UserTesting Sr. CSM reviews

Sounds like we need to do better in our messaging on turnover, although Andy does explain why we use those measures when we discuss them. It would be ideal if everyone fit and our hiring were perfect, but that's not realistic. What we feel we do well is communicate with people that things aren't working out. The best outcome for everyone is that people opt out and find a new role with little disruption to their lives and with their heads high. While this turnover isn't regrettable, we wish the people that leave us the best future possible and help them get to their next place. Our discussions around culture fit focus heavily on our value of "Be Kind" and as we scale, it becomes more and more important not to bring jerks, politicos, and ladder-climbers onto the team -- that's the culture fit that is important. I'm wondering what mixed messaging you have noticed around our diversity and inclusion efforts? We're proud to be 44% women worldwide and 16% underrepresented in the U.S. With the addition of our head of inclusion, diversity, equity, and belonging recently, and the creation of the diversity recruiting program, we're trying to accelerate our progress and become an example for other software companies. We encourage you to bring your point of view and join us to help in our focus on making this a company that reflects the communities around us.