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
This group comprises highly skilled professionals driving innovation in technology. Attracting and retaining them requires a deep understanding of their unique motivations and work environment needs.
Advanced Tech Talent is driven by impact and innovation, not just a paycheck. They crave environments where their contributions are recognized and they can push boundaries, especially in areas like 'science research driven' and 'tech for good'. This group strongly values autonomy in their work schedule, preferring 'remote first' and flexible hours over traditional setups. They are less swayed by broad social impact or 'fun' cultures, instead seeking meritocratic, 'fast-paced' environments where their technical prowess can shine. Employers should focus on providing challenging, purpose-driven work with significant flexibility.
Top preferences
Meritocratic
>100%
Science and research driven
+87%
Core hours 11–3
+50%
Health insurance
+26%
Mission and vision
+16%
Lower preferences
Animal focused
-62%
A little flexibility in start and finish times
-35%
Fertility treatment leave
-27%
Fun
-26%
Diversity
-19%
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
+26%
Parental leave
+10%
Lower preferences
Fertility treatment leave
-27%
Open to part-time employees
-26%
Open to compressed hours
-21%
Key takeaways
Core Benefits Matter: 'Health insurance' is a significantly higher priority for this group, suggesting a focus on fundamental security.
Less Part-Time Focus: They show less interest in 'part time' or 'compressed hours', aligning with their preference for flexible time management rather than reduced hours.
Flexibility
Top preferences
Core hours 11–3
+50%
Remote-first
+46%
Fully flexible hours
+41%
Lower preferences
A little flexibility in start and finish times
-35%
Hybrid
-30%
Fully Remote
-9%
Key takeaways
Remote & Flexible: This group strongly prefers 'remote first' and 'full flex time', indicating a need for autonomy over where and when they work.
Avoid Rigid Schedules: They show significantly less interest in 'little flex time' and are less drawn to 'hybrid' models, signaling a clear preference for maximum control.
Role Criteria
Top preferences
Mission and vision
+16%
Culture
+14%
Reward and recognition
+9%
Lower preferences
Diversity
-19%
Benefits
-13%
Personal development
-6%
Key takeaways
Mission & Culture Alignment: This group places greater importance on a company's 'mission' and 'culture' when evaluating roles, indicating a holistic view of their workplace.
Less Focus on Diversity: They show less emphasis on 'diversity' as a primary role criterion, suggesting other factors weigh more heavily in their decision-making.
Culture
Top preferences
Meritocratic
>100%
Fast-paced
+64%
Agile and dynamic
+32%
Lower preferences
Fun
-26%
Traditional
-26%
People-first
-24%
Key takeaways
Meritocracy & Pace: They are far more drawn to 'meritocratic' and 'fast paced' cultures, suggesting a desire for environments where performance is recognized and progress is rapid.
Purpose Over Play: This group is less interested in 'fun' or 'people first' cultures, prioritizing achievement and dynamic work over social aspects or traditional structures.
Mission
Top preferences
Science and research driven
+87%
Tech for good
+83%
Automation
+58%
Lower preferences
Animal focused
-62%
Not-for-profit
-55%
Social impact led
-41%
Key takeaways
Tech-Driven Impact: Advanced Tech Talent is highly motivated by 'science research driven' and 'tech for good' missions, along with 'automation', indicating a desire to contribute to technological advancement with positive outcomes.
Specific, Not Broad Impact: They show significantly less interest in broader 'social impact led' or 'not for profit' missions, preferring a more focused, tech-centric purpose.
In summary, what does this mean?
Key takeaways
Impact & Innovation First: Offer challenging, 'science research driven' projects and highlight how their work contributes to 'tech for good'.
Flexibility is Non-Negotiable: Provide 'remote first' options and 'full flex time' to empower their work-life integration.
Meritocracy Matters: Foster a 'fast-paced', 'meritocratic' culture where talent and contribution are clearly rewarded.
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.
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