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GoPro Hr

To build a talented team that drives innovation in action cameras and content solutions by becoming the world's leading visual storytelling company

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Align the strategy

GoPro Hr SWOT Analysis

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To build a talented team that drives innovation in action cameras and content solutions by becoming the world's leading visual storytelling company

Strengths

  • CULTURE: Strong adventure-focused brand culture that attracts passionate employees aligned with the company mission and product ethos
  • TALENT: Specialized technical expertise in hardware engineering, particularly camera sensors, stabilization technology, and rugged design
  • BENEFITS: Competitive outdoor activity-related perks including equipment discounts and adventure days that drive employee engagement
  • LEADERSHIP: Executive team with deep industry experience in consumer electronics and content creation ecosystem
  • FLEXIBILITY: Established hybrid work model that balances in-office collaboration with remote flexibility, supporting diverse work preferences

Weaknesses

  • TURNOVER: Higher than industry average turnover rate of 18% in technical roles due to competition from larger tech companies offering higher compensation
  • DIVERSITY: Underrepresentation of women (27%) and minorities (22%) in engineering and leadership positions limiting perspective diversity
  • GROWTH: Limited internal advancement opportunities due to relatively flat organizational structure and slow company growth (3% YoY)
  • TRAINING: Inadequate investment in upskilling programs with only 1.2% of budget allocated to professional development vs. industry average of 3.5%
  • ANALYTICS: Outdated HR systems lacking predictive analytics capabilities for workforce planning and talent management decisions

Opportunities

  • SKILLS: Expand talent acquisition into emerging tech markets like AI, computer vision, and AR/VR to support product diversification strategy
  • PARTNERSHIPS: Develop strategic university partnerships for internship programs targeting robotics, AI, and imaging technology talent pipelines
  • FLEXIBILITY: Implement global flexible work policies to tap into international talent pools without geographic constraints
  • COMMUNITY: Create employee-led innovation labs and hackathons to foster entrepreneurial mindset and improve employee retention
  • AUTOMATION: Deploy AI-powered HR tools to streamline recruitment, onboarding, and performance management processes

Threats

  • COMPETITION: Intensifying talent war with Apple, Google and other tech giants offering 15-20% higher compensation packages for similar technical skills
  • ECONOMY: Potential economic downturn limiting hiring budgets while increasing pressure for efficiency and headcount optimization
  • SKILLS: Rapidly evolving technical skills requirements in AI and computational photography outpacing current workforce development programs
  • BURNOUT: Industry trend of high burnout rates (43%) in product development teams working under aggressive launch schedules
  • REGULATION: Increasing global employment regulation complexity affecting remote work policies and international talent mobility

Key Priorities

  • RETENTION: Develop comprehensive retention strategy focused on growth opportunities, competitive compensation and work-life balance
  • TALENT: Implement targeted recruitment approach for AI, computer vision and AR/VR specialists to support product innovation roadmap
  • DEVELOPMENT: Overhaul training programs to upskill current workforce in emerging technologies to reduce skill gaps and improve retention
  • DIVERSITY: Create structured diversity and inclusion initiatives to improve representation in technical and leadership roles
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Align the plan

GoPro Hr OKR Plan

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To build a talented team that drives innovation in action cameras and content solutions by becoming the world's leading visual storytelling company

TALENT MAGNETISM

Become the employer of choice in AI and imaging tech

  • RECRUITMENT: Hire 15 AI/computer vision specialists by implementing specialized sourcing strategy and competitive offer process
  • BRANDING: Increase tech talent application rate by 30% through enhanced employer brand campaign highlighting innovation culture
  • PROGRAMS: Launch 3 university partnerships with specialized internship tracks for emerging technology talent acquisition
  • DIVERSITY: Achieve 35% diverse candidates in technical hiring pipeline through expanded outreach and recruitment partnerships
RETENTION MASTERY

Create an environment where top talent thrives

  • COMPENSATION: Complete market adjustment for technical roles, bringing compensation to 90th percentile for key positions
  • CAREERS: Implement technical expert track with 4 advancement levels offering growth without management responsibilities
  • ENGAGEMENT: Achieve 85+ employee engagement score through implementation of quarterly retention interviews and action plans
  • FLEXIBILITY: Formalize global flexible work policy with clear guidelines balancing team collaboration and individual preferences
SKILL ACCELERATION

Build the capabilities needed for next-gen innovation

  • ACADEMY: Launch GoPro Technology Academy with structured learning paths in AI, computer vision and emerging technologies
  • MENTORSHIP: Establish mentorship program matching 75% of junior engineers with senior technical leaders for skills development
  • ROTATION: Implement cross-functional rotation program with 30 participants to build broader technical and business perspective
  • INVESTMENT: Increase L&D budget to 3.5% of HR spend with 65% dedicated to technical skills development initiatives
FUTURE-READY HR

