What does it take to build a thriving remote culture and transform how teams meet? In this episode of the Return to People Podcast, host Kaleem Clarkson talks with Aydin Mirzaee, co-founder and CEO of Fellow, the AI-powered meeting assistant helping organizations improve collaboration before, during, and after every meeting. Drawing from his experience founding Fluidware (acquired by SurveyMonkey) and Fresh Founders, Aydin shares his journey of leadership, adaptability, and continuous learning in a rapidly changing world of work. Once skeptical of remote work, Aydin admits he thought it would lead to less productivity. But the pandemic changed everything. Forced to adapt, his team discovered that successful remote work depends not on oversight but on trust, communication, and clarity. “The communication infrastructure and sophistication of a remote team is much higher,” Aydin explains, emphasizing that building alignment requires intentional systems and consistent dialogue. As Fellow evolved, Aydin and his team learned that connection is just as important as performance. While remote work offers flexibility and access to global talent, it also requires deliberate efforts to foster human relationships. To maintain team cohesion, Fellow organizes biannual summits and local gatherings that strengthen social bonds and nurture a sense of belonging. At the core of Aydin’s philosophy is the idea of optimizing for learning, encouraging experimentation, reflection, and growth across every level of the company. By cultivating a learning culture, teams not only become more resilient but also unlock innovation and long-term success. This conversation offers a refreshing perspective on what it means to lead in the hybrid era. Aydin explores how AI can make meetings smarter and more meaningful, how remote leaders can communicate with greater intentionality, and how creating an environment centered on learning and connection leads to stronger, more empowered teams. While technology can enhance how we work, it’s still people, and the relationships we build, that drive true progress. 🎧 Listen now to hear how Aydin Mirzaee and his team at Fellow are redefining meetings and remote leadership through the power of AI, communication, and human connection: Learn more from Aydin: Aydin´s LinkedIn: https://www.linkedin.com/in/aydinmirzaee Fellow: https://fellow.ai/ Learn more about your ad choices. Visit megaphone.fm/adchoices

