Brand awareness

Posting content on the Handshake feed supports your recruiting priorities beyond promoting specific jobs, events and career fairs.

Learn which themes resonate with Gen Z on the Handshake feed

Discover tips for building brand awareness with students and alumni, engaging with your target audience, and mapping content to your recruiting goals

Get started with sample content in the calendar template

Use the fillable calendar to build your content themes each month

How to create content for the Handshake feed (with calendar template)

Employers

Tips and trends for modern recruiting

Find the talent you’re looking for

Have you ever had this thought?

I worry that candidates don’t know enough about my company to want to work here. I want to stand out to early talent and learn how to use Handshake to build my employer brand with Gen Z.

If so, we hear you!

So we thought it would be helpful to share how you can build a brand that early talent loves—on Handshake, where your target audience of Gen Z talent can get to know you better.

Why it's important to invest in your up-funnel recruiting strategy

We looked at Handshake Network Trends research as well as platform data to identify Gen Z job seeker behaviors on Handshake. For example, in a survey of the Class of 2024:

94% of students would consider applying in the future if they had a positive experience with an employer

75% of students read reviews of an employer brand before applying to a job

73% of students are more likely to apply to a job after seeing employer content

If you haven’t gotten started yet with your up-funnel recruiting strategy on Handshake, here are some tips for building a brand that early talent loves.

6 things that early talent loves from an employer brand

1. Authenticity

Employer brands that Gen Z talent considers authentic are showing they’re a trusted voice in the space, keeping content casual and not overly produced, and using approachable language and tone.

The way you deliver content, like on the Handshake feed, matters to Gen Z, who prioritize authenticity from brands. What type of Handshake feed content, hiring events, and messages can help you get authentic and conversational with Gen Z job seekers?

Relatable day in the life content to help students see themselves in the role

Career advice and tips that are empathetic to students and new grads navigating a big transition

Industry insights and trends to build trust and credibility in your brand

Application and interview tips from recruiters to set students up for success

Networking advice from relatable sources, especially for underrepresented talent

Peeks behind the scenes, like office/site tours or typical schedule information, can demystify the job

2. Transparency

One way to build brand affinity with early talent is to be transparent across talent acquisition channels. A student having to search far and wide for info that can help them decide between one employer and another won't make a positive brand impression.

Building a brand that early talent loves includes being transparent about what you can offer. For instance, tailor your job descriptions geared at an entry-level audience to clearly list:

Salary range

Benefits

Work schedule

Work location

Professional development perks

For another example, Teach for America's Recruiting Director took an application FAQ from students to mythbust: “How much does my GPA really matter?” and scaled his response into thoughtful, transparent content on the Handshake feed.

3. Engagement

Your brand can stand apart from the rest by engaging with early talent, human to human, all the way through the hiring funnel. For example:

Comment on student's posts on the Handshake feed

Help students build their networks through events

Keep interns and entry level hires engaged once they’re onboarded

Joining the conversation by commenting on student's posts is a great way to make your brand more accessible, especially if it's less well-known. This gives students a chance to explore your profile and your brand page, which can turn the flywheel on impressions, follows, and overall engagement—and boost your brand's organic growth. 

Plus, students are 2.2X as likely to click on an employer message if they previously saw a post from that employer on the Handshake feed. Being more active on social channels like the Handshake feed is also a good way for you to build community with your peers!

4. Peer reviews

Gen Z job seekers look to peer reviews, testimonials, and real employee experiences to research employers. On a Professional or Advanced Handshake Brand Page, you can include employee testimonials, videos, feature posts from the Handshake feed, and other dynamic content to help students picture what it’s like to work for your brand.

It’s not just on Handshake and digital channels where you’re building your brand—it’s on campus too, through tried and true channels like word-of-mouth. You can further amplify your brand by empowering Advocates and line of business stakeholders outside the recruiting team on best practices for representing your brand through campus events and personalized messaging.

5. Follow up

First time job seekers don’t necessarily have perspective on what the working world is really like, or how their skills can map to a job, career, or industry. Early career candidates will love a recruiting experience that provides clear next steps, so you can stand out by following up after each touchpoint in the hiring process.

For instance, after an interview, provide feedback that will help the candidate learn and grow—and show that you’re invested in their success. Driving qualified candidates to take next steps is something you’re uniquely positioned to execute on—and measure—on Handshake.

