SWOT
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Miro Hr

To build a world-class team that unleashes creativity and accelerates innovation by creating the essential visual platform for collaboration

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Align the strategy

Miro Hr SWOT Analysis

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To build a world-class team that unleashes creativity and accelerates innovation by creating the essential visual platform for collaboration

Strengths

  • TALENT: Strong employer brand in tech ecosystem attracting 15K+ monthly inbound applications from high-quality candidates
  • CULTURE: Globally distributed team across 11+ countries enabling 24/7 talent acquisition and diversity of thought
  • GROWTH: Robust talent development programs with 87% of employees reporting career growth opportunities
  • BENEFITS: Comprehensive benefits package rated in top quartile for tech industry supports talent retention
  • LEADERSHIP: Experienced HR leadership team with proven track record in scaling organizations through hypergrowth

Weaknesses

  • RETENTION: Increasing turnover in key technical roles (18% vs industry average of 13%) indicates competitive talent market challenges
  • SCALING: People operations processes struggling to efficiently support rapid headcount growth across global locations
  • ANALYTICS: Limited HR analytics capabilities preventing data-driven workforce planning and preemptive retention strategies
  • DIVERSITY: Current diversity metrics below industry benchmarks, particularly in leadership positions (27% vs 35% target)
  • COMPENSATION: Compensation structure less competitive in certain high-demand roles compared to top tech competitors

Opportunities

  • REMOTE: Leverage remote-first model to tap into global talent pools previously inaccessible to competitors
  • AUTOMATION: Implement AI-driven HR tools to reduce administrative burden and enable strategic focus for HR business partners
  • DEVELOPMENT: Create specialized learning paths for visual collaboration expertise to build unique competitive advantage
  • ACQUISITION: Strategic acqui-hires could rapidly bring specialized talent in emerging technology areas
  • ADVOCACY: Develop stronger employee advocacy program to amplify employer brand (current eNPS at 42, target 55)

Threats

  • COMPETITION: Intensifying talent war with tech giants offering premium compensation packages for similar skill sets
  • BURNOUT: Rapid growth pace creating potential burnout risk with early warning indicators in engagement surveys
  • REGULATION: Increasing global employment regulation complexity requiring specialized expertise across multiple markets
  • SKILLS: Emerging technology skills gap in AI and ML becoming critical as product roadmap evolves
  • MARKET: Economic uncertainty potentially impacting hiring budgets and talent acquisition timelines

Key Priorities

  • TALENT: Develop specialized AI-enhanced talent acquisition strategy targeting key skill gaps while improving diversity metrics
  • RETENTION: Implement data-driven retention programs focused on high-performing employees in critical roles
  • EXPERIENCE: Enhance employee experience through streamlined HR operations and personalized development journeys
  • CULTURE: Strengthen global culture initiatives to unite remote workforce while maintaining innovation velocity
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Align the plan

Miro Hr OKR Plan

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To build a world-class team that unleashes creativity and accelerates innovation by creating the essential visual platform for collaboration

TALENT MAGNET

Become the employer of choice for top global talent

  • ATTRACTION: Increase top talent application rate by 30% in critical skill areas through enhanced employer branding campaigns
  • DIVERSITY: Improve leadership diversity to reach 35% representation with focused talent pipelines and sponsorship programs
  • EXPERIENCE: Reduce time-to-productivity for new hires from 79 to 60 days through AI-enhanced onboarding experience
  • ACQUISITION: Implement AI-powered talent acquisition platform with 85% hiring manager satisfaction rate
RETENTION CHAMPION

Create an environment where top talent thrives

  • ANALYTICS: Deploy predictive retention analytics with 75% accuracy in identifying flight risks 90+ days before resignation
  • ENGAGEMENT: Increase employee engagement score from 83% to 87% through targeted culture and belonging initiatives
  • DEVELOPMENT: Implement personalized career pathways for 100% of employees with quarterly growth conversations
  • FEEDBACK: Establish continuous feedback mechanism with 80% monthly active usage across all teams and regions
EXPERIENCE DESIGNER

Craft exceptional employee journeys at every touchpoint

  • AUTOMATION: Reduce administrative HR tasks by 40% through implementation of AI-powered employee service center
  • SATISFACTION: Achieve 90% satisfaction rating for HR service delivery across all global regions and employee segments
  • SIMPLIFICATION: Streamline HR processes reducing average completion time by 35% while improving quality metrics
  • PERSONALIZATION: Launch AI-driven personalized benefits platform with 80% employee adoption in first 60 days
CULTURE ARCHITECT

Build cohesive global culture that drives innovation

  • LEADERSHIP: Develop 90% of managers through culture ambassador program with measurable behavior improvement
  • CONNECTION: Achieve 75% participation rate in cross-functional collaboration programs reducing organizational silos
  • INNOVATION: Implement innovation metrics capturing 25% increase in employee-driven initiatives across all departments
  • RECOGNITION: Deploy global recognition platform celebrating cultural values with 85% employee participation monthly
METRICS
  • ENGAGEMENT: Employee engagement score 85% → 90%
  • RETENTION: High performer retention rate 82% → 90%
  • PRODUCTIVITY: Average time to full productivity 79 days → 60 days
VALUES
  • Ship, Improve, Repeat
  • Make Others Successful
  • Be Real
  • Be the Customer Hero
  • Lead as Owners
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Align the learnings

