The document outlines various strategic initiatives for improving the talent acquisition and management processes within a global organization. Key focuses include establishing a comprehensive performance management system, enhancing talent sourcing strategies, and fostering a strong leadership pipeline. The aim is to align HR functions with business goals to drive efficiency, enhance recruitment metrics, and support company growth.

1. Brendan Browne
Pat Wadors
VP of Global Talent Acquisition
SVP Global Talent Organization

2. Your job is not your job1
It takes a team2
Test your hypothesis and raise your game3

7. • Fractured TA Org
• No source of truth
• Not selling LinkedIn
• No performance
management system
• No comp leveling
• No salary data

8. Talent P&L
Annual Profit
Gross Profit
Expenses
Sales
Cost of sales
G & A
Sales & Marketing
R & D
Benefits

9. OperationsGlobal
Technology
Global Compensation
& Global Benefits
Learning & Development
TalentAcquisition
HRBPService
DeliveryModelTalentManagement Platform 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 communicate
Global 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+

10. Are you
kidding me!

11. Blah, blah,
blah, blah!

13. Tip of the spear
Company
Strategy
Biz Unit
Roadmaps
Talent
Strategy &
Org Design
Workforce
Plan
Annual
Headcount
Targets
Recruiting

14. Tip of the spear
Company
Strategy
Biz Unit
Roadmaps
Talent
Strategy &
Org Design
Workforce
Plan
Annual
Headcount
Targets
Recruiting

17. Testing my boss

19. 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

20. 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

21. This is the best insight we
have seen from TA
- Mohak Shroff, VP of Engineering

23. Up-leveling the conversation

24. Help the company win
Company
Strategy
Biz Unit
Roadmaps
Talent
Strategy &
Org Design
Workforce
Plan
Annual
Headcount
Targets
Recruiting

25. Help the company win
Company
Strategy
Biz Unit
Roadmaps
Talent
Strategy &
Org Design
Workforce
Plan
Annual
Headcount
Targets
Recruiting

26. 9
10
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

28. Launched TAM
Getting our house in order
1:Many
1207
1:1 Approach
699
1:Many
59
1:Many
35
Low High
High
Affinity
Which prospects are
most likely to engage?
Quality
Who has expertise
in skills we need?

29. Supply Demand Capacity Efficiency+ +

30. Supply
Demand
Capacity
Efficiency
+
+
Accelerated
Business
Growth

31. Results
3X increase in candidate response rate✓
Highest 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
✓
✓
✓
✓
✓

32. Shift in mindset must happen
Lorenzo Canlas Pat WadorsChristina Hall Mohak Shroff Erin Earle
Compensation Talent Analytics CHRO Engineering Engineering HR

36. Your job is not your job1
It takes a team2
Test your hypothesis and raise your game3

37. Launch date: