“Why aren’t agencies publicising their flexibility to attract great talent? Why is it kept behind the scenes? People would love it if they knew…”
Each month, the HR and ‘people’ people of our community get together to gain insight into what’s working (and not working) in other agencies.
This month, we’re joined by Flexa.Careers CEO Molly Johnson-Jones.
Molly launched Flexa in early 2020 with her business partner Maurice, but the concept has been in the works for quite some time.
“I have an autoimmune disease that means sometimes I can’t walk,” Molly says. “I started my career in investment banking and there were days where I couldn’t get into the office because my feet were swelling up.”
Molly asked her bosses to work from home one day a week – then they sacked her for it.
“Ten days later, they put a severance package in front of me and told me to leave immediately,” Molly says.
When Molly finally arrived at a truly flexible company that gave her the accommodations she needed without fuss, she wondered why this wasn’t made common knowledge.
“We decided to break that information down and use it to verify companies that are super flexible,” Molly says. “Then we display them on the platform with different filters.”
There are four main areas of Flexa’s accreditation process:
• Location flexibility
• Time flexibility (hours)
• Key Cultural Indicators (Do staff have to request this level of flexibility? Or do they get it from day one?)
Now, Flexa has over 400,000 users – both employers and soon-to-be employees.
But what benefits does this have for YOU?
“If you think about flexible working, it’s the most useful employer brand tool you can possibly have,” Molly says. “We allow agencies to get discovered by their working environments, which can be seen by hundreds of thousands of people.”
Come along to hear the full Flexa story, find out whether your agency would pass the test, and redefine the meaning of flexibility within your agency.