Miro Hr Retrospective

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To build a world-class team that unleashes creativity and accelerates innovation by creating the essential visual platform for collaboration

What Went Well

  • GROWTH: Successfully scaled team by 22% while maintaining hiring quality metrics above target thresholds
  • ENGAGEMENT: Achieved 83% employee engagement score, exceeding SaaS industry benchmark of 76%
  • DEVELOPMENT: Internal mobility program facilitated 112 role changes, reducing external hiring costs by $1.4M
  • PERFORMANCE: New performance management system implemented with 94% completion rate and positive feedback
  • COMPENSATION: Completed comprehensive market analysis and adjusted bands to remain competitive in key markets

Not So Well

  • RETENTION: Experienced 8% increase in voluntary turnover among high performers compared to previous year
  • DIVERSITY: Failed to meet representation goals for leadership positions despite increased pipeline diversity
  • OPERATIONS: HR service delivery times increased 14% due to team scaling challenges and process inefficiencies
  • ONBOARDING: Time to productivity for new hires extended to 79 days vs target of 60 days
  • ANALYTICS: Delayed implementation of workforce analytics platform impacted data-driven decision capabilities

Learnings

  • EXPERIENCE: Remote employee experience requires more intentional design than initially anticipated
  • LOCALIZATION: Global talent strategy needs stronger localization for regional talent markets
  • CONSISTENCY: Inconsistent manager capability creates significant variance in team performance and retention
  • TECHNOLOGY: HR tech implementations require dedicated change management resources for successful adoption
  • SPECIALIZATION: Generalist HR model struggling to support increasing complexity of global workforce needs

Action Items

  • RETENTION: Implement stay interview program for all employees reaching 1-year anniversary to identify retention risks
  • ANALYTICS: Accelerate deployment of workforce analytics platform with dashboard for real-time retention metrics
  • DEVELOPMENT: Launch manager excellence program focused on remote leadership skills and retention capabilities
  • EXPERIENCE: Redesign onboarding journey to reduce time to productivity by 25% through enhanced digital enablement
  • STRUCTURE: Evaluate HR operating model to better support regional talent needs while maintaining global standards
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Drive AI transformation

Miro Hr AI Strategy SWOT Analysis

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To build a world-class team that unleashes creativity and accelerates innovation by creating the essential visual platform for collaboration

Strengths

  • TALENT: Growing pool of AI specialists within HR team capable of implementing advanced HR tech solutions
  • INNOVATION: Experimental culture encourages testing of new AI-based HR solutions ahead of industry curve
  • INTEGRATION: Existing HR tech stack designed with API-first approach enabling seamless integration of AI tools
  • DATA: Robust employee data collection practices create strong foundation for AI model training
  • LEADERSHIP: Executive team demonstrating strong commitment to AI-driven transformation of HR function

Weaknesses

  • INFRASTRUCTURE: Current data infrastructure lacks standardization required for advanced AI implementation
  • SKILLS: Limited specialized AI/ML talent within core HR team to drive transformative initiatives
  • ADOPTION: Previous HR tech implementations faced user adoption challenges indicating potential resistance
  • GOVERNANCE: Incomplete AI governance framework for HR applications creating compliance uncertainty
  • ANALYSIS: Underutilized predictive analytics capabilities in current workforce planning processes

Opportunities

  • PERSONALIZATION: AI-driven personalized learning experiences could enhance development outcomes by 35%
  • EFFICIENCY: Automating routine HR processes could recover 12,000+ hours annually for strategic initiatives
  • INSIGHTS: Predictive analytics could improve retention by identifying flight risks with 78% accuracy
  • EXPERIENCE: AI assistants for HR inquiries could improve response time from 24 hours to under 5 minutes
  • MATCHING: Skills-based AI matching could improve internal mobility and reduce external hiring costs by 22%

Threats

  • PRIVACY: Employee concerns about AI surveillance could damage trust in HR technology initiatives
  • BIAS: Unchecked AI bias could perpetuate existing workforce inequities if not properly governed
  • REGULATION: Emerging AI regulations could restrict planned implementation in certain markets
  • COMPETITION: Tech competitors implementing AI in HR at faster pace, creating competitive disadvantage
  • DEPENDENCE: Over-reliance on AI systems could erode critical human judgment in people decisions

Key Priorities

  • TRANSFORMATION: Develop comprehensive AI-enhanced HR strategy with clear ethical guidelines and governance
  • CAPABILITY: Build specialized AI skills within HR team through targeted hiring and upskilling initiatives
  • EXPERIENCE: Prioritize employee-centric AI applications that enhance rather than replace human interaction
  • INSIGHTS: Implement predictive analytics platform for workforce planning and proactive retention interventions