How to attract talent: lessons from Databrick’s new chief people officer

In Amy Reichanadter‘s role as chief people officer, she will upheave Databricks’ human resources strategy and procedures to drive long-term talent acquisition and retention.

With nearly 20 years in human resources, Reichanadter brings a forward-thinking, strategic perspective to creating the employee experience. Her priorities focus on creating highly scalable hiring and retention programs, evolving the total rewards strategy and driving culture and organisation development strategies to support the company’s accelerated global expansion.

“I’m most passionate about building programs for companies I whole-heartedly believe in,” said Reichanadter. “So when I learned of this opportunity at Databricks, a company with so much to offer in terms of its culture, market positioning, and industry merit, I knew I wanted to help the company better highlight these values to current and prospective employees. I cannot wait to be part of Databricks’ long-term success, and drive a strategy to seamlessly scale with it.”

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Attracting and retaining talent

“The global technology sector is perhaps the most competitive talent market because every company is focused on being a data-driven technology company — every retailer, financial institution, and manufacturer. There is also intense competition with the big technology brands like Facebook and Google who have vast amounts of resources to attract and retain top talent. In our fields of data and AI, everyone wants the same talent.

“Despite the competitive environment, Databricks has seen tremendous growth with now over 800 employees worldwide. Retaining employees that have built the company is a top priority for every organisation within Databricks so creating programs for professional and leadership development is key. Specifically, our co-founders are steeped in academia which allows us to create educational experiences for our engineers.

“With AI being such a hot industry, vendors can get lost in the shuffle as prospects are looking for new opportunities. To attract talent, companies can work on developing an employer brand where every employee is able to articulate the company story and market opportunity.”

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Nick Ismail

Nick Ismail is the editor for Information Age. He has a particular interest in smart technologies, AI and cyber security.

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