The Talent Blueprint

In the first episode of season three of the Talent Blueprint podcast, host Sultan Saidov speaks to David Brammer, the former Global Head of Talent Acquisition at Ocado and founder of Bondu, which aims to make it easier for organizations to understand and rehire their former employees. Sultan and David talked all things boomerang hiring, integrating HR tech products with tools like Teams and Slack, getting the most out of a Talent CRM and building meaningful talent communities, and aligning recruiters to hire for skills. Tune in to learn more about: The value of a consistent exit process and getting feedback from leaversHow to manage alumni data correctly, and attract them back into the businessThe role and future of Artificial Intelligence in Talent Acquisition Developing the Recruiter of tomorrow, and the importance of the human touch… “Not enough companies face into workforce planning; not enough companies have a decent narrative with their TA teams about the future.” – David BrammerThe Talent Blueprint podcast is for business and HR leaders who want to build talent-first, skills-based organizations. In each episode, Beamery co-founder Sultan Saidov chats with an industry expert who shares their insights and experience around using talent to create a competitive business advantage.

This episode features an interview with Kevin Stapp, SVP and  Global Head of Talent Management at Conde Nast, and your host, Sultan Saidov, Co-Founder and President at Beamery. Kevin is a Human Resources executive with global experience in leading people strategies and delivering results in diverse environments. A passionate and energetic team player with the proven ability to deliver bespoke people solutions to suit specific business needs.Kevin discusses how Conde Nast uses their inclusion index, how “lateral agility” is improving leadership, and how they have helped navigate their employees through significant change within a now globally integrated organization. About Conde Nast:Condé Nast is a global media company, home to iconic brands including Vogue, The New Yorker, GQ, Glamour, AD, Vanity Fair and Wired, among many others. The company's award-winning content reaches 88 million consumers in print, 419 million in digital and 432 million across social platforms, and generates more than 1 billion video views each month. The company is headquartered in New York and London, and operates in 32 markets worldwide including China, France, Germany, India, Italy, Japan, Mexico and Latin America, Russia, Spain and Taiwan. Launched in 2011, Condé Nast Entertainment is an award-winning production and distribution studio that creates programming across film, television, social and digital video and virtual reality. Key Takeaways:Measuring DE&I with the “inclusion index” What Conde Nast is doing to promote inclusive leadershipOrganizational transformation vs talent managementThe importance of lateral agility Quote:“One of the big focus areas is what we're calling “lateral agility”. Because what we found is we've certainly moved the needle in terms of the improvement of leadership and management in terms of what would be called vertical leadership in terms of the leadership of their teams and really focusing on elements such as the quality of feedback and career development and how they're supporting their teams.And we've seen major improvement in that regard. But the area where we see the opportunity is that the most successful leaders are spending just as much time collaborating in a highly effective manner with their cross-functional peers.” - Kevin StapSponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Kevin on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Tami Wolownik, Head of People & Organization at Siemens Mobility, and your host, Sultan Saidov, Co-Founder and President at Beamery. Tami has over 15 years of experience with the company, having started as an HR principal in 2004. Since then, she has assumed progressive responsibility, working with many different Siemens entities before landing with Siemens Mobility in 2017. Before joining Siemens, Tami worked as a Director of Human Resources and Customer Service in the printing industry.Tami discusses Siemens Mobilitiy's focus on mental health, becoming attractive to talent by making a sustainable global impact, and how upskilling internally can prevent future talent gaps. About Siemens Mobility:Siemens Mobility has been a leader in seamless, sustainable, reliable, and secure transport solutions for more than 160 years.“As a leader in transport solutions, we shape connected mobility. The mobility environment is being shaped by three megatrends: climate change, population growth, and digitalization.These trends demand seamless, sustainable, reliable, and secure mobility solutions to ensure a high quality of life for 9.6 billion people worldwide by 2050. And those people will aspire for seamless transportation from the first to the last mile. Digitalization is helping us to master these trends and continuously transform the way we travel. Therefore, we are constantly innovating our portfolio in our core areas: rolling stock, rail automation and electrification, intelligent traffic systems, related services, and turnkey projects – to shape the future of mobility.”Key Takeaways:How Siemens Mobility has transitioned to the “New Normal”Establishing a culture of inclusivity and innovation Attracting talent by making a global impact Upskilling internally to fill future roles Quote:“We truly do believe that resilience and relevance for the future is critical, because I honestly believe that the roles we have now are not the roles we're going to have in the future. And as more automation comes into our manufacturing processes, the employees who are administering or facilitating or making that process happen are going to have to have more skills to do that as well. So again, let's build the expectation now that you're required to learn and that it's going to be good and it's going to be beneficial, and hopefully that'll catch, but we're on that journey like others as well.” - Tami WolownikSponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Tami on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Bettina Deynes, Global Chief Human Resources Officer at Carnival Corporation and your host, Sultan Saidov, Co-Founder and President at Beamery.  Bettina brings a background of business leadership and strategic planning to Carnival. As Global CHRO, she is responsible for attracting, retaining, and rewarding talent; leading more collaborative approaches with the operating companies to optimize our HR functions and further leverage best practices; as well as enhancing the company culture and leading the organization's Diversity, Equity, and Inclusion efforts.Bettina discusses how she steered through pandemic challenges within the cruise industry, the culture of trust and diversity at Carnival, and how she is using her position of influence to provide opportunities to the disenfranchised. About Carnival Corporation:Carnival Corporation & plc is a global cruise company and one of the largest vacation companies in the world. Our portfolio of leading cruise brands includes Carnival Cruise Lines, Holland America Line, Princess Cruises and Seabourn in North America; P&O Cruises (UK), and Cunard in the United Kingdom; AIDA Cruises in Germany; Costa Cruises in Southern Europe; Iberocruceros in Spain; and P&O Cruises (Australia) in Australia.These brands, which comprise the most recognized cruise brands in North America, the United Kingdom, Germany and Italy, offer a wide range of holiday and vacation products to a customer base that is broadly varied in terms of cultures, languages and leisure-time preferences. We also own a tour company that complements our cruise operations: Holland America Princess Alaska Tours in Alaska and the Canadian Yukon. Combined, our vacation companies attract 10 million guests annually. Key Takeaways:What happens when HR becomes "the table" in times of crisisHow Carnival steered through its unique challenges during the pandemic with Bettina's leadershipHow Bettina is contributing to a culture of trust and diversity Changing the cultural narrative around the ethnic hierarchy aboard a Carnival cruise ship Quote:“I remember in the early days when it was very gloomy and we didn't know what was gonna happen, and I remember I said, we can use this time just to feel bad for ourselves and or we can use this time to our benefit and to come back stronger than ever. And how about really focusing on our culture. Understanding that DE&I is at the foundation of that culture. This is the time that we have to really listen, listen to, understand, and to learn about the experience of being on board.” – Bettina DeynesSponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Bettina on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Lori Mix, SVP Talent Acquisition at ibex, and your host, Sultan Saidov, Co-Founder and President at Beamery.  