Total compensation, whole person: 3 strategies to attract talent - Baltimore


Apr. 1, 2019 6:22 pm

Total compensation, whole person: 3 strategies to attract talent

Salaries, flexibility, perks: Here's what Baltimore companies told us about their benefits packages at a recent stakeholder meeting.
Job seekers at NET/WORK Baltimore 2018.

Job seekers at NET/WORK Baltimore 2018.

( file photo)

An enticing job offer goes beyond the paycheck, so it comes as no surprise that companies who are looking to keep top employees — amid a cutthroat tech market talent — are considering the dimensions of plenty of other offerings.

After all, it’s not just about creating a package that will encourage an employee to sign on, but creating a place to work where people can thrive in the long run.

That extends to what companies are offering employees as part of compensation, and their push to create an environment that attracts – and retain – employees. From a recent conversation among Baltimore tech leaders, it’s clear that companies are seeking to create opportunities offering employees flexibility and chances to grow.

Following a conversation on hiring strategies, here are approaches that Baltimore tech community and people operations leaders talked about ahead of NET/WORK Baltimore at our recent Women in Tech month edition of’s regular stakeholders meeting:


The amount of pay is often the key point of negotiation in the process of getting a job.

When it comes to the salary offered to employees, Protenus VP of People Operations Megan Emhoff said it’s important to do research beforehand: Going into the process with data to back up numbers is key.

When it comes to negotiations, the evident pay gap between men and women was mentioned. This can come down to how the negotiation is approached, as studies have shown women are less likely to negotiate, at least when it comes to an initial job.

“Women, please do not take the first offer,” pleaded Seema Iyer, associate director and research assistant professor for the Jacob France Institute in the University of Baltimore’s Merrick School of Business.



Introducing flexible hours is key for many workplaces. Carrie Gaut, director of talent acquisition at Point3 Security discussed the importance of work-life balance, and how it’s important to take into account employees’ commitments beyond work. The company also looks to provide events beyond work for its employees, such as a recent evening event that was outside normal hours.

At Canton-based SmartLogic, Operations Manager Chelsea Keene said the dev agency has implemented core hours of 10 a.m.-3:30 p.m. The team still works the set eight hours, but it’s up to them how the remainder are being set.

Keene said there’s also a big emphasis on professional development. It’s time she’s used to spearhead the Baltimore Women in Tech MicroGrant program, which has provided funding to grow efforts for women in tech around the city over the last two years.

Share what you learn

Spark Baltimore Director of Community and Partnerships Shervonne Cherry said the coworking space has plenty of examples of companies creating offerings that embrace flexibility and the whole person. She encourages other members at the downtown hub to approach them and use it as a chance to learn. After all, it’s a community space.

And Spark has also shared its own ideas, offering some of the same benefits the company receives to its members.

“We do provide benefits to our employees, but we’re extending those benefits to our community,” Cherry said.


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