Employer Branding

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      The Science of Attraction: Thermo Fisher’s Data-Powered Employer Branding

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      In the ever-evolving world of talent acquisition, employer branding reigns supreme. It’s the alchemy of company culture, employee experience, and reputation distilled into a potent elixir that attracts and retains the best minds. But how do we know if this potent brew is actually working? For many, measuring the impact of employer branding remains an elusive quest.
      Enter Thermo Fisher Scientific, a global behemoth straddling the realms of pharma, life sciences, and chemical research. With a million products, from electron microscopes to cancer treatments and specialized roles spanning the globe, filling their talent pool is no small feat. Yet, amidst this scientific labyrinth, Thermo Fisher has cracked the code of employer branding measurement, not through guesswork, but through cold, complex data.
      Their secret weapon? A multi-pronged approach that delves beyond superficial metrics like website visits and applications. Here, we dissect Thermo Fisher’s strategies, revealing the science behind their employer branding success:
      The Triple Helix of Engagement:
      Thermo Fisher’s framework is built on three key pillars:

      Website: Beyond the Clickbait: They don’t get fooled by vanity metrics. Instead, they dissect their careers site with laser precision. Kenty Brumant, their Senior Manager of Talent Attraction and Employer Brand, advocates for splitting visitors into new and returning. This exposes how effectively they attract fresh talent, while also gauging their site’s ability to retain and engage existing candidates. But Brumant doesn’t stop there. He tracks time spent on non-application pages, understanding that the longer candidates explore, the higher the chance of them signing up for job alerts, applying, or simply absorbing the company’s essence.

      Social Media: The Conversation Amplifier: Thermo Fisher leverages the Employer Brand Index (EBI) to gauge public perception. However, they’re not passive listeners. They actively seek out conversations happening across platforms, not just on job boards or the usual social media suspects. A prime example? When recruiting data scientists, they discovered the relevant buzz happening not on LinkedIn, but on Stack Overflow, a programmer’s haven. This led to the creation of a dedicated Thermo Fisher page on the platform, attracting the niche talent they craved.

      Internal Advocacy: The Employee Pulse: Thermo Fisher knows their greatest brand ambassadors aren’t external influencers but their own employees. They conduct regular internal surveys not to gather dust but to generate actionable insights and quick wins for each business group. These range from encouraging employee storytelling to soliciting reviews and boosting engagement. But it doesn’t stop there. They partner with HR to track crucial metrics like internal mobility, diversity and inclusion, and corporate social responsibility. This data adds context to survey results and helps tailor their employer branding efforts for maximum impact.

      The External Seal of Approval:
      Their data-driven approach isn’t just self-congratulatory. Thermo Fisher’s #7 ranking on the prestigious Fortune 500 Candidate Experience Report speaks volumes. It’s external validation that their meticulous measurement translates to tangible results, attracting top talent and creating a desirable employer brand.
      Unveiling the Blueprint:
      So, what can we learn from Thermo Fisher’s scientific approach to employer branding?

      Go Beyond the Superficial: Don’t get caught up in vanity metrics. Dig deeper into engagement, conversion, and internal feedback to paint a holistic picture.

      Embrace the Conversation: Listen actively to what people are saying about you on social media and beyond. Adapt your strategy to meet them where they are, not just on the usual platforms.

      Empower Your Employees: They are your biggest advocates. Leverage their insights and enthusiasm to build an authentic brand from within.

      Quantify and Validate: Track key metrics and use HR data to add context. External recognition like industry awards serves as valuable validation for your efforts.

      Remember, measuring employer branding isn’t about finding a single magic number. It’s about understanding what matters to your audience and using that knowledge to build a strong, authentic brand that resonates with the talent you seek. Thermo Fisher Scientific has shown us that through a data-driven approach, we can not only measure the impact of employer branding, but also harness its power to attract and retain the best minds in the game. Now, it’s your turn to write your own scientific success story.

      To follow Kenty Brumant’s work in employer brand, connect with him on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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      Activision Blizzard’s Talent Attraction Strategy: Three Brands, Three EVPs

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      Activision Blizzard is a well-known name in the video game industry, with three distinct brands: King, Blizzard Entertainment, and Activision. Each brand has its own unique identity and EVP (employee value proposition), which helps the company attract and retain top talent. In this episode of our Employer Branding Podcast, we talk to Alex Horner, the Global Head of Talent Attraction at Activision Blizzard, about how they manage three separate brands for three unique game studios.

      The Unique Talent Challenges of the Video Game Industry
      Making video games is a complex process that requires a wide range of skills, from game design and engineering to art and animation. “There are so many incredibly niche roles and skillsets needed to make games,” says Horner, “and we need to articulate why someone with such an in-demand skillset might want to join us and what the benefit they would get from coming here might be.”
      One of the challenges of attracting talent to the video game industry is that it is a very competitive field. There are many different companies vying for the same talent, so it is important to have a strong EVP that will resonate with potential hires.
      Activision Blizzard’s Three Distinct EVPs
      Activision Blizzard has developed three distinct EVPs for its three brands:

      Activision: “Great games start with great people.” This EVP is focused on attracting talent who is passionate about creating blockbusters for the largest audience possible.

      Blizzard Entertainment: “Entertain the universe.” This EVP is focused on attracting talent who is passionate about creating genre-defining titles that are known for their fantasy and immersion.

      King: “Make the world playful.” This EVP is focused on attracting talent who is passionate about creating inclusive games that are accessible to a wide audience.

      Why Employee Advocacy Is Key to Activision Blizzard’s EVP Activation
      Activision Blizzard has found that employee advocacy is a key to activating its EVPs. “We really wanted to put our people at the heart of the storytelling and to have them tell the story on our behalf,” says Horner. The company has an employee advocacy program that identifies employees who are a good fit and takes them through a structured learning and development program to help them build their personal brand.
      The employee advocacy program has been very successful in helping Activision Blizzard attract top talent. With 55 people in the program, they collectively have 500,000 followers on LinkedIn and generate 2-4 million impressions on a monthly basis.
      The Benefits of Activision Blizzard’s EVP Strategy
      Activision Blizzard’s EVP strategy has a number of benefits for the company:

      It helps the company attract top talent in a competitive field.
      It helps the company differentiate its brands and attract talent to the right studio.
      It helps the company create a strong employer brand that is known for its passion for creating great games.

      Activision Blizzard’s EVP strategy is a great example of how companies can use employer branding to attract and retain top talent. By developing distinct EVPs for its brands, the company is able to attract talent with the skills and experience it needs to be successful. The company’s employee advocacy program is also a key part of its EVP strategy, and it has been very successful in helping the company attract top talent.
      Conclusion
      Activision Blizzard’s EVP strategy is a complex and multifaceted approach to employer branding. However, it is a strategy that is working well for the company, and it is one that other companies can learn from.

      To follow Alex Horner’s work in employer brand, connect with him on LinkedIn. For help with your own EVP, get in touch. We help you identify the values and culture you want to create in your company.
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      Navigating Employer Branding in APAC’s Diverse Talent Landscape

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      The Asia-Pacific (APAC) region, with its rapid digital transformation and vast internet user base, presents a dynamic and challenging environment for employer branding. Glynnis Quek, APAC Online Marketing Lead at Google, shares insights on navigating this diverse landscape and effectively attracting top talent.
      Understanding APAC’s Nuances
      APAC’s linguistic diversity, evident in over 2,000 languages and dialects, demands localized content. Chinese, for instance, has unique variations in each country, necessitating customized messaging for Singapore, Hong Kong, Taiwan, and China.
      Platform preferences vary across markets. LinkedIn is favored in India and Australia, but less prominent in Taiwan, Japan, and Korea. China has its own platforms, necessitating a shift from global channels.
      Cultural preferences also play a role. Stories highlighting a fun workplace culture resonate well in Korea, while professional development and career growth are key drivers in Singapore.
      Addressing Misconceptions about Western Companies
      Western companies often face misconceptions in APAC, such as the need for strong English language skills, rigid Western workplace cultures, and incompatibility with traditional values.
      Google’s #GoogleRamadan campaign effectively challenged these perceptions by showcasing Muslim employees, resonating deeply with APAC’s sizeable Muslim population and prompting the global expansion of the campaign.
      Balancing Global Strategy with Local Resonance
      Google maintains a global employer brand strategy while ensuring local relevance. Quek assembles cross-functional teams with local subject matter experts and traditional employer branding partners, empowering them to work within the global framework while adapting it for their specific markets.
      Partnerships for Success
      Partnerships are crucial for effective employer branding in APAC. Google’s Women Techmakers initiative in India and the Google Aboriginal and Indigenous Network in Australia are examples of localized partnerships that resonate with diverse talent pools.