Lori is a self motivated, adaptable, and high-energy professional who leads recruiting through change and challenge. She is a strategic problem-solver who envisions smart solutions and executes with urgency across all levels of her organization. Lori discusses how she measures success, the three pillars of the talent lifecycle,  and how her team is working to create positive experiences for both their employees and their clients. About ibex:ibex delivers innovative business process outsourcing (BPO), smart digital marketing, online acquisition technology, and end-to-end customer engagement solutions to help companies acquire, engage, and retain valuable customers. Today, ibex operates a global CX delivery center model consisting of 34 operations facilities around the world, while deploying next-generation technology to drive superior customer experiences for many of the world's leading companies across retail, e-commerce, healthcare, fintech, utilities, and logistics. ibex leverages its diverse global team of over 30,000 employees together with industry-leading technology, including its Wave X platform, to manage nearly 200 million critical customer interactions, adding over $2.2B in lifetime customer revenue each year and driving a truly differentiated customer experience. To learn more, visit our website at ibex.co and connect with us on LinkedIn.Quote:“We incorporate our tools and technology and AI to create an experience that allows us to be nimble and flexible, so that we can bring people in quickly and give them a good experience. And at the same time, deliver to our clients and be nimble and flexible for them, but also give them a good experience as well.” - Lori Mix –TimeStamps**(03:51) - Innovating talent acquisition **(08:50) - Setting candidates up for success**(13:56) - Lori's priorities for the future of hiring **(17:38) - What has changed in the talent experience?**(18:30) - Advice from Lori SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Lori on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Alan Winters, Chief People Officer and Chief Diversity Officer at Teleperformance, and your host, Sultan Saidov, Co-Founder and President at Beamery.  Alan is a senior-level executive with over 25 years of experience. He serves leading global Fortune 500 corporations representing four diverse industries. At the Teleperformance Group, he's responsible for People, Process and Culture, as well as HR, Learning and Development, Processes, Shared Services, Compliance, Privacy and Security.Alan discusses the need for a “50-50 mindset” regarding career development, the importance of trust between managers and team members, the differentiator brands need when standing out to candidates on the job hunt, and integrating emotional intelligence into the workplace. About Teleperformance:Teleperformance provides digitally integrated business services. They're a worldwide leader in outsourced omnichannel customer experience management. Teleperformance connects big and respected brands with their customers by providing customer care, technical support, customer acquisition, digital solutions, analytics, back-office, and other specialized services to ensure consistently positive customer interactions.They are a global leader in solution design, business optimization strategies, front-office customer support, and back-office services like finance, accounting, collections, and tech support.  With more than four decades of deep, industry-specific expertise anQuote:“Now, not everyone's gonna be successful, and not everyone is cut out for every job, obviously. But that gets back to that relationship with your manager to help that person progress, or the Jump program I spoke about earlier. And how is that integrated or changing with the strategy of the company? So it's those types of programs that have to be integrated. Because what you don't wanna do is someone just going externally and getting another degree, and that puts them out in the market, so to speak, for someone now to poach them. Where I would prefer to have those in those programs internally and then grow that person into a bigger role, if that's what they want to do.” - Alan Winters –TimeStamps**(02:54) - The evolution of Alan's role  **(08:16) - The Employee Engagement Suite **(15:04) - Talent acquisition in a turbulent economy **(22:07) - Enabling upward mobility through internal programs **(26:48) - Alan's thoughts on the future of talent acquisitionSponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Alan on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Becky Cantieri, CPO at Momentive, and your host, Sultan Saidov, Co-Founder and President at Beamery. Becky joined Momentive in 2011 and, as the Chief People Officer, drives the company's candidate and employee experience. Previously, she spent over 11 years at Yahoo in various HR leadership roles.Becky discusses tackling challenges with resilience, how to maintain transparency after a company goes public, and why empathy is integral to a work-from-home culture. About Momentive:Momentive provides Software-as-a-Service solutions that help businesses turn stakeholder feedback into action in the United States and internationally. It offers survey software products under the SurveyMonkey brand that enable customers to listen and take action on stakeholder feedback; GetFeedback CX platform, which enables companies to leverage in-the-moment customer feedback to engage and retain their customers.Momentive aims to help companies reshape their customer experience and product. They help industry leaders get tangible results and make decisions with an AI-powered platform. This platform is built with 20 years of experience with data from real questions and responses. Their three product brands are Momentive, GetFeedback, and SurveyMonkey.Quote:“Naturally, we are a survey platform, and we use [that] not only to measure employee engagement but to ask our employees' opinion on everything from how they are doing in the early days of the pandemic to how we structure our benefits, perks, et cetera when we are working within a more constrained financial envelope for the year. So on a wide range of topics, we ask for their opinion, listen to what's most important to them, what they value, [and] where they're willing to accept trade-offs given the challenges that the business may be having.” Becky Cantieri from Momentive –TimeStamps**(02:03) - An introduction to Momentive **(06:30) - The challenges of going public **(08:55) - The biggest lessons learned through listening **(16:05) - Post-pandemic innovation **(18:49) - Curiosity as the key **(23:30) - Hopes for the future of transparency SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Becky on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Mark Smith, Head of Talent Acquisition at The Kraft Heinz Company, and your host Sultan Saidov, Co-Founder and President at Beamery. Mark has been a Talent Leader for more than 20 years and has worked for a variety of world-class organizations. Before Kraft Heinz, Mark was Senior Director, Global Talent Acquisition at SC Johnson. Here he implemented a new TA delivery model, which included establishing an employer brand team, executive hiring, and a focus on the candidate experience through one process and technology.Mark discusses how he turned his employer brand around, leveraging leadership to drive change, and how to harness authenticity. About The Kraft Heinz Company:The Kraft Heinz Company is one of the largest food and beverage companies in the world, with eight $1 billion+ brands and global sales of approximately $25 billion. We're a globally trusted producer of high-quality, great-tasting, and nutritious foods for over 150 years. While Kraft Heinz is co-headquartered in Chicago and Pittsburgh, our brands are truly global, with products produced and marketed in over 40 countries. These beloved products include condiments and sauces, cheese and dairy, meals, meats, refreshment beverages, coffee, infant and nutrition products, and numerous other grocery products in a portfolio of more than 200 legacy and emerging brands.Quote:“Keeping the TA organization closer to not just offer accepted and then next role and you kind of stay over here in your lane, was to try and bring the organization a bit closer to the onboarding, and it gives us more skin in the game. And especially when it comes to things like employer branding and integrity of that, in terms of what we are selling to candidates, it has to be truly authentic. So to have ownership in that swim lane, you can't hide from that. And what I mean by that is I would never want recruiters in any of my teams to sell something that wasn't accurate. And that gives us more ownership and credibility, I feel.” - Mark Smith from The Kraft Heinz Company–TimeStamps**(04:11) - The start of Mark's journey **(12:02) - How Mark measures success**(16:46) - Biggest challenges **(24:18) - Lessons on mindset **(28:36) - Recipes for success **(32:22) - Hopes for the future SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.LinksConnect with Mark on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Suzan Moro-Wade, EVP and CHRO at Xerox, and your host Sultan Saidov, Co-Founder and President at Beamery. Suzan works in partnership with senior leadership to drive a human capital strategy that facilitates the company's transformation, future growth and success. Specifically, she is focused on instilling best practices around organization capability, diversity and inclusion, talent management, learning, total rewards and the work environment.Suzan discusses how she measures success in acquiring talent, creating a safe space for employees, and the critical role ERGs are playing at Xerox to promote diversity and inclusion. About Xerox:For more than 100 years, Xerox has continually redefined the workplace experience. Harnessing our leadership position in office and production print technology, we've expanded into software and services to sustainably power today's workforce. From the office to industrial environments, our differentiated business solutions and financial services are designed to make everyday work better for clients — no matter where that work is being done. Today, Xerox scientists and engineers are continuing our legacy of innovation with disruptive technologies in digital transformation, augmented reality, robotic process automation, additive manufacturing, the Industrial Internet of Things, and cleantech.Quote:“But I will say, one of the things that is a real differentiator for us is our approach to how we engage people before they join. And that is, we offer access to various diverse talent to meet and speak to, to learn about the company and the culture, before someone comes in the door. The culture piece, the culture fit, and the culture complement are so important. And so we offer candidates the ability to speak with like peers before they join, so they can get a sense of the culture.” - Suzan Morno-Wade from Xerox–TimeStamps**(05:51) - How does Suzan measure success?**(10:41) - What differentiates Xerox's hiring practices?**(12:51) - ERGs and company culture **(19:20) - Xerox gives back to the community**(24:28) - Soft skills to the front SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry-leading AI. Learn more at beamery.com.LinksConnect with Suzan on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Stephen Lochhead, Senior Vice President, Global Talent Acquisition at Expedia Group, and your host Sultan Saidov, Co-Founder and President at Beamery. Stephen has worked for some of the world's most successful businesses and helped them rethink the conventional ways in which a broad talent agenda can have the best impact. His spike is bringing the outside in and taking a creative approach to disrupt the status quo.Stephen discusses how to unlock purpose and potential in your workforce, hiring for success and creating continuity in hiring programs, and how a strategic planning framework can help you achieve your goals.About Expedia Group:Expedia Group powers travel for everyone, everywhere through our global platform. Driven by the core belief that travel is a force for good, we help people experience the world in new ways and build lasting connections. We provide industry-leading technology solutions to fuel partner growth and success, while facilitating memorable experiences for travelers.“I honestly believe that purpose-driven organizations perform better, and there's a very simple reason behind that. Purpose-driven organizations really campaign hard around unlocking employees' discretionary effort, and they do that in a number of ways. Sometimes the best way they do that is completely unique to them, so it becomes unrepeatable to other organizations. But typically it's around why is it that your world of work matters, and how is it that you connect with that on a day-to-day basis.” Stephen Lochhead, Expedia Group–TimeStamps*(02:13) - The scope of Stephen's role at Expedia Group *(09:55) - Elevating the recruiter experience by having talent champions*(13:39) - Ways that skill-based employee development helps you retain talent *(17:23) - Unlocking purpose and potential in your workforce*(20:53) - Why you need to treat your talent like you treat your customers*(27:12) - Creating continuity in hiring programs*(36:51) - Strategic planning framework that helps you achieve your goalsSponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.LinksConnect with Stephen on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Deeanne King, the Executive Vice President & Chief Human Resources Officer at T-Mobile, and your host Sultan Saidov, Co-Founder and President at Beamery. Deeanne brings more than 30 years of experience in senior leadership roles across multiple functions from her time at Sprint. Most recently she served as Sprint's Chief Human Resources Officer, where she was a strong advocate for employee learning and development and was credited for transforming the company culture into a vibrant place to work.Deeanne discusses how mergers and acquisitions impact culture, being more human-centric in how you think about data, and the importance of internal mobility.---About T-Mobile:T-Mobile is America's supercharged Un-carrier, delivering an advanced 4G LTE and transformative nationwide 5G network that will offer reliable connectivity for all. T-Mobile's customers benefit from its unmatched combination of value and quality, unwavering obsession with offering them the best possible service experience and undisputable drive for disruption that creates competition and innovation in wireless and beyond. Based in Bellevue, Washington, T-Mobile provides services through its subsidiaries and operates its flagship brands, T-Mobile, Metro by T-Mobile and Sprint.---“What we decided we wanted to do was to really take the best attributes of both companies and be proud of both our history that brought us to where we were, understand who each company was right now, but also think about who it is we aspire to be.” -  Deeanne King---TimeStamps:*(01:31) - The scope of Deeanne's role at T-Mobile*(06:25) - How mergers and acquisitions impact culture*(10:45) - What makes a winning post-merger culture?*(12:05) - The importance of internal mobility.*(15:40) - Being more human-centric in how you think about data*(17:20) - Creating a dedicated employee experience team*(21:53) - Why flexibility is important for the new workforce*(23:28) - How technology and data playing a massive role in Talent Acquisition---Sponsor:The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.---Links:Connect with Deeanne on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Elin Thomasian VP, Global Head of Talent Acquisition at UKG, and your host Sultan Saidov, Co-Founder and President at Beamery. Previously, she held Global Head of Talent Acquisition positions at Workday, Prudential Financial, Moody's Corporation, Purdue Pharma, and Goldman Sachs.Elin discusses the importance of a skills-based recruiting strategy, turning your data into intelligent insight, and why career development should be a key element of your employee value proposition.---About UGK:UKG is a leading provider of HR, payroll, and workforce management solutions for all people. At UKG, our purpose is people. As strong believers in the power of culture and belonging as the secret to success, we champion great workplaces and build lifelong partnerships with our customers to show what's possible when businesses invest in their people. Born from a historic merger that created one of the world's leading HCM cloud companies, our Life-work Technology approach to HR, payroll, and workforce management solutions for all people helps more than 70,000 organizations around the globe and across every industry anticipate and adapt to their employees' needs beyond just work.---“So it's really important when you tie the employee value proposition to: you're not just coming here to do a great job in the role that we're hiring you for, but we're hiring you to be the workforce of the future. And our promise to you is that we will develop your skills to get there.” - Elin Thomasian---Episode TimeStamps:*(01:31) - The scope of Elin's role at UKG*(02:59) - Integrating processes, systems, and technology*(05:12) - Strategic Workforce Planning with Analytics & Technology*(07:03) - Understanding your funnel metrics*(09:24) - Turning your data into intelligent insight*(13:20) - Career development should be a key element of you employee value proposition*(15:01) - Focusing on HR technology for employees and customers*(19:46) - Exploring talent intelligence platforms*(22:55) - Building a new job architecture---Sponsor:The Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.---Links:Connect with Elin on LinkedInConnect with Sultan on LinkedIn 

This episode features an interview with Christopher Shryock, SVP & Chief People Officer at Sam's Club and your host Sultan Saidov, Co-Founder and President at Beamery. Christopher is responsible for all aspects of Human Resources across Sam's Club, including identifying, attracting, developing, and rewarding talent, as well as building a diverse and inclusive organization for 100,000 associates across the U.S. and Puerto Rico. Christopher discusses the importance of creating a great employee value proposition, why the most important KPI is how satisfied your customers are, and ways to grow by advancing investments in tech and in product, with member and associate tools.---About Sam's Club:Sam's Club is a warehouse club with 597 locations across the U.S. and Puerto Rico. Sam's Club is a division of Walmart and is a membership warehouse club, with $74 billion in net revenue and 600 locations, offering its members quality products at exceptional value that is unmatched by traditional retail. Every year they promote approximately 20,000 associates to jobs with more responsibility and higher pay, and offer associate benefits like paid parental leave for full-time associates, additional support for adoptive families, 401(k) savings, health/dental/vision plans, associate stock purchase plans, associate discounts and more.---“We're much more conscious and we're much more cognizant of hiring people that are member obsessed. One, because that's better for our members, but two, because those people tend to stay with us longer and they tend to perform better.” - Christopher Shryock---Episode TimeStamps*(01:31) - Creating a great employee value proposition*(04:56) - The components of building for leadership profiles*(07:57) - The most important KPI that drives business*(09:34) - Why the employee NPS score is the ultimate measure of employee happiness*(13:20) - How to manage and how to reward talent*(15:08) - Integrating DE&I into talent practices and the way you run your business*(19:41) - Ways to grow by advancing investments in tech and in product*(21:58) - The importance of putting people in positions where they can find their own purpose*(23:43) - The impact of flexibility in the work place ---SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.---LinksConnect with Christopher on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Maren Waggoner from Walmart, and your host Sultan Saidov, Co-Founder and President at Beamery. Maren has 15+ years of progressive experience in HR as a business partner as well as center of excellence leadership roles in Fortune 100 companies across technology, entertainment, and omni-channel retail industries. She provides HR support, frameworks, tools, and processes to unlock and accelerate business strategy and transformation.Maren discusses the importance of the synchronicity between talent and business, measuring success through data, and how to automate selection while keeping the human in human resources.---About Walmart:Sixty years ago, Sam Walton started a single mom-and-pop shop and transformed it into the world's biggest retailer. Since those founding days, one thing has remained consistent: our commitment to helping our customers save money so they can live better. Walmart is reinventing the shopping experience and their associates are at the heart of it. Walmart has opened thousands of stores in the U.S. and expanded internationally. Through innovation, they're creating a seamless experience to let customers shop anytime and anywhere online and in stores. They are creating opportunities and bringing value to customers and communities around the globe. Walmart operates approximately 10,500 stores and clubs under 46 banners in 24 countries and eCommerce websites. They employ 2.3 million associates around the world, and nearly 1.6 million in the U.S. alone.---“I think that the key is, it has to start with the business strategy, cause there really isn't a separate talent strategy in absence of a business strategy.” -  Maren Waggoner---Episode TimeStamps:*(01:31) - The scope of Maren's role at Walmart*(02:39) - The synchronicity between talent and business *(05:06) - Measuring success through data*(07:31) - Important retention strategies *(09:46) - Scaling a sucessful pilot project*(12:18) - How to automate selection while still staying personal*(15:01) - The digital employee experience*(19:38) - Knowing your talent to fill the job*(21:14) - Why upskilling and reskilling have become essential tools ---SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.---LinksConnect with Maren on LinkedInConnect with Sultan on LinkedIn

Join your host, Sultan Saidov, Co-founder of Beamery,  as we take a behind-the-scenes look at how the world's top talent innovators and visionaries are creating incredible talent experiences, moving the needle on DE&I, and attracting, engaging and retaining world-class talent.Season Two includes expert insights from guests such as Maren Waggoner from Walmart, Christopher Shryock from Sam's Club, and many more business and talent leaders. You'll learn from HR and TA executives, who understand the value of creating a talent-first culture. So tap the follow button and join us on your favorite podcast platform. Welcome to "The Talent Blueprint," your guide to building a talent-first company. 

