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:
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