      Empowering Local Teams to Create Resonant Content
      The key to success lies in empowering local teams to create content that resonates with their markets. Quek emphasizes the importance of combining a robust global employer brand strategy with innovative local teams capable of adapting content for their specific audiences.
      Bottom Line
      APAC’s growing tech talent and burgeoning middle class make it an increasingly important region for global brands. By understanding local nuances, addressing misconceptions, balancing global strategy with local resonance, and forging strategic partnerships, companies can effectively attract top talent in this dynamic region.
      To follow Glynnis Quek’s work in employer brand, connect with her on LinkedIn. For more on Google’s global employer brand strategy, listen to our episode with Mary Streetzel. For help identifying the values and culture you want to create in your company, get in touch.
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      Netflix: An Employer Brand Built on Freedom and Responsibility

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      When it comes to company culture, Netflix is a force to be reckoned with. Its famous “Freedom & Responsibility Culture” presentation has made waves and introduced ideas that are now commonplace, like unlimited paid time off and a radical approach to employee empowerment.
      But what’s really behind Netflix’s unique approach to company culture? And how do they attract and recruit top talent in both tech and entertainment?
      We sat down with Sergio Ezama, Chief Human Resources Officer at Netflix, to find out.
      Simplicity is Key
      At Netflix, everything is based on five simple principles:

      Encourage decision-making by employees
      Share information openly, broadly, and deliberately
      Communicate candidly and directly
      Keep only your highly effective people
      Avoid rules

      These guidelines inform all sorts of management policies at Netflix, from their unlimited vacation policy to their five-word expense policy: “Act in Netflix’s best interest.”
      This management structure, which Netflix sums up as “highly aligned and loosely coupled,” enables them to grow while still retaining the ability to make big pivots quickly. In short, it’s how they were able to transition from mailing DVDs directly to customers into becoming a video streaming platform, and then make the jump into producing their own high-quality content.
      Working with the Best
      Ezama quickly points out that the Netflix culture memo is an external document, not an internal one. They want it to be the first thing a candidate reads about the company and the first document you receive if you’re applying for a job.
      “We want to strike a balance between being a bit different, being credible, and being aspirational,” Ezama says. That means putting what they stand for front and center and being OK with the fact that it’s not going to appeal to everyone. The work is challenging, and excellence is expected because that’s what it takes to be the best at what you do.
      For Ezama and the candidates he’s looking for, the chance to be on a dream team that comes together to solve very challenging problems makes working at Netflix so rewarding. It’s the central Employer Value Proposition that drives all of their employer branding work.
      “Industries will change over time, and cultures will change over time,” he says, “but working with the best people is something that will remain constant.”
      Measuring Success
      As the CHRO of a large organization, Ezama is passionate about measuring the success of employer branding efforts. When someone comes to him with an idea, the first thing he’s looking for is conviction. Are you passionate about this? Are you really, truly behind this? And secondly, what is the evidence? What output can we measure?
      At Netflix, they rely on the Employer Brand Index to give them the data they need to measure their employer branding efforts. “The work that we do with Link Humans helps us understand if we’re being competitive or not, not only with Netflix but also relative to those we compete against,” Ezama says.
      So, what’s the takeaway?
      Netflix is a company that is committed to simplicity, excellence, and working with the best people. If you’re looking for a challenging and rewarding work environment where you can be part of a dream team that solves big problems, then Netflix might be the place for you.
      But be warned: Netflix is not for everyone. The work is challenging and excellence is expected. If a candidate is not up for the challenge, then it’s probably best to look elsewhere.
      But if they are ready to join a team of the best and brightest minds in the world, then Netflix is the place to be.

      To follow Sergio Ezama’s work, connect with him on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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      How Mars Used the Employer Brand Index to Refresh Their EVP

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      Developing an employer value proposition (EVP) is essential for any organization that wants to attract and retain top talent.
      The EVP is a statement that summarizes the unique value that a company offers to its employees. It is a promise to employees about what they can expect in terms of compensation, benefits, development opportunities, and overall work experience.
      An EVP is essential for any organization that wants to attract and retain top talent. It helps communicate the company’s culture and values and shows potential employees why they should choose to work there.
      But how do you know if your EVP is working? And how do you know when it’s time for a refresh?
      That’s where Link Humans’ Employer Brand Index (EBI) comes in. The EBI is a comprehensive analysis of your employer brand that tells you what candidates, employees, and alumni are saying about your company online.
      Mars, Inc. is a global company with over 140,000 employees in 80 countries. They recently used the EBI to guide an EVP refresh for their organization.

