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 descriptions 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 professionals focused on innovation and technical problem-solving. Attracting and retaining this group is crucial for companies at the forefront of technological advancement.
Advanced Tech Talent is driven by a profound desire to build, innovate, and solve complex problems. They are not just seeking a job; they are on a quest to 'advance technology', 'build tools empower others', and 'change broken system'. This group thrives in environments that foster 'learning growth' and 'autonomy trust', preferring a 'fast moving experimental' culture over highly social settings. Their mission is distinctly technical, showing far less interest in broader social or environmental impact initiatives.
Flexibility is key, particularly 'core hours flex time' and a 'remote first' approach, though they aren't strictly tied to 'fully remote' work, suggesting a desire for remote-centric operations with potential for occasional in-person collaboration. While they value essential benefits like 'health insurance', these are not their primary motivators for choosing a role. Instead, they are drawn by the intrinsic challenge and impact of the work itself, seeking environments where they can explore, learn, and discover at the cutting edge.
Top preferences
Build tools that empower others
>100%
Core hours 11–3
+52%
Open to job sharing
+28%
Learning & growth-orientated
+27%
Health insurance
+27%
Lower preferences
Dog friendly office
-54%
A little flexibility in start and finish times
-35%
Expand access to work & opportunity
-32%
High-energy & social
-13%
Benefits
-13%
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
+27%
Parental leave
+11%
Sabbaticals
+8%
Lower preferences
Dog friendly office
-54%
Mental health support
-16%
Key takeaways
Essential & Practical: 'Health insurance' is a significantly higher priority, indicating a preference for core, practical benefits. 'Parental leave' also sees increased interest.
Less "Perk" Driven: Benefits like a 'dog friendly office' are far less important, suggesting they prioritize substantive offerings over lifestyle perks. 'Mental health support' is also less of a differentiator.
Flexibility
Top preferences
Core hours 11–3
+52%
Remote-first
+44%
Fully flexible hours
+40%
Lower preferences
A little flexibility in start and finish times
-35%
Hybrid
-27%
Fully Remote
-9%
Key takeaways
Time Autonomy: This group strongly rejects rigid schedules, showing a clear preference for 'core hours flex time' and 'full flex time'. Offering genuine control over their working hours is paramount.
Remote-First Culture: While not exclusively 'fully remote', they significantly prefer a 'remote first' approach, valuing companies that design their operations around distributed teams. 'Hybrid' models are far less appealing.
Role Criteria
Top preferences
Mission and vision
+15%
Culture
+13%
Location flexibility
+1%
Lower preferences
Benefits
-13%
Learning & development
-4%
Key takeaways
Mission & Culture First: 'Mission' and 'culture' are significantly more important criteria when evaluating roles. The intrinsic nature of the work and the environment it's done in are paramount.
Benefits as Secondary: While they value certain benefits, 'benefits' as a primary role criterion are less important. They expect a solid foundation but are not driven by perks alone.
Culture
Top preferences
Learning & growth-orientated
+27%
Fast-moving & experimental
+19%
Autonomous & trust-based
+18%
Lower preferences
High-energy & social
-13%
Mission-first & values-led
-8%
Key takeaways
Growth & Experimentation: They are drawn to cultures that are 'fast moving experimental' and prioritize 'learning growth'. An environment that encourages continuous development and innovation will be highly attractive.
Trust & Independence: 'Autonomy trust' is a significant cultural driver. This persona wants to be empowered to solve problems independently, rather than being micromanaged.
Less Social Focus: They show less interest in a 'high energy social' workplace, suggesting a preference for deep work and focused collaboration over extensive social events.
Mission
Top preferences
Build tools that empower others
>100%
Change a broken system
+58%
Explore, learn, and discover
+54%
Lower preferences
Expand access to work & opportunity
-32%
Protect or restore the planet
-24%
Improve health, safety, or wellbeing
-22%
Key takeaways
Technical Impact: Their mission is unequivocally focused on 'advance technology', 'build tools empower others', and 'change broken system'. Employers should articulate the technical challenge and impact of the work.
Specific Purpose: This group is less motivated by broader social or environmental missions like 'expand access work opportunity' or 'protect restore planet'. Their purpose is rooted in technological innovation.
In summary, what does this mean?
Key takeaways
Impact Through Tech: This persona is deeply motivated by the opportunity to make a tangible impact through technological advancement and problem-solving. Employers should highlight how roles contribute to innovation and systemic change.
Autonomy & Growth: They thrive in cultures that offer significant 'autonomy trust' and prioritize 'learning growth'. Providing challenging work and freedom to explore will resonate strongly.
Flexible, Remote-First: A 'remote first' approach with flexible hours is highly valued. Companies offering this model will be significantly more attractive, enabling them to attract top-tier technical talent.
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