Transform HR through data, automation and AI

  • ANALYTICS: Deploy predictive talent analytics platform with dashboards for retention risk, skills gaps and workforce planning
  • AUTOMATION: Reduce administrative HR tasks by 40% through implementation of AI-powered workflow automation tools
  • EXPERIENCE: Achieve 90% satisfaction rating for new digital employee experience platform and self-service HR portal
  • CAPABILITIES: Certify 100% of HR team in people analytics fundamentals and AI applications in talent management
METRICS
  • RETENTION RATE: 90% overall, 95% for top performers
  • TIME-TO-HIRE: 40 days for technical roles, 30 days for non-technical
  • ENGAGEMENT SCORE: 85+ on quarterly employee pulse survey
VALUES
  • Be a Hero
  • Demand Excellence
  • Make It
  • Do What You Say
  • Be Inclusive
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Align the learnings

GoPro Hr Retrospective

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To build a talented team that drives innovation in action cameras and content solutions by becoming the world's leading visual storytelling company

What Went Well

  • RETENTION: Successfully retained 92% of top performers through targeted compensation adjustments and expanded career development
  • ENGAGEMENT: Employee engagement scores increased 7 points to 81 following implementation of quarterly skip-level meetings
  • EFFICIENCY: Reduced time-to-hire by 23% (from 65 to 50 days) for technical roles through streamlined interview process
  • LEADERSHIP: Successfully filled 3 key executive positions with diverse candidates strengthening product and marketing leadership

Not So Well

  • ATTRITION: Experienced unexpected 22% attrition in software engineering team, particularly in AI and computer vision specialists
  • COSTS: Recruitment costs exceeded budget by 18% due to increased reliance on external agencies for specialized technical roles
  • SKILLS: Failed to meet internal hiring targets for AI talent with only 5 of 12 planned positions filled during the quarter
  • SATISFACTION: Declined 8 points in benefits satisfaction scores following changes to health insurance provider and coverage options

Learnings

  • COMPENSATION: Market compensation for specialized AI and computer vision roles is increasing faster than our adjustment cycles
  • DEVELOPMENT: Employees prioritize learning opportunities and career advancement over traditional benefits according to exit interviews
  • FLEXIBILITY: Remote work options strongly correlate with retention in technical roles with 68% citing flexibility as a key factor
  • CULTURE: Team-based recognition programs show 2x more impact on engagement than individual awards based on pulse survey data

Action Items

  • STRUCTURE: Redesign technical career paths to provide clearer advancement opportunities with competitive compensation bands
  • BENEFITS: Implement flexible benefits program allowing employees to customize their package based on individual needs and preferences
  • DEVELOPMENT: Launch internal technology academy with focus on AI, computer vision and emerging technologies to build talent pipeline
  • ANALYTICS: Implement predictive attrition model to identify flight risk employees and enable proactive retention interventions
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Drive AI transformation

GoPro Hr AI Strategy SWOT Analysis

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To build a talented team that drives innovation in action cameras and content solutions by becoming the world's leading visual storytelling company

Strengths

  • CULTURE: Forward-thinking innovation culture ready to embrace AI solutions for HR transformation and improvement
  • DATA: Rich historical employee data across multiple product cycles available for AI-powered workforce analytics and planning
  • LEADERSHIP: Executive commitment to technology modernization with approved budget allocation for AI implementation in HR
  • TECHNICAL: Access to in-house technical talent from product AI teams that can support HR AI implementation efforts
  • EXPERIMENTATION: Established innovation lab structure that can be leveraged for AI pilot programs in HR workflows

Weaknesses

  • SYSTEMS: Fragmented legacy HR systems with data silos creating challenges for integrated AI implementation
  • EXPERTISE: Limited specialized AI talent within HR team with only 2 team members having AI implementation experience
  • INVESTMENT: Underfunded HR technology budget at 1.8% of operational expenses versus industry benchmark of 4%
  • READINESS: Lack of standardized data governance protocols necessary for effective AI model training and implementation
  • ADOPTION: Cultural resistance to automation among 35% of HR team members concerned about role displacement

Opportunities

  • RECRUITMENT: Implement AI-powered talent acquisition tools to identify candidates with emerging tech skills more efficiently
  • DEVELOPMENT: Create personalized AI-driven learning paths for employees based on skill gaps and career aspirations
  • RETENTION: Deploy predictive analytics to identify flight risk employees and enable proactive retention interventions
  • ENGAGEMENT: Utilize natural language processing to analyze employee feedback and sentiment in real-time
  • EFFICIENCY: Automate routine HR tasks like benefits administration and onboarding to free HR staff for strategic initiatives

Threats

  • PRIVACY: Growing employee concerns about data privacy and algorithmic decision-making impacting adoption of AI HR tools
  • COMPETITORS: Tech competitors implementing sophisticated AI-based talent strategies creating competitive disadvantage
  • COMPLEXITY: Rapidly evolving AI landscape making technology selection and implementation challenging for HR teams
  • REGULATION: Emerging regulations around algorithmic employment decisions requiring careful compliance monitoring
  • EXPECTATIONS: Potential employee backlash if AI tools are perceived as replacing human connection in HR interactions

Key Priorities

  • TRANSFORMATION: Build comprehensive AI strategy for HR including data governance, technology roadmap and change management
  • ANALYTICS: Implement predictive analytics platform for talent management focusing on retention, performance and skills development
  • AUTOMATION: Identify and automate routine HR processes to increase efficiency and redirect resources to strategic initiatives
  • UPSKILLING: Develop AI literacy training program for HR team to build internal capabilities and reduce external dependency