This episode features an interview with Asaf Jackoby, Senior Vice President of Global HR at Amdocs. Having begun his career in software implementation and program management, Asaf now leads Amdocs' global talent strategy, where he and his team plan, attract, and hire for the technology company.On today's season finale, Asaf discusses the challenge of finding ready-made talent, encouraging internal mobility, and the connection between NBA player Giannis Antetokounmpo and data analytics.--About AsafAsaf Jackoby is a Senior Vice President, heading the talent strategy organization at Amdocs, a global hi-tech company.Asaf specializes in linking the entire talent value chain, starting from business strategy design all the way to candidate attraction, and is responsible for designing the future talent map of the company and global talent acquisition. Asaf believes in this strong linkage between business outcomes and the people behind it.Asaf's versatile career has covered Program Management, Business Operations, Information Systems Implementation and, more recently, Human Resources is a powerful force in leading global business transformations.Asaf holds a BA in Economics and a Masters in Business Administration from Bar Ilan University. In his free time, he likes to ride his spinning bike, watch sports matches and play video games with his children.About AmdocsAmdocs is a leading software & services provider to the world's most successful communications and media companies. Their 30,000 employees around the globe help to accelerate their customers' migration to the cloud, differentiate in the 5G era, digitalize and automate their operations, and provide end users with the next-generation communication and media experiences that make the world say wow.--“You need to understand as a leader that there are opportunities, and the employee every day selects to work for you.” -Asaf Jackoby--Show NotesThe Blueprint(1:36) Asaf's role at Amdocs(3:11) Linking the whole value chain to a company's strategic function(5:06) Being ahead of the curve on talent sourcingThe Journey(7:12) How Asaf measures success(10:55) Friction points that he and other talent leaders face(15:35) Recruitment: a responsibility shared by everyone(18:43) The connection between Giannis Antetokounmpo and data analyticsThe Future(22:47) Asaf's recipe for success and unlocking the potential of your internal workforce(26:17) The core currency of skills (30:41) Lessons learned in changing the culture of job design(34:00) What has changed five years from now--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Asaf on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Larry Emond, Senior Partner at Modern Executive Solutions. Over the past several years he built the world's largest network of big company CHROs, with nearly 1,000 globally. He has done over 350 meetings, mainly in-person, to discuss their challenges and opportunities.On today's episode, Larry discusses “the big four” of major CHRO challenges, the importance of one's boss, and how he is helping other people find success and fulfillment in their lives.--About LarryLarry Emond is Senior Partner at Modern Executive Solutions, a global executive search and advisory firm. He is an advisor and coach to several senior leaders, and especially CHROs of global companies. He also serves on the boards of several HR industry start-ups and early stage companies. He is a frequent speaker and workshop leader on a variety of topics including the Future of the Workforce, the Future of HR, the Future of Learning, DEI, HR Technology and Automation, Performance Management, and Leadership. Previously Mr. Emond was Managing Director, Global Leadership Advisory, at Gallup. Over the last several years at Gallup he built CHRO Roundtable, the largest organization in the world limited exclusively to big company CHROs, with nearly 1,000 members globally. About Modern Executive SolutionsModern is an innovative executive search and integrated advisory solutions firm helping organizations build sustainable and diverse leadership teams. Underpinned with exceptional intelligence and assessment capabilities, every aspect of the Modern recruitment process is customized for their clients with the simple goal of “meeting you where you are.” They are determined to set a new benchmark for the search industry while we also foster the next generation of talent through the support of charitable organizations.--“We better not completely take the human out of human resources because it comes out that the human in human resources is the thing that is most likely to make us seem valuable to people.” -Larry Emond--Show NotesThe Blueprint(1:29) Larry's background getting to know some of the world's biggest CHROs(3:16) What Larry sees as the major challenges facing CHROs today: HR technology & automation, issues of attraction, retention, and culture(7:46) How DE&I cuts across these major challenges(9:33) Characteristics of the world's biggest CHROs: intellectual depth, compassion, and the ability to listenThe Journey(12:22) Who's your boss? A friction point for CHROs(15:51) The challenges of hybrid working and the talent shortageThe Future(21:22) Having a handle on HR tech and putting the human back in HR(26:11) Larry's raison d'être: helping other people find success and fulfillment in their lives(28:50) Keeping order and balance in one's life(30:17) What has changed five years from now--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Larry on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Paul Lesser, Principal at PHL Talent Advisory Services. Paul is the former head of Talent Acquisition, Talent Development & Learning at Fidelity Investments, which he joined in 1995.On today's episode, Paul discusses the importance of onboarding, using data and technology to learn more about employee populations, and why talent leaders must take a more holistic approach to talent lifecycle management.--About Paul & PHL Advisory ServicesPaul Lesser is the former head of Talent Acquisition, Talent Development & Learning at Fidelity Investments, a leading provider of investment management, retirement planning, portfolio guidance, brokerage, benefits outsourcing and other financial products and services to more than 26 million individuals, institutions, and financial intermediaries.Mr. Lesser retired from Fidelity in July of 2021, and is now leading a consulting practice specializing in Talent Strategies and Executive HR Support to Emerging businesses. --“You can't just recruit your way out of issues. What are you doing for your current associates? What are you doing to retain them? What are you doing to create an environment where they want to stay?” -Paul Lesser--Show NotesThe Blueprint(1:42) Paul's background and current advisory work(5:15) The importance of onboarding(6:01) Working with businesses and helping them think differentlyThe Journey(7:53) Creating a more holistic talent lifecycle experience and bringing data/systems/teams together(12:29) Hiring the right people vs the “best” people(15:23) The myriad of friction points for talent leaders(19:02) Learning more about our employee populations(22:50) Challenges that lie ahead(26:43) The connection between golf and life The Future of Talent(28:30) Getting the house in order and getting the most out of technology (31:03) Advice to past self: take the time to really listen(33:11) The future: greater transparency, AI, and can organizations take a stand on issues without losing employees/customers?--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Paul on LinkedInConnect with Sultan on LinkedIn

Today we're bringing you a special episode, featuring highlights from the first season. You'll hear from some of the world's top talent innovators and visionaries on things like DE&I, attracting and retaining talent, and what the future of work holds.--Show Notes(1:00) Navigating data with Wells Fargo's Ellie Bertani, GM's Kyle Lagunas, Bath School of Management's Dr. Luke Fletcher, and Prudential's Wagner Denuzzo(3:12) Skills building with Wagner Denuzzo, McKinsey's Dr. Mary Meaney, and Ellie Bertani(5:45) Diversity & inclusion with Kyle Lagunas, Dr. Luke Fletcher, ServiceNow's Stuart Rowland, Dr. Mary Meaney, and Ellie Bertani(8:58) Retention and building cultures in a pandemic work environment with Financial Time's Cherry Ainsworth, Aegon's Ignacio Aranguez-Montero, Dr. Mary Meaney, Ellie Bertani, Stuart Rowland, and Kyle Lagunas(12:43) A new dawn for HR and TA practitioners with Ignacio Aranguez-Montero and Ellie Bertani(13:44) Five years from now with Wagner Denuzzo, Dr. Mary Meaney, and Cherry Ainsworth--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.

