# Caralyn's Manager Readme

**Chief People Officer at FanDuel**

# Motivation for this document

I'm open to talking about just about anything, but I know it can be hard to ask certain questions—especially when you're new or unsure of how I might respond. This ReadMe is meant to give you a head start on understanding how I work, what I care about, and how we can work best together. I’d love for others to create a ReadMe too!

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# My role

My role has three key components:

1. **Leading the People function**
2. **Being a member of FanDuel’s Executive Leadership Team (ELT)**
3. **Partnering closely with our CEO, Amy Howe**

## _Leading the People Function_

I absolutely love leading the People function at FanDuel. Our team is about 100 strong, and together we own the full employee journey—from foundational, "brilliant basics" to "strategic differentiators" that set FanDuel apart. It's a balance of building solid, reliable systems while also innovating and pushing boundaries. The team brings incredible talent, energy, and fun to the work, and I couldn’t be prouder of the culture we create.

## _Executive Leadership Team_

As part of the ELT, I help shape and drive our company’s business strategy and priorities. My focus is on ensuring we make the right people and business decisions to fuel our growth and success. It’s a privilege to be part of such a smart, creative, and committed group of leaders.

## _Partnering with Amy Howe, CEO_

I also work closely with Amy Howe, our CEO, as her strategic HR partner. Amy is an inspiring leader, combining decades of business results with a people-first mindset. We share values and vision, and I think our different perspectives make us a strong and effective team.

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## What I Value Most

- **Hard work & initiative** : I have endless time for people who are putting in the effort and striving to do great work. I love when someone runs with an idea and creates something amazing with minimal direction.
- **Optimism** : I prefer to work with people who focus on possibilities and solutions rather than getting stuck in what’s wrong or why something _can’t_ be done.
- **Fairness** : I care deeply about fairness—even when no one else sees the process or outcome. If I sense something is unfair (e.g., hidden opportunities or inconsistent treatment), I get uncomfortable. I wouldn’t stay at a company—or work with leaders—who don’t value fairness.
- **Direct communication** : I tend to address conflict head-on. I believe open and honest discussions, even when they’re hard, lead to better outcomes.
- **Accountability & follow-through** : I can get frustrated when we miss deadlines or deliver below expectations—especially if I’m surprised by it. I care a lot about delivering great work, and I’ll likely seem less empathetic in those moments. The best way to work with me is to keep communication open, share updates, raise risks early, and ask for help when needed.

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## My Expectations

- **Bias for action** : I like to move quickly and try things. If something is 80% ready, I’m usually good to roll it out and iterate later. That said, some work is “for a grade” and needs to be right the first time. Others are “pass/fail” and can be lighter-weight. If you’re unsure which something is, just ask! It’s important we’re aligned on the bar for success.
- **Accessibility** : I try to be available and responsive. Slack or email is great for quick questions—if I don’t reply, I likely missed your note, so please feel free to follow up. I like scheduled 1:1s to ensure regular touchpoints, but I’m also happy to chat informally if something pops up.
- **Flexibility** : Work/life integration isn’t one-size-fits-all. We’re in a support function, which means we flex to meet the business’s needs. I personally try to be fully present with my family daily and protect holidays and vacations. I want the same for you—let’s talk openly about what works and how to make it sustainable.

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## 1:1s

I prefer to have weekly scheduled 1:1s with each of my direct reports. I see this as _your_ time, so please come with topics, questions, or areas where you need support. I also like having a shared agenda we can both access beforehand. While I offer real-time feedback in 1:1s, I’ll set aside separate time for deeper discussions on performance, development, or major projects.

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## Personality Quirks

- I struggle to leave ongoing conversations, which sometimes makes me late to the next meeting. It helps when meetings end on time—please feel free to keep me honest here.
- Tangents can wear on me—especially if they don’t include or engage others.
- I have no poker face! You’ll be able to tell how I’m feeling.

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## Your First 90 Days

Use this time to really understand the business, your team, and your peers. The deeper your knowledge of how things work and who’s who, the better you’ll be able to support the business and succeed in your role. You only get one “new” phase—make it count!

**Recommended reading** :

- _The First 90 Days_ by Michael D. Watkins
- _What Got You Here Won’t Get You There_ by Marshall Goldsmith