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Content provided by Rob Stevenson, Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Rob Stevenson, Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert. or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://player.fm/legal.
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Career Control with Virta Health CPO Dr. Lucia Guillory

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Manage episode 491210603 series 1607419
Content provided by Rob Stevenson, Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Rob Stevenson, Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert. or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://podcastplayer.com/legal.
Show Notes

Lucia shares her unconventional career philosophy: choose companies over jobs. With experience at Yahoo, Patreon, and six years at Virta, she argues that job titles, managers, and compensation frequently change, but company mission remains stable. The conversation explores Virta's unique hiring challenge of needing 20-50 healthcare coaches and providers within weeks due to unpredictable patient enrollment. Their solution: a 4,500-person talent community (4x their workforce) maintained through regular communication, cohort-based hiring, and radical transparency to enable rapid deployment when demand spikes.

Key Takeaways

• Choose company over job details: Focus on company mission and ethos rather than specific titles, managers, or compensation—these change frequently while mission stays stable.

• You are the asset: View your skills as portable value that can be applied anywhere, not tied to a specific role or company.

• Mission alignment prevents burnout: Working for organizations whose purpose resonates with you provides emotional fuel during difficult periods.

• Build talent communities at scale: Virta maintains 4,500 people (4x workforce) with regular communication, enabling rapid hiring for unpredictable demand.

• Use cohort hiring for transparency: Set hiring dates reduce uncertainty and improve candidate communication about timing and expectations.

• Simplify your tech stack: Consolidating tools reduces complexity and costs while improving focus on relationships.

• Prioritize authentic recruiting: Transparent, anti-sales communication builds better candidate relationships than traditional "selling" approaches.

• Consider fractional work: Consulting and fractional roles offer flexibility to wait for aligned opportunities while maintaining income.

Links

Lucia Guillory LinkedIn

LHH Recruitment Solutions

A Beautiful Working World

A Soundbeam Studios Production

  continue reading

390 episodes

Artwork
iconShare
 
Manage episode 491210603 series 1607419
Content provided by Rob Stevenson, Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert.. All podcast content including episodes, graphics, and podcast descriptions are uploaded and provided directly by Rob Stevenson, Rob Stevenson: Recruiting, Employer Branding, and Career Growth Expert. or their podcast platform partner. If you believe someone is using your copyrighted work without your permission, you can follow the process outlined here https://podcastplayer.com/legal.
Show Notes

Lucia shares her unconventional career philosophy: choose companies over jobs. With experience at Yahoo, Patreon, and six years at Virta, she argues that job titles, managers, and compensation frequently change, but company mission remains stable. The conversation explores Virta's unique hiring challenge of needing 20-50 healthcare coaches and providers within weeks due to unpredictable patient enrollment. Their solution: a 4,500-person talent community (4x their workforce) maintained through regular communication, cohort-based hiring, and radical transparency to enable rapid deployment when demand spikes.

Key Takeaways

• Choose company over job details: Focus on company mission and ethos rather than specific titles, managers, or compensation—these change frequently while mission stays stable.

• You are the asset: View your skills as portable value that can be applied anywhere, not tied to a specific role or company.

• Mission alignment prevents burnout: Working for organizations whose purpose resonates with you provides emotional fuel during difficult periods.

• Build talent communities at scale: Virta maintains 4,500 people (4x workforce) with regular communication, enabling rapid hiring for unpredictable demand.

• Use cohort hiring for transparency: Set hiring dates reduce uncertainty and improve candidate communication about timing and expectations.

• Simplify your tech stack: Consolidating tools reduces complexity and costs while improving focus on relationships.

• Prioritize authentic recruiting: Transparent, anti-sales communication builds better candidate relationships than traditional "selling" approaches.

• Consider fractional work: Consulting and fractional roles offer flexibility to wait for aligned opportunities while maintaining income.

Links

Lucia Guillory LinkedIn

LHH Recruitment Solutions

A Beautiful Working World

A Soundbeam Studios Production

  continue reading

390 episodes

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