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LinkedIn’s 50 top companies people want to work for

(BUSINESS NEWS) LinkedIn recently published a list of the 50 top companies everyone wants to work for.

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LinkedIn’s list

LinkedIn has released its annual Top Companies list, detailing the 50 companies LinkedIn users seem to have the most interest in working for.

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Here, however, I’ve detailed the Top 10 companies from that list, for your reading enjoyment.

10.) Comcast NBCUniversal

a.k.a. Probably Your ISP
Number of global employees: 160,000
Current LinkedIn Job Opportunities: 1,424
Headquarters: Philadelphia, PA

Not only is the cable TV and Internet juggernaut reportedly planning a Netflix rival, but with its 25 million Internet subscribers, and the high-quality programming coming out of NBCUniversal, it may actually stand a chance in the On-Demand streaming market. With its annual Comcast Cares community volunteering program, as well as its recent commitment to hire 10,000 military veterans by the end of 2017, Comcast is doing its best to live up to CEO Brian Roberts’ goal in making the company culture “the one thing [he’s] got to get right”.

9.) The Walt Disney Company

a.k.a. Time Warner’s Rival
Number of global employees: 195,000
Current LinkedIn Job Opportunities: 163
Headquarters: Burbank, CA

Everyone knows the House of Mouse, but did you know that Disney also owns networks such as ABC and ESPN? If one is looking for a job in entertainment, there are certainly worse places one could go. Not only is the Walt Disney Company home to entertainment powerhouses such as Walt Disney Studios, Pixar, Marvel, and LucasFilm, but there are also branches of the company such as the Disney Cruise Line, Disney Parks and Resorts, the Disney Store, and more. Plus, all Disney employees get free passes to Disney theme parks for themselves and their dependents. Free passes to the “Happiest Place on Earth” seems like a pretty sweet deal to me.

8.) Time Warner

a.k.a. the Walt Disney Company’s Rival
Number of global employees: 25,000
Current LinkedIn Job Opportunities: 309
Headquarters: New York City, NY

Parent company to iconic entertainment companies such as Warner Bros., Turner and HBO, those seeking to join an entertainment empire certainly applied this past year. This is likely in part due to the company’s upcoming acquisition by AT&T. Combining numerous high-value entertainment assets with AT&T’s 50 million customers? I think it’s safe to say the company’s future seems bright. Perks include things such as film and TV screenings at the office, as well as a Fit Nation program- promoting employee participation in various exercise activities.

7.) Apple

a.k.a. the Apparent Influence for Every Technology Company in Modern Media
Number of global employees: 110,000
Current LinkedIn Job Opportunities: 391
Headquarters: Cupertino, CA

The upcoming completion of Apple’s new campus, Apple Park, may have piqued some extra interest in the tech giant. Makers of the Mac computers, and inventors of the iPhone, Apple’s legendary legion of loyal fans are well-known. However, what you may not have known is that the company offers employee stock grants to all employees. Apple’s retail stores turn over just barely more than 10% of employees each year, in comparison to the 80% turnover rate for the rest of the retail industry. Huh. Maybe those overly enthusiastic folks working at the Apple Store really do enjoy their jobs.

6.) Tesla, Inc.

a.k.a. Rockets, Bullet Trains, and (Autonomous) Automobiles
Number of global employees: 30,000
Current LinkedIn Job Opportunities: 2,168
Headquarters: Palo Alto, CA

Tesla, pulling in at number 6 on the list, has recently taken over as the largest U.S.-based automaker, surpassing both Ford and General Motors. Therefore, it makes total sense that folks looking to work on cars would pick as Tesla as their prime work destination. Those interested in working on sending humans to Mars might, as well. Or those interested in working on a bullet train, running from San Francisco to Los Angeles. The same could also be said for those interested working on autonomous vehicles. And, with the company’s recent acquisition of SolarCity, there are likely even more avenues to explore. With Elon Musk’s recent announcement that Tesla’s Autopilot feature should be capable of a fully autonomous trip from L.A. to New York by the end of the year, it seems awfully likely the number of applications that Tesla receives will only continue to increase for the foreseeable future.

5.) Uber

a.k.a. Your Saturday Night Ride Home, a.k.a. Bad Press Magnates
Number of global employees: 12,000
Current LinkedIn Job Opportunities: 3,445
Headquarters: San Francisco, CA

Uber may not be getting the best press lately, but it certainly hasn’t seemed to have stopped folks from applying there. It couldn’t hurt that Uber is the highest-valued private technology company, currently being valued at $69 billion. It’s possible also that the company’s Uberversity program – a 3-day program attended by new hires, or nUbers (because apparently, Uber loves their puns) wherein they get to meet directly with the company’s leadership team- is way more exciting than it sounds.