Another way to follow up is to ask for feedback. From sending out a survey after an event to learn what you did well and what you could do better, to asking in a poll on the Handshake feed about which swag you should bring to a career fair, you can become a brand that early talent loves by listening to their feedback.

6. Have fun!

The interactions you and your team have with students at fairs and events, through interviews and message exchanges, and on your digital channels all contribute to a student’s impression of your brand. 

Now that “influencer” is a career path in and of itself, campus recruiters can take notes from Gen Z for how you can market your opportunities. In the age of AI perhaps more than ever, your brand can stand out with humor, creativity, empathy, and fun!

For example, the Cognizant team posted a video to the Handshake feed poking fun at themselves while being supportive of students' success, with a script that several recruiters voiced over that ended with a CTA:

“We’re campus recruiters. Of course I have a basement full of swag, and a purse full of Sharpies and hand sanitizer.”

“I’m a campus recruiter. Of course I’m gonna give you unsolicited career advice.”

“We are campus recruiters. Of course we think you’re a good fit for the role. But we want to know why YOU think so!”

Build. That. Brand!

Handshake offers students and employers so many ways to connect throughout the college to career journey. Recruiting teams that think like marketers are the ones that will win with Gen Z talent. Use Handshake as a platform for not just achieving your recruiting goals, but also for building a brand that early talent loves.

Check out the Handshake feed for inspiration on how the employer community is engaging students and new grads with authentic content.




Try these 6 things to build your employer brand on Handshake

How to use your employer brand to resonate with Gen Z

How to Build a Strong Brand That Attracts Gen Z

Engage early talent with your Brand Page

Recruitment used to work like this: 

You’d post a job ad in the newspaper or on an online job board and watch applicants roll in.

Today? 

Job boards still have their place in the modern recruitment process, with 78% of job seekers identifying job network sites as their primary place for finding employment.

However, with Gen Z having officially overtaken Baby Boomers in the workforce  as of 2024, hiring teams aren’t only experiencing a shift in who they’re recruiting—there are also major shifts in how they’re attracting them.

Put simply: 

It’s no longer enough to think like a recruiter. You need to think like a marketer.

A recruiter’s role is no longer transactional. It’s transformational.

Not that long ago, recruitment was mostly transactional. This is the job—take it or leave it.

But that one-size-fits-all approach doesn’t resonate with today’s job seekers, particularly Gen Z. 

They see the recruitment and hiring process as more of a two-way exchange. They know employers are evaluating them, but they’re also evaluating employers to find the right match for their values and career ambitions.

That means a single, copy-pasted job post isn’t enough to grab their attention and encourage them to apply.

A recruiter’s role is changing to one that can influence careers, and transform how a generation of talent engages with the job search process.

How does Gen Z research your employer brand and decide if they want to take next steps?

Why are talent acquisition teams are at the forefront of developing a strong employer brand and getting it out in front of candidates, rather than waiting for them to stumble into your pipeline?

Recruiters need to think like marketers now because as Gen Zers evaluate career opportunities, they want to see:

Behind-the-scenes peeks about what it’s like to work for your organization: 73% of Gen Z candidates say they’re more likely to apply after seeing behind-the-scenes content from an employer.

Information about your company values: 70% of Gen Z want to work for a company whose values align with their own.

Content from existing employees and interns: 75% of 2024 graduates prefer to read reviews from current and former employees before applying for a job.

Proactive outreach from employers: 46% of new hires polled in the first quarter of 2024 said they were recruited to their jobs rather than applying themselves and 87% of Gen Z job seekers say they think responding to an employer’s message online can lead to job opportunities.

Think it all sounds like an entirely separate function on top of your already towering to-do list? It doesn’t need to be. 

Recruiting Gen Z on Handshake means you’re seamlessly integrating your brand content with your recruitment strategy in one place so you can target and connect with early talent where they already are.

4 ways to recruit like a marketer on Handshake

Understandably, it can feel daunting to adapt to new expectations in your role. But the future of work requires you to stay on top of Gen Z trends in your recruitment marketing and expand your skillset.

Fortunately, making the transition to modern recruiting and flexing your marketing muscles doesn’t need to feel like a drastic departure from what you’ve already been doing.

You’re likely used to putting yourself out there at career fairs and campus events, and you can tap that same energy and enthusiasm when engaging students on Handshake. Not to mention, most people create or engage with digital marketing or social media in their personal lives on a daily basis.

