Feb 13, 2024 | Organizational Growth


by Luz María Ávila, José A. Miranda

Adapting Profiles and Organizational Structures to the Business Challenges 2024-2030.


A conversation with Giuliana Aguilar

Talent Strategy Director at Asociación Mexicana de Venta Online


Survival belongs to those who adeptly navigate change.

More than 250,000 workers in the technology sector were laid off in 2023.

In an environment where technology companies have experienced a significant impact, the year-end witnessed a series of massive layoffs in the industry. This phenomenon has affected flagship companies such as Spotify, Unity, TikTok, Nokia, LinkedIn, and Roblox, among others.

Source: fastcompany

In this context of rapid transformations, where changes in profiles, organizational dynamics, business models, and even the way we connect are evident, Giuliana Aguilar, a seasoned specialist in recruitment and talent search, emphasizes the pressing need for individuals and organizations to break free from conventional molds. The dialogue transcends geographical boundaries, illustrating that closeness is cultivated through shared goals, values, and purposes, regardless of physical locations.

Drawing on her extensive experience, Giuliana sheds light on the critical importance of adapting profiles and organizational structures to meet the challenges posed by growth and digital transformation. Reflecting on the last few years, she notes the ubiquitous presence of **Artificial Intelligence in recruitment processes.

During the interview, Giuliana mentioned: “The law of evolution tells us that we need to adapt, and survival is not determined by strength but by the individual who can best adapt to the conditions.”

Transitioning to the professional realm, Giuliana underscores the metamorphosis in marketing over the past decade. What was once a realm dominated by creativity and traditional campaigns has transformed into a results-driven performance-oriented landscape. The shift has led to the demand for a diverse set of skills, ranging from technical expertise to softer skills.

A key aspect of adapting to change involves not only individual evolution but also organizational agility.

The need for companies to delineate a clear mission, vision, and objectives is the foundation for assessing existing talent and identifying gaps. Many companies overlook a critical step – understanding their workforce. The failure to recognize the desires, purpose, and bandwidth of their talent can lead to significant organizational challenges.

It is very important to delve into the complexities of employee life cycles, noting the dramatic reduction in the average tenure of employees, particularly in the technology sector. Organizations are urged to design strategies with shorter employee life cycles in mind.

Furthermore, the need for customized compensation packages tailored to individual needs and demographics is highlighted as a pivotal aspect of talent retention.

Embracing Strategic Thinking: The Shift from Operational to Business Mindset is Essential for Organizational Leaders.

An evolving mindset is required of organizational leaders, moving away from an operational mentality towards a strategic business mindset is crucial. Anticipating future needs in terms of training and talent becomes as important as understanding the direction in which the organization is heading.

The globalized landscape has opened avenues for talent without borders, prompting companies to embrace diversity and inclusion.

Leveraging technology not only facilitates transparency and accessibility but also demands responsible data management.

Giuliana also commented during the interview: “We need to train and organize the information we have; we don’t know what to do with it, and data management provides us with knowledge and greater transparency.”

Both employees and employers share the responsibility of ensuring that technological implementations are accompanied by adequate training.

At the end, Giuliana concludes with a powerful reminder that people, not technology, constitute the most valuable asset of any organization. Investing in the development and well-being of individuals remains a timeless decision.

Ultimately, both sides must acknowledge their roles in fostering a culture of respect and shared responsibility, recognizing that talent has the transformative power to either build or dismantle empires and shape the world.

**Some benefits of AI in recruitment:
Automate processes and save time | Eliminate biases and objectively evaluate candidates | Personalize messages and attract the best profiles | Protect data privacy and be transparent with candidates | Evolve the role of HR experts and make strategic decisions | Cost-effective hiring.

Luz María Ávila is Marketing Solutions Partner at Naawa, José A. Miranda is Managing Partner at Naawa,


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