How do you build strong remote teams while tackling global challenges? In the latest episode of the Return to People Podcast, host Kaleem Clarkson talks with Guy Bayes, co-founder of Vibrant Planet and veteran engineering leader with over 20 years of experience at Lyft, Facebook, and Lawrence Livermore National Labs. Today, Guy is applying his expertise to climate tech, building remote-first teams dedicated to wildfire remediation. Guy shares two major hurdles in leading remote teams. Onboarding and mentoring junior employees can be difficult since remote work removes the natural learning opportunities that happen in person. Leaders must be intentional about mentorship and creating accessible support systems. Additionally, building a strong documentation culture is essential for distributed teams, but instilling the habit of writing down processes consistently is challenging. “You have to write stuff down,” Guy emphasizes. Despite these challenges, Guy highlights the powerful advantages of remote work. Hiring without geographic boundaries allows Vibrant Planet to access diverse perspectives, which drives innovation and stronger problem-solving. Eliminating commutes gives employees more focus, flexibility, and better work-life balance. At the same time, intentional in-person gatherings such as retreats and meetups help teams connect, build trust, and align around shared goals. Beyond leadership and team-building strategies, Guy explains how Vibrant Planet uses data and machine learning to fight wildfires and protect forests, proving that remote-first teams can create real-world impact. 👉 Listen now to hear Guy Bayes’ insights on mentoring in remote settings, building strong documentation practices, and leading diverse, purpose-driven teams in today’s flexible workplace. Learn more about Guy: Guy´s LinkedIn: https://www.linkedin.com/in/guy-bayes-53a72a/ Vibrant Planet: https://www.vibrantplanet.net/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest episode of the Return to People Podcast, host Kaleem Clarkson speaks with Christine Pope, CEO of Tax Valet, a fully remote, B-Corp certified company transforming sales tax services. Christine has grown the company from six employees to over 80, all while maintaining a culture of connection, trust, and growth. Her experiences offer actionable insights for leaders navigating the complexities of remote work. One of the biggest challenges Christine discusses is navigating rapid growth. Expanding so quickly required careful development plans, succession planning, and clear role scorecards. “It was important that we make sure we even have the right scorecards for the roles that we're creating as we grow,” Christine explains. Supporting employees’ growth while keeping a cohesive culture in a remote environment has been central to her approach. Talent acquisition beyond borders has been another success. Over the past three years, Tax Valet has received more than 50,000 applications, showcasing its strong employer brand. Christine highlights the importance of mutual fit in hiring: “You’re interviewing us as well.” By prioritizing values alignment, Tax Valet attracts top talent while ensuring long-term retention. Creating a supportive environment has also been key. Christine emphasizes robust onboarding, mentorship, and tailored learning and development programs that help employees feel welcomed, valued, and empowered. These efforts not only enhance morale but also improve overall company performance. Christine Pope’s leadership demonstrates that scaling a remote-first company doesn’t require sacrificing connection, growth, or culture. Her insights provide a roadmap for leaders looking to attract top talent, build cohesive teams, and foster a thriving remote work environment. 🎧 Listen now to the full episode and learn how to grow your team effectively, strengthen culture, and create a people-first remote workplace. Learn more about Christine: The Tax Valet: thetaxvalet.com Christine´s LinkedIn: https://www.linkedin.com/in/christine-pope-cmi Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest episode of the Return to People Podcast, we sit down with Brandon Bowers, Chief Operating Officer of SMB Team, to explore the evolving world of hybrid and remote work. With years of experience leading teams through periods of rapid change, Brandon shares actionable insights on navigating the challenges of workplace flexibility while maintaining strong culture, engagement, and performance. One of the biggest challenges Brandon highlights is adaptability in leadership. As SMB Team transitioned from a traditional office model to a hybrid structure, maintaining employee engagement and clear communication became a central focus. Brandon candidly discusses the hurdles that came with this shift, from ensuring that remote employees felt included to preventing miscommunication across dispersed teams. His experience underscores that successful hybrid leadership requires intentionality, flexibility, and consistent feedback loops. Brandon also dives into two critical challenges facing hybrid organizations: talent acquisition beyond borders and communication gaps. By embracing remote work, SMB Team expanded its hiring reach globally, attracting top talent and fueling growth and innovation. At the same time, Brandon highlights the importance of clear communication guidelines to bridge gaps between in-office and remote employees, ensuring transparency, alignment, and engagement across the entire team. This episode is a must-listen for leaders seeking practical guidance on leading hybrid teams, improving employee engagement, and scaling culture in a remote-friendly world. Brandon’s insights illuminate how challenges—whether in communication, talent acquisition, or team cohesion—can be turned into opportunities for growth, connection, and innovation. 🎧 Listen now to discover actionable strategies for navigating hybrid work, strengthening team culture, and leading with adaptability in today’s evolving workplace. Learn more about Brandon: Brandon´s LinkedIn: https://www.linkedin.com/in/brandon-s-bowers/ SMB Team: https://www.linkedin.com/company/thesmbteam/ Learn more about your ad choices. Visit megaphone.fm/adchoices

In the latest episode of the Return to People Podcast, we’re joined by Caroline Yost, VP of People at Serenity Kids and a powerhouse in the world of People & Culture. With over a decade of experience scaling high-growth organizations, Caroline has built her career on fostering human-centered, high-performance teams in fast-paced environments. At Serenity Kids, she leads with empathy, strategy, and a deep commitment to building inclusive workplaces where employees can truly thrive. Caroline’s perspective is especially relevant today, as organizations navigate hybrid and remote-first work models while trying to preserve engagement, connection, and trust. She openly shares both the challenges and the successes of leading culture in a flexible, distributed workplace. One of the biggest challenges for her as VP? Engagement across remote and in-person employees. While remote work has brought freedom and flexibility, it can also create barriers to connection. “There’s always that blockage of a screen that makes it harder to connect,” Caroline explains. For extroverted team members who crave face-to-face interaction, her team continues to experiment with ways to create meaningful touchpoints. Despite those challenges, Caroline emphasizes the deep trust that anchors Serenity Kids’ culture. Trust isn’t something that was built overnight—it has been embedded since the beginning by leadership who believed in empowering employees. “There is a baseline of trust that whoever is in the seat will carry that torch,” she notes, underlining that people simply want to feel heard and validated. What ties all of this together is Caroline’s employee-centric approach. She invests time in truly listening to employees, gathering feedback, and adapting systems to meet evolving needs. Whether through engagement surveys or one-on-one conversations, her goal is to build psychological safety and belonging. As she puts it: “People just want to feel heard and validated.” This episode is a masterclass in empathetic leadership, cultural resilience, and people-first flexibility 👉 Don’t miss this conversation! Tune in now to learn how to build trust, foster engagement, and create thriving workplace cultures in a hybrid world. Learn more about Caroline: Caroline´s LinkedIn: https://www.linkedin.com/in/carolinejyost/ Serenity Kids: https://myserenitykids.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

