>>from Menlo Park, California In the heart of Silicon Valley, it's the Cube covering cloud now. Awards 2020 Brought to you by Silicon Angle Media. Now here's Sonia category. >>Hi, and welcome to the Cube. I'm your host Sonia category, and we're on the ground at Facebook headquarters in Menlo Park, California covering Cloud now's top women entrepreneurs in Cloud Innovation Awards. >>Joining us today is Get the Schmidt CEO of Human. Get that. Welcome to the Cube. >>Thank you. Thanks for having me. >>So just give us a brief overview of your background and more about Humira. All right, A brief >>overview. Let's see. Um, I'll start off that I've been in the industry for some time now. Um, since ah, 97 which I used to actually work at this campus that we're here today at when it used to be Sun Microsystems. So I started out in technology in product management and marketing. Mainly, um, when java was coming out so early days and really learned a lot about what it takes to take a product or a concept out to market very exciting in those early days and sort of, you know, move towards looking at Industries and Sister focused on financial services into the lot around financial services marketing. Also it son. >>And then I moved >>to Denmark, which is sort of a surprise, But I'm married to a day and we decided we would try something different. So I moved to Denmark, working at a consulting company software consulting company based in Denmark, fairly small and Ah, and was part of sort of building out of the conference and business development business they had over there. And ah, and that was a way for us, for me to understand a completely other side of the business consulting aspects where you really build software for a customer and really understand, you know, sort of the customer solution needs that are required versus when you're working at a large enterprise company kind of are separated away from the customers. And that was there where I met the two founding team members of Humi Oh, Christian and Trust in at Tri Fork into you. Essentially, we've been working together for 10 years, and, uh, we sort of all felt like we could really come out with the world's best logging solution and, ah, this was out of some of the pain we were running into by running other solutions in the market. And so we took a leap into building our own product business. And so we did that in 2016. And so that's really what brought me here into the CEO role. So we have a three person leisure leadership or executive team, our founding team, which is to verily technical folks. So the guys that really built the product and and, uh, and keep it running and take it to the next level every single day. But what was missing was really that commercial kind of leader that was ready to take that role, and that's where I came in. So they were very supportive and and bringing me on board. So that was into 2016 where I started that >>that's awesome. So how do you think having like a business and marketing background versus a technical background has helped you become a successful CEO? Um, I >>think it's really, really hard if you don't have different profiles on your founding team to be able to run a successful tech business. So there's technology that you could have the world's greatest technology like an example would be my you know, my co founders were building an amazing product, but until they came into the room, they hadn't thought about going out and trying to get a customer to use it. And essentially, that is one of the issues there is that you can sit and build something and build the best product out there. But if you're not getting feedback really, really early in the design and the concepts of product development, then customers our search of it's not built in. And so a lot of the thought process around him. EOS We like to say customers are in our DNA. We build >>our product >>for people to use 6 to 8 hours a day, and they're in it every day. And so it keeps this feeling of a customer feedback loop. And even if you're technical, it's really exciting. You know that you build something that somebody uses every day. It looks at every day, and so that's the kind of energy that we've tried to, you know, instill. Or maybe I've tried to instill in Humi Oh, that you know, our customers really matter, and I think that's one of the ways that we've been able to move, Let's say really, really fast in building the right features the right functionality, um, and the right things for people are using it on the on the on, the on the other and essentially >>so okay. And, um so you're here to receive an award for being one of the top female entrepreneurs in cloud innovation. So congratulations and And how does it feel to win this award? Super >>exciting. I mean, I'm glad that there are organizations like Cloud now that are doing amazing things for women and and also, you know, making examples of folks that are doing interesting roles in our industry, especially around B two B software. I think that's a real area where there's not many CIOs or leaders in our space where there should be. And, uh, and I think part of it is actually kind of highlighting that. But, you know, the other side is sort of an event like this today is bringing together a lot of other profiles that are women or diverse profiles together to sort of, you know, talk about this problem and acknowledge and also take, let's say, more of an active stance around, you know, making this place not so scary. I mean, I think I remember one of my early events