4.) Salesforce

a.k.a. That Company That Basically Provides the Backbone to Your Business
Number of global employees: 25,000
Current LinkedIn Job Opportunities: 724
Headquarters: San Francisco, CA

Salesforce, the company known for its cloud-based business software and its massive annual San Francisco-based conventions comes it at number 4 on the list. Aside from every company previously listed using its platforms, Salesforce is also likely raking in the applications due to its highly touted inclusive company culture. Not only did the company famously invite Buddhist monks to consult on the design of its headquarters, but it also is well-known for its regular employee pay audits to ensure equal compensation is given regardless of race, gender, sexual identity, ethnicity, etc. Adding to its reputation as a socially conscious company, all employees are offered an additional 8 days of paid time off per year to contribute to causes they find important.

3.) Facebook

a.k.a. Socializing for the 21st Century
Number of global employees: 17,000
Current LinkedIn Job Opportunities: 1,152
Headquarters: Menlo Park, CA

Facebook ranks at number 3 on the list, as with a website reaching nearly 1.9 billion active monthly users, that’s kind of what you would expect. Aside from its social media focus, the company’s acquisitions of various messaging platforms, audio companies, and virtual/augmented reality technologies allows for a variety of career options and opportunities. CEO Mark Zuckerberg’s vision for the company is quoted as being to “build the new social infrastructure to create the world we want for generations to come”. Regardless of your opinion on Mark Zuckerberg and/or Facebook, you’ve got to admit that’s a pretty grand vision.

2.) Amazon

a.k.a. That Site Where You Do Most of Your Online Shopping
Number of global employees: 341,100
Current LinkedIn job opportunities: 17,016
Headquarters: Seattle, WA

E-tail (is that still a phrase?) giant Amazon also made it onto this year’s list of top companies. Aside from being the most recognizable online retailer, it also happens to be the parent company of ventures such Audible, Goodreads, and Comixology (building on its online bookstore beginnings). Not only have the number of subscribers to its Prime service grown by the “tens of millions”, but the company is also reportedly planning to add over 100,000 full-time, fully benefited jobs over the next 18 months. The company is a great place to work for dog-lovers as well, as not only are employees’ canine pals welcome at their Seattle headquarters, but there is dog park complete with dog treats on site! After all, it would be egregious if they did not cater to their canid employees as well.

1.) Alphabet Inc.

a.k.a. Google
Number of global employees: 72,000
Current LinkedIn job opportunities: 1,135
Headquarters: Mountain View, CA

Is it really all that surprising that Alphabet, Inc. is at the top of the list? Pretty much anything you’re interested in doing, they seem to have a hand in. Not only are they the owners of the uber (see number 5) super-popular Android platform, the creators of the ultra-useful Chrome web browser, ChromeOS, key players in the Autonomous Vehicle Wars, and, oh yeah, essentially Masters of the InterWebs, they also have a pretty awesome company culture. Not to mention, of course, the fact that the company is set to be using 100% renewable energy for all its operations by the end of the year. Yay, environmentalism!

(Also, it should be mentioned that those Google bikes are pretty rad.)

The rest of the list

If you are interested in reading up on all 50, their list is available here.

#LinkedInTop50

Andrew Clausen is a Staff Writer at The American Genius and when he's not deep diving into technology and business news for you, he is a poet, enjoys rock climbing, monster movies, and spending time with his notoriously naughty cat.

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Business News

Unify your remote team with these important conversations

(BUSINESS NEWS) More than a happy hour, consider having these poignant conversations to bring your remote team together like never before.

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Cultivating a team dynamic is difficult enough without everyone’s Zoom feed freezing halfway through “happy” hour. You may not be able to bond over margaritas these days, but there are a few conversations you can have to make your team feel more supported—and more comfortable with communicating.

According to Forbes, the first conversation to have pertains to individual productivity. Ask your employees, quite simply, what their productivity indicators are. Since you can’t rely on popping into the office to see who is working on a project and who is beating their Snake score, knowing how your employees quantify productivity is the next-best thing. This may lead to a conversation about what you want to see in return, which is always helpful for your employees to know.

Another thing to discuss with your employees regards communication. Determining which avenues of communication are appropriate, which ones should be reserved for emergencies, and which ones are completely off the table is key. For example, you might find that most employees are comfortable texting each other while you prefer Slack or email updates. Setting that boundary ahead of time and making it “office” policy will help prevent strain down the road.

Finally, checking in with your employees about their expectations is also important. If you can discuss the sticky issue of who deals with what, whose job responsibilities overlap, and what each person is predominantly responsible for, you’ll negate a lot of stress later. Knowing exactly which of your employees specialize in specific areas is good for you, and it’s good for the team as a whole.

With these 3 discussions out of the way, you can turn your focus to more nebulous concepts, the first of which pertains to hiring. Loop your employees in and ask them how they would hire new talent during this time; what aspects would they look for, and how would they discern between candidates without being able to meet in-person? It may seem like a trivial conversation, but having it will serve to unify further your team—so it’s worth your time.

The last crucial conversation, per Forbes, is simple: Ask your employees what they would prioritize if they became CEOs tomorrow. There’s a lot of latitude for goofy responses here, but you’ll hear some really valuable—and potentially gut-wrenching—feedback you wouldn’t usually receive. It never hurts to know what your staff prioritize as idealists.

