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Founded in 1973, the FedEx corporation has become one of the worldâs largest transportation companies. Delivering in more than 220 countries and holding a valuation of $90 billion, FedEx attributes its success to a simple philosophy of âPeople, Service, Profit.â These three words embody a cycle: Employees deliver on services that generate profits, and FedEx reinvests these profits into the workforce.
Mike Lauderdaleâs understanding of the companyâs operations is invaluable. After 40 years at FedEx, he is currently serving as Vice President of Human Resources. In a conversation with Toptal Chief People Officer, Michelle Labbe, Lauderdale explains how the company culture has changed during his time with FedEx, and how it has maintained its people-centric mantra amid a rapidly changing industry.
Some Questions Asked:How has FedExâs culture evolved over the four decades that Mike Lauderdale has been with the company?How is FedEx using AI and robotics to optimize its operations?What strategies does FedEx employ to foster career mobility and development?In This Episode, You Will Learn:How corporate programs can improve staff retention.How to communicate a people-first philosophy that engages talent.How remote working can enhance connectivity across all company tiers.Links:Mike Lauderdale - LinkedInFedEx - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy PodcastHosted on Acast. See acast.com/privacy for more information.
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Spanning more than 220 countries and territories, Booking.com provides millions of unforgettable journeys with its straightforward travel and accommodation services every year. A team of hybrid employees enables its customersâ adventures and has contributed to a thriving workplace. Booking.com was recognized for providing the Best Leadership Teams and Best Global Culture in 2023 by Comparably, a site for employees to rate companies. It was also included on Fortuneâs Worldâs Most Admired Companies list for 2024 and was named one of Forbesâ Worldâs Best Employers in 2023.
As Chief People Officer and SVP, Paulo Pisano guides the exceptional work environment at Booking.com. Arriving at the company in early 2020âjust as the pandemic began to cause significant upheaval in the tourism industryâPisano helped employees navigate this turbulent period and flourish in a new hybrid work setting. Since 2021, he has also served as Executive Vice President and CHRO of Booking Holdings, the parent company for Booking.com, KAYAK, OpenTable, Priceline and Agoda.
Joining Michelle Labbe on The Talent Economy podcast, Pisano talks about what he has learned over the last few years, his expectations for the future, and how the experiences and cultural enrichment that Booking.com provides to its customers plays into company culture.
Some Questions Asked:What unique travel benefits and experiences does Booking.com offer to its employees?How does Booking.com maintain and promote a unified company culture across its diverse portfolio of brands?How does Booking.com intend to utilize AI?In This Episode, You Will Learn:Why Booking.com benefits from hiring early-career talent.How to coordinate a global workforce in a hybrid environment. How managing the HR of a parent company offers different challenges and opportunities than other HR roles.Links:Paulo Pisano - LinkedInBooking.com - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast
Hosted on Acast. See acast.com/privacy for more information.
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Founded in 1911, IBM has been at the center of the dynamic technology industry for decades. With more than 285,000 employees in over 175 countries, IBM maintains its position as a global leader and excels on the frontiers of hybrid cloud technology and artificial intelligence.
The company's commitment to employee satisfaction has earned IBM a place on Forbes' Top 500 Best Companies for Diversity in 2023, a perfect score on the Human Rights Campaign's Corporate Equality Index, and five stars on Newsweek's 2023 list of America's Greatest Workplaces for Diversity. IBM's dedication to innovation also extends to workplace culture, diversity, and inclusivity.
Kitty Chaney Reed, IBMâs Chief Leadership, Culture, and Inclusion Officer, brings over 25 years of technology and business experience to the role. Chaney-Reed has consistently championed workplace diversity and inclusion, leading a global team in addressing societal issues that impact IBM employees and their communities.
Her accomplishments include being an alumnus of the Distinguished Leadership Atlanta program, receiving the Georgia Diversity Council's 2015 Most Powerful and Influential Woman Award, and serving on IBM's Black Executive Council. Chaney Reed is dedicated to cultivating an inclusive environment and leveraging the strengths of a diverse workforce to create a workplace where employees can thrive.
