Ashley Babinecz, AppNexus Lorraine Buhannic, AppNexus AppNexus will share how they built a successful campus recruiting program to hire 60+ students annually and how they've applied their learnings from campus recruiting to transform the way they recruit experienced hires. By adapting their campus recruiting strategy, they've been able to enhance the ways they attract, engage, hire and close candidates at all levels across the company. Key highlights: The framework to hire for potential and make better long-term hires. How to leverage your community to build your brand: including how to produce fun, interactive and informative in-house recruiting events and ensure your talent brand is relevant to candidates at all levels. How to build an effective hiring process that scales with your organization and delivers an excellent candidate experience. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

2. ​ Lorraine Buhannic & Ashley Babinecz
Campus to Corporate:
How recruiting Millennials enabled AppNexus
to incubate its strongest recruiting strategies

3. An internet technology
company that harnesses data
and machine learning to power
the world’s largest digital
audience platforms.
NA EAST
5 Offices
NJ Data Center
NA WEST
6 Offices
LA and Denver Data
Centers
EMEA
10 Offices
Amsterdam and Frankfurt
Data Centers
APAC
• Offices
Singapore & Tokyo Data
Centers
LATAM
Brazil office opened in ’15
Remote sites in Argentina,
Chile, Mexico
SCALED GLOBAL FOOTPRINT
1091 full-time employees
23 global offices
108 billion impressions seen daily at peak
120TB data processed daily at peak
$2.4 billion spend through platform in 2015

4. Define & develop talent brand
Build a campus recruiting program
Improve data, metrics, & reporting
Diversify candidate pool
Stand up internal mobility
KEY FOCUS AREAS
INTRODUCTION
Talent Acquisition at AppNexus
APPNEXUS RECRUITING
BY THE NUMBERS
2012
2016
5
3
229
EMPLOYEES
GLOBAL OFFICES
RECRUITING TEAM 23
23
1091
356
HIGHLY SKILLED
HIRES PER YEAR1
2012
Notes: (1) Average hires per year, 2012 through 2015

5. use your
CAMPUS
RECRUITING
EFFORTS AS AN INCUBATOR
INNOVATIVE RECRUITING
STRATEGIES
for

6. PRINCIPLE #1
Hire for Potential

7. PRINCIPLE #1
Hire for Potential
FULL-TIME HIREINTERNSTUDENT

8. PRINCIPLE #1
Hire for Potential
Refreshing a dry pipeline
Shortage of AdTech talent meant
we needed a non-traditional
approach to hiring

9. PRINCIPLE #1
Hire for Potential

10. ASSESSMENT
CATEGORY
ASSESSMENT
COMPONENT
DEFINITION PROOF POINTS SAMPLE QUESTIONS
Intrinsics High Potential Drive/motivation: insists on high standards and
drives to be great at whatever they do
Courage: takes on new challenges, pushes
themselves
Intellectual curiosity: continuous learner;
explorer
Uniqueness: interesting experiences
professionally or personally; takes the road less
traveled
Optimism: sees the best in people and
situations
Humility: able to learn from others, servant
leadership (no jerks!)
Self-awareness: understands their intrinsic
motivations and how they are perceived by
others
Did the candidate demonstrate a drive to be
great both in and outside of a work environment?
Has the candidate proactively challenged
themselves? Have they turned challenge into
opportunity?
What makes this candidate an interesting or
unique human being?
Did the candidate have a positive outlook?
Was the candidate able to show self-awareness,
talk about failure and consequently self-
development?
What leadership positions have you held in or
out of work? What drove you to do that?
What’s an example of a challenge you took on
that was totally out of your comfort zone and
pushed you to the limits? What was the
situation? What was the outcome? What did you
learn and what would you do differently?
What’s an example of something you wanted
really badly but failed to achieve?
We like to hire interesting people at AppNexus.
What makes you interesting?
What are some areas you’re working to develop
and grow in? What was the most impactful
constructive feedback you’ve ever received?
What are you working on personally to become
better?
Tell me about a time you failed (in this case we're
looking for them being transparent about failure
and telling someone)
PRINCIPLE #1
Hire for Potential
Define what it means and how to spot it
DEFINITION PROOF POINTS SAMPLE QUESTIONS
Courage: takes on new challenges, pushes
themselves
Has the candidate proactively challenged
themselves? Have they turned challenge into
opportunity?
What’s an example of a challenge you took on
that was totally out of your comfort zone and
pushed you to the limits? What was the
situation? What was the outcome? What did
you learn and what would you do differently?