Unifying your staff can be difficult, but if you start with these conversations, you’ll be well on your way to a strong team during these trying times.

This story was first published in November 2020.

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Business News

How to apply to be on a Board of Directors

(BUSINESS NEWS) What do you need to think about and explore if you want to apply for a Board of Directors? Here’s a quick rundown of what, why, and when.

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What?
What does a Board of Directors do? Investopedia explains “A board of directors (B of D) is an elected group of individuals that represent shareholders. The board is a governing body that typically meets at regular intervals to set policies for corporate management and oversight. Every public company must have a board of directors. Some private and nonprofit organizations also have a board of directors.”

Why?
It is time to have a diverse representation of thoughts, values and insights from intelligently minded people that can give you the intel you need to move forward – as they don’t have quite the same vested interests as you.

We have become the nation that works like a machine. Day in and day out we are consumed by our work (and have easy access to it with our smartphones). We do volunteer and participate in extra-curricular activities, but it’s possible that many of us have never understood or considered joining a Board of Directors. There’s a new wave of Gen Xers and Millennials that have plenty of years of life and work experience + insights that this might be the time to resurrect (or invigorate) interest.

Harvard Business Review shared a great article about identifying the FIVE key areas you would want to consider growing your knowledge if you want to join a board:

1. Financial – You need to be able to speak in numbers.
2. Strategic – You want to be able to speak to how to be strategic even if you know the numbers.
3. Relational – This is where communication is key – understanding what you want to share with others and what they are sharing with you. This is very different than being on the Operational side of things.
4. Role – You must be able to be clear and add value in your time allotted – and know where you especially add value from your skills, experiences and strengths.
5. Cultural – You must contribute the feeling that Executives can come forward to seek advice even if things aren’t going well and create that culture of collaboration.

As Charlotte Valeur, a Danish-born former investment banker who has chaired three international companies and now leads the UK’s Institute of Directors, says, “We need to help new participants from under-represented groups to develop the confidence of working on boards and to come to know that” – while boardroom capital does take effort to build – “this is not rocket science.

When?
NOW! The time is now for all of us to get involved in helping to create a brighter future for organizations and businesses that we care about (including if they are our own business – you may want to create a Board of Directors).

The Harvard Business Review gave great explanations of the need to diversify those that have been on the Boards to continue to strive to better represent our population as a whole. Are you ready to take on this challenge? We need you.

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Business News

Age discrimination lawsuits are coming due to the pandemic – don’t add to the mess

(BUSINESS NEWS) Age discrimination is spreading despite intentions to help, and employers need to know how to proceed in this unprecedented era.

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Ageism void

Before the pandemic, age discrimination was prevalent in workplaces. The EEOC reports that in 2018, about 6 out of 10 workers aged 45 years and older say they experience discrimination on the job.

A 2015 survey found that 75% of older workers found age an obstacle in job hunting. COVID-19 made the situation much worse.

Not only do older workers deal with discrimination, but they are at a higher risk of developing serious complications from the virus. According to the Society for Human Resource Management, older workers were hit the hardest by job loss during the pandemic, which is unusual during a recession. As offices reopen, employers need to be careful to avoid age discrimination in rehiring.

Lawyers expect age discrimination lawsuits to increase.

Last September, Harris Meyer published an article in the ABA Journal that predicted a “flood of age discrimination lawsuits” from the pandemic. Employers who have good intentions by keeping older employees out of the workplace to protect their health are still guilty of age discrimination.

What can employers do to avoid age discrimination?

It may be fine line between making sure you don’t discriminate based on age while offering ADA accommodations. The first thing employers should do is to know what laws apply based on their location. Some states exempt employees over 65 from returning to the workplace out of safety fears, meaning that those employees can still get unemployment. Other states are cutting benefits if employees don’t return to work, regardless of age.

There are some jurisdictions that have passed legislation about which workers have the right to be recalled. Next, review your own policies and agreements with laid off and terminated employees. You may want to consult legal counsel to make sure you’re covering your bases.

As you rehire, whether you’re bringing back former employees or hiring new team members, do not make hiring decisions based on age. Keep good documentation about your decisions to terminate certain employees. If you are citing poor performance, make sure to have a record of that. Don’t terminate older employees who have bigger salaries just because of lower sales. Monitor your words (and that of your hiring team) to avoid bias in hiring and firing.

Provide accommodations or not?

According to the SHRM, “Workers age 40 and older are protected from bias by the Age Discrimination in Employment Act; however, that law doesn’t require employers to make accommodations for safety concerns.”

Still, employers can provide flexibility for workers, but it largely depends on the type of job. Reaching an accommodation for an office worker will be much easier than accommodating a sanitation worker.

Employers should assume that workers aged 40 and older can return to work. When the need for help is raised by the employee, enter negotiations for accommodations. Don’t initiate the conversation, and absolutely avoid any references to age.

Know that the environment may change as the pandemic continues to affect workers.

Be thoughtful about your hiring practices moving forward to avoid costly litigation from age discrimination.

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