      Refreshing an EVP on a Global Scale
      Mars is a complex organization with a wide range of businesses. Their EVP needed to be something that could resonate with employees and candidates all over the world.
      The first step in the refresh process was to conduct an EBI survey. The survey asked respondents about their perceptions of Mars on a variety of factors, including career development, culture and values, and work-life balance.
      The results of the survey showed that Mars had a strong reputation among its employees and candidates. However, there were a few areas where the company could improve. For example, respondents felt that Mars could do more to promote its mission and purpose.
      Using the EBI to Supplement Internal Surveys and Focus Groups
      In addition to the EBI report, Mars also conducted internal surveys and focus groups. These surveys and focus groups provided additional insights into the company’s culture and employee satisfaction.
      However, the EBI data had some advantages over the internal surveys and focus groups. First, the EBI survey was anonymous, which allowed respondents to be more honest. Second, the EBI survey reached a wider audience, including candidates and alumni.
      How Mars Uses the EBI
      Mars now uses the EBI to measure the effectiveness of its EVP on a regular basis. The company also uses the EBI to inform its decision-making on a variety of topics, such as talent acquisition, employee engagement, and corporate communications.
      Establishing Your EBI Baseline
      The EBI is a valuable tool for any organization that wants to attract and retain top talent. By using the EBI, you can get a clear understanding of how your employer brand is perceived by candidates, employees, and alumni. This information can help you to identify areas where you can improve your EVP and make your organization a more attractive place to work.
      To follow Marie Codet’s work in employer brand, connect with her on LinkedIn. For help gathering data and insights you can act on to improve your own company, get in touch.
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      HelloFresh: Solving a Global Talent Challenge with Upskilled Talent Engagement

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      HelloFresh is a global meal kit delivery company that operates in 18 countries. This gives them a unique challenge when it comes to talent acquisition: they need to find local talent with niche skills to support their complex distribution and logistics.
      In this article, we’ll explore how HelloFresh has solved this challenge by upskilling their talent engagement team. We’ll also share five actionable tips from Carolina Guillen, Head of Global Talent Marketing and Engagement at HelloFresh, on how you can engage your own talent team in employer branding.
      The Talent Challenge of Global Logistics
      HelloFresh is headquartered in Berlin and New York, but they operate in eighteen countries worldwide. The core business model of delivering meal kits remains the same from country to country. However, the logistical problem of storing, packaging, and shipping ingredients so that they arrive fresh at a customer’s door in all of these different markets creates a unique hiring challenge for Guillen and her team.
      Different countries have different regulations governing food safety, food storage, shipping, and so on. This means that HelloFresh needs to fill roles locally in supply chain, fulfillment, and technical specialist areas to meet these requirements in each market.
      “We often need to find local talent that comes with a very specific skill or certification,” says Guillen.
      In short, there’s a lot of work to be done in talent acquisition and talent engagement. And that got Guillen thinking: could we engage this team to activate our employer brand?
      How HelloFresh Upskills Their Talent Engagement Team
      The talent engagement team at HelloFresh comes from a background in traditional sourcing and recruiting. However, Guillen has started to upskill them with marketing and project management skillsets.
      “Our main goal is for them to be delivering 360 solutions for top-of-funnel needs,” she says. This means that they’re responsible for developing event, talent community, and referral strategies. They’re also involved in developing strategies for reputation management and social media marketing.
      This approach creates alignment between Guillen’s employer branding team and the people who put it into action throughout the recruitment and hiring process. Talent acquisition has a say in what they’re being asked to do and also participates in developing strategies for employer branding.
      Moreover, upskilling these employees into comb-shaped experts with new skill sets gives them more flexibility to grow into the career they want at HelloFresh.
      In the episode, we asked Guillen for some actionable tips you can use to engage your recruitment team in employer branding work.
      Here are her 5 Ideas for Recruitment Team Engagement:

      Create a content strategy with talent acquisition in mind. Your talent acquisition team members have very direct control and influence on the candidate journey, so they can help you build pieces that are aligned with your employer brand.
      Fall in love with your candidate, not your brand. We put a lot of energy into developing an employer brand, but sometimes that makes it difficult to take a step back and see what’s working. “From my point of view, it’s much more beneficial to be a critic of your brand,” says Guillen. Instead, fall in love with your audience and build content that is made just for them.
      Don’t be afraid to reuse content. Developing quality content takes energy and focus. But when you’ve got something that works, how can you be sure it’s getting in front of the right people? And how can you get the most ROI for your efforts? Guillen recommends rehashing and recycling your campaigns and the pieces of content you create. You can get a lot of extra value by changing formats or platforms. One thing they’re doing at HelloFresh, for example, is transcribing videos they made earlier to use as the basis for new series of blog posts.
      Every good story needs a hero. Use stories about real people to tell the story of your company and to connect with candidates on a personal level. “When you can tell a story that is authentic and relatable, it really resonates with people,” says Guillen.
      Build for scale by making “recipes.” This will help you document your processes and make it easier to replicate them in the future. “We’ve created a lot of playbooks and templates that we can share with our team,” says Guillen. “This helps us to scale our efforts and make sure that everyone is on the same page.”

      To follow Carolina Guillen’s work on employer brand, follow her on LinkedIn. For help creating data-driven, actionable strategies you can use to make real change in your company, talk to us.
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      How to Use Your Employer Brand to Reduce Hiring Costs

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      The success of every company hinges on its people. But attracting the best talent isn’t always an easy feat. Companies often invest significant amounts of money into the bottom of the recruitment process — job boards and recruiters. But at Flexa, we’ve found that a great employer brand can reduce hiring costs whilst attracting the high-quality candidates your company needs to grow.
      At its simplest, employer branding is a combination of:

      Your employee value proposition (EVP), which will probably centre around your working environment and flexible working policies

      Your company culture

      Your employees’ voices.

      And then, importantly, knowing exactly how and where to shout about all this hard work!
      Here’s how it’s done.
      1. Identify your Employee Value Proposition
      A strong employer brand is built on authenticity, transparency, and a positive reputation. Start by working out what you want to be known for, what you represent, and what you can offer employees that other companies can’t (this is your EVP). This is the perfect time to identify any areas for improvement that don’t reflect positively on your brand. It’s never too late to shake up company culture to attract and retain a happy team.
      When setting out your EVP, make sure to be authentic. There’s no point in making promises you can’t keep, as this only leads to disgruntled new hires later on.
      Once you’ve identified your EVP and what makes you unique, you can start shouting about it.
      2. Leverage social media
      Social media is an indispensable tool for employer branding. Create a strong presence on relevant platforms (at Flexa we love LinkedIn) and consistently share content that reflects your company’s culture, values, and employee achievements. Engage with potential candidates through relevant hashtags and participate in industry discussions (hosting your webinars can be a great way to draw people in). By utilizing these platforms effectively, you can reach a broader talent pool and reduce reliance on expensive recruitment agencies or job boards by having talent excited to be part of your company when you are ready to hire.
      3. Encourage employee advocacy
      There are no better advocates for your company than those who already work for you. They’re your biggest ambassadors and the most authentic marketing tool. Encourage employees to share their positive experiences and wins on social media; and amplify their stories through company channels and website testimonials. At Flexa, our team often posts about how they’re making the most of flexible work.
      By leveraging employee voices, you can tap into the networks of trusted employees whilst giving potential candidates an invaluable window into your world, so they can make an educated decision about whether you’re the right fit for them.
      Remember though, this needs to be authentic: people are smart; they can tell when someone has been told to post something nice about a company. The real stories from real employees will have a much more significant impact!
      4. Shake up your success metrics
      Many companies will measure their employer brand’s success using applications and hires alone. But your employer brand is far more extensive than that, so you need to evolve the marketing metrics you use to measure it.
      Employer brand is a strategic marketing effort. Therefore, when starting out, consider measuring the success of your efforts using metrics like reach (impressions/profile views on company and employee pages), engagement (company saves/likes/subscribes/ speculative interest), and audience relevance (diversity/geography/ skills of candidates coming through the pipeline).
      Lower down the funnel, you need to measure applications and hires, as well as things like alignment and diversity. If you focus on getting maximum relevant reach to start with, you will drive down your ultimate cost to hire.
      5. Foster positive candidate experiences
      Treating candidates with respect and providing them with a positive experience during the hiring process can significantly impact your employer brand. Maintain clear communication throughout the process, provide timely feedback, and offer a smooth and efficient application process. Even if a candidate is not selected, leaving them with a positive impression can lead to recommendations or future applications. This approach helps build a strong employer brand and reduces the need for extensive and costly recruitment efforts in the future.
      6. Don’t just focus on employer brand when you’re hiring
      An employer brand doesn’t just need your attention when you’ve got roles to fill. If you want to build a strong talent pipeline, you need to have a true focus on your employer brand all year round.
      Rather than forcing applications reactively when you have vacancies, focus on proactively nurturing relationships with potential candidates and engaging with passive candidates online, on platforms like Flexa, and at networking events and conferences all year round. Maintain regular communication with these individuals using the free channels at your disposal. Being consistent in these efforts will pay dividends when it comes to bringing great talent through the pipeline and reducing your cost to hire.
      Employer branding should be an essential part of your talent attraction and marketing strategy. If you’re not doing it, take a few steps to get started. It’s easy once you know how.
      By Beth Carter, Head of Growth at Flexa.
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      Investing in Early Talent, Relearning, & More: Talk Talent to Me April ’23 Recap