Some Questions Asked:How does a diverse workforce foster continuous innovation? How has a history of more women in meaningful roles affected IBM's culture?Will AI impact job opportunities in the future?In This Episode You Will Learn: How companies can address societal issues affecting their employees and communities.How a robust mentorship and supportive culture allows employees to connect with mentors and peers, aiding career navigation and personal growth.How AI will enable employees to upskill and engage in higher-value tasks.Links: Kitty Chaney Reed - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Instacart is a same-day grocery delivery service that seeks to make grocery shopping accessible to everyone. Founded in 2012, Instacart experienced exponential growth during the COVID-19 pandemic and became a household name as the general public turned to the service amid lockdowns and social distancing measures. During the first two months of the pandemic, Instacart delivered more food than Walmart.
Today, Instacart serves customers across the US and Canada, offering an extensive network of more than 1,200 retailers and spanning more than 80,000 locations.
Instacartâs people-centric company culture has been recognized as one of the best places to work in the Bay Area. With a flexible remote work policy, take-what-you-need vacation time, and a âFour Year Fill-Upâ program that provides four weeks off after four years of employment, the company continues to be forward-thinking in its employee support and talent approach.
Christina Hall joined Instacart in 2020 as the companyâs first CHRO. With more than 20 years of experience in HR, she has worked with renowned tech leaders like Facebook, LinkedIn, and Intuit. At Instacart, Christina is instrumental in driving the companyâs growth and well-being while ensuring a thriving work culture for its employees and independent contractors.
Some Questions Asked:How have you seen the talent landscape change throughout your career?As Instacartâs first CHRO, what steps did you take to establish the role and the culture?What is Flex First and what tools do you have in place to support your Flex First workers?In This Episode, You Will Learn:How a companyâs values can be centered around a love for food.How a bespoke well-being approach can rejuvenate employees.How the COVID-19 pandemic dramatically changed the landscape for Instacart.Links:Christina Hall - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Gena Smith, Chief Human Resources Officer of LVMH North America, joined Michelle Labbe, Chief People Officer of Toptal, on the latest episode of The Talent Economy podcast.LVMH MoĂ«t Hennessy Louis Vuitton, is a renowned luxury goods conglomerate headquartered in Paris. The companyâs diverse portfolio of brands includes household names such as MoĂ«t & Chandon, Hennessy, Louis Vuitton, Christian Dior, Fendi, Givenchy, Dom PĂ©rignon, and TAG Heuer. LVMH operates as an ecosystem where each brand maintains its unique DNA and heritage while benefiting from synergies within the group.Smith plays a key role in fostering LVMHâs signature culture of creative excellence among the companyâs 40,000 North American employees. Prior to joining LVMH in 2011, she spent more than a decade working closely with leading retail and luxury brands through notable industry consultancies. Based in New York City, Smith also serves on the board of the Fashion Scholarship Fund, a nonprofit association that supports young talent as they seek to realize their career ambitions in the fashion industry.
Some Questions Asked:How is LVMH leaning into internal mobility?How do you make employees feel safe enough to take creative risks and contribute their ideas?How do you ensure that LVMHâs heritage brands remain relevant and inspire people today, while still honoring their history?In This Episode You Will Learn:The core values of LVMH and how they are honored.How LVMH manages talent and creativity by engaging the next generation of craftsmen in the luxury industry via programs like MĂ©tiers dâExcellence, DARE, internal mobility and much more.How LVMH maintains its dedication toward diversity, equity, and inclusion (DE&I).Links:Gena Smith - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Laura Heisman, VMwareâs Senior Vice President and Chief Marketing Officer , and Michelle Labbe, Toptalâs Chief People Officer, met at Collision 2023 in Toronto to discuss VMwareâs core principles and the latest developments in AI and the tech industry.
VMware is a leading software company that specializes in virtualization and cloud computing solutions. With a keen eye on innovation, VMware has established itself as a trusted partner for organizations worldwide.
As one of its leading lights, Laura Heisman has played a pivotal role in shaping VMwareâs marketing vision and driving impactful initiatives. Heisman is a highly accomplished technology executive with more than three decades of experience in marketing and communications. Her leadership philosophy revolves around communicating effectively, unlocking human potential through generative AI, and fostering community. Heismanâs dynamism and commitment to innovation continue to shape VMware and drive its success in the tech landscape.
Some Questions Asked: Should humans fear AI replacing jobs? How do Heismanâs three core principles of communication, human potential, and community tie into VMware's overall strategy?How does VMware create and foster a sense of community?In this Episode You Will Learn: How AI is an accelerant of human potential.Why companies such as VMware should focus on building communities rather than just marketing to developers. How job roles will adapt as AI continues its rapid progression.Links: Laura Heisman - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Jordan Fisher, founder and CEO of Standard AI, joined Michelle Labbe, Toptalâs Chief People Officer, at Collision in Toronto on The Talent Economy podcast. Fisher discussed the companyâs groundbreaking âcheckout-freeâ shopping solution and other achievements of Standard AI.
With a diverse background spanning computational fluid dynamics, securities regulations, video games, machine learning, and retail, Fisher has dedicated his career to product research and development. Standard AI has reached many significant milestones under his leadership as the field of artificial intelligence becomes increasingly competitive.
With Standard AI, customers no longer need to scan their items or pay at a kiosk. Instead, they simply scan their phones at the exit and a series of AI-powered cameras generate a receipt based on the items that customers picked up.
Utilizing its next-generation technology, Standard AI aims to continue augmenting human interactions within physical spaces while providing tailored product experiences. Its approach has the potential to revolutionize retail and expand to other industries.
Some Questions Asked: Why is it important for entrepreneurs and early-stage startups to attend tech conferences?How does Standard AI define its vision, and what are the companyâs next goals?What does the future of retail look like from Standard AIâs perspective?In This Episode You Will Learn: How society has shifted from âhumans adapting to technologyâ to âtechnology adapting to humans.âWhy âdata is dead.âHow AI opens up possibilities for new experiences in brick-and-mortar stores. Links: Jordan Fisher - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Life is Good is the original positive lifestyle brand, dedicated to spreading the power of optimism through art and messaging. Co-founders and brothers Bert and John Jacobs originally set out to design T-shirts that inspired people to celebrate simple pleasures, and focus on whatâs right in the world and our lives instead of whatâs wrong. In 1994, after five years of disappointing sales and with just $78 to their names, Bert and John designed their first Life is Good tee and discovered how those three simple words could help people to focus on the good.
For almost 30 years, Life is Good has been building a âculture of optimismâ through its online shop and 4,500 retail stores. Life is Goodâs mission âto spread the power of optimismâ isnât just a marketing angleâit influences every part of the brand, from company culture to philanthropy.
Tom Hassell, president of Life is Good, joined Toptalâs Chief People Officer Michelle Labbe on The Talent Economy podcast.
For the past three years, Hassell has overseen the Life is Good e-commerce business as it has grown from $30 million in annual revenue in 2017 to over $86 million in 2020. Outside of his role at Life is Good, Hassell has served in leadership roles at a diverse group of companies, including Lord & Taylor, Perry Ellis, Ann Taylor, and Eastern Mountain Sports. He is thrilled to have the opportunity to serve as the President of Life is Good, where spreading the power of optimism is both the company mission and his personal passion.
In this episode, Hassell discusses his journey in the apparel industry, his work at Life is Good, the power of optimism, Life is Goodâs social work through the Life is Good Playmaker Project, and more.
Some Questions Asked:
How does Life is Good maintain its optimistic culture throughout all levels of the company? (8:26)Who develops Life is Goodâs creative designs? (17:57) Among the positive letters the company often receives from its customers, is there a particular story that moved you? (21:24)In This Episode, You Will Learn:
How Life is Good believes in rational optimism. About Life is Goodâs social work, the Life is Good Playmaker Project. How founders Bert and John Jacobs continue to lead the company.Links:
Tom Hassell - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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As the largest mutual life insurance company in the US, New York Life has been advising policyholders on investment decisions for more than 178 years.
Toptalâs Chief People Officer Michelle Labbe spoke with Kathleen Navarro, New York Life Insuranceâs Senior Vice President and Head of Human Resources Business Enablement on The Talent Economy Podcast.