To start recruiting like a marketer, here are 4 ways you can shift your recruiting tactics from transactional to transformational.

1. Actively post to the Handshake feed

With 68% of students saying they research an employers’ brand when considering a job through social media, news stories, employer testimonials, reviews and more, you can more effectively target, attract, engage, and hire early career talent with full-funnel recruiting.

Handshake’s early career social network brings together students, employers, and career services to create key moments for early talent, where and when it matters most.

Go beyond job descriptions to share your story on the feed. You can post photos, videos, and other content on behalf of your company or post using your personal brand.

Wondering what to post? Here are examples based on top-performing content:

Behind-the-scenes video clips of a day-in-the-life of an employee or intern

Short interviews with employees about why they love your company

Tips from hiring managers about what they look for in candidates

Advice for getting the most out of fairs and events

2. Connect and engage with proactive outreach

Boost your impact by reaching out to right-fit candidates—rather than waiting for them to come to you. In fact, 70% of students say they’d be more likely to apply to a job if they receive a message from an employer.

This is easy to do in Handshake Talent Engagement Suite, where you can use Segments to target qualified audiences and Campaigns and messaging to get the attention of top talent.

With Handshake Campaigns, you can:

Personalize your messages with dynamic variables

Highlight relevant career interests specific to candidates

Include clear calls to action to encourage engagement

Deliver your messages at the best time for maximum impact

Being the first one to reach out with a genuine and personalized message emphasizes to early talent that you treat the recruitment and hiring process like a mutually-beneficial relationship—not a cold and impersonal transaction.

3. Build out your Handshake Brand Page

If your company catches students’ attention on Handshake, they’ll check out your Handshake Brand Page. Make it the most accurate representation of your employer brand by:

Sharing your existing profile with interns to ask for and implement their feedback

Asking interns to write reviews and testimonials to feature on your profile

Featuring employees early talent can directly connect with

Adding images and video to your gallery to bring your company to life

Highlighting featured posts to share up-to-date information about your company

As you refresh your Brand Page, use your company values as your North Star to ensure your profile aligns with your larger vision. And remember to triple-check for inclusive language throughout all of your content.

4. Forge strong relationships

Gen Z wants authenticity over a polished corporate image. Allowing them to connect with people outside of the hiring team is a great way to exceed that expectation and engage top talent. This helps you build a more authentic brand and give early talent the insider insights about what it’s really like to work for your company.

Career fairs and events are one key channel for relationship building, and a springboard for students to start building their professional networks. But your cross-functional team can also use Handshake to message students, post on the feed, and serve as Advocates.

Campus recruiters are in a unique role to influence moments that matter on a student’s college to career journey

According to the Society for Human Resource Management (SHRM), low numbers of applicants and stiff competition from other employers are the top two recruitment difficulties facing companies today.

Fortunately, powerful recruitment marketing can address both of those challenges. When you recruit like a marketer, you can tell talent at all stages of career discovery a compelling story about what makes your employer a place they’d want to work.

Transformative early career moments happen beyond the job board. 

Find out how you can harness Handshake to build your brand during the most formative period of career discovery. Talk to us.

The college recruiter’s role is changing

Handshake is working to democratize opportunity by democratizing information. Some of the biggest barriers to opportunity are because of a student’s access to advice and insights on how to navigate the professional world, or lack thereof.

To help bridge the information gap for all students, we recently launched Student Reviews. Reviews allow students to learn from the job and internship experiences of other students across the Handshake network, equipping all students with an informed career exploration and job search process. Handshake is uniquely positioned to help foster a learning environment across our community of  students and young alumni from more than  schools of every size, type and location.

Student Reviews also provide more opportunities for employers to engage students and further promote their brand.

Here are three best practices to help you turn the feedback loop into a critical recruiting tool that will fill your pipeline with informed and engaged candidates:

1. Respond to Student Reviews

Student Reviews on Handshake give you the opportunity to communicate directly with your former interns on their experiences. Positive or negative, you are now invited to join the conversation and share your side too. When responding, we recommend keeping the following tips in mind:

Engage: While companies aren't obligated to respond to a review, we encourage you to take advantage of the opportunity to engage with students. Responding can showcase how your company takes feedback seriously and values it from all levels.

