Recruiting and retention insights from Goldman Sachs, Fitch Ratings and OtherSide Entertainment

In a recent panel moderated by CollabWORK's CEO, Summer Delaney, HR leaders from Goldman Sachs, Fitch Group, and OtherSide Entertainment shared valuable insights on talent acquisition, the role of AI, and innovative practices in hiring. Here are some key highlights:

• Fostering Employee Retention: Juliette Dupré, Chief People Officer at OtherSide Entertainment, highlighted the significance of employee retention strategies, noting, “Building a culture of trust and open communication is essential for keeping employees engaged. We prioritize regular feedback and check-ins, ensuring team members feel their voices are heard and their contributions valued. This approach not only helps retain talent but also fosters a sense of belonging within the organization.”
• Leveraging AI and Tools: Chris Strazzella from Goldman Sachs emphasized the pragmatic use of AI in recruitment, stating, “We lean into partners like LinkedIn, CoderPad, and HackerRank, utilizing AI features to enhance candidate assessments and reduce bias in hiring. This enables us to create a more streamlined, efficient process by focusing on the potential fit rather than just resumes.” He further noted that interview intelligence tools help hiring managers understand candidate interactions better, illuminating areas for improvement in questioning strategies.
• Personal Touch in Applications: Juliette shared a standout practice other smaller organizations can adopt: “Every job applicant receives a personal note signed by my team members, creating a human connection from the start. This simple touch has garnered positive feedback, making candidates feel recognized and valued.” She also highlighted the importance of proactive sourcing and maintaining relationships with industry talents to attract high-caliber candidates in the competitive gaming sector.
• Culture and Internal Mobility: Jamie Krulewitz from Fitch Group provided insight into their commitment to cultivating a strong internal mobility culture. “We’ve built an ecosystem that not only supports but encourages talent mobility within our organization. This wasn’t always easy, but by celebrating success stories and showing employees that there are clear pathways for growth, we have fostered a culture where talent feels empowered to explore new opportunities,” she explained.
• Adapting to Change: The panelists unanimously acknowledged the rapid evolution of talent acquisition technologies. Chris added, “The key is to embrace these advancements while ensuring that they enhance human connections rather than replace them. AI should be used to alleviate administrative burdens, allowing our teams to focus on building relationships with candidates.”
• Navigating Company Size Dynamics: The panel also discussed how their strategies differ based on company size. Chris noted that while larger organizations like Goldman Sachs have the resources to implement extensive talent programs and technology platforms that support recruitment at scale, smaller companies like OtherSide Entertainment can pivot quickly and present a more personalized candidate experience. "Each approach brings unique strengths to the table, allowing companies to find creative solutions suited to their specific talent acquisition needs.”

Meet the Panelists

• Christopher Strazzella, Managing Director at Global Head of Technology Recruiting at Goldman Sachs: A recruitment leader with over 20 years of experience in technology talent acquisition, Christopher is passionate about innovation, diversity, and community building through Employee Resource Groups (ERGs).
• Jamie Krulewitz, Managing Director at Global Head of Talent Programs at Fitch Group: A strategic HR leader with expertise in leadership development, diversity, equity, and inclusion (DEI), and talent pipeline programs in the financial services industry.
• Juliette Dupré, Chief People Officer at OtherSide Entertainment: A seasoned HR professional specializing in change management, diversity, equity, inclusion, and belonging (DEIB), and strategic planning within the creative and gaming industry.

As organizations look to streamline their recruiting processes while preserving the human touch, these insights from industry leaders underscore the importance of adaptability, technology integration, and maintaining authenticity in talent attraction strategies.

‍Thank you to TALK Talent for hosting the Elevated Escape networking event and panel in partnership with CollabWORK, Cliquify, and Plum.