diff --git a/contents/teams/people/index.mdx b/contents/teams/people/index.mdx
index c5d4f878fec9..27a07c1bc5e1 100644
--- a/contents/teams/people/index.mdx
+++ b/contents/teams/people/index.mdx
@@ -12,10 +12,9 @@ import TaskOwnershipTable from '../../../src/components/TaskOwnershipTable'
 
 Our people team works across talent, people, operations, and culture. This is what we care about:
 
--   Setting a very high bar for bringing people on board. We are always looking for _the_ best people in their field, or people on their way to becoming exceptional at their jobs. This is so important to us, it's enshrined in our [values](/handbook/company/values#talent-compounds).
 -   Supporting our team throughout the entire employee lifecycle - from [making an offer](/handbook/people/compensation), to [onboarding](/handbook/people/onboarding) and [progression](/handbook/people/career-progression), [time off](/handbook/people/time-off), and eventually [parting ways](/handbook/people/offboarding).
 -   We create light-touch initiatives, systems, and processes that allow PostHog to act fast and [scale iteratively](/handbook/company/culture#iteration)
--   Building a [diverse and inclusive culture](/handbook/company/diversity) with a strong sense of belonging is at the heart of everything we do.
+-   Building a [grown up company](/handbook/company/grown-ups) with a strong sense of belonging is at the heart of everything we do.
 
 ### Task ownership