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Ed Nathanson-VP Talent and Branding at EQRx- Recruiting & Branding in 2021
I was joined by Mr. Ed Nathanson, Vice President of Talent and Talent Branding at EQRx.
Over the last 30 plus years Ed has built a storied career holding multiple different types of roles within recruiting, human resources, talent acquisition and the talent branding space. From 2014 until 2020 he built an organization called Red Pill Talent which as a company had the singular mission to help companies be awesome at hiring. Ed and his team helped clients build world class internal recruiting and employment branding functions to attract and hire the best possible talent.
Ed’s been featured multiple times both as a featured speaker or as the keynote speaker with companies like Linked In, Glass Door and Mass Bio just to name a few. In his current role as the Vice President of Talent and Talent Branding at EQRx, he’s building and leading a team that is responsible for executing cutting edge talent attraction and retention strategies as EQRx continues to scale.
For those of you unfamiliar with the company, EQRx is really at the forefront of a revolution. The company is working to make medicines more affordable for people who need them, working to make drug pricing transparent, and reinstating the trust between the pharmaceutical industry and its patients.
During our conversation, Ed and I discussed how the market of Talent Branding/Recruiting has evolved and how his passion turned into creating a business consulting to others.
Some key highlights we discussed:
- How he ended up creating a business consulting to others, etc.
-How he would define what Talent Branding is.
-How has the market changed over the last 18 months with respect to how companies need to be engaging with talent and how talent is (or isn’t responding)
-How does he see the game of recruiting/branding continuing to evolve
-Do job descriptions have their place? How should they be best utilized
-Tools he's been having his team utilize to engage with talent
-How does he monitor his team’s performance? Is there a metric for putting out content, or engaging with other’s content, etc.?
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By Mitch RobbinsI was joined by Mr. Ed Nathanson, Vice President of Talent and Talent Branding at EQRx.
Over the last 30 plus years Ed has built a storied career holding multiple different types of roles within recruiting, human resources, talent acquisition and the talent branding space. From 2014 until 2020 he built an organization called Red Pill Talent which as a company had the singular mission to help companies be awesome at hiring. Ed and his team helped clients build world class internal recruiting and employment branding functions to attract and hire the best possible talent.
Ed’s been featured multiple times both as a featured speaker or as the keynote speaker with companies like Linked In, Glass Door and Mass Bio just to name a few. In his current role as the Vice President of Talent and Talent Branding at EQRx, he’s building and leading a team that is responsible for executing cutting edge talent attraction and retention strategies as EQRx continues to scale.
For those of you unfamiliar with the company, EQRx is really at the forefront of a revolution. The company is working to make medicines more affordable for people who need them, working to make drug pricing transparent, and reinstating the trust between the pharmaceutical industry and its patients.
During our conversation, Ed and I discussed how the market of Talent Branding/Recruiting has evolved and how his passion turned into creating a business consulting to others.
Some key highlights we discussed:
- How he ended up creating a business consulting to others, etc.
-How he would define what Talent Branding is.
-How has the market changed over the last 18 months with respect to how companies need to be engaging with talent and how talent is (or isn’t responding)
-How does he see the game of recruiting/branding continuing to evolve
-Do job descriptions have their place? How should they be best utilized
-Tools he's been having his team utilize to engage with talent
-How does he monitor his team’s performance? Is there a metric for putting out content, or engaging with other’s content, etc.?