Flexa® Careers

- Lead the full ideation to market lifecycle
- Responsible for product strategy and roadmap

Product Manager

The Body School

•	Lead the full idea to market life cycle for a virtual movement class subscription service
•	Defined and analysed metrics to determine success of the product
•	Fostered a shared vision across the company by building consensus on priorities
•	Built a go-to-market strategy that maximized success of the product and in line with broader business strategies and roadmap
•	Drove product execution and collaborated with web developers, graphic designers and SEO and social media marketing specialists to develop brand awareness improving acquisition metrics by 15% overall
•	Utilised lean methodologies to iterate product features in 1-2 week sprint cycles and prioritized feature and growth development based on customer discovery and the performance of key metrics
•	Created a bespoke online platform using no/minimal code technology (vimeo OTT) to automate subscription processes and host live and on-demand video content along with educational and community forums which lead to increases in key engagement metrics such as a 20% increase in live class attendance and a 30% increase in video views

Co-Founder and Product Manager

ButtahBody

•	Identified a gap in the fitness market to bridge the gap between yoga classes and physiotherapy for rectifying pain and niggles when moving
•	Launched during lockdown and pivoted to take advantage of the uptake of virtual exercise to test product market fit
•	Conducted market analysis to understand growth potential and created an MVP using existing technologies to test assumptions and iterate the product
•	Resulted in an profitable subscription product with 130% month on month growth

Founder

GB Taekwondo

Physiologist and PhD Student

Strength And Conditioning Coach

The Underground Training Station

Strength and Conditioning Coach

British Gymnastics

Assistant Nutritionist

FoodFlicker

Nutrition Intern

Motiv8 Performance Excellence

Providing performance support for elite athlete and corporate clients. Nutritional advisor for food at events. Ensuring facilities available for Motiv8 staff to adequately perform.

Performance Support

Dublin U21 GAA

Nutritionist for the all Ireland winning Dublin u21 GAA football team. Provided them with interactive nutrition and dietary advice, specific meal plans, food diary analysis, hydration testing etc. to ensure athletes were meeting body composition and performance goals set by management.

Nutritionist

Salk Institute for Biological Studies

Lab assistant internship in a neurogenetic lab.

Lab Assistant

Product Manager @ Flexa Careers

Problem solver at heart. I get out of bed every day to get a little bit better than the day before.

Product and data lead at Flexa. Passionate about solving problems that customers care about while exceeding business goals.

Currently building: a data product to optimise the talent acquisition process, improve equity and inclusion for candidates and democratise the future of work.

PhD in exercise physiology with GB Taekwondo, the English Institute of Sport and LJMU.
MSc in Sports Nutrition LJMU
HDip in Statistics from University College Dublin
BA in Human Genetics Trinity College Dublin

🔍 Fact: Nobody comes to work just for fun. Or for free.

Our latest data from Flexa reveals some crucial insights. When candidates are asked, "What are the top 3 most important things in your next role?" the responses are clear:

💰 Salary
🤸‍♂️ Flexibility
👯‍♀️ Culture

What does this mean for companies aiming to attract the best talent?

👓 Be transparent about flexibility; clearly communicate your flexibility offerings. It's a top priority for candidates.

📽 Showcase your culture; ensure your company’s culture, brand, and tone of voice are clear in your job advertisements.

🤑 And if you lack flexibility or a strong culture, you’d better compensate with competitive pay.

Data-driven hiring matters. 

Imagine marketing to boomers using TikTok influencers — it just won't work because you’re not speaking their language. The same applies to hiring. Data helps you understand candidates' needs and allows you to position yourself favourably to attract the best and most aligned talent.

Dr. Ailish McLaughlin

Do "live interview tasks" actually demonstrate how well a candidate thinks on their feet?

🦶

I don't know about you, but when I was interviewing, hearing that there would be a "live task" would send shivers down my spine.

I am good at thinking on my feet but I'm not good at "talking" on my feet. So I always left live tasks feeling like I didn't get a chance to express my thoughts well and underserved myself as a result. 

And, truthfully, the only time where I've had to "talk on my feet" at work is when I am unprepared for the meeting or conversation. Which, thankfully, is rare. Mainly because I'm always thinking about work challenges and this gives me time to process and form my thoughts and opinions.

Judging a candidate based on their ability to solve a task live on a call tells you nothing of their capabilities. Especially when they're probably already nervous. In fact, it probably just makes you more likely to hire bullshi**ers. 

Ditch the live tasks, for the love of God. And give candidates a chance to formulate their thoughts and present their actual abilities.

What do you think?

🚨 Our dataset is biased 🚨


But that's not necessarily a bad thing.

Why? Because all datasets are inherently biased. They represent a sample of a population, and samples always over-index some segments while under-representing others. The real issue arises when we ignore this bias or pretend it doesn't exist.

At Flexa, we collect data on candidate preferences regarding how they want to work, what they do and why they do it. Our audience is diverse. Because flexible work is more inclusive work. So this naturally skews our dataset towards underrepresented groups.

