Erica Lockheimer, LinkedIn Tito Magobet, LinkedIn Competing for technical talent in the network age requires more than building a world class recruiting team. In order to win in this hyper competitive market, organizations need to build and empower a talent ecosystem that leverages the interconnection of process, partnerships and people. In this session LinkedIn will share the following 3 keys to our success which lies in the following 3P’s: P1) Process: How we established our unified pipeline hiring model, where we’ve distilled tech hiring down to 7 talent profiles/tracks. P2) Partnership: How we strategically partner with our engineering leaders and key stakeholders using the Tiger team approach. P3) People: How we leverage our People, their knowledge and their vast networks in order to identify, engage and attract talent at scale. Session highlights: 2-3 Actionable tips and examples on how to establish a pipeline hiring approach. 2-3 Actionable tips and examples of how to partner more effectively with your leaders and stakeholders. 2-3 Actionable tips and examples of how to leverage your employee base identify, engage and attract top talent. Check out the best of Talent Connect: http://bit.ly/2e5ojNe

2. Tito Magobet
​Sr. Director, Global Talent Acquisition
​R&D
Building a Tech Talent Ecosystem
@ Scale
​Erica Lockheimer
​Sr. Director Engineering Growth &
Women In Tech

3. Today’s
agenda
• Lunch Shake Off
• Ecosystem Journey…
• Establishing a high ownership TA Culture.
• How we achieved “hyper growth” with the 3P
ecosystem approach:
• Unified Process
• Partnership leverage
• It’s all about the People
• Q&A

4. What is an Ecosystem?
Ecosystems represent the interconnected nature of
living organisms and their world.
It could be as small as a drop of pond water or as
big as the Amazon rainforest.
When you think about what makes an ecosystem
function, the critical concepts revolve around the
organic and inorganic components and their
interactions with each other.
Process

5. PEOPLE
Three Ecosystems for Scalable Success
PROCESS
PARTNERSHIP

6. PROCESS:
Unite is our global framework for hiring
engineers and the foundation that has
allowed us to scale intelligently.

7. Before Unite
7
Why are we competing
with ourselves?
Why is our process so
inconsistent?
How do I know I’m
hiring the best
candidate?
I haven’t seen a
candidate in weeks!
How do I get involved?

8. Establish and retain a consistent high bar @scale across teams, offices,
& geos, no matter how many people we hire
Promote a culture where everyone supports our #1 Operating Priority:
Talent and Building a World Class Team
Allocate talent to our highest priorities based on Corporate Priorities,
FIT, Candidate Preference
Why Unite?

9. Process Ecosystem
Standardized
Assessment
Continuous
Pipelining
10
Engineering
Tracks
Allocation TAM
Hiring
Comities

10. Tracks VS Reqs
1
1. Pipelines/Tracks = 80% of our engineering
hiring.
1. Front End Engineering
2. Applications Engineering
3. Mobile Engineering
4. Systems & Infrastructure Engineering
5. Data Science Engineering
6. Testy Engineering
7. Tools Engineering
8. Performance Engineering
9. Site Reliability
10. Technical Program Management
2. Custom Requisitions

11. Deeper Insights & Analytics
Improved Consistency, Efficiency & ……
Benefits of Continuous Pipelining
Strategic Resource Alignment
Candidate Experience

12. Results
2013 2016
Growth in Engineering/Ops Hires &
50% improvement (Q2-Q3 2016).

13. PARTNERSHIP:
Is the Connective Tissue between
functions, teams and individuals and the
pathway for how we collectively solve
problems.

14. Partnership Ecosystem
Talent
Analytics
Senior
Level Hiring
Integrated
Goal Setting
OKRs
Executive
Engagement
& Support
Diversity &
Inclusion
Tiger Team
Joint Problem
Solving
“One Team”
HR
TA
Comp
Talent Analytics
Clients

15. Case Study: Project Tiger 1.0

16. 1
We were really bad at hiring senior engineers.
But we needed to hire a ton more.
​Erica Lockheimer
​
​Chris Pruett
​
​Big Kahuna
​
Steven Ihde
I really need
senior people right
now.
F-in fix this senior
hiring shit.
(May not be
actual words)
​We are horribly slow
in hiring managers.
​Unite produces very
few senior IC’s.

17. 1
​Problem
​Urgent need for 50+ Managers
​Every search started from scratch
​Unite had nothing.
​Strategy
​Cross-functional team:
​ Eng + TA + HRBP.
​Standardized Manager pipelines per track with 100% new
modules
​Talent Champions & Blue Carpet
Results
50 Managers and Sr. Managers
80% offer accept rate!
Talent Champions: Huge success.
We needed to triple our # of new Managers
1
“Staffed up an entire management team of 4
managers through new management pipeline
in 90 days!”

18. 1
​Problem
​50 Staff Engineers, ~2x last year
​Didn’t always have the right people asking the right
questions
​Hard to close them.
​Strategy
​Separate Staff Process & Tracks
​New modules:
​ Leadership, Execution, and Craftsmanship
​leverage best ideas from Manager track
​Results
55 Staff and Senior Staff
Oh, and also 50 Staff Engineers
1

19. Results
2014 2015
Improved Senior Level
hiring by 4X in 9 months.

20. Established new joint problem solving approach.
2
Define problem Identify levers Set the goal posts Test and measure
1 2 3 4
Identify pain points (e.g.,
Org Shape) we want to
address
Identify root cause and
improvement levers
Define actions /
interventions and
success metrics
Measure impact and
experiment until you
move the needle

21. PEOPLE:
It’s all about the People and our collective
relationships that truly allow us to scale.

22. People Ecosystem
Talent
Champions
MYON
Sourcing
Blitzes
TAM+
Insight
Engineering
Puzzle
Events/Meet
Ups

23. Puzzling Candidates to Attract Top Talent
2

25. Process Partner People Scale

26. Q&A