This episode features an interview with Cherry Ainsworth, Global Head of Talent Acquisition at The Financial Times. For the past twelve years, Cherry has helped to establish and grow the FT's talent acquisition function while meeting the businesses strategic hiring goals and increasing diversity across the organization.On today's episode, Cherry discusses FT's Next Generation Board, her own experience returning to work after maternity leave, and the importance of retention.--About CherryCherry has spent the last 12 years working in recruitment and is currently Global Head of Talent Acquisition at The Financial Times. In her role at The FT she has established and grown their TA function and is responsible for meeting the businesses strategic hiring goals and increasing diversity across the organisation. She is adept at building and embedding recruitment functions, having previously carried out similar roles at two technology startups and is a passionate about scaling successful teams and developing people. About Financial TimesThe Financial Times is one of the world's leading business news organisations, recognised internationally for its authority, integrity and accuracy. The FT has a record paying readership of one million, three-quarters of which are digital subscriptions. It is part of Nikkei Inc., which provides a broad range of information, news and services for the global business community. --“At the end of the day, we want to automate as much as possible and we want to be as efficient as possible. But we're hiring humans into businesses. So those humans will want to interact with other humans.” -Cherry Ainsworth--The Blueprint(1:33) Cherry's role building out the TA team(3:19) The most rewarding part of the role: a ripple effect of growing teams and processesThe Journey(4:13) Measuring success through diversity initiatives and positive feedback(8:57) Advocating for sponsorship(10:33) The candidate journey and reaching a different audience(12:35) Realigning the FT's external reputation(15:35) Cherry's experience returning to work after maternity leaveThe Future of Talent(17:59) Recipe for success: knowing your marketplace and being agile(21:03) A new initiative with FT's Next Generation Board(23:35) Creating career journeys and succession planning across the FT(26:47) Delving into data and talent mapping(29:52) Cherry's advice to her past self(31:54) Keeping the personal touch in recruitment--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Cherry on LinkedInConnect with Sultan on LinkedIn--BonusFor fans of The Talent Blueprint, check out the latest episode of Often Imitated with Beamery Co-Founder, Abakar Saidov. Brought to you by Caspian Studios, the same team behind The Talent Blueprint.

This episode features an interview with Dr. Mary Meaney, Former Senior Partner at McKinsey and Beamery Board Member. Having worked across different companies and sectors throughout her career, Dr. Mary helps advise a broad range of clients on transformational change, top team alignment, capability-building, leadership development, human resource strategy and performance improvement.On today's episode, Dr. Meaney shares a number of insights from her days at McKinsey, the importance of nurturing and cultivating talent, and how she and Beamery have partnered up to assist Ukrainian refugees in France.--About MaryMary is an angel investor and Board member of a range of Tech companies in the UK (e.g., Beamery, V-Nova, Unmind etc). Mary serves on the Board of Imperial College London and the Advisory Board of Imperial College Business School. She currently leads Solidarite Ukraine, an initiative of the St Omer Foundation which supports hundreds of Ukrainian women and children in France. Previously, she was a Senior Partner at McKinsey where she served on McKinsey's Shareholder's Council (global Board of Directors) and led McKinsey's global Organization practice. She co-authored a book, Leading Organizations: Ten Timeless Truths, as well as the McKinsey Global Institute report on The Future of Work after Covid-19. She was a Trustee of TeachFirst for almost a decade and has lectured extensively at the Universities of Oxford, Cambridge, Imperial, and Tsinghua.About McKinsey & CompanyMcKinsey & Company is a global management consulting firm committed to helping organizations accelerate sustainable and inclusive growth. They work with clients across the private, public, and social sectors to solve complex problems and create positive change for all their stakeholders. They combine bold strategies and transformative technologies to help organizations innovate more sustainably, achieve lasting gains in performance, and build workforces that will thrive for this generation and the next.--“I believe that the real sources of competitive advantage - what will really help companies succeed and thrive and win - is actually all about talent and culture.” -Dr. Mary Meaney--The Blueprint(1:21) Dr. Mary's background and helping organizations thriveThe Journey(3:24) Measuring success through performance and organizational health(7:08) A common sense approach to navigating change and avoiding managerial permafrost(9:29) The myriad of challenges for companies and talent(13:53) Succeeding through talent and culture(14:55) Partnering with Beamery to help Ukrainian refugees in FranceThe Future of Talent(17:24) Dr. Mary's recipe for success: belief from the top, a truly strategic HR function, and thinking of the value proposition(20:26) Prioritizing attraction & retention, learning, and D&I(23:00) Linking the learning agenda to the business strategy(25:48) Dr. Mary's advice to her younger self(27:42) A hope for the future--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Mary on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Ellie Bertani, SVP of HR Transformation & Services at Wells Fargo. With twenty years of cross-sector professional experience in philanthropy, health care, retail, and financial services, Ellie has helped to improve Wells Fargo's HR operating model and implement new ways of working.On today's episode, Ellie discusses HR operational effectiveness , meeting the needs of different generations of employees, and a passion for skills-based programs.--About EllieEllie Bertani is SVP of HR Transformation at Wells Fargo. She is responsible for architecting and implementing HR's target operating model while establishing new ways of working to improve the employee experience. In addition, she leads the Culture COE, charged with driving cultural change across Wells Fargo. With a background in the nonprofit, public, and private sectors, she brings a shared value approach to drive sustainable impact. Ellie joined Wells Fargo in December 2020, after spending eight years at Walmart in a variety of roles in HR, Corporate Affairs, and Finance. In 2020 she was awarded Walmart's highest recognition, the Sam Walton Entrepreneurship Award, for the development of LiveBetterU, the largest educational benefits program in the US, and Walmart's most successful diversity & inclusion program. Ellie received her Master of Public Administration from Harvard's Kennedy School of Government and her MBA from MIT Sloan School of Management. Her professional career has included fifteen years of experience in the nonprofit, public, and private sectors, including positions with the Bill and Melinda Gates Foundation, the U.S. State Department, Third Sector Capital Partners, and Rotary International. She loves comedy, karaoke, and being kept on her toes by her husband and three crazy boys.About Wells FargoWells Fargo & Company (NYSE: WFC) is a diversified, community-based financial services company with $1.9 trillion in assets. Wells Fargo's vision is to satisfy their customers' financial needs and help them succeed financially. Founded in 1852 and headquartered in San Francisco, Wells Fargo provides banking, investment and mortgage products and services, as well as consumer and commercial finance, through 8,050 locations, 13,000 ATMs, the internet (wellsfargo.com) and mobile banking, and has offices in 38 countries and territories to support customers who conduct business in the global economy. With approximately 265,000 team members, Wells Fargo serves one in three households in the United States. Wells Fargo & Company was ranked No. 26 on Fortune's 2018 rankings of America's largest corporations. News, insights and perspectives from Wells Fargo are also available at Wells Fargo Stories. --“You really touched on an area of passion when you started talking about skills and how that can be the building block of how we think about talent going forward and the unit of currency as I like to think about it.” -Ellie Bertani--Show NotesThe Blueprint(1:20) Ellie's role at Wells Fargo(2:32) What opportunities she saw in joining the company(4:00) Most rewarding part of the roleThe Journey(5:09) Measuring success through OKRs and a new talent mobility program(7:23) Navigating change management through strong sponsorship (8:46) Forcing prioritization and trade-off conversations in a complex business (11:11) Building out Wells Fargo's operations function(12:21) Ellie's talent strategy(14:29) Guild Education and Ellie's passion for skills-based programs The Future of Talent(17:51) Meeting the needs of different generations of employees(20:17) Prioritizing data and creating a culture of two-way dialogue (23:02) Engaging with qualitative and quantitative data(24:58) Creating skill-based programs around the business strategy(27:26) The future of hybrid work and skills-based programs(30:21) Parting words: pay attention to culture and leadership--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Ellie on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Dr. Luke Fletcher, Associate Professor in Human Resource Management at Bath School of Management. As both a researcher and academic, Luke's interests span both organizational psychology and human resource management, and include topics such as meaningful work, employee engagement, talent management, and diversity and inclusion. On today's episode, Luke discusses how companies should approach DE&I, his mission to reduce inequality, and what narcissism has to do with talent management.--About LukeDr. Luke Fletcher is an Associate Professor in Human Resource Management at the University of Bath's School of Management, UK. His research interests span both organizational psychology and human resource management, and include topics such as meaningful work, employee engagement, talent management, and diversity and inclusion. Luke has written for a variety of practitioner and academic audiences and has written public blogs and practice pieces for The Conversation, the Chartered Institute of Personnel and Development, and the Institute for Employment Studies. His work has featured in various international news and media outlets, and he sits on the editorial board for the Journal of Occupational and Organizational Psychology and the International Journal of Human Resource Management. He can be reached via LinkedIn or via his staff profile. About University of Bath School of ManagementEstablished in 1966, University of Bath School of Management is one of the UK's leading business schools. They are ranked 1st in the country for Marketing (The Complete University Guide 2022) and Top 5 for Accounting and Finance (Guardian University Guide 2022).They are a leading centre for research. In the latest Research Excellence Framework, 41% of their submissions met the 4* standard (the highest possible).They have five-year EQUIS accreditation and are based at the University of Bath's campus in the historic city of Bath in Somerset, UK.--“Progress is an interesting word because I think a lot of the talk around diversity and inclusion, it's all about developing a business case. And although that's really good, there's also a moral and ethical imperative with some of this.” -Dr. Luke Fletcher--Show NotesThe Blueprint(1:49) Luke's background and research areas(4:10) Finding a sense of meaning in allyship and broad inclusion(6:19) Next-up projects: micro-incivilities and LinkedIn social activismThe Journey(8:40) How companies should think about success and progress with DE&I (11:29) The right foundations for diversity measurements and benchmarks(14:22) Re-approaching the way we evaluate our employees(16:57) A study in narcissism: personality differences in the workplace (20:01) Dr. Luke's passion for LGBT+  inclusion and reducing inequalityThe Future of Talent(21:43) What success should look like: taking a step back from benchmarking(23:22) Why HR and TA leaders need to prioritize data(26:14) How organizations might think about “job crafting” and skills data(29:34) Emerging trends on skills-based career pathing(33:42) A more ethical and moral future--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Luke on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Ignacio Aranguez Montero, Head of Talent & Transformation at Aegon. As a member of the Global Talent Team in Spain, Ignacio leads a team of twelve HR practitioners to drive cultural and organizational transformation.On today's episode, Ignacio discusses the evolving role of data in TA, creating the right environment for employees to thrive, and why the talent journey is a bit like dating.--About IgnacioIgnacio is Head of Talent & Transformation at Aegon for the Spanish market. Born in Spain in 1985, he has lived in Belgium, the United Kingdom and Spain, and has worked across Europe, America, the Middle East and Asia. He has a proven record of running large business transformations in complex environments, and is familiar with everything related to new ways of working, human capital strategy, M&A, workplace strategy, data analytics, talent development, culture & employee engagement, and employer branding, etc.Previously, he worked as a management consultant for brands like Deloitte and Accenture. He has experience in multiple industries such as digital & tech, financial services, insurance, retail, media, marketing & creative communications, consumer goods, energy & utilities, and infrastructure. About AegonAegon is an integrated, diversified, international financial services group. The company offers investment, protection, and retirement solutions, with a strategic focus on three core markets (the United States, the United Kingdom, and the Netherlands), three growth markets (Spain & Portugal, Brazil, and China), and one global asset manager. Aegon's purpose of helping people live their best lives runs through all its activities. As a leading global investor and employer, the company seeks to have a positive impact by addressing critical environmental and societal issues, with a focus on climate change and inclusion & diversity. Aegon is headquartered in The Hague, the Netherlands, and listed on Euronext Amsterdam and the New York Stock Exchange. --“I am convinced that there is no one within the business environment best placed than HR to lead and steer strategy roadmaps and transformation programs.” -Ignacio Aranguez Montero--Show NotesThe Blueprint(1:36) Ignacio's role at Aegon and the growth of his team(4:25) Becoming the best