Talent Acquisition & Managing Human Resource
Chirag Bhayani Senior Manager Talent Acquisition
ARM
Corporate People Strategies
Recruitment & Employer Branding – Comparison
Aspect
Recruiting
Employer Brand
Target (Retail)
"Team Target" culture; campus outreach. Seasonal hiring.
Inclusive, community-oriented. Authenticity focus.
HP (Tech)
Internal referrals & "HP Way" legacy. "Reinvent Mindsets" on bias.
Innovation-driven, people-centric. Ethics & diversity focus.
Amazon (E-commerce/Tech)
Massive high-volume engine. Leadership Principles focused.
"Earth's Best Employer" goal. Internal entrepreneurship encouraged.
Key Metrics
~440K employees; ~56% women/POC. High internal hire rate.
Evolution
Ramped up D&I/college recruiting. Raised base wage ($15-24).
~58K employees; ~33% women in exec roles. 73% internal senior promotions.
Post-2015 diversity focus. Unconscious bias training. Public diversity targets.
~1.54M employees; ~46% women globally. High external leadership hiring. High turnover.
Hyper-growth hiring. Scrapped biased AI. Pandemic hiring surge, 2023 slowdown.
Tech & Tools
Workday ATS, HireVue video interviews, AI text bots. Social media recruiting.
AI sourcing, bias checking (Textio).
LinkedIn Talent Insights. Internal mobility hub.
High automation (resume algorithms). Chatbots. "Bar Raiser" program. Data-heavy approach.
Startup Insight: Craft an authentic employer brand early. Leverage social media and your mission. Promote from within to build loyalty, but ensure human oversight with hiring tech. Focus on inclusive hiring from the start to widen your talent pool.
Interview & Selection – Comparison
Aspect
Interview Format
Mix of phone, video, in-person.
Panel/group for stores.
Structured 2-3 rounds, behavioral. Technical tests for specific roles.
Multi-stage "Loop" (4-6 panel + Bar Raiser). Behavioral (LPs) focused.
Selection Criteria
Customer service, reliability (hourly).
Teamwork, community (corporate).
Values cultural add.
Use of Assessments
Work sample tests (retail math, coding), SJTs. Recorded video interviews. Personality questionnaires.
Technical competence, cultural alignment with HP values. Job leveling frameworks.
Leadership Principles (LPs) are key. Strong consensus + Bar Raiser approval. Ability to thrive in ambiguity.
Coding exercises/portfolio reviews. Structured interviews main tool. Calibration meetings to reduce bias.
Extensive for entry-level: coding, aptitude, simulations. Discontinued biased AI resume ranker.
Timeline & Experience
Swift: ~2-8 weeks. Candidate-friendly process.
Varied: ~4 weeks-3 months. Respectful, but can be slow.
Lengthy for corporate: ~6-8 weeks, intense. Warehouse hiring very fast (24-48 hours).
Startup Insight: Structure and consistency are key. Develop clear hiring criteria (principles/values) and train interviewers to reduce bias. Efficiently use tools like one-way video interviews for volume, but always maintain a high hiring bar with human oversight, avoiding over-reliance on algorithms.
Onboarding & Integration – Comparison
Aspect
Onboarding Program
"Target Welcome" orientation covering history, values, and guest service. Includes videos, tours, buddy system, and welcome gifts.
Formal global/departmental orientation. Personal buddies/mentors, "HP Way" culture introduction. Ongoing 90-day process with check-ins.
"Day 1" Orientation on company overview and Leadership Principles. Self-driven integration with informal buddy system. Uses "Connections" for daily feedback.
Integration Tactics
Warm welcome (decorated desks, "Red Cards" game). "Travel Guide" (HR/peer mentor) with 90-day roadmap. Encourages joining "Target Communities" (ERGs).
Structured integration with 30-60-90 day plans for new hires/managers. Buddies assist with questions. Integration into internal social network and ERGs. Personal development plans common.
Immediate immersion with project ownership. Extensive internal Wiki for self-learning. Minimal formal team-building; "Fellowship of Amazonians" cohorts offer peer support. Encouraged to seek feedback early.
Onboarding Outcomes
Positive new hire retention; improved 90-day turnover. Internal surveys show new team members feel welcomed. Engagement scores for new hires match company average.
Fosters strong loyalty, leading to long-term employees. 77% report helpful managers. New hires ramp up gradually, productive by 6 months. Low new hire turnover.
