Been there. Got here. Read first hand accounts of the Fluid Talent experience from a variety of perspectives, from people who’ve made a career move to managers who’ve discovered new talent.
Marcus Wainer
Head of Talent Acquisition,
VivaKi UK
“We employ some of the best people in our industry... Fluid Talent ensures we can contribute to the development of their careers, whilst retaining our best and brightest”
Janice Lodato
Program Manager,
Razorfish, Chicago
“I work on major accounts for Razorfish that push the envelope every day.”
Melissa Bonetti
Associate Director, Audience on Demand,
VivaKi Nerve Center, New York
“The prospect of being able to move fluidly across different teams and within other groups at VivaKi is exciting, as it certainly offers great options for career growth.”
Katie Ford
EVP Managing Director,
Starcom MediaVest Group, Chicago
“Intra-company mobility enables our agencies to infuse specialty expertise into its thinking.”
Corey Simons
Recruiting Manager,
Digitas, Chicago
“The pace here is much different than any other agency I have worked for. Things in a larger agency change in a nanosecond.”
Julien Devaureix
Regional Account Director,
ZenithOptimedia & Digitas, Hong Kong
“Mobility forces you to open up and to adapt – something we will have to do the rest of our careers, at an increasingly accelerated pace.”
Chris Ralli
Senior Account Manager, Audience On Demand,
VivaKi Nerve Center, New York
“Not only was I able to gain experience in working with large sets of data as I hoped, but I also gained some ‘startup’ experience, because I transferred to AOD during a time of tremendous growth.”
Alex Capano
Local Activation Associate Director,
Starcom MediaVest Group, New York
“I am grateful to be back and happy to be working with many of the same people I left six years ago.”
Domenic Venuto
Global Managing Director, Media Solutions,
VivaKi Global, New York
“I enjoy helping improve the way we work and the tools we use to make us more productive, and, equally important, more fun!”
Joe Zhao
Planning Director,
Starcom MediaVest Group, Beijing
“I was intrigued by the prospect of leveraging my experience on our Mars client in a new capacity at Starcom.”
Jayson Baron
Search Manager,
Starcom MediaVest Group, New York
“SMG has an incredible client roster. What a rare opportunity to work with some of the best-run organizations in the world.”
“We employ some of the best people in our industry... Fluid Talent ensures we can contribute to the development of their careers, whilst retaining our best and brightest”
Marcus Wainer
Head of Talent Acquisition,
VivaKi UK
How does the Fluid Talent program help you do your job?
Fluid Talent is an added value resource for us. We are used to searching externally to recruit talent in our markets. However, we already employ some of the best people in our industry, and they are often very interested in obtaining skills and experience from other brands and locations. Fluid Talent ensures that we can contribute to the development of their careers, whilst retaining our best and brightest. A win win!
Is the option of mobility of interest to people you are recruiting from outside the organization?
Mobility is an area which naturally draws people to the VivaKi brands, and is a question we are asked about frequently during our recruitment processes. We are after all, a network of some of the best agencies in the world, and this undoubtedly attracts talent who want to move across markets and even across brands within a market, as part of their career.
What do you see as the main benefits of Fluid Talent to prospects and managers?
Fluid Talent provides real-time access to opportunities for current employees. It also means that we have an active database of potential talent from which we can review specific interest in our market or an opportunity. This improves our recruitment processes, as potential talent is identified and can be readily accessed. It also helps build managers’ confidence in the recruitment process since there are transferable skills, training and cultural similarities they can leverage.
Do you view this program as a strategic advantage in attracting and retaining talent?
The war for talent is an ongoing one, especially as our industries are ever-changing. Our candidates' expectations about their careers are changing too. Generation Y are demanding lattice not ladder based careers which are able to offer new experiences, variety and opportunities. We must create innovative ways to offer these things whilst keeping our mobility, retention and recruitment tools relative to the needs of our business.
