The power of culture: How ProcurePro's Head of Operations is shaping the future of talent attraction

A culture built on trust, transparency, and open communication fosters an environment where employees feel valued and empowered. By aligning their core values with everyday operations, companies create a workplace that inspires employees to perform at their best. This approach not only boosts engagement but also cultivates a sense of belonging, making it easier to attract high-caliber candidates who align with these values. 

However, building a supportive work environment is no simple feat. In an exclusive interview with People Matters, Shilpa Mohan, Head of Operations at ProcurePro, offers her insights on how leaders can overcome these challenges. She delves into innovative strategies for nurturing a vibrant company culture, refining employer branding in the hybrid era, and leveraging technology to revolutionize HR practices.

The Changing Face of Employer Branding

Employer branding is a critical element of attracting top talent, but there remains confusion around its meaning and importance. Many leaders believe it’s something that only applies to in-office settings, especially with the shift toward remote and hybrid work models. However, Shilpa emphasizes that employer branding is more than just surface-level perks like free lunches or branded merchandise. It’s about setting the right expectations and being transparent.

At ProcurePro, a unique approach known as the “anti-hire” is used during recruitment. In this step, candidates are explicitly told why they shouldn’t join the company, alongside why they should. Shilpa explains that it’s essential for candidates to understand the company’s pace and expectations. “We move fast, sometimes turning large projects around in a day or two,” she says. “If someone isn’t looking for that pace, it’s better to know beforehand. It’s about setting the right expectations from the start, which helps maintain transparency and builds trust from day one.”

The shift to hybrid and remote work makes it even more important for employer branding to evolve. Shilpa notes that transparency, autonomy, and alignment with organizational values are crucial factors for attracting and retaining talent in a remote or hybrid environment.

Creating a Culture of Trust and Autonomy

In startups, it’s easy to fall into the trap of focusing on flashy perks to define the company culture. However, Shilpa argues that these surface-level benefits do not create lasting engagement. What truly retains employees is an environment of trust and autonomy. “At ProcurePro, we prioritize trust and transparency,” she explains. “We expect tasks to be completed within a certain timeframe, but we empower employees to determine how they achieve those outcomes. We don’t focus on clock-watching — we focus on results.”

Shilpa’s approach challenges the traditional views around in-office work. While many companies continue to debate the importance of physical presence in the office, she highlights that global productivity has increased with the shift to remote work. The key, she believes, is trust. “It’s about creating an environment where employees feel valued and trusted, which in turn drives motivation and performance.”

Well-Being: A Core Value, Not a Trend

Employee well-being has become a hot topic in recent years, but many companies still fail to integrate it meaningfully into their culture. Shilpa stresses that well-being is not just about offering gym memberships or wellness programs — it’s about creating a holistic support system for employees.

At her organization, well-being is embedded into the company’s values. The organization offers flexible work arrangements and encourages open communication about mental health. Shilpa emphasizes that the company supports employees who need mental health days, saying, “We understand that mental health is just as important as physical health, and both need to be addressed for overall well-being.”

The company also trains managers to distinguish between overwhelm and burnout. Shilpa explains, “We differentiate between overwhelm and burnout because they can appear similar, but the actions required to address them are very different.” Regular well-being surveys and feedback sessions are essential in maintaining a workplace where employees feel safe and supported.

Leveraging Technology for HR Transformation

The role of technology, particularly AI, continues to expand in the workplace. While many see AI as a potential disruptor, Shilpa believes it can be a valuable tool when used to support HR functions. “AI is a game-changer in HR,” she acknowledges. “It can help companies streamline routine processes like recruitment, onboarding, and employee engagement.” However, she stresses that AI should complement, not replace, human judgment.

At her firm, AI is used to handle initial candidate screenings, which frees up HR teams to focus on more personal interactions. “AI can help reduce biases and improve efficiency, but human interaction remains essential,” she explains. The company also ensures transparency in the use of AI, particularly in recruitment, to avoid misconceptions about its role in the process.

Shilpa believes the key to successful AI integration is finding the right balance between technology and human interaction. While AI can improve communication and enhance HR functions, it should never replace the empathy and context that humans bring to tasks like performance reviews or conflict resolution.

Adapting to the Talent Shortage

The talent shortage remains a significant challenge for businesses across industries. Shilpa believes that the traditional methods of hiring based on educational background or experience are no longer enough. Companies must focus on a skills-based approach to attract the best talent. “In high-growth startups or generalist roles, focusing on key skills rather than qualifications is critical,” she advises.

The hybrid or remote work model, which continues to be a growing trend, also requires new strategies to attract and retain talent. Shilpa points out that companies must find ways to compensate employees for additional expenses incurred by working remotely, such as commuting or childcare. Effective communication strategies are essential to ensure employees remain connected and informed, regardless of where they’re working from.

Moreover, diversity, equity, and inclusion (DEI) should not just be a passing trend but a foundational aspect of every company’s culture. Shilpa underscores that with the growing focus on environmental, social, and governance (ESG) standards, companies must ensure their DEI policies are robust and that their managers are trained to handle these issues effectively.

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The Role of Transparency in Company Culture

Transparency is often cited as a crucial element in fostering trust within an organization, but Shilpa believes it goes beyond just open communication. It’s about creating a culture where employees feel informed and involved in decision-making. At ProcurePro, Shilpa ensures that everyone has access to the company’s financial statements every month, fostering a sense of ownership and responsibility among employees.

Shilpa adds that transparency also means being honest about challenges and setbacks. “When crises occur, we ensure that everyone is informed about the situation, what it means for the business, and what steps we’re taking to address it,” she explains. This open approach helps to maintain morale during difficult times.

Creating a culture of transparency requires consistent effort, and Shilpa emphasizes the importance of two-way communication. Whether through All-Hands meetings or anonymous Q&A sessions, employees should always feel that they can voice their concerns and be heard. She practices what she preaches by maintaining a virtual open-door policy, ensuring that employees can always approach her or the CEO with any questions or issues.

Moving Forward: Adapting to the Future of Work

Looking ahead, Shilpa offers advice to HR leaders and managers facing the challenges of a rapidly changing work environment. “My advice would be to embrace change rather than resist it,” she says. She believes that HR leaders must remain adaptable and open to new approaches in order to stay relevant.

Ultimately, Shilpa emphasizes that the core values of trust, transparency, and autonomy will always be essential for creating a thriving company culture. “It’s not about doing what’s popular or following the latest trends,” she concludes. “It’s about creating a culture where employees feel valued, supported, and empowered to do their best work.”

As the workplace continues to evolve, Shilpa’s insights offer a clear roadmap for companies looking to build strong, resilient cultures that can attract and retain top talent in a competitive market. By embracing transparency, autonomy, and technology, organizations can create an environment where both employees and businesses thrive.