Mixed results; concerns about high attrition (especially fulfillment centers). Effective for rapid job integration, but some feel unsupported. Uses "Connections" data to monitor integration issues.
Startup Insight: Intentional onboarding drives retention. Implement a "Day 1" orientation (mission, values). Make new hires feel welcome (buddy, team lunch, intro email). Provide clear 30/60/90-day goals and resources. Avoid a "sink-or-swim" approach; investing in good onboarding reduces costly re-hiring. Adopt big-company touches like welcome swag to make new team members feel special.
Compensation, Benefits & Equity – Comparison
Compensation Philosophy
Target: Market-competitive base pay ($15–$24/hr starting wage). Annual bonuses for hourly. Corporate roles get salary, bonus, and RSUs. Focuses on sharing success.
Compensation Philosophy
HP: "Pay for performance." Benchmarks against tech medians (50th–75th percentile). Includes base salary, annual bonus, and HP shares (mid-level+). Offers ESPP. Known for stability over large raises.
Compensation Philosophy
Amazon: Equity-heavy for white-collar (lower base, large back-loaded RSU grants). Hourly ~$19/hr with rapid wage increases. Targets top-quartile for tech, middle-of-market for retail talent.
Key Benefits Comprehensive health, 401(k) (5% match), paid family leave, and 100% tuition coverage ("Dream to Be").
High-end benefits: up to 26 weeks paid parental leave, premium health, strong mental health, 401(k) (~4% match), education reimbursement.
Equity & Ownership
RSUs for HQ managers+, stock options for senior execs. ESPP available for most store employees. Focuses on cash/benefits for hourly.
Broad RSU grants annually to professionals (3-4 year vesting). ESPP (5-10% discount). Retention tool.
Utilitarian: Day 1 health, 401(k) (2% effective match), up to 20 weeks parental leave. Career Choice pre-pays hourly tuition. Frugal on "extras."
Core to salaried packages (back-loaded 4-year RSU vesting).
Hourly workers generally don't get stock; focus on promotion pathways.
Startup Insight: Use compensation strategically to reinforce culture. Offer creative benefits or equity to attract talent and foster an "owner" mentality. Ensure fairness and transparency with pay equity checks. Tie pay to performance (e.g., milestone bonuses, profit-sharing). Education benefits are highly valued. Align your package with your values to retain talent.
Talent & Performance Management – Comparison
Aspect
Performance Philosophy
Focus on development and promotion; ongoing coaching, strengths-based. Annual reviews with ratings, balanced with narrative feedback; avoids stack ranking.
"People first, feedback rich." Continuous check-ins. 5-point annual rating with thoughtful calibration; eliminated forced ranking. Emphasis on career development.
"Raise the bar." Demanding culture, known for a form of stack ranking with ~6% annual performance-related exits (URA). Heavily rewards high performers; 3-month PIPs often lead to exit.
Goal Setting & KPIs
Uses OKRs for corporate alignment; personal and development goals tracked in Workday via quarterly "Check-Ins."
Follows SMART goals (3–5 key goals) blending business results and behaviors. Uses a "balanced scorecard" for some roles.
Famously metric-driven; goals cascade from team to division. Corporate uses "OP1 and OP2" planning. Leadership Principles heavily influence ratings.
Feedback & Reviews
Emphasizes frequent, in-the-moment feedback ("Start, Stop, Continue").
Moved to lighter quarterly check-ins and a simpler year-end summary with 5-point rating.
Adopted a Continuous Feedback model. Annual summary includes a numerical rating. Formal 360 reviews for managers. Does not require a distribution curve.
Formal Performance Management System with mid-year (narrative) and year-end (ratings/promotions) cycles. Managers compare narratives in "calibration sessions"; direct, blunt feedback.
Startup Insight: Nurture talent but manage underperformance. Blend Target's coaching with HP's continuous feedback; avoid Amazon's "bottom X%" policies. Implement simple OKRs/KPIs for goal alignment. Recognize wins publicly. Use PIPs as genuine improvement plans, and invest in high potentials for retention.
Learning & Development – Comparison
Aspect
L&D Philosophy
Learning Delivery
Signature Programs
Focus on growth and promotion; emphasizes on-the-job learning + structured programs. Development plans for all roles. "Care, Grow, Win Together." "Continuous learning = innovation." Employee-driven L&D for current and future roles. Strong mentorship culture. Crucial for talent retention.
