IDK, I’ve never seen HR add value to a company. They’re always a cost center and should be minimized as much as possible in order to hire more engineers.
This is the second form of personal attack I've had to warn you about in the last few hours! And you've done it before, as well, unfortunately. No more of this, please.
Also, please don't use HN primarily for ideological battle, regardless of how wrong other people are or you feel they are. It destroys the site for its purpose, which is curious conversation on topics of intellectual interest. If you wouldn't mind reviewing https://news.ycombinator.com/newsguidelines.html and taking the intended spirit of the site more to heart, we'd be grateful.
I don’t still work there but checking out the page it looks like it hasn’t been updated in a while.
The company is closer to 40 FTE now, and we employ people of several minorities and protected groups, including LGBTQ, Hispanic, and Asian folks.
The President (whom I chose as my successor) is a woman. The product owner is a gay man. The support team manager is a lesbian. The lead developer on one product is a Chinese national. There are several people on the onboarding and support team who are Hispanic. These are just people I participated in hiring. I have no reason to believe the company has changed in their commitment to diversity.
When I left, the company was ~65% female, which was a conscious choice I made to try to do my part to get women more involved in tech. We went to great lengths to ensure equal pay.
Feel free to ask any of my former employees how we valued diversity and I think you’ll be pleasantly surprised.
On a personal level, my wife is 1/2 Latina, making my child 1/4 Latino. We encourage him to learn his ancestor’s language and explore their culture. I’ve lived in South America and love their culture. In fact, we are currently in the process of moving to Costa Rica and am setting up a program with local public schools where I’ll be donating my time (and money by providing computers) to teach programming to interested children.
Honestly, I find your post to be highly insulting.
They could useful from an operational standpoint to make sure your resources are being allocated effectively if they focused on process improvements for the company that nobody else has time to test and implement. For example, HR should be keeping track of performance and worker satisfaction working from home; they should have data about performance and satisfaction in the office and compare it, be up to date on hiring and salary trends and have an opinion on what is necessary and appropriate in terms of perks and salary to hire competitively. This is all useful.
There is also a perception issue, as in my experience it feels like they are usually just there to print off some information about health insurance for you and run useless exercises.
