Technically People
Technically People

Episode · 4 months ago

Introducing the Podcast “Technically People”

ABOUT THIS EPISODE

Welcome to Technically People, a podcast brought to you by Built In.


This show will feature experts, thinkers, doers and futurist leaders on the vanguard of workplace issues. They’ll share ideas and tactics to shape a human-centered future of work in the tech industry. Topics include DEI and Belonging, hybrid and remote work, wellness, burnout, organizational psychology, human-centered leadership and much more.


In this trailer episode, Tiffany Meyers and Sheridan Orr share how the podcast:

- Aligns with the mission of Built In

- Inspires leaders to approach their people matters in future-forward ways

- Reflects the ongoing conversations Built In has had for years with the most future-forward companies and leaders in tech

To pitch an idea for the show or send a note to the hosts, email TechnciallyPeople@builtin.com. And join us on LinkedIn.

Tech employers need top talent now more than ever. Visit Employers.BuiltIn.com to discover how Built In can help you attract the sought-after tech talent you need to fill your roles of the future.

Welcome to technically people acommunity conversation by and for workplace futurist brought to you bythe tech recruitment platform built in the podcast features, insights fromleaders, thinkers and doers on the vanguard of building human centeredworkplaces of the future along the way you'll hear concepts thatwill stop you in your tracks, concepts that inspire you to ask yourself.What's the most future forward way to approach my people leadership, we allknow the future of work isn't waiting around. So, let's get on with the showhello and welcome to the first episode of technically people. My name isjordan, alfred and i'm one of the producers of the show we're here todaywith co, host, sheridan or simo at bilton and tiffany myers builtins,director of creative and brand how's it going today, everything's great. We areexcited to share with you about technically people awesome and sharedin. How are you doing i'm doing great? Thank you so much for asking we'rereally excited about this opportunity...

...to share our learnings and learn morefrom some of our guests. What's been the highlight of your weekend, so ihave this new hobby that i'm pretty awful at, but i enjoy it greatly. It'scalled pickle ball and it's wonderful and fun, and you cannot take yourselfvery seriously playing a sport named after a pickle, that's hilarious. Ilove it. I always tell you when, when testing tell me, i hate pickles or ilove pickles when we're audio testing. So i love that i love to co ball. Weused to play that in gym alrighty, to give everyone a bit more context today,we'll be talking about what you the listener can expect to hear from thepodcast first tiffany. Can you tell us a bit about what built in does as acompany yeah definitely so built in his attack recruitment platform? But thatis really the short answer, because what we really do and where our valuereally lies, that we help tep companies...

...amplify their employer brands and thatin turn attracts really skilled, hac talent. So we show case these companiesand realize that's whether they want to be known. This look go as national asremote employers or as leaders in de we managed to do all that by publishingcontent about these companies about the tack that they're working with aboutthe people that make up the culture was really about what it's really like towork there and millions of really hard to reach hard to hire techprofessionals visit our side every month. These are really seasonedprofessionals and they're really into me hunt. They are so in demand thatcareer sides are in mails they're, just not going to capture their attentionany more, but what does capter their attention is built in? They really dorely on us to stay on top of tectas stand top of breaking news and also tofind out what really inimitie companies...

...are up to now when they discover a techcompany on our site. So, let's say a company with a mission that they reallywant to join or a company. That's working with a text step. They reallywant to work with they get inspired. They are inspired to apply specificallyto their open polls, and so that is why bilton is a top source of qualified inbamean for our customers. I love it. I love it tiffany. Before we talk aboutthe podcast, can you tell us a little bit about the work that you and sharedin do at built in on a day to day basis? Sheridan is our chief marketing officerat belton, and i am part of the marketing team that she leads. I focuson brand messaging and cons and share it in you could say, focuses onbasically everything. I can tell you for sure that her to do list is justendless, but i want to say that as a team, our focal point, at least one ofthem, is delivering that leadership to...

