Last week we received for our MaDI Talks  Héctor Cachero and Melina Parisi from Trivago. They work in the advisor care department and the HR department and came to make a presentation about the increase of the company and the internationalization process, the talents and how to manage multicultural talent in a tech company.

If you want to know more about our  MaDI Talks go to our blog and social networks where we publish a calendar with the talks about different topics: Networking, Digital tools,  Jobs and career  y Doing Business .

Trivago: the internationalization process

In 2008 Trivago has developed a model service based in this phrase: “To be the traveler first source of independent information to find the ideal hotel at the best price.”

The Internationalization process started in 2013 with the opening of the Palma de Mallorca tech office as a test. The experiment was a success and now they are already 83 people divided in 4 departments and they have opened a new IT office in Amsterdam and Leipzig focused on IT and one in Shanghai to enable Trivago do make business in China. In 2017 Trivago is present in the 5 continents, 190 countries, more than 1,000 employees and they count with 68 nationalities in their offices.

According to Hector, Trivago dominates the top of the consumer brand awareness meaning that more than 50% of the revenue FY 2016 traffic type became from brand name (the user types “Trivago” directly in the URL) and the second comes from SEM.

Multicultural Environment

Melina started her speech saying that the key reason of Trivago’s success becomes from the workforce, the employees. That is why for company is really important to keep them satisfied with their works.

She points that in a company composed by people from only one nationality you solve the problem in only one way and when you have a multicultural company gives you an wider perspective about how to make decisions, you have the ability to solve the problems in different ways and to achieve different results.

To illustrate they have present 2 videos about the “Company Spirit” one in the Palma, Mallorca and the other one in Dusseldorf office to show how the environment is open, welcoming, relaxed and focused in quality of life.

 The Employee Life Circle

  • Talent acquisition

This is an area composed by the talent attraction which looks for channels and websites that are more effective to attract people and talent selection interview tools and process.

Melisa explains how to apply to an job vacancy in the Trivago website and the flow of the application since the receiving, the principal aspects that they take into account like: all the fields correctly filled, originality, personalized presentation letter, expected salary. After this the HR sends the CV for the department responsible for the vacancy that looks at the profile and answers positively or negatively.

If the answer is positive and the profile is interesting they set up one of this types of interview: Skype, Skype for Business tool, personal and cellphone or a real case to solve. And the interviews have a pre-stablish structure so can be uniform and fair to every participant.

  • Talent Integration

The objective of this team is to integrate the new employee in to the Trivago’s culture and destination country in the best way possible.

At the beginning the new employees start in a 1 week training in Dusseldorf to learn about the whole organization:  to understand the areas, teams, where the money comes from, the colleagues and practical cases. At the end of this week they make a quiz and they receive a diploma.

  • Talent Development

After the person is already integrated in the company they start to build the employee development inside Trivago. This department is responsible to understand, organize and promote trainings, classes, compensations, promotions, benefits and incentives.

  • Leadership Development

The HR consultants are also responsible for the leaders’ development. The leaders receive trainings to assure they are guiding well the team and if the employees are always leaning and challenging the status quo. The development process and the employee’s evaluations are based in 6 pillars: trust, authenticity, unwavering focus, power of proof, entrepreneurial passion and fanatic learning.

  •  Company Culture

To manage all the cultures they have in the workforce they decided to define the English as the official language in the communications, documents and information.

All the offices are without walls to help to promote talks, communications, cultural integration, understandings and to enable everyone to achieve the same point. And they also have internal communications tools to connect all the workers around the world where they can talk, make suggestions and promote discussions.

Check the Video: