How to find good talent, and make sure they stick around

Experts discuss how to attract and retain talented employees.

How to find good talent, and make sure they stick around
Recruiting and retaining talent in the new world of work

Finding good talent can be difficult. Keeping good talent can be even harder.

So how do you build a solid workforce while also taking care of the whole person, not just the employee in the job?

Protocol’s Amber Burton spoke with Brian Elliott, executive leader of the Future Forum and SVP of Slack; Jennifer Kim, founder of the Startup Recruiting Bootcamp; Zohra Yafai, vice president of Global Talent Acquisition at Cisco; and Anna Fraser, chief people officer at Sonos, about the best ways to recruit — and hold onto — talented tech employees.

Here are some of the key takeaways.

The Great Resignation is more than a trend.

Elliott prefers to call the Great Resignation “The Great Rethink.” Employees are reconsidering what they want, with flexibility of where and when they work being a major factor in deciding to leave their jobs. In a 2021 Future Forum survey of 10,000 office workers, 58% of employees said they were open to new opportunities, with flexibility of schedule and work location being the second-most-important deciding factor after compensation, Elliott said.

“People's expectations around work have changed,” Elliott said. “Not only in terms of the purpose of their organization, not only in terms of career development, but most critically around flexibility.”

Employees also have more bargaining power. Long gone are the days of employees believing that they need their employer more than their employer needs them, said Kim. The pandemic has created an environment in which the worker is essential, giving them more leverage to move to a workplace that respects them and gives them what they need. The Great Resignation is “exposing the ways that employers have been failing employees: [They’re] not adapting quickly enough to this world,” said Kim.

The employers that’ll beat the odds are the ones that have their ears open, according to Yafai. Leaders need to listen to the changes their employees want, especially as needs evolve amid an ever-changing pandemic.

“We have to build this organizational culture of listening, because this is something … that’s going to stay,” said Yafai. “Hopefully a positive thing that can come out of it is continued listening, adapting and being realistic about expectations.”

Employees want more than just extra zeros on the paycheck.

Along with shifts in the power balance between employees and their companies, the needs of employees are changing as well. Accelerated by the pandemic, employees are looking for more than just compensation, said Fraser. They want meaningful, purpose-driven work and career development as well. To do this, companies need to be “valuing the human, not just the person in the role,” said Fraser.

“Employees want to pursue passion; they want to have impact,” said Fraser. “They want to work in organizations that are going to develop them, not just give them a paycheck.”

And of course, they don’t want to be worked into the ground. Yafai said wellbeing benefits — i.e., gym memberships, 401K matching and stipends for remote work — aren’t just “cool benefits,” but rather they’re “core benefits” that, though they can be costly for companies, are necessary in supporting the overall health of the employee. These can help avoid “mass scale burnout,” Yafai said.

Employees also want openness, honesty and vulnerability from leadership, said Fraser. Because workforces are often working thousands of miles away from one another, it’s less common to connect with your boss over a coffee or a beer. Having open conversations and getting to know each other to the best of your ability is critical.

“Be vulnerable and get to know one another in a way that's going to drive that connection and that purpose to the organization as a whole,” said Fraser

A focus on diversity, equity and inclusion helps everyone.

Having a focus on diversity in recruiting shouldn’t be thought of as a reaction to a major crisis or event, said Kim.

“I think, given the events of the last few years, the Black Lives Matter protests of 2020, that was a very reactive moment in some ways,” Kim said. “And while it was very important, I do think that the misconception around DEI is that it's purely reactionary.”

She looks at diversity, equity and inclusion as a “forcing function” to make sure that hiring processes work for everyone. This means looking at hiring processes to see where people drop out and who is dropping out to discover what is exclusionary. Kim gave the example of a lengthy test given in an application process: People that have less time to to spend on that application are often caregivers or those with extra responsibility in their personal lives.

“That doesn't mean, ‘Oh, I guess the people from underrepresented backgrounds are just not a good fit for us,’” said Kim. “It means your process needs to be worked through.”

The same goes for deciding how much flexibility of work times and locations to give employees, said Elliott. Employees from marginalized backgrounds often value more flexibility at work than their white counterparts, according to the Future Forum survey.

“A sense of belonging that grew over the course of the past two years, especially among Black employees and Hispanic Latinx employees, is in part because you reduced the costs of code switching and the impact of microaggressions at work that are in a continuous work environment,” said Elliott.

Women with children, Elliott said, were found to value more schedule flexibility. But the risk of this ends up being proximity bias. To avoid this, Slack implemented what Elliott called “speed limits,” with its executives agreeing among themselves to only come into the office a maximum of three days a week. Slack’s CTO and chief product officer also moved all of their review meetings to Zoom, he said, “as a way of making sure that you didn't have this pressure for people to show up in the office in order to be ‘in the room where it happened.’”

This story was updated to reflect that Slack executives agree agreed to come into the office a maximum of three days a week.


Judge Zia Faruqui is trying to teach you crypto, one ‘SNL’ reference at a time

His decisions on major cryptocurrency cases have quoted "The Big Lebowski," "SNL," and "Dr. Strangelove." That’s because he wants you — yes, you — to read them.

The ways Zia Faruqui (right) has weighed on cases that have come before him can give lawyers clues as to what legal frameworks will pass muster.

Photo: Carolyn Van Houten/The Washington Post via Getty Images

“Cryptocurrency and related software analytics tools are ‘The wave of the future, Dude. One hundred percent electronic.’”

That’s not a quote from "The Big Lebowski" — at least, not directly. It’s a quote from a Washington, D.C., district court memorandum opinion on the role cryptocurrency analytics tools can play in government investigations. The author is Magistrate Judge Zia Faruqui.

Keep ReadingShow less
Veronica Irwin

Veronica Irwin (@vronirwin) is a San Francisco-based reporter at Protocol covering fintech. Previously she was at the San Francisco Examiner, covering tech from a hyper-local angle. Before that, her byline was featured in SF Weekly, The Nation, Techworker, Ms. Magazine and The Frisc.

The financial technology transformation is driving competition, creating consumer choice, and shaping the future of finance. Hear from seven fintech leaders who are reshaping the future of finance, and join the inaugural Financial Technology Association Fintech Summit to learn more.

Keep ReadingShow less
The Financial Technology Association (FTA) represents industry leaders shaping the future of finance. We champion the power of technology-centered financial services and advocate for the modernization of financial regulation to support inclusion and responsible innovation.

AWS CEO: The cloud isn’t just about technology

As AWS preps for its annual re:Invent conference, Adam Selipsky talks product strategy, support for hybrid environments, and the value of the cloud in uncertain economic times.

Photo: Noah Berger/Getty Images for Amazon Web Services

AWS is gearing up for re:Invent, its annual cloud computing conference where announcements this year are expected to focus on its end-to-end data strategy and delivering new industry-specific services.

It will be the second re:Invent with CEO Adam Selipsky as leader of the industry’s largest cloud provider after his return last year to AWS from data visualization company Tableau Software.

Keep ReadingShow less
Donna Goodison

Donna Goodison (@dgoodison) is Protocol's senior reporter focusing on enterprise infrastructure technology, from the 'Big 3' cloud computing providers to data centers. She previously covered the public cloud at CRN after 15 years as a business reporter for the Boston Herald. Based in Massachusetts, she also has worked as a Boston Globe freelancer, business reporter at the Boston Business Journal and real estate reporter at Banker & Tradesman after toiling at weekly newspapers.

Image: Protocol

We launched Protocol in February 2020 to cover the evolving power center of tech. It is with deep sadness that just under three years later, we are winding down the publication.

As of today, we will not publish any more stories. All of our newsletters, apart from our flagship, Source Code, will no longer be sent. Source Code will be published and sent for the next few weeks, but it will also close down in December.

Keep ReadingShow less
Bennett Richardson

Bennett Richardson ( @bennettrich) is the president of Protocol. Prior to joining Protocol in 2019, Bennett was executive director of global strategic partnerships at POLITICO, where he led strategic growth efforts including POLITICO's European expansion in Brussels and POLITICO's creative agency POLITICO Focus during his six years with the company. Prior to POLITICO, Bennett was co-founder and CMO of Hinge, the mobile dating company recently acquired by Match Group. Bennett began his career in digital and social brand marketing working with major brands across tech, energy, and health care at leading marketing and communications agencies including Edelman and GMMB. Bennett is originally from Portland, Maine, and received his bachelor's degree from Colgate University.


Why large enterprises struggle to find suitable platforms for MLops

As companies expand their use of AI beyond running just a few machine learning models, and as larger enterprises go from deploying hundreds of models to thousands and even millions of models, ML practitioners say that they have yet to find what they need from prepackaged MLops systems.

As companies expand their use of AI beyond running just a few machine learning models, ML practitioners say that they have yet to find what they need from prepackaged MLops systems.

Photo: artpartner-images via Getty Images

On any given day, Lily AI runs hundreds of machine learning models using computer vision and natural language processing that are customized for its retail and ecommerce clients to make website product recommendations, forecast demand, and plan merchandising. But this spring when the company was in the market for a machine learning operations platform to manage its expanding model roster, it wasn’t easy to find a suitable off-the-shelf system that could handle such a large number of models in deployment while also meeting other criteria.

Some MLops platforms are not well-suited for maintaining even more than 10 machine learning models when it comes to keeping track of data, navigating their user interfaces, or reporting capabilities, Matthew Nokleby, machine learning manager for Lily AI’s product intelligence team, told Protocol earlier this year. “The duct tape starts to show,” he said.

Keep ReadingShow less
Kate Kaye

Kate Kaye is an award-winning multimedia reporter digging deep and telling print, digital and audio stories. She covers AI and data for Protocol. Her reporting on AI and tech ethics issues has been published in OneZero, Fast Company, MIT Technology Review, CityLab, Ad Age and Digiday and heard on NPR. Kate is the creator of and is the author of "Campaign '08: A Turning Point for Digital Media," a book about how the 2008 presidential campaigns used digital media and data.

Latest Stories