Talend’s position in the big data and open source space means that company is very much in a ‘talent driven bubble’, according to Jon Stanners, Head of Global Talent Acquisition and Employer Brand. For Talend the goal is to produce a ‘highly social, totally public version of the employer brand’, and their statistics coupled with Stanners‘ enthusiasm would suggest that their approach is very effective.

While competing against larger employers, the company’s candidate pipeline increased 52% in the first 8 months of this financial year, with time to fill decreasing 28%. With 3000 applicants in the first quarter of 2015 alone, Talend has seen a 70% increase in conversion, as well as 145% increase in referrals during the first 9 months of this financial year as compared to all of 2014. Stanners notes the developmental process involved in engaging people with their social media endeavours, citing the growth of their InMail success, 17% to 30% in the past year was part organic interest and part company perseverance.

‘Interestingly, job descriptions are to be phased out, and replaced with video stories or ‘elevator pitches’ from hiring managers’

While there are significant goals set for both revenue and population at Talend, Stanners is keen to emphasise that his team’s focus isn’t on hiring, but rather on attraction and getting people interested in working for the company. This transition in focus also signalled a change in how the company utilises social media, using it as a platform to leverage employees as ‘celebrities’ and construct a fluid and highly social brand image. In choosing to focus on the(n) ‘why’ and not the ‘what’ of Talend’s team, Stanners implements an effective storytelling approach across Instagram, Twitter, LinkedIn, and recently Facebook, to drive potential applicants to Talend’s corporate site, which still hosts the majority of job posts. Interestingly, job descriptions are to be phased out, and replaced with video stories or ‘elevator pitches’ from hiring managers which they will share across their channels. Talend’s strong presence across social media is indicative of their bold style, amplifying the company voice to engage their audience in #TeamTalend, with an atmosphere they believe akin to an informal chat in the pub.

Summary: I particularly like strong use of hiring managers to represent the talent brand (the ‘Talend Brand’ anyone?) and an emphasis on opening windows into the business rather than pumping out links to job adverts. Very ‘social’.


Adam Gordon is founder of Social Media Search, a Norman Broadbent plc company, managing recruitment social media channels and talent pooling for some of the leading employers internationally.


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