Helen Burns, the Global Talent Director at Owkin, about her unique journey in talent acquisition. Helen shares her transition from freelance consulting to an in-house role, the importance of long-term talent strategies, and the challenges of building a talent team in a rapidly changing industry. They discuss the significance of employer value propositions, company culture, and navigating imposter syndrome in career growth. Helen emphasizes the need for clarity in attracting talent and the importance of being open to learning and adapting in a new
environment.

• The Global Talent Scout role emphasizes proactive recruitment strategies.
• Balancing immediate hiring needs with long-term talent strategies.
• Imposter syndrome can be overcome by reflecting on past achievements.
  
  

Helen Burns on LinkedIn

LHH Recruitment Solutions

A Beautiful Working World

A Soundbeam Studios Production

Summary

In this episode, Rob interviews Jonathan Graber, the head of talent at Giyger, discussing his journey from agency recruiting to in-house talent acquisition. They explore the challenges and rewards of transitioning roles, the importance of setting deadlines in hiring, and the diverse responsibilities that come with working in a startup environment. Jonathan shares insights on managing priorities, the significance of people operations, and how to navigate the complexities of talent acquisition in a fast-paced setting.

Takeaways

• The 10 80 10 rule illustrates how people respond to requests.
• Transitioning from agency to in-house recruiting
• Adding People Ops responsibilities
• Prioritizing recruitment based on urgency and revenue impact.
• Managing multiple roles in a startup requires effective triage.

Jonathan Graber on LinkedIn

LHH Recruitment Solutions

A Beautiful Working World

A Soundbeam Studios Production

JP, Chief People Officer at Metropolis, emphasizes the need to reframe the return to office narrative, highlighting the irreplaceable value of human connection and collaboration that cannot be replicated through remote work alone. He shares insights on fostering a culture of access and the responsibilities that come with managing a large workforce post-acquisition. In this conversation, John-Paul Sukkar discusses the challenges and strategies involved in integrating a large organization after a significant acquisition. He emphasizes the importance of cultural shifts, change management, and the reevaluation of core values to foster innovation and ownership among employees. JP shares insights on balancing agility with necessary processes in a larger corporate environment and introduces a personal framework for decision-making that encourages long-term thinking and risk-taking.

Takeaways

In-person interactions foster serendipitous conversations that can unblock issues.
AI cannot replicate the nuances of human interactions in the workplace.
Return to office should be viewed as an opportunity, not a punishment.
Creating a culture of access encourages open communication and collaboration.
Day one changes are crucial for signaling new directions.
Ownership mentality is essential for employee engagement.
Taking risks on oneself is vital for personal and professional growth.

Links

JP Sukkar on LinkedIn

LHH Recruitment Solutions

A Beautiful Working World

A Soundbeam Studios Production