What does it actually take to go from 25 people to 4,000 without losing the plot? We sit down with Mahesh to unpack the gritty, unvarnished truths behind hypergrowth at Canva, the real timelines for B2B vs B2C, and why customer obsession—not headcount, perks, or flashy decks—decides whether a company wins.

Mahesh walks us through his unconventional path: international recruitment hustle, Tokyo deal-making, an MBA wake-up call during the GFC, a startup built on persistence (and a pack of cookies that landed Uber), and the front-row seat to Canva’s scale. We dig into founder intentionality with concrete stories—like personally resetting every desk before a Monday reorg—and how details like this shape culture, momentum, and trust. From there, we break down leadership debt, the trap of “culture fit” shortcuts, and how real people ops becomes commercial when it drives customer value rather than internal rituals.

We also explore the practical playbook for navigating AI transitions, pivots, and global expansion. You’ll hear why B2B can reach product-market fit faster, why B2C demands longer stamina and better storytelling, and how to keep teams aligned when the path stretches from months to years. We talk incentives with clarity, over-communication as a leadership duty, and the humility required to lead across cultures—translating policies and values with local partners rather than forcing templates from headquarters. Finally, Mahesh shares Phase One’s framework: US-first when possible, customer and problem obsessed, founder clarity on personal “why,” and investor literacy as its own craft.

If you care about building resilient teams, shipping loved products, and scaling beyond your home market, this conversation gives you the tools and the mindset to do it. Listen, share it with your team, and if it hits home, subscribe

Learn how to outperform traditional recruitment agencies at PICWA.io

We trace Chantelle Hilleard's path from HR coordination to international leadership, then drill into what actually drives engagement, retention, and performance in startups, scaleups, and post-acquisition environments. The focus stays on learning cultures, purpose alignment, and commercial fluency that lift both people and results.

• early HR lessons that scale across industries
• hiring at pace and building people systems from scratch
• HR’s shift from admin support to strategic partner
• cross-functional learning frameworks and mentoring
• balancing breadth with core skill development
• defining employee experience through autonomy and voice
• manager one-to-ones, active listening, and EI in practice
• leading across cultures and regional nuances
• handling layoffs with transparency and purpose
• retention via employee voice and moments that matter
• purpose workshops that align roles to mission
• post-acquisition culture audits and integration
• leveling, titles, and clear career architecture
• skills-based, nonlinear careers and internal mobility
• growth vs profit and teaching commercial acumen

Learn how to outperform traditional recruitment agencies at PICWA.io

We trace Amie's journey and unpack how HR becomes a growth engine when it focuses on customer value, capability, and outcomes over process. Pace, alignment, and brave decisions guide hiring, hybrid work, and scaling across markets.

• startup vs corporate pace and purpose
• hiring for mindset and lifecycle ownership
• capability planning vs headcount budgeting
• BAU resourcing vs future strategic investment
• aligning every function to the customer voice
• HR’s role in commercial outcomes and metrics
• globalisation with macro why and local how
• preserving culture while scaling
• office-first with flexibility and space design
• disrupting HR complacency and making tough calls

Check out picwa.io if you're interested in learning how to outperform traditional recruitment methods.

Learn how to outperform traditional recruitment agencies at PICWA.io

HR expert Lisa shares her journey from corporate leadership to founding her own HR consultancy, now supporting other HR professionals through coaching and her HRHQ platform.

• Moving from leadership to HR requires a mindset shift from control to influence
• HR professionals often can't control decisions but can shape thinking behind them
• Using the CHOP framework (Context, History, Obligations, People) helps prepare for difficult employee conversations
• Performance Improvement Plans should be absolute last resorts after informal discussions
• Focus on addressing root causes of performance issues rather than just symptoms
• "Culture fit" in recruitment often means "this person makes me uncomfortable"
• "Culture add" embraces diversity and different perspectives that drive innovation
• The future of HR lies in strategic functions that better utilise technology
• Post-pandemic HR has shifted from transactional to transformational within organisations

Check out picwa.io if you're interested in learning how to outperform traditional recruitment methods.

Learn how to outperform traditional recruitment agencies at PICWA.io

Stephanie shares her journey through the HR profession and reveals why most companies take a flawed approach to employee engagement by relying too heavily on surveys and generic initiatives rather than recognising that engagement happens one person at a time.

• HR isn't solely responsible for employee engagement—managers play a crucial role in creating environments where employees can thrive
• Organisations often focus on benefits and programs (the "roof") while neglecting individual needs (the "foundation") and team dynamics (the "middle layer")
• Employee engagement requires understanding what drives each person, their aspirations, frustrations, and communication preferences
• Psychological safety—the ability to speak up, make mistakes, take risks, and debate healthily—is essential for team engagement
• People stay at organisations for different reasons—as "hostages" (stuck due to circumstances), "cruisers" (without major aspirations), or "enthusiasts" (engaged high-performers)
• Addressing underperformance requires curiosity and early intervention rather than waiting until problems become entrenched
• Organisations must invest time in understanding their people now, especially top performers who may seek development elsewhere

As we're deep into 2025, pay attention to your top performers and find out what they want to develop—they're the ones who can take things off your plate so you can grow your business.

Learn how to outperform traditional recruitment agencies at PICWA.io

Discover the remarkable transformation of an office environment as Priya shares the journey from a "club" to a space of inclusion and gratitude. We also dive into how companies can adapt to remote work, foster flexibility and well-being even through challenging times.

Learn how to outperform traditional recruitment agencies at PICWA.io

Navigating remote work can be challenging, but Lauren from Matomo offers practical advice on maintaining productivity and effective communication across different time zones.

Discover strategies to keep your remote team dynamic, including clear documentation, proactive communication, and setting healthy boundaries to prevent burnout.

We also explore the essentials of decision-making and collaboration tools that uphold company values while ensuring a secure and productive remote work environment.

Learn how to outperform traditional recruitment agencies at PICWA.io

The candidate experience can make or break your recruitment process. This episode highlights the value of informal, off-site meetings and comprehensive follow-ups to truly understand a candidate's personality and cultural fit. Chris shares his insights on headhunting techniques, emphasising personalised outreach and the essential collaboration with hiring managers to refine the search process. Join us as we explore the role of cultural recruitment, concise communication, and genuine follow-up practices that can help you attract and retain top talent.

Learn how to outperform traditional recruitment agencies at PICWA.io