transition from Web2 to Web3 changes the definition of HR a lot. […] The teams are distributed, primarily remote, working in a hybrid space, and each is responsible for their part of the work.

What will be different is creating an employee experience for distributed teams, a sense of ownership that belongs to teams that work in isolation, and enabling teams to make decisions to work in an agile manner rather than just, you know, rooted in a very structured way of processes. “.

CT: What do you think are your best leadership qualities, and what is your timeline to achieve?

Srivastava: “I think that short-term results and motivation [are] is a must, especially in a startup. We have a line of sight for about two to three months. How do you create clarity in prioritization for your employees? You pay for their work – the reward in the short term will be crucial.

In the long term, how do you attract labor to keep [them]? How do they get a sense of purpose in defining and achieving the organization’s long-term vision?”

“So it will be a combination of both. How do we achieve both the short term in terms of acquisition and retention, and the long term in terms of ownership and engagement?”

CT: Do you plan to interact and engage your employees in the Metaverse space, or will it be exclusively through video conferencing platforms like Zoom?

Srivastava: “I don’t have to have that kind of experience. This is something new for me and a transitional phase, but I’m very excited to try something new in the Web3 space.”

CT: Polygon recorded a 400% increase in the number of employees in the last year to 500 people. Do you think this is a sustainable strategy given the current cryptocurrency bear market and the increase in layoffs we are seeing at companies like Coinbase and Gemini?

Srivastava: “We are very aware of how we work. We want to scale the organization, not just the number of people we want to hire, [but] to build high-performing, lean teams. At this point, I won’t say we’re going to continue at 400% growth, but whatever makes sense for us to build a sustainable Web3 platform, we’ll definitely do it.”

Polygon launches ‘Supernet’ and allocates $100 million to Web3 developers

CT: What do you think will be your biggest challenge in this role, and what are your biggest ambitions?

Srivastava: “I would say, in terms of the biggest problem, […] how do we create an ecosystem where we can hire people without forgetting the legality and rules of a particular country?

“The second unites all the teams that are based around the world in a remote environment and creates a sense of teamwork, cohesion, involvement and purpose.”

So for now, those are the two main things. And later, how do we rethink HR technology for the Web3 organization, especially given how distributed platforms work?”