Natalie Ledbetter

Experience

• 

  Chief

  Member

  Jun 2020 - Present

  Women have always been powerful. We’re not waiting for a seat at the table — we're building our own.

• 

  Boldstart Ventures

  Operating Partner, Head of People and Platform

  Nov 2019 - Present

  day one partner + true believer for enterprise infrastructure/SaaS founders

  • - Harnessing pattern recognition from scaling 3 early stage to hyper-growth startups, I'm building "People Ops as Service," augmenting our early-stage companies as their People Ops Exec - Architecting bespoke People Ops programs focusing on the entire employee lifecycle, from attraction to separation - Partnering to develop employer brands, codifying values & employee value props, enabling our teams to hire top talent across all functions, globally - Developing end-to-end, scalable, structured & equitable recruitment processes; training portfolio teams on interviewing, negotiating offers & using data to prove recruitment effectiveness - Introducing Exec talent (Saving our companies over $2.7M thus far) - Building total rewards (comp. bands, V.1 of leveling, equity grants & strategic benefits offerings from relocation to mental health, to education stipends & compassionate leaves) - Ensuring the development of DEIB programs that engage and retain - Developing tool kits for internal & external comms throughout Covid, RIF's, employee terminations, employee deaths, sexual harassment as well as other E.R. scenario planning - Counseling founders on codifying their cultures, threading their values through feedback, hiring, performance reviews & leadership development - Driving strategic org. design exercises that supercharge team velocity and allow them to work more effectively - Act as a sounding board for 30+ founders, day or night to ensure that they have a People Ops partner to bounce ideas with, ask questions and gain actionable learnings and feedback from - Running internal and external thought leadership events providing founders w/ access to C-suite Execs in a number of enterprises, delivering content that is stage-specific (Freemium models, Pricing strategy, Scaling your "founder mindset,” Building DevRel, Compensation modeling etc).The Wall Street Journal covered “COVID-19, Forcing Mechanism for Accelerating Digital Transformation or a Reason to Hit PAUSE?”- Harnessing pattern recognition from scaling 3 early stage to hyper-growth startups, I'm building "People Ops as Service," augmenting our early-stage companies as their People Ops Exec - Architecting bespoke People Ops programs focusing on the entire employee lifecycle, from attraction to separation - Partnering to develop employer brands, codifying values & employee value props, enabling our teams to hire top talent across all functions, globally - Developing end-to-end, scalable, structured & equitable recruitment processes; training portfolio teams on interviewing, negotiating offers & using data to prove recruitment effectiveness - Introducing Exec talent (Saving our companies over $2.7M thus far) - Building total rewards (comp. bands, V.1 of leveling, equity grants & strategic benefits offerings from relocation to mental health, to education stipends & compassionate leaves) - Ensuring the development of DEIB programs that engage and retain - Developing tool kits for internal & external comms throughout Covid, RIF's, employee terminations, employee deaths, sexual harassment as well as other E.R. scenario planning - Counseling founders on codifying their cultures, threading their values through feedback, hiring, performance reviews & leadership development - Driving strategic org. design exercises that supercharge team velocity and allow them to work more effectively - Act as a sounding board for 30+ founders, day or night to ensure that they have a People Ops partner to bounce ideas with, ask questions and gain actionable learnings and feedback from - Running internal and external thought leadership events providing founders w/ access to C-suite Execs in a number of enterprises, delivering content that is stage-specific (Freemium models, Pricing strategy, Scaling your "founder mindset,” Building DevRel, Compensation modeling etc).The Wall Street Journal covered “COVID-19, Forcing Mechanism for Accelerating Digital Transformation or a Reason to Hit PAUSE?” Skills: Diversity & Inclusion · Employee Benefits Design · Employee Training · Leadership Development · Values Alignment · Organizational Design · International Expansion · Feedback Management · Talent Development · Recruiting · HR Consulting
• 

  Stash Invest

  Vice President of People Operations

  May 2023 - Jun 2019

  Banking. Investing. Education. One seamless experience.

  • • Built the HR, Talent Acquisition, Employee Experience, L&D and Facilities functions from the ground up, represented the people function on the Executive team and in board meetings • Owned and forecasted (with CFO) people ops budget annually, ensuring transparency into people and spending • Lead a team of seven HR, Recruiting and Facilities professionals, owning strategy and execution for all People Ops initiatives at Stash • Scaled the company from 27 people by over 750% to nearly 300 in 2.5 years while staying highly focused on diversity, inclusion, equity and belonging (ask about this!) • Benchmarked and built benefits offerings and policies for all Stash employees--medical, dental, equity in the company, 401k, FSA, Commuter, flexible time off, parental leave, education stipends, catered lunches etc. • Leveled the org and developed comp banding and career ladders for every role in the org • Built performance management including bi-annual performance reviews and a separate bi-annual compensation review process, running company-wide trainings prior to each launch • Developed end-to-end interviewing processes for every role, across every team at the company and all interview training (responsibility of all recruiters on my team) including a required kick off meeting and candidate profile intake with hiring managers • Built and scaled a 2 day onboarding process for all new employees with all department heads presenting and familiarizing new teammates with the history, vision, strategy and all key members of the executive team • Built all processes/policies and executed trainings (when needed) for OKR's, All Hands, promotions, comp adjustments, employee referrals and bonuses, sexual harassment, visa sponsorship, team building events, 30 and 60 day check-ins with new hires etc • Owned L&D, including introducing required manager bootcamp (LifeLabs) for all people managers • Moved two offices and project managed a move and 8-month build out of a custom space for Stash
• 

  Text Iq

  Advisor to the Head of People and People Operations Team

  Aug 2019 - Jul 2021

  AI for Sensitive Information

• 

  Curalate

  Director of Talent Acquisitions

  Dec 2014 - Nov 2016

  Curalate is a marketing and analytics suite for visual social media platforms.