Primary: On the Job. Uses Microlearning (15-min modules). Leadership programs (Retail Academy). Tuition assistance (Dream to Be). Gamified learning.
Target Ignite (HQ rotational for grads). Lead@Target (leadership suite). Diversity Mentorship. Women in Leadership Forum.
Blended Learning (instructor-led + e-learning). Certifications encouraged. Formal rotation programs. Strong mentoring network. Hosts Hackathons. Integrated into performance goals.
HP Technical Career Path (TCP).
HP Ignite Leadership. HPLabs Collaboration (sabbaticals). Microlearning Platforms via Degreed.
"Upskilling at scale," tied to business needs. Aims to upskill 300K employees by 2025 in high-demand areas. Utilitarian, business-critical focus.
Internal Programs at Scale: MLU, ATA. Encourages AWS Cloud certifications. On-site Career Choice classrooms. Heavy self-service via internal wikis. Less formal coaching.
Career Choice (100% tuition). Upskilling 2025 Initiative (Apprenticeships, "Grow Our Own Talent"). Recent Leadership Development. Internal Wiki.
Startup Insight: Prioritize learning to boost morale and fill skill gaps. Encourage a learning mindset with online courses, hackathons, or lunch-and-learns. Support external education (certifications). Build mentorship into your culture. Define clear growth paths; employees stay when they see a future. Track L&D participation and impact.
Employee Engagement & Culture – Comparison
Aspect
Culture Essence
Welcoming, Guest-focused, Inclusive. Collaborative 'one team' vibe, emphasizing recognition.
Trust, respect, teamwork, innovation ('HP Way'). Supportive, values work-life balance & well-being.
High-performance, customer-obsessed, intense, driven by 14 Leadership Principles. Data-driven, growing focus on well-being.
Engagement Levels
Consistently high (78% inclusive, 12% above retail avg). Correlates with lower turnover.
Very high engagement (91% survey participation). Low turnover, high pride in ethics and work-life balance.
Mixed: corporate engaged by challenge, frontline burnout. Daily 'Connections' surveys; improving frontline experience with pay and teams.
Practices to Engage
Open Communication (huddles, town halls), Empowerment, active ERGs, community involvement.
Trust/Autonomy (flexible work), robust Recognition, transparent Feedback loops, active ERGs.
Data-driven (daily 'Connections', People Analytics), modest perks, frequent Internal Communication, Affinity Groups.
Startup Insight: Intentional culture is vital. Define clear values from the start. Foster engagement through open communication, feedback, and recognition. Encourage belonging and lead by example. Monitor workload to prevent burnout. Use pulse surveys to track sentiment. Investing in culture improves service, reduces turnover, and drives innovation.
Diversity, Equity & Inclusion (DEI) – Comparison
Aspect
DEI Vision & Goals
"Reflect our communities, create belonging." DEI is core to brand. Goals include gender parity at all levels by 2025, increasing Black employees by 20%, and spending $2B with Black-owned businesses. Aims for 10% more people of color in leadership by 2025.
"Embed diversity in everything we do." Long-standing DEI vision, aiming for 50/50 gender equality in leadership/tech by 2030, and a +5% increase in underrepresented minorities in US leadership by 2025. CEO publicly champions DEI.
"Earth's most diverse and inclusive employer." Pragmatic DEI approach. Goals included doubling women in tech and Black leaders by 2024. Focuses on inclusion where "every voice is heard," aligning with frugality. Some programs recently paused.
Workforce Diversity
Overall: ~56% women, 56% people of color. Leadership: 50% managers were people of color, ~45% of officer positions held by women. Board is 50% women and 42% people of color.
Overall: ~30% women (tech-centric). Globally, 37% women in 2022. Leadership: Women hold ~33% of global leadership roles. Achieved 99%+ pay equity for 4 years.
Overall: 45.5% female globally (due to large hourly workforce). US majority minority. Leadership: Top leaders ~70% White, 75% male, but improving slowly. Success in hiring veterans (40k+) and neurodiverse talent.
Notable DEI Initiatives
ERGs: Dozens of affinity networks. Supplier Diversity: Pioneered a program, committing $2B+ spend with Black-owned suppliers. DEI Training & Comms: Unconscious bias training for all. Community Outreach: Scholarships, HBCU partnerships.
