RECIPE FOR SUCCESS
RECIPE FOR SUCCESS
“Culture is about fun — but it's also about ensuring success of the business.”
Discover how Saunghee Ko, Recruiting and People Ops Lead at Qloo, drives growth through strategic hiring and talent acquisition.
As the newly appointed Recruiting and People Ops Lead at Qloo, Saunghee Ko brings a wealth of experience and a fresh perspective to the forefront of taste AI. With a background that spans technical recruiting and people operations at dynamic startups and established companies like Spotify, Saunghee is adept at navigating and shaping the evolving landscape of AI in the business world. At Qloo, a leader in leveraging AI to understand cultural dynamics, her role is pivotal in driving growth through strategic hiring and nurturing an inclusive workplace culture.
As you settle into your new position at Qloo, what initiatives or projects are at the top of your list to tackle in your first few months, from a talent/people leadership perspective? Joining Qloo during a significant growth phase is thrilling. Right now, my primary focus is on scaling our team in a way that aligns with our long-term vision. This involves not only filling positions but also ensuring each role is structured to evolve as our needs change. It's about laying down the operational frameworks that will support our growth while maintaining the agility of a startup.
In this context, our recent Series C funding round is pivotal. It allows us to enhance our capabilities and expand our reach in the taste AI landscape. A crucial part of my role is to ensure that we build our team in a way that supports and stimulates this expansion. We're looking at not just adding numbers but integrating talents who can really propel our innovative edge forward.
“To build community, we focus on events and activities that promote interaction and recognition.”
What specific strategies do you use to build that community?
We focus on events and activities that promote interaction and recognition, such as our structured lunch and learns. These gatherings are not only educational but also build camaraderie and trust among team members.
Moreover, given our commitment to an inclusive workplace culture, I’m focusing on trying to create events that cater to all of our employees. This includes introducing non-alcoholic options at our gatherings to ensure everyone feels included and valued. It’s small changes like these that help foster a supportive and welcoming environment, crucial for our diverse team.
How do you balance a friendly, supportive environment with the drive to achieve company goals? Creating a talent strategy that transcends basic hiring to truly elevate an organization requires a robust framework, which is where OKRs (Objectives and Key Results) and KPIs (Key Performance Indicators) play a pivotal role. These were recently implemented here at Qloo, and I'm excited to see how these tools can clarify not only our broader company goals, but also illustrate how individual contributions feed into larger objectives.
OKRs help us set ambitious, measurable goals that align the efforts of different teams and individuals with the overall strategic direction of Qloo. While some might balk when they hear the term OKR, they actually foster transparency and focus. By breaking down overarching goals into specific, actionable objectives, everyone at Qloo can see exactly how their work contributes to the big picture. This breakdown also aids in tracking progress and identifying areas where adjustments may be necessary, which is crucial for agile, responsive business operations.
Moreover, OKRs encourage a culture of accountability and continuous improvement. They allow us to set benchmarks for success and then rigorously measure against them, ensuring that our targets are not just aspirational but grounded in real, achievable metrics. For example, if our goal is to enhance user engagement through our AI platform, we'd set specific OKRs around user interaction metrics and then task relevant teams with initiatives that drive those metrics. This methodical approach ensures that while we're ambitious, we're also practical and focused in our execution.
By integrating OKRs and KPIs into our talent strategy, we not only fill roles but also empower our new hires to immediately understand their impact and integrate into our mission-driven approach. This integration helps in cultivating a workforce that is not only skilled but also deeply aligned with our corporate ethos and objectives, enhancing our organizational culture and driving our business forward with clarity and purpose.
What strategies have you found most effective in retaining top talent, particularly in highly competitive fields? Retaining top talent is as important as attracting it. In my experience, the key strategy in retaining top talent is a structured approach to understanding exactly what employees want and need. This begins with comprehensive surveys and data analysis that help us get to know our employees deeply. This insight is crucial, as it shapes every other aspect of our retention strategy, ensuring that we're addressing the real concerns of our team, not just what leadership assumes are their concerns.
Equally important to this data-driven approach is providing a safe environment where employees feel secure and valued. Psychological safety is foundational; it empowers our team members to speak openly about their experiences and needs without fear of judgment or reprisal. Once we gather this feedback, our follow-through becomes critical. We actively implement changes based on what we learn, demonstrating to our employees that their voices are not only heard but are instrumental in driving real change within the organization. That’s the kind of workplace people want to stay at.
Lastly, what’s your go-to pick-me-up at work? I'm a big fan of GoMacro protein bars for a quick, healthy boost. And when I'm in the mood for something sweet, we have a bag of rotating candies. Looking forward to my pumpkin Reese’s!
Saunghee Ko's journey through various high-impact roles in technical recruiting and people operations have culminated in her current role at Qloo, where she sets the stage for the company's next growth phase. Her focus on intentional team expansion and creating an inclusive culture reflects her deep understanding of the critical interplay between people and technology in building successful, innovative companies. As she leads Qloo's efforts to scale operations while maintaining the agility of a startup, Saunghee's strategic initiatives in talent acquisition and people operations are essential for fostering a collaborative, dynamic work environment that is prepared to meet the future head-on.