Talent attraction and retention

Our success is built on the skills and dedication of our employees, making talent attraction and retention an integral element of our people strategy.

Talent attraction

We aim to hire top digital talent to meet the high expectations of our users. To create a positive candidate experience, we have established an efficient, inclusive, and transparent hiring process with clear guidelines and tools. An employee referral program helps bring exceptional individuals into the company who align with our core values. In 2024, we created inclusive job description templates to attract a more diverse talent pool, driven by our belief in the power of diversity and inclusion.

Based on feedback from our employees, we are confident in our employer value proposition, 74% of respondents in the 2024 People and Culture Survey stated they would recommend SMG as a great place to work.

The market further validates our positioning, with SMG heading the Top 10 list for global companies within our size bracket (by employee count) in terms of candidate Net Promoter Score (cNPS), as measured by a leading recruitment platform.¹⁹

People development

As the pillar Fuel Learning and Growth is a cornerstone of our people strategy, we are committed to empowering our employees through continuous learning and on-the-job development. By fostering skilled and motivated individuals, we create an environment where people find long-term fulfillment while inspiring others.

This commitment is supported by our comprehensive learning offerings, which are designed to enhance competencies, support career progression, and equip employees with skills needed to embrace new challenges with confidence. In 2024, employees across all global locations completed an average of 7.6 hours of training.²⁰

SMG learning

The SMG Learning Universe (SLU) is designed to drive both individual and collective growth, fostering a dynamic and active learning culture. This online ecosystem provides tailored learning materials for mandatory and optional training. From compliance topics to conflict resolution and mastering AI tools, the platform offers a diverse library of courses. Additionally, Culture Amp, our employee experience platform, enhances development through targeted skills coaching.

Leadership development

Our leadership programme strengthens leadership skills and personal leadership styles while aligning with SMG’s values. It consists of three core elements, onboarding for new leaders, continuous development programmes, and the Pick and Growth series, which explores advanced leadership topics. These sessions equip participants to lead with confidence, clarity, and purpose.

As part of our commitment to diverse leadership, we strive to maintain a minimum threshold of women in leadership programmes, ensuring equitable opportunities for development and career progression.

External training and further education

Recognising that certain expertise requires external resources, we actively support employees in pursuing additional educational opportunities. SMG provides full or partial financial assistance for courses that enhance professional skills and align with organisational goals, such as role-specific or language skills training. This investment enables our employees to grow in ways that benefit their roles, careers, and the company alike.

Feedback and performance reviews

SMG’s review framework consists of two pillars, performance and growth cycles. The performance pillar emphasises a trusted review process and encourages ongoing, performance-focused conversations. The growth pillar supports continuous development through personalised plans that facilitate meaningful growth.

This framework fosters a strong feedback culture, incorporating diverse perspectives through peer feedback, upward feedback, and manager reviews. Regular one-on-one conversations between managers and team members provide valuable opportunities to discuss performance, challenges, and career growth, ensuring timely and actionable input throughout the year. The Culture Amp platform streamlines this process, minimises bias, and tracks objectives effectively, helping employees align their aspirations with business priorities.

In 2024, an average of 66% of employees²¹ (68% of women and 65% of men) completed their performance reviews. This percentage is primarily influenced by the exclusion of new joiners and soon-to-depart employees from the tracked performance cycle.