Founded in 1911, IBM has been at the center of the dynamic technology industry for decades. With more than 285,000 employees in over 175 countries, IBM maintains its position as a global leader and excels on the frontiers of hybrid cloud technology and artificial intelligence. The company's commitment to employee satisfaction has earned IBM a place on Forbes' Top 500 Best Companies for Diversity in 2023, a perfect score on the Human Rights Campaign's Corporate Equality Index, and five stars on Newsweek's 2023 list of America's Greatest Workplaces for Diversity. IBM's dedication to innovation also extends to workplace culture, diversity, and inclusivity.Kitty Chaney Reed, IBM’s Chief Leadership, Culture, and Inclusion Officer, brings over 25 years of technology and business experience to the role. Chaney-Reed has consistently championed workplace diversity and inclusion, leading a global team in addressing societal issues that impact IBM employees and their communities. Her accomplishments include being an alumnus of the Distinguished Leadership Atlanta program, receiving the Georgia Diversity Council's 2015 Most Powerful and Influential Woman Award, and serving on IBM's Black Executive Council. Chaney Reed is dedicated to cultivating an inclusive environment and leveraging the strengths of a diverse workforce to create a workplace where employees can thrive.Some Questions Asked:How does a diverse workforce foster continuous innovation? How has a history of more women in meaningful roles affected IBM's culture?Will AI impact job opportunities in the future?In This Episode You Will Learn: How companies can address societal issues affecting their employees and communities.How a robust mentorship and supportive culture allows employees to connect with mentors and peers, aiding career navigation and personal growth.How AI will enable employees to upskill and engage in higher-value tasks.Links: Kitty Chaney Reed - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Instacart is a same-day grocery delivery service that seeks to make grocery shopping accessible to everyone. Founded in 2012, Instacart experienced exponential growth during the COVID-19 pandemic and became a household name as the general public turned to the service amid lockdowns and social distancing measures. During the first two months of the pandemic, Instacart delivered more food than Walmart. Today, Instacart serves customers across the US and Canada, offering an extensive network of more than 1,200 retailers and spanning more than 80,000 locations. Instacart’s people-centric company culture has been recognized as one of the best places to work in the Bay Area. With a flexible remote work policy, take-what-you-need vacation time, and a “Four Year Fill-Up” program that provides four weeks off after four years of employment, the company continues to be forward-thinking in its employee support and talent approach.Christina Hall joined Instacart in 2020 as the company’s first CHRO. With more than 20 years of experience in HR, she has worked with renowned tech leaders like Facebook, LinkedIn, and Intuit. At Instacart, Christina is instrumental in driving the company’s growth and well-being while ensuring a thriving work culture for its employees and independent contractors.Some Questions Asked:How have you seen the talent landscape change throughout your career?As Instacart’s first CHRO, what steps did you take to establish the role and the culture?What is Flex First and what tools do you have in place to support your Flex First workers?In This Episode, You Will Learn:How a company’s values can be centered around a love for food.How a bespoke well-being approach can rejuvenate employees.How the COVID-19 pandemic dramatically changed the landscape for Instacart.Links:Christina Hall - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Gena Smith, Chief Human Resources Officer of LVMH North America, joined Michelle Labbe, Chief People Officer of Toptal, on the latest episode of The Talent Economy podcast.LVMH Moët Hennessy Louis Vuitton, is a renowned luxury goods conglomerate headquartered in Paris. The company’s diverse portfolio of brands includes household names such as Moët & Chandon, Hennessy, Louis Vuitton, Christian Dior, Fendi, Givenchy, Dom Pérignon, and TAG Heuer. LVMH operates as an ecosystem where each brand maintains its unique DNA and heritage while benefiting from synergies within the group.Smith plays a key role in fostering LVMH’s signature culture of creative excellence among the company’s 40,000 North American employees. Prior to joining LVMH in 2011, she spent more than a decade working closely with leading retail and luxury brands through notable industry consultancies. Based in New York City, Smith also serves on the board of the Fashion Scholarship Fund, a nonprofit association that supports young talent as they seek to realize their career ambitions in the fashion industry.Some Questions Asked:How is LVMH leaning into internal mobility?How do you make employees feel safe enough to take creative risks and contribute their ideas?How do you ensure that LVMH’s heritage brands remain relevant and inspire people today, while still honoring their history?In This Episode You Will Learn:The core values of LVMH and how they are honored.How LVMH manages talent and creativity by engaging the next generation of craftsmen in the luxury industry via programs like Métiers d’Excellence, DARE, internal mobility and much more.How LVMH maintains its dedication toward diversity, equity, and inclusion (DE&I).Links:Gena Smith - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Jordan Fisher, founder and CEO of Standard AI, joined Michelle Labbe, Toptal’s Chief People Officer, at Collision in Toronto on The Talent Economy podcast. Fisher discussed the company’s groundbreaking “checkout-free” shopping solution and other achievements of Standard AI. With a diverse background spanning computational fluid dynamics, securities regulations, video games, machine learning, and retail, Fisher has dedicated his career to product research and development. Standard AI has reached many significant milestones under his leadership as the field of artificial intelligence becomes increasingly competitive. With Standard AI, customers no longer need to scan their items or pay at a kiosk. Instead, they simply scan their phones at the exit and a series of AI-powered cameras generate a receipt based on the items that customers picked up.Utilizing its next-generation technology, Standard AI aims to continue augmenting human interactions within physical spaces while providing tailored product experiences. Its approach has the potential to revolutionize retail and expand to other industries.Some Questions Asked: Why is it important for entrepreneurs and early-stage startups to attend tech conferences?How does Standard AI define its vision, and what are the company’s next goals?What does the future of retail look like from Standard AI’s perspective?In This Episode You Will Learn: How society has shifted from “humans adapting to technology” to “technology adapting to humans.”Why “data is dead.”How AI opens up possibilities for new experiences in brick-and-mortar stores. Links: Jordan Fisher - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Laura Heisman, VMware’s Senior Vice President and Chief Marketing Officer , and Michelle Labbe, Toptal’s Chief People Officer, met at Collision 2023 in Toronto to discuss VMware’s core principles and the latest developments in AI and the tech industry.VMware is a leading software company that specializes in virtualization and cloud computing solutions. With a keen eye on innovation, VMware has established itself as a trusted partner for organizations worldwide.As one of its leading lights, Laura Heisman has played a pivotal role in shaping VMware’s marketing vision and driving impactful initiatives. Heisman is a highly accomplished technology executive with more than three decades of experience in marketing and communications. Her leadership philosophy revolves around communicating effectively, unlocking human potential through generative AI, and fostering community. Heisman’s dynamism and commitment to innovation continue to shape VMware and drive its success in the tech landscape.Some Questions Asked: Should humans fear AI replacing jobs? How do Heisman’s three core principles of communication, human potential, and community tie into VMware's overall strategy?How does VMware create and foster a sense of community?In this Episode You Will Learn: How AI is an accelerant of human potential.Why companies such as VMware should focus on building communities rather than just marketing to developers. How job roles will adapt as AI continues its rapid progression.Links: Laura Heisman - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Life is Good is the original positive lifestyle brand, dedicated to spreading the power of optimism through art and messaging. Co-founders and brothers Bert and John Jacobs originally set out to design T-shirts that inspired people to celebrate simple pleasures, and focus on what’s right in the world and our lives instead of what’s wrong. In 1994, after five years of disappointing sales and with just $78 to their names, Bert and John designed their first Life is Good tee and discovered how those three simple words could help people to focus on the good. For almost 30 years, Life is Good has been building a “culture of optimism” through its online shop and 4,500 retail stores. Life is Good’s mission “to spread the power of optimism” isn’t just a marketing angle—it influences every part of the brand, from company culture to philanthropy.Tom Hassell, president of Life is Good, joined Toptal’s Chief People Officer Michelle Labbe on The Talent Economy podcast. For the past three years, Hassell has overseen the Life is Good e-commerce business as it has grown from $30 million in annual revenue in 2017 to over $86 million in 2020. Outside of his role at Life is Good, Hassell has served in leadership roles at a diverse group of companies, including Lord & Taylor, Perry Ellis, Ann Taylor, and Eastern Mountain Sports. He is thrilled to have the opportunity to serve as the President of Life is Good, where spreading the power of optimism is both the company mission and his personal passion. In this episode, Hassell discusses his journey in the apparel industry, his work at Life is Good, the power of optimism, Life is Good’s social work through the Life is Good Playmaker Project, and more.Some Questions Asked:How does Life is Good maintain its optimistic culture throughout all levels of the company? (8:26)Who develops Life is Good’s creative designs? (17:57) Among the positive letters the company often receives from its customers, is there a particular story that moved you? (21:24) In This Episode, You Will Learn:How Life is Good believes in rational optimism. About Life is Good’s social work, the Life is Good Playmaker Project. How founders Bert and John Jacobs continue to lead the company. Links:Tom Hassell - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

