Annapurna Recruitment is a recruitment agency that specializes in connecting experienced HR, Technology, Sales, and Marketing professionals with companies in Europe and North America.

Annapurna Recruitment

Annapurna Recruitment is a recruitment agency that specializes in permanent, interim, and executive search across various sectors, particularly in HR, Technology, Sales, and Marketing, mainly in Europe and North America.

Annapurna | 173,725 followers on LinkedIn. Building Teams, Powering Growth | At Annapurna, we are focused on building teams, powering growth.

We provide the highest quality values led recruitment service delivered by the best consultants, utilising a search methodology derived from a passion for innovation, thought leadership and outstanding corporate social responsibility.

We partner with the most innovative organisations in the world, to help them engage the best talent on the market and scale through growth services.

Charlie Appleyard

Practice Lead at Annapurna

Justin Shum

Managing Partner and Founder | Annapurna Executive | Chief People Officer | HRLT | Transformation | Facilitator ERUPT community | Dad | Coach

James Ballard

Researcher at Annapurna HR

Anthony Motion

Annapurna

ERUPT 2023: Excellence in Leadership...tickets are live! 🎟️💡 Thursday 2nd November, 9am-1pm GMT Watch from anywhere, watch and engage for free. This is the 6th edition of our flagship conference, focusing on the people and technology journey of some of the most exciting start-ups, growing scale-ups and fascinating multinational organisations across industry. The world of work is continuing to evolve in a way that is challenging the way that organisations are looking to operate. Within the last 18 months, we’ve seen inflated wages, mass market movement and mass redundancies. If the only certainty is the uncertainty that organisations face, then how can we embrace change throughout our teams? ERUPT will case study the challenges and opportunities that organisations are facing as they look to evolve. The sessions will consist of some of the brightest leaders from some of the most exciting organisations across the world. Find out more and sign up below: https://bit.ly/3RMcywk

𝐁𝐞𝐫𝐥𝐢𝐧 𝐄𝐯𝐞𝐧𝐭 𝐊𝐞𝐲 𝐓𝐚𝐤𝐞𝐚𝐰𝐚𝐲𝐬 𝐍𝐨𝐰 𝐎𝐮𝐭 - 'The Skill-Volution is Here: Time to Rethink Your Talent?' 🚨 Last month we hosted an exclusive roundtable event in Berlin looking at 'The Skill-Volution is Here: Time to Rethink Your Talent'. With over 40 senior professionals from HR, Go-To-Market, and Technology divisions sharing their experiences, strategies, and real-world challenges, it was no surprise that the event brought some fantastic insights to light, such as: 🐌 "You are only as fast as your slowest moving part" 🧘 "The people who work best through change are the ones with the correct attitude...can you hire for that?" ⭐️ "Is hiring for skills really the solution?" We're delighted to announce that the key takeaways from this event have now been published in full on our website. If you're interested in the current 'Skill-Volution' we're witnessing and want to learn how other organisations have adapted to the fast-evolving talent landscape effectively, click here - https://lnkd.in/e6D72t5U #skills #talent #berlin

And we're back with a new podcast, with the wonderful Andrea Marston . I really enjoyed this conversation, and felt it was incredible insightful particularly as we in the industry talk more about a holistic approach to talent. Andrea developed an agile internal mobility strategy designed to retain and engage her talent team during a complex business acquisition and its hiring implications—achieving outstanding results in the process. If you're interested to hear about how she did it, the link is below! 🎙

Hope Milne

𝐂𝐚𝐧 𝐢𝐧𝐭𝐞𝐫𝐧𝐚𝐥 𝐦𝐨𝐛𝐢𝐥𝐢𝐭𝐲 𝐩𝐫𝐞𝐯𝐞𝐧𝐭 𝐲𝐨𝐮𝐫 𝐭𝐚𝐥𝐞𝐧𝐭 𝐟𝐫𝐨𝐦 𝐛𝐞𝐢𝐧𝐠 𝐩𝐨𝐚𝐜𝐡𝐞𝐝 𝐛𝐲 𝐜𝐨𝐦𝐩𝐞𝐭𝐢𝐭𝐨𝐫𝐬? 🎯 In our latest #ERUPT podcast episode, 'The Cost of Not: Internal Mobility', Andrea Marston , Talent Acquisition Director at Nutanix sat down with with Hope Milne , Manager at Annapurna to explore the power of a strong internal mobility strategy. Andrea emphasised that, beyond the obvious learning and development advantages, internal mobility also promotes skills growth without employees feeling the need to look outside the company for new opportunities, helping organisations improve their talent retention. Offering employees the chance to explore different areas of the business, even temporarily, keeps them engaged and motivated as they build the skills needed to confidently step into their desired roles in the future. Listen to the strategy Andrea implemented during her time at VMware which opened new career paths for her team and how your organisation could implement something similar to boost your talent density and retention. Spotify – https://lnkd.in/eGjbhC62 Apple Podcasts – https://lnkd.in/eFaH6nqY YouTube Music - https://lnkd.in/e_7_3SSh #hr #podcast #internalmobility

