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Thanks to media and the headline-grabbing office quirks of industry giants like Google, tech culture’s reputation precedes it. Jobseekers perceive tech companies as fast-paced, innovative places to work, and many assume a “work hard, play hard” attitude is a necessity. These preconceptions have a major impact on employer brand, as Klook’s Marilyn Yee knows well.

Yee serves as Senior Manager of Global Employer Branding and People Communications at Klook, a travel tech company. With over 10 years of experience in the industry, she’s an expert on what tech demands from leadership. Employer branding, Yee reminds us, is a long game—even in a field that embraces rapid growth.

Tech culture isn’t a monolith, but there are a few characteristics that unite most tech workplaces. These characteristics inform employer brand, what being a “culture fit” means at a particular company, and who self-selects to apply.

Moving fast is one of those characteristics. “If you’re someone who gets bored easily, or you love a challenge, consider a career in tech,” Yee says. “Change is the only constant. It’s like an organized mess every day.”

Another is the tendency for teams to skew young. At many top tech companies, the median age of employees falls in the late 20s. While those in management positions tend to be slightly older, tech employees above the age of 50 are in the minority.

Tech also has a different relationship to diversity. According to Yee, a diverse team is a must-have, rather than a nice-to-have. “If you’re building global products,” she says, “you need diversity of perspective.”

Listen on Apple PodcastsSpotifyStitcher, or Soundcloud.

To follow Marilyn’s work in employer brand, follow her on LinkedIn. If you want to know how your employer brand measures up to others in your industry, talk to us about the Employer Brand Index.

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Chris initially chose to work within the Life Sciences and Medical Technology sector as he is passionate about healthcare and positively contributing to people’s lives. Chris has previous experience of both agency and internal recruitment, which has provided him with a real rounded understanding of what works well for clients and candidates. Initially working for a Times Top 100 recruitment agency as the second person into the Life Science Team, Chris positively contributed to the team’s growth through his commitment to providing a best in class service. Following a successful period of time in agency recruitment, Chris was headhunted by one of his largest clients. Perhaps due to the success of successfully providing them with 16 new and talented people for their business between March 2018 – October 2018. This business was ONI (Oxford Nanoimaging), who are one of the fastest growing biotechnology companies in the UK, with a headcount growing from 15 to 85 in just one year (2018). In the two years that Chris has been working with ONI, he has directly hired more than 40 people into the business, an incredible achievement.