Talkpush is a recruitment automation platform that makes hiring conversations happen faster and more naturally than ever before. They’re a fast-growing company that in the past year has made the transition from having offline objectives and key results (OKRs) to moving their entire human resources (HR) performance management program to 7Geese early in 2020.
We spoke to Manon Rimbaud, Head of People Experience at Talkpush, about the process of selecting and adopting the 7Geese platform, and about the results, they are experiencing already. “It helps us to understand the common goal of the company and how every single thing that people are doing is connected,” says Manon.
Talkpush’s performance management and OKRs challenge
When Manon started at Talkpush, they had an HR software tool and were already using the OKRs methodology, but there wasn’t a clear connection between the two. “We’re a startup, so all of our OKRs were made in PowerPoint and shared on Google Drive,” says Manon.
The HR software they were using had a performance management add-on, but she wasn’t content with the lack of connectivity to Talkpush’s OKRs. She started looking for a platform that would better incorporate the company’s objectives. After shortlisting five solutions and viewing demos of three of them, she chose to recommend the switch to 7Geese.
“I liked the platform,” says Manon. “I liked how it looked like a social network, but was still very oriented to performance management. It was not, and sorry for the word, a ‘bullshit’ social network. You can see everything that’s happening. It is not just posting a status, it’s seeing where people are. It was good-looking and easy-to-use compared to the others.”
Talkpush’s performance management schedules and advice for other companies
Talkpush recently made the switch to quarterly OKRs, with reviews every three months. Performance reviews and salary evaluations are performed every six months and they will soon be launching their first 360-degree review process that will happen two months into each OKR cycle.
Their cadence allows Talkpush to align the entire company under a specific set of OKRs, along with team and personal objectives. The three-month cycle gives them plenty of opportunity to course-correct over the course of a year to ensure they continue to track towards their various growth metrics. “My recommendation is to be clear with your objectives,” says Manon. “I think OKRs are the best way of making an advancement — focusing on progress and working as a team.”
Day-to-day at Talkpush and the impacts of remote work
From their inception, Talkpush was always a distributed, remote team. While the company is based in Hong Kong, its team hails from all over the globe, including Costa Rica, Mexico, Philippines, Germany, Malaysia, Chile, and India. Talent is more important than geography, says Manon. “If they are good, we are hiring them.” This should come as no surprise, as the strength of Talkpush’s product is in improving the recruitment process, globally.
Under normal circumstances, the company operates with a hybrid model. In cities where they have multiple team members, they set up office spaces, so some of the team can optionally work face-to-face a few days a week. “We have offices in Hong Kong, Manila, Costa Rica, and Mexico.” The rest of the team reports from their home offices or co-working locations. Having a way to unite the entire company around common goals and connecting everyone’s work to those objectives is crucial for Talkpush’s culture and success.
“Transparency helps us work together,” says Manon of their use of 7Geese. “I have noticed in the feed that some people were connecting to update their OKRs and they saw someone updating theirs and they jumped in saying, ‘hey, I’m interested in helping you.’ We’ve really increased our communication thanks to 7Geese and the social media component of the platform.”
Talkpush’s engagement results since starting with 7Geese
After beginning to use the platform earlier this year, Talkpush has already completed one OKR cycle and will soon be reporting on another. Although they only introduced the platform to the entire team recently, they are already achieving excellent adoption rates.
During their first OKR cycle, 86% of their team checked in to an OKR. They are also seeing increasing use of the Recognitions feature and are developing systems to roll out a 360-degree feedback initiative. The attention to detail and frequency of their performance management check-ins ensures that team members always know where they stand and how their work impacts the company’s goals.