place to work in the Spanish market(5:18) How Aegon fosters recurrent and transparent conversations(7:37) Measuring the efficacy of their programs(10:02) Making brand ambassadors of their current and former employees The Journey(11:23) Key milestones across the talent journey(13:01) Creating the right environment for employees to thrive(14:13) Thinking of the talent journey like a relationship(18:18) Transformation and the challenge of breaking mindset barriers(20:26) Ignacio's favorite upcoming initiatives(21:51) The evolving role of data in TAThe Stress Test(25:23) Three talent challenges for Ignacio(28:37) Ignacio's advice to other TA leadersThe Future of Talent(30:16) A paradigm shift for HR practitioners(31:52) Focusing on the business strategy and elevating those in HR--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Ignacio on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Stuart Rowland, Senior Director of Global Talent Acquisition at ServiceNow. Since joining the cloud-based platform in 2018, Stuart has overseen TA for the EMEA region, which will hire over 1,000 employees this year alone.On today's episode, Stuart talks about streamlining the hiring process, data insights, and fostering inclusivity and understanding.--About StuartStuart is currently Senior Director of Talent Acquisition EMEA at ServiceNow. Prior to this role, Stuart was leading recruiting at Salesforce where he ed and scaled the EMEA recruiting team for Salesforce Enterprise Go-to-market organisation to achieve 30%+ yoy headcount growth. ServiceNow cloud-based platform and solutions help digitize and unify organizations so that they can find smarter, faster, better ways to make work flow. So employees and customers can be more connected, more innovative, and more agile. About ServiceNowServiceNow (NYSE: NOW) makes the world work better for everyone. Our cloud-based platform and solutions help digitize and unify organizations so that they can find smarter, faster, better ways to make work flow. So employees and customers can be more connected, more innovative, and more agile. And we can all create the future we imagine. The world works with ServiceNow.--“We're in the world where healthy, enduring companies means healthy, enduring cultures.” -Stuart Rowland--Show NotesThe Blueprint(1:26) What is ServiceNow?(4:09) The role of a talent advisor versus a traditional recruiter(6:39) Stuart's talent strategy: fulfill your purpose. Do your best work. Live your best life(9:15) Making the hiring process faster and more efficientThe Journey(12:00) Focusing on onboarding, constant feedback, and trust(13:37) The most rewarding part of the journey(14:39) Not biting off more than you can chew(16:57) Upskilling and fostering inclusivity at ServiceNow(21:57) The impact areas of data on TAThe Stress Test(25:29) Tackling challenges at ServiceNow(27:28) Stuart's advice to his past self: begin with the end in mindThe Future(28:21) A world where healthy enduring companies means healthy enduring cultures--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Stuart on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Wagner Denuzzo, Head of Capabilities for Future of Work at Prudential Financial. For the last three years, Wagner and his team have been responsible for Organizational Design and Capabilities, as well as the transformation of careers and skills development for the future.On today's episode, Wagner discusses the importance of hiring for potential, using technology to create equity of opportunity, and why the future of work rests in curiosity, courage, and compassion.--“I think we have to start thinking about propensity to learn and start hiring for potential. We talk about this, but we never do it well. We need to hire for potential to learn, because actually we can teach people the skills.” -Wagner Denuzzo--Show NotesSection 1: The Blueprint(1:44) Wagner's role at Prudential and the opportunity he saw(3:11) Getting off to a great start at PrudentialSection 2: The Journey(4:40) Measuring success through adoption and culture change(6:48) The challenges of change management(9:06) Teaching people to think differently through enablement and great UX(11:20) Focusing on skills and hiring for potential(13:50) Leadership from the start: a preview of Wagner's new bookSection 3: The Future(16:51) The future of talent management(19:28) Encouraging data fluency in the flow of work(22:50) Re-skilling existing employees (26:30) The benefits of machine learning versus human decision making(29:46) Envisioning the ‘composable workforce'(31:53) A shift in focus(35:25) Wagner's parting advice --SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Wagner on LinkedInConnect with Sultan on LinkedIn

This episode features an interview with Kyle Lagunas, Head of Talent Attraction, Sourcing & Insight at General Motors. Lagunas has spent the last several years offering a fresh take on the role of technology as part of an integrated talent strategy. Since joining the iconic automobile manufacturer in 2021, he has worked to attract the diverse talent needed to power GM's fully electric future.On today's episode, Kyle discusses GM's push to engage talent around the world, the challenges of change management, and embracing the new normal of hybrid work.--“I didn't join GM because of where we've been, I joined GM because of where we're going." -Kyle Lagunas--Show NotesSection 1: The Blueprint(1:42) The scope of Kyle's role at General Motors(3:51) Break everything: the strategy for talent at GM(4:35) Solving foundational problems for his team(6:20) Measuring success through forecastingSection 2: The Journey(9:44) Getting buy-in from leadership(13:44) Creating richer experiences through onboarding and early career engagement(16:27) Re-thinking skills development and non-traditional talentSection 3: The Stress Test(20:13) Prioritizing tasks and becoming comfortable with data(22:51) Getting to the big wins by sharing the small ones(24:46) The importance of being emotionally available to your teamSection 4: The Future(26:53) A hope for better data ecosystems and experiential CRMs(28:29) Embracing the new normal of hybrid work(30:21) Kyle's best piece of advice--SponsorThe Talent Blueprint is brought to you by Beamery. Beamery's Talent Lifecycle Management Platform makes it possible for companies to deliver more human talent experiences and unlock the skills and potential of their global workforce using industry leading AI. Learn more at beamery.com.--LinksConnect with Kyle on LinkedInConnect with Kyle on TwitterConnect with Sultan on LinkedIn

The last two years have changed how we work forever. Employees are more focused on wellbeing, training and career development. Corporate culture is under pressure to embrace inclusive values and align to sustainable missions.Businesses need to adapt.They must transform their approach to the entire talent lifecycle, creating more human experiences and unlocking their workers' potential.Join your host, Sultan Saidov, Co-founder of Beamery, as we take a behind-the-scenes look at how the world's top talent innovators and visionaries are creating incredible talent experiences, moving the needle on DE&I, and attracting, engaging, and retaining world class talent.This podcast is for business leaders who understand the value of creating a talent-first culture, as well as HR and TA executives looking to do it at the highest level. So tap the follow button, and join us every week on your favorite podcast platform.Welcome to “The Talent Blueprint,” your guide to building a talent-first company.Powered by Beamery.