Subscribe to the Amplify Digest Newsletter: a weekly newsletter designed to help modern HR operators stay on top of the latest news, trends, and resources in all things people.

Welcome to the Amplify Digest. Every week, I break down five articles in five minutes; discussing the top people news, stories and resources that are worth your time. Scroll down for links to the articles covered in the video (and more), a helpful thread from the Amplify Accelerator Community, and curated jobs from the Amplify Job Board.

This week’s digest explores offices at clubhouses, hybrid, how to write a cold email, and the hottest job in hypergrowth.

Articles discussed in this week's Digest (and more)

1. How Front Developed a Future of Work Plan Endorsed by 95% of its Workforce (The Org)

2. The Post-Pandemic Office Should Be a Clubhouse (The Wall Street Journal)

3. Harvard And Stanford Professors Predict The Future Of Work (Forbes)

4. The Cold Email Guide (The Curiosity Chronicle)

5. The Hottest Hypergrowth Hire Is Still Chief People Officer (Jess Yuen)

6. The Two Things Killing Your Ability to Focus (Harvard Business Review)

7. Setting Boundaries Email Template (Dr. Erin L. Thomas via Twitter)

8. Madison Butler Launches The Black Speakers Collection As A Way To Close The Speaker Pay Gap (Forbes)

NEW: ✨ Amplify Community Wisdom ✨

The Amplify Accelerator Community was specifically designed to help modern people operators expand their networks, thinking, and connections. Each week, I'll spotlight a helpful thread from the community to help Amplify Digest subscribers learn from the discussions.

[Question] Hi everyone, I’m looking for guidance on how firms offer equity to employees when hiring in multiple jurisdictions. We have equity programmes in place for our main employee hubs (Ireland, UK, US, and Australia). However, we’re going to be hiring more remote candidates next year from a wider range of countries. Any guidance for how others have scaled their ability to offer equity to employees in multiple jurisdictions?

• A1: We offer the same number of shares across our two locations (Canada & US). We only vary salary / hourly rate based on market data.

• A2: Our options plan is US based and as long as we're granting NSOs our Gen Counsel and CFO are fine granting across any country. They attended a Bessemer webinar about this as well and still felt fine. Like many of the other small challenges for employees who might be employed one-off and often through PEOs, indeed it might wind up having different implications for the employees by country and if the company wanted to be very careful and thorough they should work with legal counsel in this area.

• A3: Not sure if helpful, but we offer global stock via Carta. We keep it globally the same e.g: someone in the Netherlands would get the same stock options as someone else in the US, if they are at the same level/ position. What makes all of this hard is the strike price often affects folks in very low-cost locations, and this is also kept the same, but you can make the exercise window longer to help them in terms of exercising stock, should they leave after the vesting period.
  They are also responsible for their own taxes when it comes to stock, when outside the US.

You can learn more about the Amplify Accelerator Community in this post or by clicking the button below. 

Redefining HR Podcast 🎧

People Executives Share What Gives Them Hope About The Future Of HR

Jobs

Hiring? Post your jobs on the Amplify Job Board to reach members of the Amplify community.

1. People Strategist (Thrive Digital) - Remote (Canada)

2. Chief People Officer (Spring Health) - New York, NY