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Tinuiti’s People Team (our HR department) is responsible for the firm’s mission of growing happiness for employees and clients by nurturing an award-winning culture that attracts and retains the top minds in the industry. Tinuiti is able to accomplish this by valuing talent over geography, allowing employees to work wherever and whenever they’d like—and this was our philosophy even before the pandemic.
Last year, our People Team unveiled a proprietary growth management system to focus on the performance development of our employees. This internal performance optimization framework ensures every employee knows, “How am I doing? What’s next for me?” through growth conversations, progressive team development tools, succession planning, 2-way reviews (instead of top-down reviews) and more. Each person’s employee growth team is made up of a manager, skip-level manager and an external professional career coach in partnership with Bravely. Over 600 Tinuitians have met with Bravely coaches since the partnership began in Q2 2021. Another key aspect of our growth management system is the Manager Badge Program where mid- to upper-level employees go through experiential workshops meant to help them save time and reduce stress by developing them as managers.
When it comes to recruiting, Tinuiti is growing fast, but we have never been more devoted to building an inclusive workforce. A year removed from the social reckoning of Summer 2020, Tinuiti remains committed to improving diversity, equity and inclusion at the company and in the digital marketing industry at large. With a pledge to increase BIPOC talent from 27% to 35% by 2023, Tinuiti currently sits at 32% BIPOC employees with many programs and initiatives in place to far exceed its original goal.
The People Team was the architect of Tinuiti’s Diversity Dialogue Spaces, which are safe and courageous discussions open to employees. DEI champions are trained by Tinuiti’s Internal Executive Coach to facilitate spaces for employees to openly explore how identity shows up in the workplace. At these spaces, employees vulnerably share with each other and deepen connections across the company.
These strategic initiatives and company programs to promote career development and DEI in the workplace would be fruitless if our People Team didn’t focus on a healthy work-life balance for our employees. In addition to mandatory mental health PTO and flexible hours, we created the ‘Second Impressions’ travel program, giving employees who had started during the pandemic a chance to meet their work “besties” in real life. Those chosen are flown to a city with a Tinuiti office where they can work together there (the program is currently on pause with the surge of the Omicron variant).
To further help employees focus on mental health and reset, Tinuiti created a week-long, all-employee, paid time-off, company-mandated holiday in early October called ‘Tinuiti Recharge’. Employees were asked to step away and do what makes them happy outside of the office in order to re-energize themselves before the holiday season and the dash to 2022—benefiting Tinuiti and the business of our clients. We plan on bringing back ‘Recharge’ multiple times in the new year under the direction of our new Chief People Officer, Jeff Batuhan, a first generation Filipino-American with decades of experience who began at Tinuiti on January 1st, 2022.
In an industry dominated by employee churn during what’s being called ‘The Great Resignation’, Tinuiti achieved an incredible company-wide retention rate of 73% last year and an Employer Net Promoter Score (eNPS) of 57. Since 2021, Tinuiti has hired over 500 new employees in a tight market and completed more than 350 internal promotions. With this hiring frenzy and two acquisitions, Tinuiti now has over 1,000 employees and is showing no sign of stopping with over 150 open roles currently–a tall task but one that we know we can handle because of our incredible People Team.