Be empathetic: Authenticity and empathy are key for today’s students. If a review includes constructive feedback, acknowledge the reviewer’s comments and provide additional information on ways the company is addressing those issues.

Offer follow-Up: Reviews are a starting point for a broader conversation that can take place one-on-one. To gain further insight about a student’s experience, you can offer a follow up to take the conversation offline.

Say thank you!: Our goal is to provide a supportive and open community that encourages balanced feedback, but we know it can feel daunting for a student to press submit with their name attached. Dropping a quick note just to say “thanks!” can go a long way for a student.

2. Activate your interns as brand ambassadors

Positive reviews are your most valuable recruiting asset. With the majority of job seekers reading up to seven reviews before forming an opinion about a company (Source: Glassdoor U.S. Site Survey), it’s crucial that:

You have reviews

They are either positive or constructively addressed (see best practice #1)

So where to begin?

Leverage the resources you already have: current and former interns! Students with actual experience at your company are your best advocates, as they give future interns an authentic look into the company from peers.

When students start submitting Reviews again in August 2018, make sure you are in a position to take full advantage of this valuable feature. Follow these tips to drive more Handshake Student Reviews:

3. Use Student Reviews as a roadmap for future intern programming

Feedback is incredibly valuable — and the fuel for positive change. Taking the time to hear back from interns authentically will help you build a strong employer brand and give your organization a competitive advantage for the upcoming recruiting season.

Handshake Student Reviews illustrate extremely thoughtful, balanced, and constructive feedback. Such high quality, nuanced reviews written by students from all schools, majors, and backgrounds, provide your organization with a holistic view into personal experience and brand perception.

Make your past interns feel heard while improving the experience for future interns:

Reach out to thoughtful, constructive reviewers and request a 30 minute interview to dig deeper into their intern experience and concerns

Invite past interns to “planning workshops” as you build out your next intern program, including them in the process

Pair past interns with new hires as “advisors” to give them a chance to mentor a younger student as well as assist with on-boarding pains

Student Reviews are essential to building a strong employer brand and engaging with past, present, and future interns. Leverage them most effectively by trying out these best practices!

Leverage student reviews on Handshake to augment your employer brand

As organizations adjust to new norms and implement strategies to be more competitive, the ones attracting top talent recognize the importance of their employer brand.

Riding economic highs and lows, reacting to current events, and keeping up with the fast pace of digitalization...it’s just another day on the job. When something major happens, your brand’s community feels it—candidates, customers, employees, and you. And often, it requires rapid change.

So, how is your brand keeping up with that pace?

First you should understand the difference between your employer brand and your talent brand.

Employer brand: Your employer brand is the narrative about your organization you can control through mission statements, values, benefits, and more. It’s how talent views you.

Talent brand: Your talent brand is about the employee experience forged by honest voices inside your organization. It’s how your culture lives internally.

Your talent brand creates the foundation for your larger employer brand. When you leverage the voices and experiences of real employees as part of your employer brand, you're able to increase authenticity and build trust.

This is especially important for staying steady when we’re going through something as a society. Here are some ways your brand can show up for candidates and employees and stay relevant in times of transition.

Support your community’s emotional well-being

Stability and emotional well-being are high on Gen Z’s list. Early talent today wants to work for employers that recognize and support mental health and wellness. You can deliver on that and help your candidates and employees feel emotionally supported through flexible work schedules, remote-friendly roles, and mental health benefits.

Be relatable

Interpersonal relationships expose talent to how your company handles times of transition, such as social justice issues, company restructures, or natural disasters. Recruiters and others involved in the hiring process can invest in 1-on-1 relationship building with top talent, which can help candidates identify with your brand and get first-hand insight into what it's like to work at your organization—no matter what's going on in the world.

Communicate transparently

You can build brand relevance with transparency. For instance, tell candidates up-front all the steps in the interview process. Once onboarded, check in on new hires and schedule a video check-in to walk them through their first day and make them feel like part of the team. Overcommunication can help you retain top talent too—during trying times, people want to know their employer has their back.

Foster community

Safe spaces like Employee Resource Groups can encourage connectedness especially for underrepresented groups. You can involve ERG members in the candidate experience for open and honest exchanges about your brand behind the scenes. Involvement and feedback from candidates and employees alike can build brand trust, especially in times of transition.

