Portrait of a changemaker: Camille from LinkedIn

Jun 2, 2021

What is your hell yes? - The first thing you look for when you’re job searching

The HUMANS I will share a good part of my daily life with (virtually or in person!). Even before applying for a position, I find a way to talk to several team members to get a feel for the place. I pay close attention to the role that HUMOR plays within the company and the team. Humor is synonymous with humility, human connection, creativity, fun, and authentic communication - all essential for a healthy organizational culture. The most innovative companies are collaborative, playful, and fun because they encourage people to explore, take smart risks, and challenge the status quo. A company that parodies itself tells the world "We can do this because we trust who we are and what we believe. And, guess what, we're not perfect." It's no wonder I chose LinkedIn - one of LinkedIn's 5 pillars is humor. “Changing the world is hard work; it’s important to have a few laughs along the way.”‍

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What is your hell no? - What would make you say no to a job without hesitation

‍The best companies regularly ask employees for feedback and act accordingly to improve things.

In an interview, I always try to know what the culture around feedback is like. For example, if the company is unable to provide me with concrete examples of things that have changed due to employee feedback, I won’t move forward in the hiring process. If the people giving feedback and those seeking it do not feel “safe” enough to share candid and transparent information without fear of repercussions, I don’t see how the company can evolve in the right direction and take care of its main asset, its human capital.

Anecdote: I once asked the question in an interview: What do you think would happen if I sent an email with a suggestion to the company’s leader? My interviewer laughed and moved on to the next question. This speaks volumes about the company’s personality. I did not accept the job offer. ‍

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What is your personal impact in the company? Ex: What do you do specifically to improve the culture of your company?

LinkedIn has over a dozen “Employee Resource Groups (ERG)”, which are employee groups that, in addition to their primary responsibilities, develop community initiatives aimed at addressing certain issues or supporting underrepresented groups (GoGreen, Black Inclusion Group, Military & Veterans, etc.). I am the Lead for GoGreen in Canada. In other words, in addition to my role as a client manager, I initiate projects to raise awareness among my colleagues about environmental issues. In the past year, we notably organized an event with a vegan nutritionist, an event with a DIY specialist to learn how to make your own deodorant, and an “anti-plastic” challenge. That’s my contribution to the LinkedIn culture and the sense of belonging that employees talk about.‍

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What is your preferred working condition?

LinkedIn encourages its employees to take a day each month to invest in themselves outside of their primary responsibilities. A day for oneself, to inspire others or innovate. This day is called Investment Day or InDay.‍

Each month, LinkedIn presents a different theme and activities to help employees disconnect from their daily tasks. For example, in June every year, the theme is Play, and several outdoor activities are organized (olympics, relay races, board games) to get to know our colleagues differently. In July, the theme is Family, and we have a “Bring Your Parents to Work” day. Our parents are invited to our offices! Whether you're at the Bangalore, New York, or Toronto office, all employees spend time together to build the culture they want to work in.‍

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What is the most original responsible practice of your employer?

Every year, LinkedIn creates a Culture Camp, an immersive 3-day experience where the Leads of Employee Resource Groups have the opportunity to meet representatives from different offices around the world. It is our chance to take stock of the past year, set an agenda for the next year, and discuss collaboration opportunities between different groups. For example, it was through the Culture Camp that GoGreen was able to collaborate with BIG (Black Inclusion Group) to set up a conference on the intersection of environmental issues and racial injustices. The fact that LinkedIn encourages us to take 3 days outside the office to develop community initiatives says a lot about the company's values.‍

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