Dunja Heinrich

#03_events - May 20, 2025 at 04:02 PM

I have the same problem. Takes me to june 2024 event

#01_introductions - October 21, 2024 at 11:44 AM

Welcome to Gildre @Rade Bogavac! Hello from Munich. Not quite Adriatic but we are regularly in Croatia. 🙂 . In the Krk area. Glad to see you here.

#01_introductions - September 18, 2024 at 06:49 AM

Exciting mission @Christine Blyth. Welcome to Gildre.

#08_advice-questions - August 07, 2024 at 01:52 PM

No, I do not think having 2 pitches makes sense as this would tear the company appart (unless you find it helpful to create two seperate companies with 2 different focuses. Could be an idea too). Where I would challange you (as someone from outside) would be to make up your mind and think about the longer term vision of your company, and the impact it shall have and the problem your company will solve with customers. This story I could not see yet with the 2 models you are focusing on. Happy to jump on a call to discuss more if you like. Also saw @John Kennelly recently joined Gildre and focuses on Story telling. Could think reaching out to him would be of value to you too on thos topic.

#08_advice-questions - August 01, 2024 at 07:53 AM

I browsed through the deck quickly. Very impressive and detailed overview @ The first impression from my side is that I did not understand the purpose of your company fully. Like * What we do*. Reading the company title I assumed you are offering a recruitment platform for companies having access to prevetted IT talent. Reading further on I get the impression that you lend your teams to companies for project owrk??? Maybe its jus my confusion and I did not read carefully all the technical material towards the end of your presentation. But feel more focus on your value proposition and purpose of hireteams.io in the beginning of the deck will be helpful to investors and otehrs to understand the company´s purpose quickly and then go deeper in to the mechaniques on how things work. My2 cents.

#06_social - July 19, 2024 at 05:02 PM

I would vote for all the above If the conflicting parties are in a safe place most situations can be resolved by open discussion. Should be step 1 IMHO. Unless this is not fruitful would refer back to the other means in that order. If the conflicting parties are not in a safe place or the situation has already escalated a neutral party (manager, HR or company owner if HR is not in place yet, etc) should be involved to help with next steps. If disputes happen in more volume I recommend having a policy in place that outline the route of esclation points, contacts and process to follow.

#01_introductions - July 15, 2024 at 05:35 PM

Ach wie schön, Dann können wir gern oft deutsch sprechen 🙂 Danke für den Welcome. 🎉

#01_introductions - July 15, 2024 at 05:18 PM

Thank you @Brian Lee. I am glad I can be here and thank you for this opportunity!

#01_introductions - July 15, 2024 at 05:14 PM

Hello everyone -
Greetings from Germany. I am living in Munich but was born and raised in Berlin. I am married, and have a son (8 years). Professionally you find me in the HR, People and Talent space. I am an HR Executive with many years in SW business. I have experience in helping growth & scale up organizations - especially those in transition from one to the other. The majority of my career I spent at Red Hat (SW vendor with an open source development model) where I led EMEA HR and its open source culture to grow and scale from 250 ppl to 8500 ppl.
My topics stretch from scaling culture, scaling an organization, managing diverse talent and business landscapes, hiring, comp & ben, business advisory, compliance, transformation & change, M&A, leadership advisory and employer branding to name a few.
Last I was the CHRO working with a Private Equity company on 2 European Portfolio companies and their founders post acquisition (which is a very new territory for the founders and challenged them in a very new way - happy to share lessons learned if interested)

What I'm working on
Helping growth and scale up companies as Advisory Board member - currently attending Board certification training and learning alot about value of having an Advisory Board, the work and the impact Boards can provide.

How can I help
Help answer questions on building Healthy and Open organizations from the start - culture & values, team structures, leadership teams, scaling an org, how to marry people and business needs from the start
International expansions on HR topics (lets openly address geopolitical/political threats and opportunities also) in particular expanding into EMEA (Europe, Middle East & Africa)
M&A advice: pre and post merger advisory in due diligence and integration efforts
Support in VC funding process on HR, People and leadership topics
Building robust Leadership teams: help maneuver founders and CEOs on how to scale as a leader, how to delegate and enable others to drive accountability across an organization
Everything People & HR: provide highlevel advice, sparring and mentorship to Founders, CEOs on general HR and People topics
Here to listen when you need s.o. to vent to for just a moment - being a founder and CEO can be tough and at times can feel lonely. Am here for you when you need some time being just yourself and need a safe and trusted environment to talk.

Why I joined Gildre
Being an entrepreneur is a bold and admirable decision but such an important contribution to innovation and helping our society thrive. Not always does a founder have access to funds to get all the support and expertise along the journey. As an Open Source evangelist I support the idea of Gildre to bring a community together, share best practices and support each other. I will be glad if I can make a contribution to some of your success stories and learnings.

Look forward to connecting:
linkedin.com/in/dunja-heinrich-mba-061a131