jason medley - quirky's recruiting culture

ENGAGEMENT & GROWTHBuilding the Right Culture for

JASON MEDLEYDirector of People &

Culture

INVENTION IS HARD

> design > research > manufacturing

> merchandising > distribution

> retail marketing

> consumer marketing

> inventory > logistics

> margin analysis

> packaging

> point of sale

> intellectual property management

> direct sales / marketing

> prototyping

> mechanical engineering

> regulatory issues

> markdowns / seasonality

> customer service

> press / product reviews

> channel management

> replenishment > EDI / Technology Backbone

BUT INVENTION IS IMPORTANT

THE BEST IDEAS DON’T COME FROM THE BOARDROOM

THE BEST IDEAS COME FROM THE LIVING ROOM

QUIRKY IS AN INVENTION PLATFORM THAT BRINGS REAL PEOPLE’S PRODUCT IDEAS TO

LIFE.

1.1 MILLION CREATIVE PEOPLE AROUND THE WORLD SUBMIT OVER 3,000 IDEAS A WEEK TO QUIRKY.COM.

THESE IDEAS ARE PUT TO A VOTE AT OUR WEEKLY L IVE PRODUCT EVAL.

THE QUIRKY TEAM DOES THE HEAVY LIFTING TO MAKE THE CHOSEN PRODUCTS

REAL.

INVENTORS AND INFLUENCERS EARN PERPETUAL ROYALTIES AS LONG AS PRODUCTS ARE FOR SALE.

AND HAVE PAID $MILLIONS TO OUR COMMUNITY

SOMETIMES, OTHER COMPANIES LEVERAGE OUR PLATFORM TO COMMUNICATE WITH THEIR CUSTOMERS.

AND WE BUILD THINGS LIKE THE WORLD’S SMARTEST AIR CONDITIONER.

AND AIR COMMERCIALS WHERE OUR CEO RUBS THE INVENTOR’S FEET.

WE ALSO REINVENTED THE LIGHTBULBFOR THE INVENTORS OF THE LIGHTBULB.

OVERALL, QUIRKY IS AN EXCITING PLACE TO WORK

EMPLOYEE BUZZ

SCH SF

G R O W T H : Tw o n e w o f f i c e s : S c h e n e c t a d y & S a n F r a n c i s c o

• 97% of employees are proud to work a t Qu i rky

• 94% of employees have or would work over a weekend to comple te a pro jec t

• 90% of employees o f ten ta lk about Qui rky

• 85% of employees are mot iva ted by Qui rky ’s cu l ture

• 31% reduced a t t r i t ion

T H E R E S U LT S A R E I N …

Best Places to Work 2015Employee’s Choice Award | Companies Under 1,000

#8

WE’RE ON A MISSION TO CONTINUE MAKING INVENTION ACCESSIBLE.

ENGAGEMENT & GROWTHBuilding the Right Culture for

• 21 % higher productivity

• 22% higher profitability

• Lower turnover

• Lower absenteeism

(Gallup, 2013)

Higher Average Employee Engagement Levels Lead to

How Do You Measure for Culture Fit?

WITH A STRONG SET OF CORE VALUES

START

FINISH IMPATIENTSELFLESS

FUTURIST

AGILE

EMBRACE CONFLICT

What is Culture?

Culture is the Character and Personality of your organization (ERC, 2013).

CULTURE EMPLOYER BRAND

CULTURE ANSWERS THESE

QUESTIONS

• What is our mission / What are we passionate about?

• How will we serve our clients and customers?

• How will we work together as a team?

• How will I contribute as an individual?

• How do we communicate internally and externally?

• What do we celebrate / How do we celebrate?

• How do we overcome obstacles and conflict?

• How do we move forward?

• What types of policies should we implement?

• What does our office environment look like?

Where Does Culture Come From?

Culture Starts WITH YOUR FOUNDER(S) AND LEADERS

EVERYTHINGAFFECTS CULTURE.

CULTURE Management

How org. is

managed

Communication

LeadershipCelebratio

n

Systems, procedures, structures

Managers

Workplace Practices Recruitment and

On-boarding

Retention

Policies & Philosophies

Handbook

Code of Conduct Attendance and dress code

People

Personalities

Values and experiences

Diverse skills

Work Environment

Decorations

Food Office layout

HOW DO WE BUILD CULTURE?

BUILDING CULTURE

DO• Understand what your current

culture is

• Define what you want your culture to be

• Make sure your mission, vision, and values honestly reflect what you want your culture to be

• Clearly communicate what you want your culture to be throughout your organization

• Make sure it’s believed and practiced from the top down

• Measure the state of your culture

• Hold everyone accountable to being a culture fit (Recruitment, performance management, etc.)

BUILDING CULTURE

DON’T• Ignore it!

• Hire employees who aren’t a culture fit

• Create bad managers

• Forget about learning and development opportunities

Hiring ManagersCan Be Difficult

But, it can be a

REWARDINGExperience

Strategic Business Partner

vs.Administrative Support

•Human Interaction

•Technology

•Analytics

Hiring Manager Engagement

HUMAN INTERACTION.Don’t be afraid of it.

RULES OF HUMAN INTERACTION

DO DON’T• Attend team

meetings

• Weekly 1 on 1 with HM

• Encourage a process with HM/Team interaction

• Run and hide

• Rely on e-mail

• Assume things

• Over promise

TECHNOLOGY.It should support your process, not interfere.

Find the right technology for you and your hiring managers• ATS

• Sourcing

• Communication

AnalyticsPick meaningful analytics that work for you and your hiring manager

“The right interaction, technology and analytics will help you become a recruitment strategic business partner”

REMEMBER!

• There is always a culture

• Everything affects culture

• Start thinking about your Culture Brand

• Building a culture of engagement makes good business sense

• Be a strategic business partner

• Human interaction, Analytics and Technology

THANKS FOR YOUR TIME

References1. Sorenson, S. (2013, June 20) How Employee Engagement Drives Growth.

http://www.gallup.com/businessjournal/163130/employee-engagement-drives-growth.aspx

2. ERC. (2013, March 6) Workplace Culture: What it is, Why it Matters, and How to define it. http://www.yourerc.com/blog/post/Workplace-Culture-What-it-Is-Why-it-Matters-How-to-Define-It.aspx