![]() ![]() Broken down by percentage, we know that a lack of career advancement or promotional opportunities is the main reason that departing employees decide to look elsewhere.īut when we dive deeper into the same study, we find something even more telling. SPOTIFY CAREERS GLOBAL MOBILITY PROFESSIONALWhy Do Employees Look to Other Companies First When Seeking Professional Growth?Ī survey conducted by Gallup rounded up the six main reasons why people leave their jobs. ![]() Today the figure is a third or less.”ĭue to limited advancement opportunities at their current places of employment, people are changing jobs more frequently than ever. Taylor Professor of Management at the Wharton School of Business notes in the Harvard Business Review, “from the end of World War II through the 1970s, corporations filled roughly 90% of their vacancies through promotions and lateral assignments. ![]() The "progression paradigm" of starting work in the mailroom and being steadily promoted to an executive position is one that is increasingly rare. Modern career progression is no longer linear. We live in an innovation-based, skill-specialization economy. That being said, the core of internal mobility has changed greatly over the last few decades. At Paddle, we believe that companies too often overlook their greatest source of talent: their own workforce.įor companies to fill their talent gaps effectively, they need to look towards internal mobility. PwC’s 2017 CEO survey states that chief executives view the unavailability of talent and skills as the biggest threat to their business.Ī company is only as good as its people, so it’s not surprising that the recruiting and retention of talent has become one of the most mission-critical issues for all large organizations. ![]() According to the latest Conference Board Annual Survey, attracting and retaining talent consistently ranks as the number-one internal stressor for CEOs and other C-Suite executives globally. The acquisition of key talent is a top priority for any large enterprise. Bolt is already expanding fast, and I’m happy to bring my experience to help further accelerate the company’s growth,” commented our hero of the day, Bolt CFO Johan himself.Internal mobility, talent mobility, or career mobility, refers to the movement of employees across roles or to a complete change in occupation within the same company Why Does Internal Mobility Matter? “My heart and soul is invested in the European tech scene, so the opportunity for me to join Bolt on its journey to become a truly global leader within the mobility space is something I am really thrilled about. Markus Villig, Bolt CEO and co-founder, said: “I am very excited to have Johan on board – he has an impressive experience, having raised over €2 billion of funding to Spotify and helping the organisation grow from hundreds to thousands of employees. We will continue Bolt’s fast growth to new countries and cities in Europe and Africa, therefore it is invaluable to have a CFO with strong fundraising background.” In this new role, Johan will be responsible for all aspects of Bolt’s growth, including finance, legal and regulatory, people and culture, and fundraising. His educational background includes Law at Stockholm University and Finance at KTH Royal Institute of Technology. He has been a part of the core team that listed the Swedish company on the New York Stock Exchange at $30 billion valuation, making it the highest-valued European tech startup at the time. 6 successful years at Spotifyĭuring his Spotify career, Johan helped the company scale from a few hundred to approximately four thousand employees. Johan Bergqvist, formerly VP of Corporate Finance and Treasury of Spotify, joined Bolt as our new Chief Financial Officer. ![]()
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