Lead with your values

Brands that respond—or don’t respond—to social justice issues in a way that is guided by their core values are the ones that will feel most relevant. While 63% of workers 18-25 think employers should take a public stance on social justice issues, there’s complexity around if and how your brand responds. Your People/HR leaders can create representative working groups to come up with a strategy that is authentic to your values and your stakeholders.

Host inclusive, intentional events

Handshake Network Trends found that virtual recruiting can level the playing field for women and people from underrepresented backgrounds. Be a brand known by candidates and employees alike for running meetings and events where everyone has equal opportunity to participate—especially if you’re in an industry that’s been expanding its remote workforce. For example, if you're holding a virtual roundtable, make sure to give each person a chance to speak if they choose to.

Treat job descriptions as a first impression

Help candidates feel connected to your brand right away through job descriptions. Use inclusive language, and express how the role will contribute to your organization’s work. Telling your brand story can help keep your brand relevant by connecting your mission and values to the challenges of today.

Provide financial stability for today—and the future

Negative news, especially when it’s about the economy, can make candidates uneasy about landing a job. If you’re going through a restructure or layoffs, see if you can offer short-term work opportunities to build a pipeline when you’re ready to hire full time workers again. If your hiring is full speed ahead, offer pay transparency and showcase your financial planning and 401k benefits. Making this information easily accessible can lend trust to how you prioritize your employees even during unpredictable periods.

Strategize your social media presence

Get to know where Gen Z spends time, and be there. To keep your brand relevant, learn how to use the viral video trend to show how your mission and values are your compass for navigating business strategy through times of transition. Make sure your social sharing guidelines are up to date and consider empowering interns and employees to share their experiences on channels like TikTok.

Personalize your outreach

Email is one of the most consistent ways you’re representing your brand and interacting with candidates. People are more likely to engage with your brand and respond to messages if the content feels personalized and relevant. Your choice of words can show empathy, validate candidates' feelings, and help build relationships. For example, ask how students are doing during their job search, a big time of transition in their life.

Create memorable experiences

Your employer brand isn’t limited to your profile or reviews. It includes how you interact with people to create meaningful experiences. Use these as opportunities to introduce early talent to advocates of your brand, who can speak to your culture and how it’s evolving with the times. For instance, if your company went fully remote during the pandemic, share how the team still stayed connected and built relationships virtually.

Your brand can stand the tests of time

Times of transition call for the authenticity, transparency, and sharing of lived experiences that talent brands can bring to life through the candidate experience. Modernizing your employer brand to meet Gen Zers’ expectations is necessary to compete.

That means addressing challenges head-on through authentic conversations, providing readily accessible info on your digital channels, and thinking of yourself (and everyone involved in the candidate experience) as brand ambassadors. This is how you can bridge your brand from one challenging moment in time to the next.

“How to Build a Strong Brand That Attracts Gen Z” is Handshake’s guide on how your brand can stand out to a generation of job seekers who are looking for authenticity. Download guide to learn more →

Keeping your employer brand relevant in times of transition

As every industry digitizes, the supply and demand of skills are constantly evolving. Currently, the lack of talent supply is a risk for companies that want to accelerate the adoption of new technology. And demand will only continue to increase as more companies grow their cybersecurity, development, and data science functions to stay competitive.

The urgency to attract tech talent is felt by brands outside of your typical competitors. Companies that don’t hire don’t innovate, and companies that don’t innovate struggle. The pressure is on.

So how do you attract talent to the tech roles at your company? With an agile, inclusive brand.

Is your brand agile?

“Agile” is a mindset based on speed, adaptability, and collaboration.

What does agility have to do with brands? An agile brand stays relevant over time by adjusting to fast-moving market conditions. It’s a brand that stays consistent so that the audience knows what to expect, and yet is always innovating. It’s a brand that uses authentic storytelling and moves quickly to adjust based on feedback and data-driven business strategy.

Is this sounding…like your job?

Recruiters are at the forefront of bringing agile, inclusive brands to life. To attract top early talent, you’re essentially a talent brand evangelist (or an influencer, which we’ll get to later).

Ready to create an agile, inclusive brand that resonates with early talent and stands out from the crowd? Here are some tips to get you started.

Act like an influencer

Since Gen Z is likely to discover new brands through influencers, put your influencer hat on! Agile brands are where the talent is. Check out primary sources where Gen Z is learning about employers and looking for jobs—like TikTok, Handshake, and YouTube—and build a presence with authentic video storytelling: give an office tour, showcase your WFH setup, ask an intern to share tips about the application process. Hashtag away!