BINs: ERGs partner with HR. Hiring and Talent: "Rooney Rule"-like practice, tracks high-potential diverse talent. Supplier Diversity: Spent ~$750M annually with diverse suppliers. Equity in Processes: DEI baked into performance and pay systems.
Affinity Groups & Councils: 13+ major groups. Inclusive Leadership Training: Rolled out for managers. Metrics and Accountability: Departments receive annual diversity plans. High-Profile Commitments: Pledged $50M to HBCUs, funded AI research at minority-serving institutions.
Startup Insight: Bake in DEI from Day 1 by actively seeking diverse candidates and fostering an environment where every voice is heard. Establish zero tolerance for discrimination. Think broadly about DEI, including age, background, and neurodiversity. Track basic diversity metrics as you grow. Even small teams can foster belonging through open discussions and celebrating different cultural holidays. Ensure pay, opportunities, and voice are equitable. Authentic DEI improves business outcomes (e.g., customer satisfaction, lower turnover) and strengthens your employer brand. As a startup, use your agility to craft a modern, inclusive culture that differentiates you, expands your talent, and drives creativity.
HR Technology & People Analytics – Comparison
Aspect
HRIS & Core Tech
Workday is the main HRIS. Uses Kronos for store workforce and company-issued smartphones for frontline tech. Workday ATS integrates with HireVue. Data feeds monthly people analytics.
Workday for global HR, plus in-house analytics on their data lake. Features include BrainCandy (learning) and a Diversity Dashboard. Robust, integrated stack supports a lean global HR team.
Much HR tech is in-house (e.g., A to Z app for hourly workers). Uses PeopleSoft for corporate. Extremely data-centric, with internal tools for lifecycle tracking and predictive algorithms (e.g., attrition, promotion readiness).
People Analytics
Insights on turnover analysis, diversity metrics, and engagement vs. performance correlations. Used Tableau/Workday Prism. Correlated cashier training with scanning accuracy.
Advanced analytics, including predictive modeling for flight risk. Detailed skills inventory for L&D. Publicly discloses D&I analytics, diagnosing bias and measuring training impact.
Data-obsessed. Connections Analytics triggers manager interventions. Focuses on Productivity & Safety, Attrition modeling, and Hiring funnel analytics. Calibrates tools based on employee perception.
Startup Insight: Leverage data early, but balance with the human element. Track basic HR metrics (hires, attrition, engagement) with simple tools. Automation can save time, but ensure it enhances employee experience. People analytics doesn't require a data scientist; start with practical questions and small-scale measurement. While large companies show tech's efficiency and analytics' strategic value, focus on metrics that truly matter without creating a surveillance culture. Use tech to augment HR, not replace human touch. Cultivate data literacy, but always ensure data leads to insight, which drives helpful action.
Exit, Off-boarding & Alumni – Comparison
Aspect
Exit Processes
Emphasizes graceful, respectful exits with ~70% participation in optional exit interviews for voluntary separations. Provides fair severance/outplacement for involuntary exits. Boomerangs are common, reflecting a "Once a Target team member, always part of the Target family" philosophy.
Maintains low turnover, treating leavers well. Uses "Stay interviews" for voluntary exits. Retirees are celebrated. Involuntary exits (layoffs) include generous severance and job support. Strong unofficial alumni network encourages boomerangs and goodwill.
Historically transactional with high turnover and rare counter-offers. Voluntary leavers often cite burnout; surveys feed attrition analytics. Many involuntary exits are "resignations" via PIPs. Recently, boomerangs are encouraged, and reasons for regretted attrition are tracked.
Knowledge Transfer
Aims to capture knowledge via departing managers' transition plans, training successors, and cross-trained benches in stores. HQ uses SharePoint for "Institutional memory" and beefs up SOPs for continuity.
Managed well despite long tenures. "Phased retirement" allows near-retirees to mentor. Handover meetings and internal wiki documentation (long-standing "Knowledge Management" program) are used during transitions and RIFs.
Less structured due to abrupt exits. Relies on extensive internal documentation (6-pagers, PR/FAQ, Wiki) and team initiative to cover gaps. Assumes mechanisms (redundancy) handle turnover impact rather than formal KT sessions.
Startup Insight: Handle departures with grace to turn leavers into advocates. Use exit interviews for actionable insights. Implement knowledge transfer (documentation, cross-training) to avoid single points of failure. Foster positive alumni relations for referrals, business leads, or boomerangs. Your reputation and how you treat departing employees are crucial for attracting and retaining talent. Even small teams benefit from an alumni-friendly culture.
