Stephanie Mardell
Chief People Officer
Button Inc

(5.0)
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Profile

Stephanie is responsible for all things people - recruiting, learning & development, performance management, compensation, and people happiness programs. Formerly at Square, she partnered with senior leaders to build a world-class team during a period of significant growth (400 to over 1000) while establishing and scaling recruiting best practices across the company.

Reviews

2 COMMENTS


  1. As the Chief People Officer at Button, the NYC-based mobile commerce technology company, Stephanie Mardell has developed, nurtured, and evolved Button into a place of admirable talent, culture, productivity, and growth. Today, Button is a highly sought-after company to work for and, as a result, has received industry-wide recognition as one of the best places to work by Inc., Entrepreneur, Great Place To Work Institute, and most importantly, Crain’s. Because of Stephanie’s astounding accomplishment as a people leader, she has been named a recipient of the 2019 Great Place to Work® For All Leadership Award. Stephanie’s personal leadership style is centered around transparency and clear communication. She provides the Button Recruiting Team and all hiring managers with the tools, resources, and training sessions needed to successfully navigate an exemplary recruiting experience. Examples of training include equity 101, interview, management, and leadership coaching. She also creates “value propositions” for each team working together to create a shared understanding of how each team makes an impact on the mission and vision of Button. In addition, to provide alignment and a best-in-class candidate experience, she launched new Candidate Kits showcasing Button’s new office located in the Seaport District to help answer common questions to give all candidates full clarity on what to expect along the hiring process. As a data-driven leader, Stephanie also provides the People Team with a clear framework to build, measure and learn. She ensures the rigorous reporting of quality and accurate data across applicant tracking systems as well as onboarding and office experience surveys. The OKR framework that she has adapted for her team lays down very clear, specific and measurable goals to ensure that her team is working together to build and scale the best possible people operations and recruiting functions, and ultimately, company culture.

    Mid Level Professional, submitted on

  2. Building a company culture that is dedicated to individual and organizational growth. For example, we have put together a Growth Ladder that removes the ambiguity of promotions – it empowers employees to take ownership of their professional growth, impact, and accomplishments. Additionally, we have built out a Speaker Series called Nourish that brings in entrepreneurs and subject matter experts from around the world to share their stories and insights. We also hold quarterly works that help build skills and awareness – like interaction and communication styles, interviewing and team building, influencing without authority, and radical candor.

    Mid-level professional, submitted on

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