Kathleen Navarro leads New York Life Insuranceâs integrated diversity, equity, and inclusion efforts, and manages the HR business partners, strategy and analytics teams. During Navarro's tenure, the company has received broad recognition for its inclusion efforts, including being named one of the Best-of-the-Best Corporations by the National Business Inclusion Consortium in 2022.
Navarro has held a range of roles in finance, strategy, and operations since joining New York Life Insurance in 1994. She has been recognized as a Top 10 Champion of Global Diversity by DiversityGlobal and was included on the Top 50 Chief Diversity Officers list issued by the National Diversity Council.
Some Questions Asked:
New York Life Insurance is a mutual company owned by policyholders without outside investors. How does this ownership model affect your talent strategy and company culture? 11:30Employees are increasingly looking for flexibility and balance in their jobs. With three days in the office and two at home, what sort of impact has your hybrid model had on hiring and employee happiness? 19:29New York Life Insurance was one of Seramountâs (formerly Working Mother Media) â100 Best Companiesâ for 2022 and listed as one of its âBest Companies for Dads.â How has New York Life Insurance created such a supportive culture for working parents? 29:50In This Episode, You Will Learn:
What has made Kathleen Navarro want to stay at New York Life Insurance for nearly 30 years. Why The Dave Thomas Foundation recently listed New York Life Insurance as a 2022 Adoption Advocate.How New York Life Insurance maintains consistency across a distributed and independent workforce.Links:
Kathleen Navarro - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Vimeo, a video-sharing website that allows members to view, upload, and share videos, was a top competitor to YouTube when it launched in 2004. But in 2017, Vimeo saw an opening to pivot to a software as a service company, offering tools for independent creators to produce, upload, and share their own content. In May of 2021, Vimeo went public and soon afterwards, Crystal Boysen joined the company as Chief People Officer.
In her role, Boysen has led various initiatives aimed at cultivating an engaged, diverse, and inclusive culture at Vimeo.
In addition to sharing her career story, Crystal Boysen offered her HR philosophy, as well as her perspective on leading in a hybrid environment, crafting meaningful benefit packages, and more.
Some Questions Asked:
Why does the quote âyou donât build a business, you build people and the people build the businessâ resonate with you? 5:37What is Vimeo doing to assure DE&I? 12:35What trends do you see emerging amid the current economic slowdown? 16:20In This Episode, You Will Learn:
About Vimeoâs employee donation matching program How Vimeo builds talent from within Why Vimeo gives equity stakes to their employeesLinks:
Crystal Boysen - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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With past speakers such as the CEOs of Dell and Wikipedia, and the COO of Reddit, the Web Summit annual conference, founded in 2009, has become a critical meeting place for the tech community.
At the 2022 event in Lisbon, Portugal, Katie Bolger, Community Manager, Diversity, Equity and Inclusion for Web Summit, joined Toptalâs Chief People Officer, Michelle Labbe. They discussed the conference, Web Summitâs Women in Tech program, and equity in representation among attendees and speakers.
Some Questions Asked:
What is Web Summitâs mission? How has your role in the event-planning field evolved since the COVID-19 pandemic? What are the most effective ways that leaders can advocate for more women to enter the tech workforce?In This Episode, You Will Learn:
What led to Web Summitâs involvement with Women in Tech.What accessibility features were available at this Web Summit.How Web Summit ensures that the conference adheres to organizersâ priorities and culture.Links:
Katie Bolger - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Branch is a deep-linking and mobile-attribution platform that helps companies build and measure user journeys.
In 2014, Mada Seghete co-founded Branch on the fundamental principle that breaking down silos on the internet is critical to a brandâs ability to build engaging and relevant end-user experiences.
Branch initially focused on delivering a deep-linking solution to navigate the complex mobile ecosystem and get users to the right destination. Its platform now also powers mobile attribution for 50,000+ of the worldâs most advanced apps, helping companies like Airbnb, Pinterest, Slack, Ticketmaster, Tinder, Starbucks, and Yelp measure their usersâ journeys.
While attending Web Summit in Lisbon, Seghete, Branchâs current Managing Director and VP of Marketing, joined Toptalâs Chief People Officer Michelle Labbe to discuss creating Branch, women in tech, the future of work, and her Web Summit experience.