As the largest mutual life insurance company in the US, New York Life has been advising policyholders on investment decisions for more than 178 years.Toptal’s Chief People Officer Michelle Labbe spoke with Kathleen Navarro, New York Life Insurance’s Senior Vice President and Head of Human Resources Business Enablement on The Talent Economy Podcast.Kathleen Navarro leads New York Life Insurance’s integrated diversity, equity, and inclusion efforts, and manages the HR business partners, strategy and analytics teams. During Navarro's tenure, the company has received broad recognition for its inclusion efforts, including being named one of the Best-of-the-Best Corporations by the National Business Inclusion Consortium in 2022.Navarro has held a range of roles in finance, strategy, and operations since joining New York Life Insurance in 1994. She has been recognized as a Top 10 Champion of Global Diversity by DiversityGlobal and was included on the Top 50 Chief Diversity Officers list issued by the National Diversity Council.Some Questions Asked:New York Life Insurance is a mutual company owned by policyholders without outside investors. How does this ownership model affect your talent strategy and company culture? 11:30Employees are increasingly looking for flexibility and balance in their jobs. With three days in the office and two at home, what sort of impact has your hybrid model had on hiring and employee happiness? 19:29New York Life Insurance was one of Seramount’s (formerly Working Mother Media) “100 Best Companies” for 2022 and listed as one of its “Best Companies for Dads.” How has New York Life Insurance created such a supportive culture for working parents? 29:50In This Episode, You Will Learn:What has made Kathleen Navarro want to stay at New York Life Insurance for nearly 30 years. Why The Dave Thomas Foundation recently listed New York Life Insurance as a 2022 Adoption Advocate.How New York Life Insurance maintains consistency across a distributed and independent workforce.Links:Kathleen Navarro - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