What does it take to rebuild a thriving remote-first workplace culture after a crisis while staying true to a mission that spans the globe? In this new episode of Return to People Podcast, host Kaleem Clarkson speaks with Scott Marshall, President & CEO of the Institute for Shipboard Education, home to the iconic Semester at Sea program. Scott shares how his purpose-driven nonprofit rebuilt its global workplace culture around flexibility, trust, and remote collaboration, all while keeping a distributed team connected and engaged. Recovering from COVID-related revenue loss and the shutdown of voyages wasn’t easy. Rebuilding trust during layoffs and overcoming generational bias toward in-office work made it even more challenging. But as Scott says, “If you want the best people, go national.” That mindset opened the door to a stronger, more resilient team with engagement scores in the high 80s and 90s. From biannual all-staff retreats to intentional onboarding, Scott reveals practical ways to keep mission-driven global teams connected and thriving. 🎧 Listen now to discover actionable strategies for building culture, connection, and performance in remote-first organizations, no matter the distance! Learn more from Scott: Scott´s LinkedIn: https://www.linkedin.com/in/scott-marshall-b250305 Semester at Sea: https://www.linkedin.com/school/semester-at-sea-ise/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Meet Hari Srinivasan, CEO and co-founder of iCover, who's revolutionizing life insurance with a 5-minute, AI-driven application process. In this episode of Return To People Podcast, Hari shares his journey from immigrating to the U.S. in 1998 to building two tech companies from Missouri—including a fully remote iCover, long before it was trendy. But this isn't just a tech story—it's a playbook for remote work done right. Hari dives into the three pillars of iCover’s success: Trust, Responsibility, and Onboarding, and why 95% of employees vote to stay remote each year. Ironically, one of his biggest hiring challenges? Some candidates don’t want remote work. He breaks down how iCover uses machine learning to analyze health data in minutes, cutting out lab visits, paperwork, and wait times—delivering what he calls “the best life insurance buying experience.” From reducing costs to unlocking global talent, remote work has become a strategic advantage, not just a convenience. Packed with insights on leadership, culture, and the future of work, this conversation is a must-listen for founders, hiring managers, and anyone navigating the new world of work. 🎧 Tune in to learn how AI, remote culture, and a bold vision are transforming an industry—and reshaping how we work. Learn more about Hari: Hari´s LinkedIn: https://www.linkedin.com/in/hari-s-42b92628/ iCover: https://icoverinsure.com/team Learn more about your ad choices. Visit megaphone.fm/adchoices

In the premiere episode of Return to People, host Kaleem Clarkson sits down with Jennifer Cameron, CEO of Blend Me, Inc., to unpack what it truly takes to build high-performing, people-first remote workplaces. With a background in HR and communications—and a master’s degree from the University of Connecticut—Jennifer shares decades of insight into shaping inclusive, resilient, and remote-ready cultures. The conversation begins with a throwback to Jennifer’s 2010 thesis on the Employee Value Proposition (EVP), which continues to guide Blend Me’s mission today. She defines the EVP as the authentic promise an organization makes to its people—one that directly impacts every stage of the employee journey, from onboarding to exit. A key highlight of the episode is the introduction of TREE, Blend Me’s Remote Employee Experience framework. Jennifer walks through its core elements—Trust, Responsibility, Attract, Hire, Onboard, Engage, Perform, Develop, and Depart—emphasizing that mutual trust and accountability are the bedrock of sustainable remote teams. Without them, morale, retention, and engagement quickly erode. Jennifer also challenges outdated performance management models, advocating for real-time, human-centered feedback over annual reviews. She underscores that performance isn’t about time at a desk—it’s about meaningful outcomes tied to growth and purpose. Whether you’re leading a remote team or designing culture strategy, this episode offers practical insights and enduring truths to help your people—and your business—thrive. Learn more about Jennifer: Jennifer’s LinkedIn: https://www.linkedin.com/in/jencameronc/ Blend Me, Inc.: https://www.blendmeinc.com/ Learn more about your ad choices. Visit megaphone.fm/adchoices

Mark your calendar for July 23rd! In this quick teaser, co-hosts Kaleem Clarkson shares what’s coming next on Return To People—from honest chats with visionary HR leaders to on-the-ground interviews at top industry conferences. Hear why putting people first remains the ultimate competitive advantage. Subscribe now so you’re ready when the season kicks off! 18e8f23f684e68980593e82a2e907bb6d905de99 Learn more about your ad choices. Visit megaphone.fm/adchoices