Cross-Company HR Trends & Patterns
Employee Engagement
Target and HP show high employee engagement (e.g., Target 12% higher than retail avg), linked to culture investment. Amazon lags, especially in frontline roles, indicating a mixed engagement model.
Internal Promotion vs External
Target and HP prioritize internal promotion (e.g., Target: 73% senior roles filled internally), fostering loyalty and stability. Amazon often hires externally for senior roles (only ~25% internal), injecting new skills but risking cultural churn.
Diversity Profiles
All three have increased workforce diversity, particularly at entry levels (e.g., Target 56% female, Amazon US 64% People of Color). However, leadership diversity lags, highlighting the need for internal development programs.
HR Tech & Analytics
All use HRIS, but Amazon excels in automation and data volume (e.g., daily sentiment tracking), while Target and HP use analytics more selectively. A key trend is the rising use of analytics balanced with employee acceptance of monitoring.
COVID-19 Shifts
The pandemic led to permanent remote/hybrid work for HP and Target HQ, while Amazon pushed for return-to-office, causing dissent. All companies increased focus on employee well-being (e.g., mental health resources).
DEI Retrenchment (2024-2025)
Target and Amazon have scaled back some DEI initiatives due to external pressures. HP, conversely, maintains public commitment. This shows HR strategies are influenced by sociopolitical contexts, urging startups to balance compliance with sustained inclusion.
"Big3"LessonsforStartupHR
InvestinPeopleEarly:ItPays
Dividends
Earlyinvestmentinemployees(training, growth,well-being)yieldsbetter performanceandretention.HPand Targetshowthisdrivesinternal promotionsandengagement(e.g., Target's73%internalexecpromotions). Buildingtalentin-houseismore cost-effectiveandcreatesaloyal, capableworkforce,fosteringfuture leadersfromwithin.
CultureIsn'tJustPosters:It's
DailyActions
Defineyourstartup'scorevaluesand consistentlyweavethemintohiring, feedback,andrecognition.Amazon's LeadershipPrinciples,Target'sservice ethos,andHP'sopendialogueexemplify this.Consistencybuildstrustand engagement,drivingbusinesssuccess. Ahealthyculturebalancesambitious goalswithemployeewell-being.
UseDatatoSteer,Not Autopilot
LeverageHRmetricsandtechfor informeddecisions(e.g.,turnover,DEI progress,automation).Amazon'sdata disciplineaidedmassivescale,butalso showedlimitswhenhumanjudgment waslost(e.g.,AIhiringtool).Implement simpleHRISorsurveytoolsforinsights, butensureleadersinterpretcontext.Be data-informed,notdata-blind;combine rigorwithpersonaltouch.
BylearningfromTarget'scare,HP'sintegrity,andAmazon'sdrive,yourstartupcancraftanHRstrategythatattractsandretainstalent,fuels growth,andbuildsaresilient,inclusiveculture.Likethesegiants,yourstartupwilladaptthroughcrisesandgrowth.Apeople-firstmindsetand smarttoolswillequipyoutoscaleyour"peopleengine"alongsideyourbusinessambitions.Remember,peoplearetheultimatedifferentiator.
Conclusion
ThiscomprehensiveanalysisofHRpracticesatTarget,HP,andAmazonrevealsdistinctapproachestotalentmanagementshapedbyeach company'sindustry,culture,andbusinessstrategy.WhileTargetemphasizescommunityandinclusivity,HPfocusesoninnovationwithstability, andAmazondrivesperformancethroughintensityandcustomerobsession.
Forstartupsandgrowingcompanies,thesecasestudiesoffervaluablelessons:
• Investearlyinpeopledevelopmentandcreatecleargrowthpaths
• Buildanauthenticculturethatalignswithyourbusinessgoals
• Usedatatoinformdecisionswhilemaintainingthehumantouch
• Designcompensationandbenefitsthatreinforceyourvalues
• Incorporatediversityandinclusionfromdayone
ThemostsuccessfulHRstrategiesbalanceoperationalefficiencywithemployeeexperience,creatingenvironmentswheretalentcanthrive whiledrivingbusinessresults.Bylearningfromtheseindustrygiants,organizationsofallsizescandevelopHRpracticesthatbecometrue competitiveadvantages.