With past speakers such as the CEOs of Dell and Wikipedia, and the COO of Reddit, the Web Summit annual conference, founded in 2009, has become a critical meeting place for the tech community. At the 2022 event in Lisbon, Portugal, Katie Bolger, Community Manager, Diversity, Equity and Inclusion for Web Summit, joined Toptal’s Chief People Officer, Michelle Labbe. They discussed the conference, Web Summit’s Women in Tech program, and equity in representation among attendees and speakers.Some Questions Asked:What is Web Summit’s mission? How has your role in the event-planning field evolved since the COVID-19 pandemic? What are the most effective ways that leaders can advocate for more women to enter the tech workforce?In This Episode, You Will Learn:What led to Web Summit’s involvement with Women in Tech.What accessibility features were available at this Web Summit.How Web Summit ensures that the conference adheres to organizers’ priorities and culture.Links:Katie Bolger - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Branch is a deep-linking and mobile-attribution platform that helps companies build and measure user journeys. In 2014, Mada Seghete co-founded Branch on the fundamental principle that breaking down silos on the internet is critical to a brand’s ability to build engaging and relevant end-user experiences. Branch initially focused on delivering a deep-linking solution to navigate the complex mobile ecosystem and get users to the right destination. Its platform now also powers mobile attribution for 50,000+ of the world’s most advanced apps, helping companies like Airbnb, Pinterest, Slack, Ticketmaster, Tinder, Starbucks, and Yelp measure their users’ journeys. While attending Web Summit in Lisbon, Seghete, Branch’s current Managing Director and VP of Marketing, joined Toptal’s Chief People Officer Michelle Labbe to discuss creating Branch, women in tech, the future of work, and her Web Summit experience. Some Questions Asked:How does Branch differentiate itself from its competitors?Why do you think so many people who left their jobs during the Great Resignation are deciding to return? How do you see the future of work evolving in the next few years? In This Episode, You Will Learn:What inspired the founding of Branch. What the culture is like at Branch and how the company upholds its mantra of “Build, Grow, Win.”Advice for women who want  to launch their own tech startup.Links:Mada Seghete - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

Toptal is a network of the world’s top talent in business, design, and technology that enables companies to scale their teams on demand. Founded in 2010 and now the world’s largest fully remote company, Toptal has served more than 21,000 clients and has a global network of talent in 140+ countries.Kimberly Hall, Toptal’s VP of Revenue Operations, sat down with Toptal’s CEO Taso Du Val at Toptal’s Women in Tech Lounge at Web Summit 2022 in Lisbon. Du Val shares insights into the future of work, Web3, the financial benefits of implementing a remote workforce, and more.Some Questions Asked:Why was this a key year for Toptal to take part in the Web Summit conference?What was the inspiration behind the creation of Toptal’s Women in Tech Lounge? Will Toptal continue to lean into the Web3 space? In This Episode, You Will Learn:What companies should be thinking about as the workplace evolves.What the future of the talent economy looks like.The financial benefits of implementing a remote workforce.Links:Taso Du Val - LinkedInKimberly Hall - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