...employers, in other words, to ourcustomers. We create workshops and white papers for our wever and for ourcommunity chats. We bring in thinkers who share ideas about the future ofwork about the to day of work in the tomorrow of work, and we really cover the gamut we've covered di andbelonging. We've had conversations about women in tech, we've done wevernabout learning and development and hiring for digital transformation.Really technically, people is the logical next step of all of that, itsideas about the world of work for the future of work and because it's apodcast, that's just music and fed all of those ideas. Now in your back, okay,built in is a tech recruitment platform. That's in constant dialogue withleaders about the future of tech, bilton's podcasts. Technically peopleexpands those conversations now fellow...

...futurist create and lead exceptionalworkplaces, environments that inspire in demand tech professionals to joinyour company and thrive to learn how building can help your company attractbesting class professionals visit employers top built incom. Honestly, itcomes down to one of our goals. Is a company no matter what we do a built in?It's always about elevating the tech industry and its people, and that iswhat we're aiming to do with this podcast wow. That is so amazing, soshared in. Why did the team at bilton decide to start the podcast? But it'sreally interesting. I've been in technology and i'm almost embarrassedto say how long, but, let's put it this way, i've been through bom, i've beenthrough two thousand and eight i've been through coved. I've been through apipe lane, gas shortage, it's been quite a ride and the market is changedmore in the past two years than i've...

...seen it over the entire set of twodecades, and so in that transformation of what's going on with technology andeven how people are rethinking about hiring and recruiting and retainingpeople. I feel like we talked to some of the most forward, thinking peopleand forward thinking companies in our day to day interactions and we'velearned so much from those people that we want to share that with others whomay be grappling with similar issues or finding you know their voice and reallyreshaping their talent strategy for what we're calling the roaring twentywe're excited to share that information and the knowledge and actually just asksome of the questions that may be top of mind for people like us who want toattract and retain the best talent and it's interesting. Our ceos often talksabout that. If you're, not a tech company today, you soon will be whenyou think about technology workers,...

...your most valuable asset walks out ofthe door every single day or is working from home, and you need to think abouthow to inspire and motivate and get them to be. Thinking about thoseinnovations that are going to drive your business forward today and thenreally for the next twenty years. We have definitely seen our own version ofthe roaring twenty, so seeing you guys touch on these pointswill be so effective and i can't wait to hear it shared in what can listenersexpect to hear when they listen to each episode? Listeners can expect a reallynice blend of theoretical and practical, so, for instance, we may want to talkto the foremost thinkers in motivational psychology, and how do youtake neuro science and use that to motivate, retain and bring innovationto your employees, but also, we know that not everybody can apply some ofthe most high end portions of that,...

...like neuro testing, but we also want tomake sure that we have practical applications. So we'll talk topractitioners to hr leaders, technology leaders to find out what they're doingwhat's worked for them, and we also want to explore some people's failuresbecause we're testing a lot of new things out there and we'd like to saveyou some of those mistakes. How can listeners connect with you in case theyhave ideas for episode, topics or guest that you should feature on the show.The first thing is as say: listeners should visit our site to learn a littlebit about how bilton can help their company attract the kind of skill tape,talents that they need these days and that site is employers, dot, builtincom and just for safety i'll spell built on for you. It's built in soemployers, dot, built incom, and, if they'd like to learn about me, tiffany,myers or chardon or and that's orrs, so...

...don't forget the double or there ithink the best place is going to be linked in. But if you have questions orpitches or feedback, send us a note at technically people at bilton com. Wewould absolutely love to hear from you we'd love, to hear from listeners withany ideas, any feedback we want it all. So please definitely be in touch, and ican't wait to hear from you lovely that is great- that wraps it up for thisintroductory episode. Thank you all so much for joining me today. I'm soexcited to see this show grow and thank you. Everyone listening in today makesure you come back and tune into episode. One of technically peopleyou've been listening to technically people, a community conversation aboutthe future of work. If you want to hear more cutting edge ideas about creatinghuman center, workplaces subscribe on your favorite podcast player and you'llnever miss an episodeand if you're over...

...the moon, about what you've heard we'dbe honored. If you took the time to give us a five star reviews so signingoff until we meet again in the future, a.

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