Some Questions Asked:
How does Branch differentiate itself from its competitors?Why do you think so many people who left their jobs during the Great Resignation are deciding to return? How do you see the future of work evolving in the next few years?In This Episode, You Will Learn:
What inspired the founding of Branch. What the culture is like at Branch and how the company upholds its mantra of âBuild, Grow, Win.âAdvice for women who want to launch their own tech startup.Links:
Mada Seghete - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Toptal is a network of the worldâs top talent in business, design, and technology that enables companies to scale their teams on demand. Founded in 2010 and now the worldâs largest fully remote company, Toptal has served more than 21,000 clients and has a global network of talent in 140+ countries.
Kimberly Hall, Toptalâs VP of Revenue Operations, sat down with Toptalâs CEO Taso Du Val at Toptalâs Women in Tech Lounge at Web Summit 2022 in Lisbon. Du Val shares insights into the future of work, Web3, the financial benefits of implementing a remote workforce, and more.
Some Questions Asked:
Why was this a key year for Toptal to take part in the Web Summit conference?What was the inspiration behind the creation of Toptalâs Women in Tech Lounge? Will Toptal continue to lean into the Web3 space?In This Episode, You Will Learn:
What companies should be thinking about as the workplace evolves.What the future of the talent economy looks like.The financial benefits of implementing a remote workforce.Links:
Taso Du Val - LinkedInKimberly Hall - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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With past speakers such as the CEOs of Dell and Wikipedia, and the COO of Reddit, the Web Summit annual conference, founded in 2009, has become a critical meeting place for the tech community.
At this yearâs event in Lisbon, Katie Bolger, Community Lead and Diversity, Equity, and Inclusion Program Manager for Web Summit, joined Toptalâs Chief People Officer Michelle Labbe to discuss the 2022 conference, Web Summitâs Women in Tech program, and ensuring equity in representation among attendees and speakers.
Some Questions Asked:
What is Web Summitâs mission?How has your role in the event-planning field evolved since the COVID-19 pandemic?What are the most effective ways that leaders can advocate for more women to enter the tech workforce?In This Episode, You Will Learn:
What led to Web Summitâs involvement with Women in Tech.What accessibility features were available at this Web Summit.How Web Summit ensures that the conference adheres to organizersâ priorities and culture.Links:
Katie Bolger - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Suzy is a leading global consumer insights platform that integrates quantitative and qualitative research with high-quality audience insights into a single connected research cloud. In this episode of The Talent Economy podcast, Anthony Onesto, Suzyâs Chief People Officer, speaks with Toptalâs Chief People Officer, Michelle Labbe.
Some Questions Asked:
How do you incorporate the book Radical Candor into Suzyâs cultural philosophy? 6:42What is the importance in challenging directly and allowing for contrarian ideas? 10:21How does Suzy support employees who have a side hustle? 15:45In This Episode, You Will Learn:
How Onesto decided to implement Radical Candor into Suzyâs culture.How Onesto came up with the idea for his comic series, âElla the Engineer.âHow Suzy is using data and analytics in the benefits space.Links:
Anthony Onesto - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Chegg is a connected platform enabling students to learn more in less timeâand at reduced costs. The company offers discounted textbooks, online tutoring, and other student services, while providing diverse employee upskilling and development opportunities. Debra Thompson is Cheggâs Chief People Officer, infusing the brandâs culture of innovation, transparency, wellness, and work/life balance throughout the company. Previously, she served as Director of Compensation, Benefits, and HR Operations at Amyris and held directorial and managerial roles at RMS, CNET Networks, and Lucent Technologies. She holds a bachelorâs degree in business administration and personnel administration/industrial relations from California State University, East Bay.
