The concept of Organization Archetypes is something very interesting to understand for HR leaders.  Each organization has its own DNA, and the same role from two companies within the same industry is very different when it comes to critical skill sets.  There are unique differences across these companies.  Amazon believes that getting their Principal Engineer group talent right is the absolute key to success.  You will see a separate division just focused on that, for example.  Amazon is a great example of structuring the company into Microservices. The company started with the traditional model of a monolithic tech organization that decides on the budget and priorities across the business units. Inspired by a video game named Creation, they restructured the business into smaller intelligent, independent, and entrepreneurial units. This allowed the groups to grow without getting choked by internal bottlenecks. For example: The data center unit was structured into independent units of compute, storage, network that the developers can configure anyway to optimize for e-commerce service. This allowed them to launch this as a separate business for other enterprises and startups to consume. AWS revenue today is over 20 billion dollars. The Amazon fulfillment center was quickly transformed to support 3^rd party merchants, and now 3^rd party merchant revenue contributes over 40% of Amazon’s eCommerce revenue. A small merchant today has access to the sophisticated amazon supply chain and logistics. All they require is just a smartphone. They just started Amazon health as an internal initiative to improve the healthcare service, transparency, and cost for their employees. We won’t be surprised if Amazon uses its microservices-based business model to become a large healthcare provider globally in the next decade.

It is extremely valuable to understand your own and peer archetype.  This helps in planning for reskilling and developing critical competencies.  At Draup, we have developed a way to model this using external data (JDs and Profiles).  Here is a sample Software Engineer Archetype we developed for Uber

Let us know if we need to conduct any Archetype analysis on specific companies

Talent Loss Analysis is a powerful concept that every recruiter should be very familiar with.  The interesting aspect of this concept is, it can give deeper insights around why Talent loss is happening and at what levels.  This can be entirely done through public data. This can be done at a role level where the talent from one company is moving to another.

Here is how this cheat sheet would look like (sample mapped based on applied scientist movement from an online retailer company to a social commerce company)