  • Acquired, Bazaarvoice 2020) • Built Curalate’s recruiting organization and all programs and processes around hiring from the ground up, as the company entered hyper growth • Scaled the company by over 240% in 1.8 years across New York, Philadelphia and Seattle offices • Lead all strategy around employer branding, marketing and positioning in the marketplace, including thought leadership pieces, speaking engagements and events • Maintained an 83% positive candidate experience rating based on survey results sent to all candidates interviewing at the company (Greenhouse benchmark is 73% positive rating); integrated a “white glove” policy for bringing candidates through the interview process • Developed all interviewing processes for every role, across every team (45+ unique positions); provided all goals, competencies and lines of questioning for every interviewer • Drove process around running effective kick off meetings with hiring managers to hone in on desired qualities and competencies and developing candidate personas • Implemented highly data-driven method of hiring, utilizing Greenhouse reporting, slicing and analyzing pipelines, identifying and rectifying process bottlenecks • Established KPI’s for the People Ops Team of 5 holding weekly 1:1’s and bi-weekly team meetings, providing continuous coaching, running role-plays, negotiation scenarios • Unveiled surveying of new hires (by their managers) at 90 days ensuring employees are set up for success, identifying management/training issues and continuously improving our hiring processes; current metric: What is the probability that you would hire this person again? 91.6% positive rating across all disciplines • Made all key senior hires and managed a company-wide push to up-level our existing team; senior hires included CFO, VP of Client Success, VP of Product Management, Director of Demand Generation, Director of Sales Development, Director of Enterprise Sales, Director of Sales Operations, Controller etc
• 

  Shapeways

  Director Talent Acquisition

  May 2013 - Nov 2014

  Enabling product creation at scale is the core of Shapeways’ innovative technology platform.

  • (Company IPO 2021) • Led all recruitment strategy and execution efforts for all roles at Shapeways NYC--as only member of HR/Recruiting team--from end to end. Growing the team from approximately 80 to 200, with two disparate populations: knowledge/corporate workers, and manufactering employees. • Owned all employer branding strategy including managing budgets, execution of plans and outside vendor relationships • Acted as main HR point of contact (until I brought on an HR Manager) on ER issues, terminations, foreign visas, discrimination claims, on-boarding of new employees and HR policies and procedures • Helped devise all company retention strategies and employee engagement initiatives including the roll out of the company's first engagement survey via Culture Amp • Cultivated relationships with our VC funds, fund portfolio organizations, city and county organizations, universities, professors, consultancies etc. to help build our talent funnel • Orchestrated deal to scale manufacturing services and packing for Google: Made With Code partnership
• 

  Galileo Global Advisors

  Director of Human Resources and Talent Acquisition

  Sep 2007 - Apr 2013

  galileo global advisors llc includes a team of seasoned professionals with multilingual and multicultural backgrounds and many decades of experience in mergers and acquisitions, capital raising and strategic advice. we are dedicated to helping globally ambitious clients succeed, and we make that happen through our extensive knowledge of global capital markets and business savvy, as well as through a unique network of relationships with decision makers around the world.

  • • Owned human resources strategy and execution for all programs and plans as the only People Operations resource in the company • Owned benefits (medical, dental, 401k) strategy and roll out from end-to-end, including benchmarking plans, negotiating rates and training employees and administering all • Built, drove and owned all recruiting efforts for the firm from start to finish • Owned all visa processes for non-Americans for entire firm • Forecasted spend on all outside vendor products and services, including: telecom, computer hardware/software, subscriptions/memberships, events and office supplies on an annual basis and owned yearly budgets with CFO accordingly • Directed all PR initiatives for firm, working directly with digital media outlets, television and radio stations on news stories about CEO and firm • Managed all content for company website, copy edited all Huffington Post blogs on behalf of the CEO • Secured and developed Go-To-Market strategy for obtaining speaking and sponsorship roles on behalf of CEO, for worldwide conferences and events • Secured and planned all company events from end to end • Developed decks, pitch books and strategy materials for client meetings

• Cyrus Knits

  Account Executive

  Sep 2004 - Nov 2005

  • • Managed all specialty store accounts in the Midwest, Northeast, West Coast, and Southwest, increasing sales overall by 55%, totaling approximately $250K/season • Managed strategic sales cycle, including: calling on new accounts, presenting product, and closing the sale • Developed new business through phone pitching, trade shows and showroom meetings • Managed a team of road sales reps in my territories and ensured sales goals were being hit • Directed PR campaign including advertorials, photo shoots, press packs and held strategic branding meetings • Worked with clients at trade shows in New York, Los Angeles, Las Vegas and Chicago
• 

  Time out Group

  Intern

  Jan 2004 - Mar 2004

  The best of the city

• Marcus Evans Group

  Event Producer

  Aug 2002 - Feb 2003

  marcus evans is an international business events and information company with five main principle areas of business activity

  • (Closed their production office in Houston in March 2003 and laid off entire staff) • Built and delivered highly profitable conferences exceeding established revenue targets and delegate attendance projections • Wrote entire program and produced: “Web-enabled Learning for Energy,” “Enterprise Data Management and BI,” and two “Executaries Forums” • Sold key industry players into speaking roles • Created and presented sales briefs, as well as marketing and sponsorship programs to support these campaigns