“𝐄𝐯𝐞𝐫𝐲𝐨𝐧𝐞 𝐜𝐚𝐧 𝐛𝐫𝐨𝐚𝐝𝐞𝐧 𝐭𝐡𝐞𝐢𝐫 𝐞𝐱𝐩𝐞𝐫𝐢𝐞𝐧𝐜𝐞𝐬”. 🗣️🧠 Andrea Marston , Talent Acquisition Director EMEA at Nutanix , recently sat down with Hope Milne , Manager at Annapurna for a discussion on ‘The Cost of Not: Internal Mobility’. In today’s ever-changing working world, employees are demanding companies do more to create a clear path for career and skill progression, meanwhile, companies also want to increase the fluidity of their workforce to be prepared for the need to adapt to future challenges. The answer to give both sides what they want? Increased internal mobility opportunities. During this particular snippet of Andrea’s conversation with Hope, she looks back at a challenging time at VMware and highlights the importance of using a mobile internal strategy to ensure her team remained highly motivated and continued learning while going through a complex acquisition. Listen to how Andrea and her team overcame this tricky transition period, utilising it as a chance to upskill and how you can adopt a similar system by listening to the full podcast episode below. Spotify – https://lnkd.in/eGjbhC62 Apple Podcasts – https://lnkd.in/eFaH6nqY YouTube Music - https://lnkd.in/e_7_3SSh #hr #internalmobility #thecostofnot

16 Years of Annapurna! 🎂🎉 Yesterday officially marked our 16th birthday (or as we like to call it, our 16th Annapurnaversary). As the trusted partner of some of the most innovative organisations in the world to support their talent searches, we're so proud of the progress we've made over the years since our inception in 2008. Annapurna has always been about building valuable and lasting relationships paving the way forward with a thought leadership approach, one which has helped us establish ourselves as a leader in the markets we operate within. We feel privileged to be in a position where we can support fantastic talent and more importantly, people find their dream roles whilst also supporting our esteemed clients to reach their growth goals and continue to lead their markets. In recognition of this company milestone, Our Co-Founder and Managing Partner, James Ballard had this to say: "16 years seems like the longest and shortest of times. We are really proud to have built a company that has continued to be relevant and valued by our customer base and that our employees can thrive within. Despite the rollercoaster period that the sector and industry has been through we are extremely excited for the future for businesses. We hope to continue to build and deliver internationally the content and events via our ERUPT community and to build and maintain relationships as the trusted responsible search partner of choice for transforming organisations." To all our clients and candidates, thank you for your support over the last 16 years. Here's to more years of growth, success, and collaboration! 🤝 #Annapurnaversary #16years #companymilestone

HR Heroes 🦸♀️🦸 Our latest podcast series, led by Becky Finnegan & James Ballard is kicking off soon! With lots of exciting names already scheduled to sit down and talk all things HR, we can't wait to start sharing the latest episodes with you all. If you're an HR executive who's led global transformation programmes, scaled world-class startups to IPO or sat on Executive Boards to coach CEOs and are interested in participating in this series, please contact Becky Finnegan or James Ballard directly to discuss a potential collaboration. #hr #podcast #annapurnaseries

I am keen to connect with senior HR generalists based in Germany. This role will have a mixture of operational and strategic elements but will have a particular focus on working closely with senior leadership teams. You must have experience in technology and product functions across EMEA, as well as fluency in English and German. It is essential to be an quick relationship builder capable of influencing senior stakeholders, and to be a strong individual contributor. Interim head of people ⏲️ 3 to 6 months 💷 €750+ per day 🗺️ Remote (occasional travel across EU) Please reach out if you are interested.

Luca Vega

Afternoon all, I am currently representing an outstanding Senior Data Scientist based in Germany who is immediately available to start a new position! They are willing to relocate anywhere within Germany for the right role. Summary: - 🏆 10+ years' experience as a Data Scientist - 🎯 Spearheaded an AWS migration project - 💻 Strong programming skills across R, Python & Spark. - 🤖 Comprehensive Machine Learning experience: Supervised, unsupervised, NLP and Deep Learning. - 🗨 Ability to translate complex business requirements and be hands-on. If you would like to find out more about this candidate and bring them into your team before the new year, please reach out to l.cox@annapurnarecruitment.com or drop me a DM!

Luke Cox

Netflix's 'Keeper Test': Effective, Brutal, or Both? Every successful business needs high achievers, but how do we continually make sure we have the right players in the right places? Netflix approaches this problem using a method they've coined the 'keeper test', whereby each manager is asked two questions about their team members: ❓"If X wanted to leave, would I fight to keep them?" ❓"Knowing everything I know today, would I hire X again?" If the answer to either of the questions is "no" they go about parting ways with the employee. But while this seems to be effective in understanding the high achievers in the company/ keeping the teams working as efficiently as possible, is it too brutal? Rather than removing the employees from the company, could they; look to retrain them in another area of the business? Understand why they might be performing below expectations and support them where needed? Let us know your thoughts on this approach by voting in the poll below. ⬇️ #hr #policies #talent

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