Recruit for a wide range of skill sets

It makes sense to source classically trained tech talent, like computer science majors or recent grads from top engineering schools. But 44% of students on Handshake with technical skills are actually in other majors, like Business or Math. Our data shows a 2.3X increase in technical candidates when taking a skills-based hiring approach. Attract talent from that untapped pool and you won’t be competing for the same students as everyone else!

Stand out with speed

A central tenet of agility is speed. Tech talent often receives numerous offers and are used to rapid recruiting processes. If 57% of job seekers are impatient about the waiting period after an interview, be the brand that stands out with a clearly communicated, swiftly moving candidate experience.

Curate branded events

If your industry isn’t one that usually brings “tech” to mind, curate events tailored to specific audiences to expand brand awareness. Host a hackathon, offer a networking event for early talent to meet more experienced tech talent, and gain additional insight into your top candidates through interactive events while improving your brand recognition with Gen Z tech talent.

Get intentional about hiring diverse candidates

The tech industry is notorious for its diversity gap, with a workforce that’s 68% white. And Gen Z is steadfast about working for an employer that’s committed to diversity. To be an inclusive brand, build into the candidate experience opportunities for women in tech to network. Highlight testimonials from BIPOC employees so that early talent can see people like themselves at your organization. Better yet, commit to publicly posting your workforce’s demographics.

Partner with bootcamps & training programs

Put recruiting resources into organizations already active on Handshake, like SANS (SysAdmin, Audit, Network, and Security) Technology Institute, Tech Elevator, and Generation USA. Co-sponsor capstone projects, support one of your leaders to become an adjunct instructor, and cultivate mentors within your workforce to help guide tech talent into your company.

Showcase career pathways

Almost 50% of 2024 graduates say they’re more likely to apply to a company that provides employer-sponsored upskilling resources. An agile brand trying to attract talent should highlight growth potential, from opportunities to learn new skills to transparency into pay bands and promotion cycles.

Stay on top of trends in benefits

Do a periodic competitive analysis of brands you admire, and find out where you might be able to beef up your package to attract top talent. For example, Gen Z is looking for benefits that address mental health and wellness. These benefits double as retention strategies to help prevent burnout and quiet quitting.

Offer flexibility and hybrid work

Early talent today has come of age in a fast-paced, digital world with platforms that foster remote relationship-building and collaboration. Since 3 in 5 Gen Zers prefer to work in a hybrid environment—with the flexibility to work remotely, and opportunities to connect in person and learn office norms—be open minded about how jobs are structured and how you’re attracting tech talent with hybrid work.

Infuse values into the job

It’s been well reported that Gen Zers care deeply about sustainability and the environment. An IBM survey found 69% of the potential workforce would take a job at an organization they consider sustainable. If your employer offers early talent an opportunity to commit their skills to supporting a cause, you can compete with the big names in tech.

Encourage experimentation with roles

While 85% of jobs in 2030 don’t exist yet, early career job seekers don’t necessarily know the exact job they want to land today. Whether you’ve always known what you want to do when you grow up, or are still figuring it out, you can probably relate to trying new things to grow in your career. Provide experiences that expose recent grads to different ways to use and grow their skills—and plan for the future of work.

Assess for skills gaps

Agile brands will continuously assess for skills gaps and set hiring goals based on changing skill needs. Given how rapidly technical skills become outdated these days, identify skills that are transferable across many occupations and roles, then train talent in-house on your specific needs.

Stay agile to prepare for the future of work

Looking ahead, tech occupation employment is expected to grow around 2x the rate of overall employment in the US. Since agile brands aren’t bogged down by the status quo, consistently evolve your tech hiring strategy to fill your funnel.

Remember: early talent today has more career and industry options than any other generation. And the cost to acquire recent grads is as much as 50% lower than more experienced hires, who are difficult to find and lure away from the lucrative jobs they’re already in. Focus on hiring early talent externally and approach retention with agility, too: by offering upskilling, growth, flexibility, exploration, and purpose. Create a culture and brand known for innovation, experimentation, and variety.

No one knows exactly what the future of work is—but you want to be prepared for it. How? Use your agile, inclusive brand to attract the most talented tech workforce.