[Verse 1] No more gut feelings when we hire Structured questions, data we require Work samples show what people really do Committees decide, not just one or two Standardized rubrics guide the way HR builds systems, doesn't screen all day [Chorus] People Ops is different, you can see Structure, transparency, and equity Development talks and eval talks apart Trust and judgment, that's where we start No more broken promises, no more games People Ops rewrites the hiring flames [Verse 2] Feedback flows like water, every week Peers help develop, not critique Market data sets your compensation No more ratings-based frustration Pay bands open for all to see No negotiation, just equity [Chorus] People Ops is different, you can see Structure, transparency, and equity Development talks and eval talks apart Trust and judgment, that's where we start No more broken promises, no more games People Ops rewrites the working flames [Bridge] Minimal policies, guidelines instead Trust your people, clear the overhead Quarterly audits fix the pay gaps fast Prune the rules that didn't last Compliance runs like infrastructure Not identity, just procedure [Verse 3] Automate the legal requirements Outsource judgment to experts Never let compliance justify More process that makes people cry Guidelines not rules, freedom to think People Ops builds a stronger link [Chorus] People Ops is different, you can see Structure, transparency, and equity Development talks and eval talks apart Trust and judgment, that's where we start No more broken promises, no more games People Ops rewrites the working flames [Outro] From hiring to pay to policy design People Ops makes the future shine Data-driven, human-centered too This is how we're breaking through
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