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      Catch up on the April 2023 episodes of Hired’s Talk Talent to Me podcast featuring recruiting and talent acquisition leadership who share strategies, techniques, and trends shaping the recruitment industry. 

      Putting people first with Kelly Minella, Head of Recruiting at Calendly

      Investing in early talent with Krishna Kumar, Co-Founder and Managing Director of Quintrix 

      Relearning and eliminating biases with Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

      Creating a thriving company culture with Maryjo Charbonnier, CHRO at Kyndryl 

      1. Kelly Minella, Head of Recruiting at Calendly

      Put people first. You’ll be more likely to make quality hires and maintain a cohesive work environment, according to Kelly. In this episode, she shares how she knew her CEO cared about prioritizing people and the importance of a talent team having a shared understanding. Plus, Kelly tells how the introduction of interview training has made Calendly better and why you should always be asking for and reviewing candidate feedback.

      “I applied [to Calendly], and my first conversation was with our CEO, Tope Awotona, and it was fabulous. I remember calling my mom afterward and being like, ‘Mom, that was special’. And the reason why, and why it has remained special, is how much priority he puts on people.”

      Listen to the full episode.

      2. Krishna Kumar, Co-Founder and Managing Director of Quintrix 

      Investing in early talent is becoming more popular. Krishna discusses why businesses need to think more about this talent in the long term and how companies can better support their new recruits. He also dives into his game-changing post-deployment framework and why many candidates are falling short of the mark. 

      “Career development, or lack thereof, is the number one reason for people to leave their jobs and explore other opportunities. So, you want to make sure that the candidates are constantly receiving the support, feedback, and career development to be successful.” 

      Listen to the full episode.

      3. Jenny Cotie Kangas, Director of Employer Branding and Awareness at PandoLogic

      Sometimes the best approach to a challenge is to start from scratch. When Jenny lost most of her memories as a result of a head injury, she underwent a process of extreme relearning. Though the experience came with hardships and frustrations, it was hugely beneficial to her professional life. In this inspiring episode, Jenny shares how learning to explain things in their simplest form, eliminating biases and blindspots, and employing reverse engineering strategies leads to true organizational change.

      “When you storytell something in a way that makes sense to a 10-year-old – all of a sudden everybody can understand it. Not just the top 10% or the most experienced in your organization, but everybody can. And when you’re trying to actually make change happen, your goal is to hit everybody, not just the top 10%.”

      Listen to the full episode.

      4. Maryjo Charbonnier, CHRO at Kyndryl 

      Maryjo isn’t afraid of a challenge. In fact, she has sought out difficult problems to be part of a solution. Her passion for change-making led her to be Chief HR Officer at the world’s largest startup with over 90,000 employees and $19 billion in revenue. As an expert on cultural processes, Maryjo explains what it takes to cultivate and maintain a thriving company culture. 

      “One of the most important things HR people do is listen to what isn’t said.” 

      Listen to the full episode. 

      Want more insights into recruiting tips and trends?

      Tune into Hired’s podcast, Talk Talent to Me, to learn about the strategies, techniques, and trends shaping the recruitment industry—straight from top experts themselves. More