And that's our strength.

Our unique dataset amplifies the voices of diverse communities, often overlooked in generalised datasets. By acknowledging and leveraging this bias, we shine a spotlight on the needs and demands of these groups, helping the most forward-thinking companies build the most inclusive and supportive workplaces.

Bias, when understood and embraced, can be a superpower. Let's use it to build better, more inclusive workplaces.

#data #dataanalytics #talentintelligence

🧐 Why are we STILL talking about women’s fashion choices in politics?

Since when did politicians become fashion influencers? 

I don’t recall anyone discussing the matching navy and grey suits among male politicians either.

And the real kicker? The image below is from Grazia UK, a women’s magazine. So the subtext feels like "We need to keep you silly women interested by talking about fashion." 

Really?

🤦‍♀️ It’s genuinely offensive.

Can we please focus on what truly matters – their policies, decisions, and the impact they make?

Let’s stop reducing powerful women to their clothing choices. 

It's 2024, folks. Let's elevate the conversation.

 #Equality #diversity #womeninpower

How to get the most out of a UTI 👀



No, not a urinary tract infection....

I came up with the term “Underserved Talent Index” to describe the way in which companies can use data relating to the supply and demand of candidate preferences to attract the best talent. Unfortunately, the acronym is slightly alarming 🚨

But the idea stands. Ultimately, a UTI (in this scenario😅), is a way of measuring the gap between things candidates want in their next role and the amount of companies offering these things.

This could be anything from working environment and benefits to mission, values and other cultural aspects of working life.

The benefit of tracking and understanding UTIs is that a company can use this to stand out and attract the best talent by shouting about things that are high in demand but low in supply.

Our data allows us to create a UTI for every element of an employer value proposition that you could think of.

One of my favourite examples is salary transparency on job descriptions: This has a UTI of +0.62 (the range is -1 to +1 where the closer to +1 the number is, the demand outweighs supply). 
Candidates REALLY want to know what the salary range for a job is before they apply (so they don’t waste everyone’s time applying) but so few companies do it.

And yet here is some objective data to show that making this small change could have a massive impact not only on the volume of applications but also on the quality of applications; the best talent simply don’t bother applying for roles that feel ambiguous.

People teams NEED data to optimise recruitment the way sales and marketing teams need data to optimise their conversion.

⌚️ The best talent are like rolexes ⌚️

The value of a rolex is untouched by changes in the economy. The majority of people may not be able to afford bread or a currency may be in the toilet but rich people will be still be buying rolexes at the same price. 

In the same way, even when jobs are scarce and lay-offs are rife, the value of the best talent doesn't change. Companies still need top talent and, as a result, top talent can demand whatever they want.

You won't hire the best talent if your EVP doesn't measure up to your talent competitors. Unfortunately, it has been nigh impossible previously to benchmark how you compare with companies.

We're changing that at Flexa. Because hiring the best people shouldn't have to be a guessing game. Arm yourself with the data that will allow you to grow a team full of A-players. 

Link in comments to register for early access. 

#data #datainformeddecisions #datainformedhiring

Navigating intergenerational differences in the workplace: challenge or opportunity?

Today, I had the privilege of discussing how to harness the strengths of four different generations in the workforce. From those who remember fax machines to those who rely on TikTok for information, we explored the unique demands and preferences of each group.

Using the unique data we have at Flexa, we delved into these generational differences and how they can be leveraged to enhance talent acquisition and employee retention.

Key Insights:

📱 Gen Z - they don't prioritise culture as much because they've spent their whole career working from their bedrooms

📞 Millennials - their top priorities are salary, flexibility, and culture—in that order. Given the current economic climate, it's no surprise that the importance of salary is increasing for this group

📠 Gen X - they value flexibility more and have less interest in typical company benefits like enhanced parental leave and gym memberships, likely due to different life stages and needs

Having objective information about these preferences allows you to design an Employee Value Proposition (EVP) that boosts satisfaction and attraction across generations. There's immense value in the experience of older employees and the fresh perspectives of younger ones. The key is to create a culture that brings out the best in everyone.

Massive thanks to all at Instant Impact for the last minute sub!!

Taplio

Dr. Ailish McLaughlin's Linkedin Analytics

Dr. Ailish McLaughlin

Dr. Ailish McLaughlin's Best Posts (last 30 days)

Want to drive more opportunities from LinkedIn?

Taplio

.css-1jgreyo{background-image:linear-gradient(284deg, rgba(39,43,72,1) 0%, rgba(33,47,183,1) 100%);color:transparent;-webkit-background-clip:text;background-clip:text;}Dr. Ailish McLaughlin's Linkedin Analytics

Dr. Ailish McLaughlin

Dr. Ailish McLaughlin's Best Posts .css-qqfgvy{font-size:var(--chakra-fontSizes-md);}(last 30 days)

Want to drive more opportunities from LinkedIn?

Dr. Ailish McLaughlin's Linkedin Analytics

Dr. Ailish McLaughlin's Best Posts (last 30 days)