Your backstage pass
to talent insights
Have you ever wished you had a backstage pass to talent preferences?
Where they prefer to work, what benefits they value most, or how much they care about salary, culture, and mission?
Well, now you've got one!
We've introduced a new Persona Dashboard that transforms billions of data points into clear, actionable insights, showing you what different groups of people really want from an employer. To kick things off, we've launched four personas: early careers, senior women, advanced tech talent, and neurodivergent individuals.
Here's a glimpse into one persona: Advanced Tech Talent. You'll see what matters most to them, from flexibility and benefits to mission and culture, and how their preferences compare to the average job seeker's.
What can you do with this data?
With these insights at your fingertips, you can:
Shape your employer brand around what truly matters to different talent groups
Write job adverts that resonate with the people you want to hire
Refine your benefits and flexibility offering to stand out in a competitive market
Understand cultural priorities like mission and values so you can align your messaging
Attract and retain the right talent by removing the guesswork and acting on evidence
Advanced Tech Talent
Summary
Highly skilled technical professionals who prioritise building impactful technology and working in high-performance environments. They seek roles that offer autonomy and clear, mission-driven work.
This group is defined by a desire to build and advance technology. They gravitate towards high-performance, structured environments where the mission is clear and the impact is tangible. While they value 'remote-first' setups, they are less concerned with traditional perks like 'personal development and learning' benefits, preferring to focus on the technical challenge itself. Employers should lead with the substance of the work and the technical scale of the product to resonate with this talent.
Top preferences
Build tools that empower others
>100%
Core hours 11–3
+53%
High-performance & results-orientated
+45%
Market leading product
+28%
Health insurance
+24%
Lower preferences
Early career friendly
-65%
Dog friendly office
-51%
Career progression
-44%
Strengthen communities & expand opportunities
-43%
A little flexibility in start and finish times
-33%
Preferences breakdown
This section shows which preferences are most in demand for this persona. The percentages highlight how this persona's preferences compare to the average person.
Benefits
Top preferences
Health insurance
+24%
Sabbaticals
+10%
Parental leave
+7%
Lower preferences
Dog friendly office
-51%
Enhanced Time Off
-32%
Personal Development and Learning
-31%
Key takeaways
Foundational security: They prioritise 'health insurance' and 'sabbaticals', focusing on stability and long-term rest over lifestyle perks.
Growth through work: With lower interest in 'personal development and learning' benefits, focus on the technical complexity of the role as the primary growth lever.
Flexibility
Top preferences
Core hours 11–3
+53%
Remote-first
+43%
No alternative working pattern preference
+41%
Lower preferences
A little flexibility in start and finish times
-33%
Hybrid
-28%
Open to part-time employees
-10%
Key takeaways
Remote-first preference: They strongly favour 'remote-first' working, suggesting they value the autonomy to manage their own environment.
Structured flexibility: A preference for 'core hours flex time' indicates they want flexibility that still respects a structured, high-performance cadence.
Role Criteria
Top preferences
Mission and vision
+22%
Culture
+15%
Lower preferences
Career progression
-44%
Time flexibility
-31%
Work-life balance
-27%
Key takeaways
Mission as a driver: 'Mission' is a top decision factor, confirming that the technical purpose of the role is more important than standard career progression.
Growth through challenge: While 'career progression' ranks lower, this should be interpreted as a preference for technical mastery over traditional ladder-climbing.
Culture
Top preferences
High-performance & results-orientated
+45%
Progressive & inclusive
+19%
Structured & process led
+16%
Lower preferences
High-energy & social
-29%
Mission-first & values-led
-14%
Key takeaways
High-performance focus: They thrive in 'high performance results' environments, favouring clarity and structure over 'high energy social' settings.
Structured and inclusive: They value a 'structured process led' approach combined with 'progressive inclusive' values, seeking professional rigour.
Mission
Top preferences
Build tools that empower others
>100%
Power the world reliably
+89%
Advance what technology can do
+44%
Lower preferences
Strengthen communities & expand opportunities
-43%
Improve health & wellbeing
-29%
Protect animals & restore the planet
-27%
Key takeaways
Technical ambition: The mission must centre on 'advance technology' and 'build tools empower others' to capture their interest.
Pragmatic impact: They are less motivated by community or health-based missions, preferring to focus on the reliability and utility of the technology they build.
Company Commitments
Top preferences
Market leading product
+28%
Family friendly
+9%
Diversity & inclusion
+6%
Lower preferences
Early career friendly
-65%
Women's health support
-41%
Pet friendly
-35%
Key takeaways
Product-led appeal: They are drawn to 'market leading product' commitments, reinforcing their desire to work on impactful, high-scale technology.
Professional focus: Their lower interest in 'early career friendly' or 'womens health' initiatives suggests they prioritise meritocratic, product-focused environments.
In summary, what does this mean?
Key takeaways
Mission-led impact: This group is driven by the desire to 'build tools empower others' and 'advance technology' rather than broader social or community-based missions.
Performance over perks: They prioritise 'high performance results' and 'structured process led' cultures over social or development-focused benefits.
Autonomy is essential: With a strong preference for 'remote-first' and 'core hours flex time', they value the freedom to execute work on their own terms.
Explore more personas with Flexa
Want to dig deeper into other talent groups? Remove the guesswork and get in touch to see how talent insights can help you strengthen your employer brand.
Book a demo