Some Questions Asked:
What is Cheggâs approach to the upskilling, learning, and development of internal teams? 5:17What is the culture like at Chegg, and how do you maintain it? 11:53Can you tell us about Cheggâs partnership with the Tides Foundation? 21:54In This Episode, You Will Learn:
How Chegg offers learning opportunities for all employees, such as its Level Up initiative that includes seven different flagship management trainings, like giving and receiving feedback and behavioral interviewing, as well as its EDU for You program that gives staff money to pursue education in their personal fields of interest.That the culture at Chegg is built on openness, assumptions of positive intent from everyone, and optimal work/life balanceâand that the company holds an annual culture, belonging, and diversity summit.How the brandâs philanthropic arm, Chegg.org, partners with groups to combat hunger, promote good health and well-being, deliver access to quality education and decent work opportunities, and reduce inequalities throughout the world.Links:
Debra Thompson - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Users depend on Yelp for great customer reviews but how do its remote team members depend on one another? CPO Carmen Amara (nĂ©e Orr) talks about the companyâs recent transition to remote work, how the company invests in employee well-being, and what a thriving culture looks like. Carmen Amara joined Yelp with 20 years of HR experience. Her main focus has been on transitioning the company into a remote environment.
Some Questions Asked:
What attracted Amara to Yelp? 4:17How does Amara guide her team to support Yelpâs employees? 12:52How does Amara manage her self-care and model that standard for her employees? 21:24In This Episode, You Will Learn:
About the companyâs plans to invest in their employee experience.How Amara maintains a thriving, remote work culture.What Yelp does to manage authenticity on its platform.Links:
Carmen Amara - LinkedInYelp - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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The Recording AcademyÂź goes beyond the GRAMMYsÂź, investing in its artists, community, and employees. Shonda Grant, Chief People & Culture Officer, recounts how the Recording Academy adapted to the pandemic, partnered with nonprofit organizations and artists, and invested in employee development and leadership training. Grant oversees the Recording Academyâs talent acquisition, organizational development, compensation, and employee safety and well-being; she also serves as the executive coach to the senior management team.
Some Questions Asked:
What new skills did leadership adopt during the pandemic? 17:33What is the MusiCares program and how did it help artists thrive in 2020? 20:39How did the Recording Academy assess compensation for roles that became remote? 14:30In This Episode, You Will Learn:
How the Recording AcademyÂź attracts and retains employees. About the transparency that encourages internal hires.How the GRAMMYÂź Museum invests in potential industry talent.Links:
Shonda Grant - The Recording AcademyÂźShonda Grant - LinkedInThe Recording AcademyÂź - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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Functioning as an all-remote company requires a unique set of skills, including flexibility, understanding, and streamlined communication. As Chief People Officer of the innovative DevOps platform GitLab, Wendy Barnes knows how to identify and promote these skills. In this episode of The Talent Economy, Barnes shares insight on remote work, recruitment, retention, and employee well-being.
Barnes brings more than 20 years of HR experience to GitLab. Prior to joining the tech company, she served as CHRO at Palo Alto Networks, helping scale processes as their employees grew in number from 750 to 5,000. With her keen problem-solving skills and experience with diverse, global companies, she cultivates a positive and inclusive work environment.
Some Questions Asked:
What does it mean for GitLab to be open source? 6:25How has being an all-remote company factored into GitLabâs ability to attract and retain talent, especially over the last two years? 11:24How did GitLab choose their company values and communicate them to current and future employees? 17:40In This Episode, You Will Learn:
About the Family and Friends program that improved productivity and morale. How GitLab supports the health and wellness of employees.Why GitLab uses informal communication to build culture.Links:
Wendy Barnes - GitLabWendy Barnes - LinkedInGitLab - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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The constant change in the financial market may be challenging to keep on top of, which is why MarketWise partners with researchers to better inform self-directed investors. Change also comes from within, as MarketWiseâs mergers and acquisitions strategy has grown the company from just under 300 employees in 2017 to more than 800 currently. CHRO Cynthia Cherry talks about how MarketWise attracts and retains top talent and the importance of a healthy culture.
Cherry became the CHRO at MarketWise in 2018 and built its human resources function. Her HR strategy focuses on employee relations and talent acquisition.
Some Questions Asked:
How does MarketWise approach mergers and acquisitions? 6:33How does MarketWise blend its culture with that of newly acquired companies? 16:26What does MarketWise do to recognize and listen to talent? 22:55In This Episode, You Will Learn:
Why Cynthia remained at Ober Kaler for 18 years.How MarketWise engages talent in a competitive market.About the strategies MarketWise uses to express appreciation for employees.Links:
Cynthia Cherry - MarketWiseCynthia Cherry - LinkedInMarketWise - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcastHosted on Acast. See acast.com/privacy for more information.
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