Brendan Browne

Pat Wadors

VP of Global Talent Acquisition

SVP Global Talent Organization

Your job is not your job1

It takes a team2

Test your hypothesis and raise your game3

Fractured TA Org No source of truth Not selling LinkedIn No performance

management system No comp leveling No salary data

Talent P&L

Annual Profit

Gross Profit

Expenses

Sales

Cost of sales

G & A

Sales & Marketing

R & D

Benefits

OperationsGlobal Technology

Global Compensation& Global Benefits

Learning & Development

Tale

nt A

cqui

sitio

nHR

BP S

ervi

ce

Deliv

ery M

odel

Tale

nt M

anag

emen

tPlatform Plays Iterate and Innovate

Implement performance management technology

Executive talent review

Design and implement a career development program (incl. succession plan)

Strong leadership pipeline:high-performance culture

Stabilize India operations and prepare to scale China

Up-skill the talent to match the responsibilities of strategic HRBPs

Impact of SSC understood

Fully integrated and aligned HR function drives and supports business strategy

Formulate and refresh Global Talent Sourcing and Campus recruiting Strategy

Refresh and communicateGlobal Employment Brand

Build consistent global foundation for TA transformation

Best on planet TA function driven by LinkedIn data and insights

Develop and deliver Performance/Comp Learning

Conscious Business

Market L&D initiatives internally

Implement Comp Management Technology

Educate and evangelize Comp Philosophy

Recognition Program & ESPP

Measure impact and adjust benefits and practices

HR Analytics Discovery

Deploy self-service

Execute HRIT Roadmap

Assess shared service model

Focus on compliance

Integrated compliant process

2013

2014

2015+

Are you kidding me!

Blah, blah, blah, blah!

Tip of the spear

CompanyStrategy

Biz UnitRoadmaps

Talent Strategy & Org Design

Workforce Plan

Annual Headcount

TargetsRecruiting

Tip of the spear

CompanyStrategy

Biz UnitRoadmaps

Talent Strategy & Org Design

Workforce Plan

Annual Headcount

TargetsRecruiting

Testing my boss

Talent heat map

2 5 1 1

1 8 15 3 2

2 1

Accepted

Compensation Range

Staff Software Engineer

Sr Software Engineer

Sr Test Engineer

1 1 4 3

5 3 2 1

5 1

Staff Software Engineer

Sr Software Engineer

Sr Test Engineer

Declined

Talent heat map

2 5 1 1

1 8 15 3 2

2 1

Accepted

Compensation Range

Staff Software Engineer

Sr Software Engineer

Sr Test Engineer

1 1 4

5

Staff Software Engineer

Sr Software Engineer

Sr Test Engineer

Declined

3

3 2 1

5 1

This is the best insight we have seen from TA

- Mohak Shroff, VP of Engineering

Up-leveling the conversation

Help the company win

CompanyStrategy

Biz UnitRoadmaps

Talent Strategy & Org Design

Workforce Plan

Annual Headcount

TargetsRecruiting

Help the company win

CompanyStrategy

Biz UnitRoadmaps

Talent Strategy & Org Design

Workforce Plan

Annual Headcount

TargetsRecruiting

910

38

71

4

49

93

(0.5%)

(0.6%)

(2.2%)

(6.2%)

(4.8%)

VP+

Sr Dir

Dir

Sr MR

SP

120

1

296

658

597

Engineering R&D org structure

IC MR(21.4%)

(33.8%)

(30.7%)

MR

Sr Assoc

Assoc

Launched TAMGetting our house in order

1:Many 1207

1:1 Approach 699

1:Many 59

1:Many 35

Low High

High

AffinityWhich prospects are

most likely to engage?

QualityWho has expertise in skills we need?

Supply Demand Capacity Efficiency+ +

Supply

Demand

Capacity

Efficiency

+

+Accelerated Business Growth

Results

3X increase in candidate response rateHighest conversion rate of applicant to onsite

Highest conversion rate of applicant to offer 8:1 vs 13:1

Most successful system infra and data recruiter

Most successful 9 months in engineering recruiting

Key level for driving efficiency and reducing hours

Shift in mindset must happen

Lorenzo Canlas Pat WadorsChristina Hall Mohak Shroff Erin EarleCompensation Talent Analytics CHRO Engineering Engineering HR

Your job is not your job1

It takes a team2

Test your hypothesis and raise your game3

Launch date: