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Demystifying the hiring process – online event with Maria Campbell

Hello, I’m Maria and I’ve built a career leading People, HR & Recruitment in high-growth tech startups, taking them from early stage through growth, from 30-300 employees. I’ve worked at Monzo Bank, Snyk, GoCardless and Permutive – some of these are unicorns now, and in my time at each the number of employees was doubling every 6-12 months.

This means that I’ve been involved in hiring more than 500 people, into a huge variety of roles, from C-level to interns, customer operations to design to risk to security engineers, across four companies in three industries (fintech, adtech & cybersecurity).

In these high-growth environments, I’ve had a really accelerated opportunity to learn a lot – I’ve made mistakes, I’ve had successes, and want to share my experience with such a range of hiring.

Why? Well, two stories (to start with):

1. Many years ago, I was supporting hiring someone new into a business. We arranged on-site final-stage interviews for four candidates for a business-critical role. Afterwards, the six of us who’d interviewed the candidates sat together to make a decision on who we should hire. We couldn’t reach agreement because every one of us was looking for different traits, skills and experience. None of us really knew what the role was, what we wanted or what we needed.


2. Last summer, I was searching for a new role. I spent seven hours being interviewed with multiple people at one company. Towards the final stage, I presented a first year strategy and spent a couple of hours discussing it with a handful of the existing leadership team. And then I was rejected from the process, because they were looking for someone with a background in consulting. I have exactly zero consultancy experience. This is clear from my CV. No amount of strategy presentations would have changed this fact!


Sometimes you reach the end of an interview process and realise that everyone has different expectations, you have no idea what the job is, and despite hours of interviewing nobody knows whether you’d be great or not.

A glimpse at some of the event:

Maria Campbell
Maria Campbell

I’ve spent the last seven years leading People work at some of London’s highest growth tech companies. My personal mission is to build cultures where people can do their best work, learn, grow and contribute to a meaningful product that improves the world we live in. 

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How can we move beyond ‘BAME’ at work?

If we feel we’d like our companies to move on from using ‘BAME’ as an identifier, (Black, Asian and Minority Ethnic), how could we help the shift happen?

Rather than changing only language, it could involve a shift in mindset, structures, networks and much more. Where could we start? What could we suggest? What have others done?

We don’t have all the answers, and are creating the space for us to explore together.

Our events vary in format, and this one is a peer-to-peer discussion. So, rather than have a guest speaker who provides most of the insights, this is an opportunity for those of us interested in the topic to discover and connect with our peers with a similar interest, and collectively share ideas and examples to progress our thinking.  We’ll see each other’s names, and have the ability to see and hear each other.

Tuesday 28 July. 14:30 New York. 19:30 London.