Discover what truly attracts the best talent: growth, impact, authenticity, and belonging. Learn why authenticity and meaningful relationships matter more than just a paycheck.
Fair compensation is the baseline. But it’s never been the whole story. If you think compensation is the only thing that keeps top talent interested, you’re missing the bigger picture.
Here's the truth:
- Top talent wants to grow.
- They want to make an impact.
- They want to belong.
They’re not just looking for a job. They’re looking for a place where they can thrive, show up fully, and know their work matters.
It's not about loyalty—it's about meaningful relationships
This isn’t your grandfather’s workforce. Today’s talent isn’t dreaming about collecting a 30-year service pin. They’re asking themselves:
- Will I grow here?
- Can I make a real impact?
- Do I trust this leadership team?
- Is the culture real—or just pretty slides in a PowerPoint?
- Do these values align with how I want to show up in the world?
- Can I show up as my authentic self here?
If the answer is no, they’re out. Quickly.
Sure, you might attract people with a shiny compensation package. But money alone won’t make them stay.
Authenticity beats perfection—every time
You don’t need to have all the answers. What you do need is authenticity.
Top talent is willing to join you on the journey—as long as you’re honest about where you are and where you’re headed. But if you sell them a perfect story and they walk into chaos, they’ll feel duped. And when trust is broken, it’s hard to recover.
The hiring process is where trust begins
Your hiring process is the first signal you send about what it’s like to work with you.
Every step either builds trust or breaks it.
Too often, I see companies who invest heavily in branding and beautiful career pages that scream, We’re the best place to work! But then the candidate experience feels like an assembly line: Interview 1. Interview 2. Interview 3. Offer.
If your hiring process doesn’t reflect your culture, trust me—candidates notice. Fast.
Simple things like responding quickly—even if it’s a no—matter.
Personalized follow-ups after each interview? They matter.
Checking in with candidates to see how they’re feeling throughout the process? That matters too.
Want to really stand out? Have a senior leader personally reach out to top candidates to let them know they’re valued.
Be clear about the process, set realistic timelines, and let people know how you’re evaluating them. Transparency isn’t just nice—it’s necessary.
Flexibility isn't a perk—it’s the standard
Flexibility is no longer optional.
It’s not just about remote work. It’s about giving people flexibility in how they work, when they work, and where they work best.
Some people won’t trade their well-being for five days in an office—no matter how big the paycheck. Despite the push from some corporate leaders about the value of in-person collaboration, most people still expect flexibility.
If you’re not offering it, you’re not in the game.
Belonging is the bottom line
We spend more time at work than we do with our families. No one wants to spend that time code-switching, shrinking, or constantly wondering if they truly belong.
People want to be respected. They want to feel included. They want to know they’re seen and valued—not just tolerated.
That’s what real culture is. It’s not about ping pong tables or free snacks.
It’s about building spaces where people feel safe, supported, and empowered to show up as their authentic selves.
Creating that culture isn’t just the right thing to do—it’s what keeps great people engaged and committed.
The real question
The real question is: Are you creating a workplace where people genuinely want to grow, contribute, and stay?
Because what you offer—how you show up, how you lead, how you hire—sets the tone. The interview process isn’t just about filling a seat. It’s where trust begins. It’s where you start building the relationship.
If you want to attract, engage, and keep top talent, you need to be:
- Authentic
- Transparent
- Flexible
- Inclusive
People aren’t looking for perfection. They’re looking for alignment.
And they can sense a disconnect long before day one.
