Archives for jluijke

Insights into why Atlassian won two prestigious HR Awards

It's always exhilarating to win an award, especially when you're up against so many other nominees including some of the best and biggest brands in the nation. So you can imagine our excitement when Atlassian won not one but two categories in the 2012 Human Capital Magazine Australian HR Awards. Here are a few insights into why we think we won. Best Australian Recruitment Strategy We received the Best Australian Recruitment Strategy award for our “Europe, We’re Coming to Steal Your

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Dev? European? Recruitment bus hits major cities, in true Atlassian style

  • By jluijke, VP of Talent
  • On March 8, 2012
Wow, what an incredible response. I'm writing this note after watching the applications from software developers soar past 350,… only one week after launching the 15-in-15 roadshow, our somewhat crazy idea to send a "Recruitment Bus" around Europe to find the best. Only a couple of months ago, I sat down with our awesome recruitment manager, Deepa to discuss how we could put a traditional recruitment roadshow in a new jacket. We got hold of a bus and scheduled a tour through EU cities

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8 automations that improved our HR team’s productivity

I hate manual repetitive tasks that don’t add value to the work of our team. Unfortunately, in HR, there are many. In the past, we'd run around manually adding information on various HR systems, notify IT, update managers on recruitment stats, new hires, and the list goes on and on. That's why we've been working on ways to automate these processes. Unfortunately, HR system providers don’t make it easy for us. The tools are often archaic and allow little to no integration options. However,

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Atlassian’s Big Experiment with Performance Reviews

I'm happy to announce that we are undertaking a thorough, public trial of an alternative to the traditional performance review. Do you ever wonder if and how you could call a halt to your performance review process? Do you think traditional processes are marred by the distribution curve (and forced rankings), huge time investments and low impact on performance improvements? Maybe you agree that your processes have their faults, but you think that it's not sensible to abolish performance appraisals

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