With past speakers such as the CEOs of Dell and Wikipedia, and the COO of Reddit, the Web Summit annual conference, founded in 2009, has become a critical meeting place for the tech community. At this year’s event in Lisbon, Katie Bolger, Community Lead and Diversity, Equity, and Inclusion Program Manager for Web Summit, joined Toptal’s Chief People Officer Michelle Labbe to discuss the 2022 conference, Web Summit’s Women in Tech program, and ensuring equity in representation among attendees and speakers.Some Questions Asked:What is Web Summit’s mission?How has your role in the event-planning field evolved since the COVID-19 pandemic?What are the most effective ways that leaders can advocate for more women to enter the tech workforce?In This Episode, You Will Learn:What led to Web Summit’s involvement with Women in Tech.What accessibility features were available at this Web Summit.How Web Summit ensures that the conference adheres to organizers’ priorities and culture.Links:Katie Bolger - LinkedInMichelle Labbe - LinkedInToptal - LinkedInThe Talent Economy podcast Hosted on Acast. See acast.com/privacy for more information.

With suddenly remote educational institutions being in the spotlight recently, why has employee learning and development (L&D) gone under the radar? Many companies offer L&D resources to their teams—it’s among the top benefits discussed during the interview process. With the sudden shift to remote working, Paul welcomes Keith Keating for a conversation about how L&D has been impacted during this time and how L&D leaders are faring.Keith is a learning and development professional, a self-proclaimed problem solver, and a workforce futurist. He works for a Fortune 500 company based in Detroit, Michigan. He opens up candidly about his personal experience with this remote work shift and how he’s managed to tap into the beauty of this time.Paul and Keith discuss the shock this has had on the L&D industry, forcing a 10+ year virtual learning roadmap into effect overnight. Most importantly, Keith speaks to the importance of mental health and how essential it is that CEOs make the necessary changes to support their teams, evolving into what he calls “Chief Empathy Officers.”Connect with Keith:LinkedIn Hosted on Acast. See acast.com/privacy for more information.

I’m joined this week by Brad Johnson, a consultant who works for a large professional services company and its advisory practice. He’s in the people and org competency and works primarily with large tech companies.Prior to current events, Brad’s office presence mirrored that of his clients, and he usually found himself on site. That’s where the magic happened: relationships were built, meetings held, presentations made, and pitches conducted to attract new business. Cut to a month or so ago when most of Brad’s clients had to shift their operations to a remote work structure, forcing him to do the same.Brad and I speak candidly on how the remote work shift has impacted the client-consultant dynamic, how he and his team have adjusted to the transition being longer than they originally expected, and the importance of the virtual experience being enhanced to match, or exceed, the richness offered from in-person interaction. Hosted on Acast. See acast.com/privacy for more information.

This week, we welcome Erik Stettler to both the show and the Toptal team. Erik recently joined Toptal as chief economist. A longtime member of the network and advocate of the talent economy, he discusses his work with Toptal and what he’s most looking forward to in his new role.Erik began his career as an economist and data scientist, tasked with helping the global financial market manage large-scale challenges. Having experienced firsthand the impact and benefits of the global talent economy, Erik is committed to bridging the gap between talent and opportunity.Erik says, “talent is everywhere, but opportunity is not.” It was this thesis that inspired him to co-found his VC fund Firstrock Capital, investing only in companies that have embraced the global talent economy and remote work. We speak at length about the risks and rewards of leveraging global talent, the opportunities it can afford both organizations and individuals, and what the future holds for talent and technology.Some questions I ask:How did Erik learn about Toptal?How can global talent be accessed to innovate and drive change?How did black swan events shape the thesis for his investment fund?What is the most exciting thing Erik is eager to learn about the talent economy in his new role?What is the “power of optionality” and how does it relate to human capital?What key lessons can Erik offer organizations and talent?In this episode, you will learn:How Erik came to join Toptal as chief economist.About some of the challenges faced by startups.About some of the structural changes that will occur in companies over the next five years.How Erik will help people understand the framework and the “why” around on-demand talent.Why embracing the talent economy is no longer an option.About some of the consequences of companies failing to foster work environments that leverage the best talent available (inhouse and globally).Connect with Erik Stettler:LinkedInResources:The Black SwanAntifragile: Things That Gain from DisorderGive Work: Reversing Poverty One Job at a TimeThinking Fast and Slow Hosted on Acast. See acast.com/privacy for more information.