11. Hire for potential
Leverage your community
PRINCIPLE #2
Leverage Your Community

12. PRINCIPLE #2:
Leverage Your Community

13. PRINCIPLE #2
Leverage Your Community
AppNexpo
An open house event
for students to come
check out our space,
meet our teams and
learn more about
AppNexus

14. Eng@ AppNexus Video
PRINCIPLE #2
Leverage Your Community
The AppNexus Impressionist Blog
Customized LinkedIn Banner

15. PRINCIPLE #2
Leverage Your Community
Invest in Employee Referrals 45%
AppNexus employees
referred a candidate this year
2X
Each AppNexian who submits a referral
refers an average of 2 candidates
7%
of referred candidates are
hired each year by AppNexus
ü Weekly emails and office hours
ü Incentives and contests
ü Referral sourcing sessions

16. Hire for potential
Leverage your community
Create a winning candidate experience
PRINCIPLE #3
Create a Winning Candidate Experience

17. Tons of resumes
2 weeks to
Identify,
assess &
close
PRINCIPLE #3
Create a Winning Candidate Experience
High volume of candidates over a
shortened recruiting cycle
EXPERIENCED LIFECYCLE
CAMPUS LIFECYCLE
Don’t Forget the Influencers!

18. PRINCIPLE #3
Create a Winning Candidate Experience
45% FASTER
Overall time to fill
100 DAYS
“Blitz” method time to fill
69 DAYSFirst Round
Interviews
Lunch & Interview
Deliberations
Final Round
Interviews
Final Round
Deliberations
The Interview Blitz
Notes: Data contained on this slide reflects hiring activity in H1 2016

19. PRINCIPLE #3
Create a Winning Candidate Experience
PERSONALIZE THE INTERVIEW
• Turn your waiting area into a common space
for employees
• Use glass conference rooms for interviews
• Write a personal welcome note & interview
schedule on the whiteboard
• Provide tablets in the interview room
AppNexus interview room
AppNexus waiting area

20. Hire for potential
Leverage your community
Create a winning candidate experience
Our Top Three Principles
CONCLUSION

21. Our Results
Hire for Potential
Leverage Your Community
Create a Winning
Candidate Experience
Despite nearly a full work day of
interviews, I didn’t feel overwhelmed
or burnt out. It was actually a relief to
get the first round/second round
stuff done in a day.
- Glassdoor
…by the end of the day I felt like I had
a good sense of the company’s
values/culture, and they had a good
idea of who I am as well as how I
think.
- Glassdoor
CONCLUSION
Thank you for such a wonderful
experience. I loved the thoroughness
and transparency throughout the
process. Definitely felt very taken care
of and that you cared about your
prospective employees. Thank you!!
- AppNexus Candidate Experience Survey
Internal candidates filled 22% of roles in
H1 2016; 39% of transfers moved up into
more senior-level roles
~200 Intern & Full-Time candidates were
hired at AppNexus from our Campus
Recruiting Program since 2012
Over half of these campus hires are still at
AppNexus today; 6 former interns
managed interns on this summer
The @AppNexus Video Series has
generated approximately 17,000 views
year to date
35% of open roles were filled with
Employee Referrals so far year to date
Volume of applications to open roles has
more than doubled to about 24,000 per
year since 2012

22. Questions?
Contact us on LinkedIn to keep the conversation going!
Lorraine Buhannic: linkedin.com/in/lorrainebuhannic
Ashley Babinecz: linkedin.com/in/ashleybabinecz