The Talent Equation: Opportunity Attracts, Investment Retains

In today’s fast-paced and ever-evolving job market, companies face a dual challenge: attracting top talent and retaining them for the long term. While crafting enticing job offers and showcasing compelling career opportunities are vital to bringing candidates through the door, these efforts are only the beginning. Candidates increasingly evaluate potential employers for both the opportunities presented and the ongoing investment the company is willing to make in their growth and success.

This dual focus - offering competitive recruitment packages while emphasizing a genuine commitment to employee development - is essential in creating a sustainable workforce. Investing in resources to recruit and retain top talent can be both costly and time-consuming, while the payoff is undeniable. Companies that fail to prioritize these areas risk higher turnover rates, which bring even greater costs in terms of lost productivity, operational knowledge, and the expense of finding and onboarding new hires. On the other hand, organizations that balance enticing offers with meaningful long-term investment create a company culture where employees feel valued, engaged, and motivated to stay.

The answer is clear: people are drawn to companies by the opportunities they offer and remain loyal because of the investment made in their careers. I had the privilege of speaking with Celia Harper-Guerra, Sprinklr’s Global Vice President of Talent Acquisition and Belonging (DEI), to explore why companies must prioritize this critical balance to attract and retain top talent.

Celia brings over 20 years of global Talent Acquisition experience in Hi-Tech, Healthcare, and Life Sciences, holding senior roles at Cisco, Allscripts, Danaher, and Illumina. At Cisco, she led initiatives driving double-digit revenue growth in the partner community hiring over 100K, and at Danaher, she built diverse leadership pipelines aligned with the company’s mission and culture. Celia joined Sprinklr, where she scaled a global talent advisory team, hiring over 1,000 diverse employees annually to fuel rapid growth and a successful IPO. Through initiatives like *We Belong and *We Care, Celia demonstrates her commitment to fostering inclusion and belonging, making her a leading voice on talent investment and retention.

Talent Attraction

Attracting top talent starts with more than just a compelling job offer - it requires showcasing both the immediate opportunities and the enduring potential a company can provide. During the hiring process, companies have an opportunity to communicate the role’s responsibilities and rewards as well as their commitment to nurturing and supporting employees throughout their journey. By aligning these messages, organizations can effectively capture the attention of high-caliber candidates while setting the foundation for lasting loyalty.

What drives individuals to join a company, and what factors influence their decision to stay?

Celia says when deciding to join a company, individuals often focus on immediate factors such as job responsibilities, compensation, company reputation, and growth opportunities. “These elements reflect the company’s offered opportunity, such as a well-defined role, exciting challenges, or cutting-edge work. Competitive pay and benefits also signal that the company values and invests in its employees,” she shared. “However, while these factors attract talent, retaining employees requires more – leaders who invest in employee development and foster a sense of belonging promote higher levels of employee engagement,” she explained.

Retention

Retaining top talent is about creating an environment where individuals feel supported and see a future for themselves within the organization. Companies that prioritize opportunities for their team members to grow, contribute, and advance in their careers send a clear message: the organization values its people and is invested in their success. By committing to these efforts and giving the space and time to grow, companies can retain their talent and build a thriving, motivated workforce.

What are the most meaningful ways a company can invest in its talent to encourage them to stay?

Celia says, investing in an employee’s career is about showing a genuine commitment to their growth and development. She elaborated on what type of lasting commitments prospective employers can convey to potential hires who envision staying long-term.

“Meaningful talent investment involves fostering both professional and personal growth,” she said. “Offering comprehensive training programs, mentorship, and access to industry related courses can help employees build new skills and advance in their careers,” she continued. If there are no opportunities available, a leader must look at cross-functional projects, lateral career moves, and exposure to new projects and to other leaders.

Celia emphasizes that ambitious employees are motivated by the prospect of career progression which can look different for everyone. “By prioritizing and providing the space and time for continuous learning and development, companies can create an environment where employees stay motivated, productive, and loyal,” she explained.

The Role of Inclusive Leadership

Inclusive leadership involves fostering a culture where all individuals feel valued, respected, and empowered to fully contribute. Leaders have the unique ability to inspire engagement and motivation, and cultivate a culture of trust, dedication and productivity. This empowers people to bring their best selves to work and turns them into passionate supporters for the organization’s mission and values.

What are the most impactful ways leaders can support team members’ growth and development, and build loyalty and trust in their teams?

Celia says inclusive leaders play a pivotal role in an employee’s experience. She explained that it's crucial for leaders to understand that investment in each individual should be tailored to fit their professional and personal priorities. “Some employees are driven by compensation, others by a title, some by the opportunity to work with the best and brightest, and others in involvement in exciting, high-profile projects, for example. It is an inclusive leader's responsibility to identify everyone's unique motivator aligned to their career journey,” she explained.

Celia added that inclusive leadership is also about enabling potential. “Leaders should champion their employees’ development by encouraging risk-taking, offering constructive feedback, and celebrating achievements - big and small. It is different for everyone, and one size does not fill all,” she shared.

“Employees who feel supported by their managers are more likely to remain engaged and thrive in their roles,” she said. In turn, Celia says leaders who take the time to coach, provide meaningful feedback, and advocate for their team’s growth, foster loyalty and trust within their teams.

Commitment

Investing in people goes beyond creating a positive work environment. It’s a strategic decision that drives measurable benefits for the company. Organizations that prioritize employee growth, well-being, and development reap significant rewards. A strong commitment to talent investment reduces recruitment costs by boosting retention rates, saving time and resources that would otherwise be spent on hiring and onboarding. It also preserves institutional knowledge, ensuring valuable expertise remains within the company, further reducing costs and maintaining continuity. The ripple effect extends to customers, investors, and other stakeholders who value organizations with a proven dedication to their people.

What advice would you give to leaders and companies looking to create a loyal, engaged workforce?

Celia recommends that leaders have ongoing meaningful conversations with their contributors on a regular basis. “Make sure the discussions you have with your team members are not only at the time of quarterly or bi-annual reviews as if you are checking a box. It can be daily or weekly as each individual is different. Individualized career conversations are inherent to how you operate as an inclusive leader,” she explained.

In closing, Celia emphasizes that talent joins a company for the opportunity and investing in employees should be a core part of a company’s philosophy, focusing on growth, development, and creating pathways to new opportunities. The question isn’t whether you can afford to invest in your employees - it’s whether you can afford not to.

If you are ready to be part of a company that values our people by ensuring their well-being, happiness, and success are at the forefront of our benefits offerings, visit Sprinklr’s career pages and join our talent community.