and I was raising our series A when I walked into a VC event where there were no other female CIOs out there. There's 100 CIOs and I was the only one. And I think one of the hard parts is I walked in there and, you know, it felt a bit uncomfortable, But there were some. There were two amazing VC partners at the company that I first started talking to, and that just really used the sort of like, you know, I guess. Uncomfortable, itty. So I think the main focus at things like today or, you know, the people that are here today. So I think we can help each other. And I think that's something that you know. That's something that I'd like to see more of, that we actively sort of create environments and communities for that to happen, and cloud now is one of them. >>So I think a lot of women have had that experience where they're the only woman in the room, you know, and it's just really hard to like. Figure out your path from there. So as the company as Julio, how do you What's your strategy for inclusion? >>Um, so, like I like to call it active inclusion. I think part of this is like having a diverse workforce, which is, you know, obviously including women and different backgrounds. Other things. But >>one of >>the big things we think about at Hume Eo is we really like to, let's say, celebrate people's differences so like that you're able to be yourself and almost eccentric is a good thing. And be able to feel safe in that environment to feel safe, that you can express your opinions, feel comfortable and safe when you're, you know, coming with a opposite viewpoint. Because the diversity of thought is really what we're trying to include in our company. So it means bringing together folks that don't look like each other where exactly, the same clothes and do the exact same hobbies and come from the same countries like we have. Ah, very, you know, global workforce. So we have folks, you know in Denmark of an office in Denmark. We have an office in the UK, and we have folks all over the U. S. We have a lot of backgrounds that have come from different cultures, and I think there's a beauty to that. There's a beauty to actually combining a lot of ways to solve problems. Everyone from a different culture has different ways of solving those. And so I think part of this is all around making that. Okay, right. So, you know, active inclusion is a way to to sort of put it into terms. So So we're definitely looking for people, Actively, that would like to join something like >>this. So I love that. Um, So if you were personally, if you were to have your own board of directors, like, who would they be? Um, it's not really >>the who. It's almost like the profiles or the people. I mean, we already have a personal board like I call it. I mean, it's something that I actively started doing. Um, once I once I started with a company board, I realized, you know, I probably need my own personal board, my own sort of support infrastructure That includes folks like my family, my sisters and my mom. It also includes you know, some younger junior folks that are actually much younger >>than me. >>But I learned so much from so um, to one of my good friend Cindy, who's who is brilliant at describing technology concepts. And and I think just some of the conversations I've had with her just opened my eyes to something that I hadn't seen before. And I think that's the area where I like to say the personal board isn't exactly you know people. It's it's profile. So along the way, as you grow, you're looking for new types of profiles. Let's say you want to learn about a new concept or a new technology or, you know, get better at running or something. So it's part of bringing those profiles in tow, learn about it and then back to this board concept. It's It's not as though it's a linked in network or it's actually sort of a group of people that you sort of rely on. And then it's a It's a two way street. So essentially, you know, there could be things that the other person could gain from knowing me, and ideally, that those were the best relationships in a personal board. So so I encourage alive women to do this because it builds a support infrastructure that is not related to your job. It's not your manager. It's not your co worker. You kind of feel some level of freedom having those discussions because those people aren't looking at your company. They're looking at helping you. So So that's That's sort of the concepts around >>the personal board idea and anything as women like having a sport system is so necessary, especially in this, like male dominated industry. Well, I think it's back >>to that whole feeling like you're the one person in the room, right? Right, so you're not the one person in the room, and I think we need to change that. And I think that's like some you know, all of our kind of roles that for all the women intact. I mean, it's sort of like something that we could help each other with right, and and if we don't do it actively, I mean, you know the numbers and we know you know the percentages of these things. If we want to change that, it does require some active interest on on our part to make that happen. And I think those are the areas where I see, like, the support infrastructures, the events like this really kind of engaging, um, us to be aware and doing something about the >>problem. Thank you so much for being on the key of love having you here. Thanks for >>having me. I really appreciate it. >>I'm Sonia to Garry. Thanks for watching the Cube. Stay tuned for more. >>Yeah, yeah.