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Jon Wolheim
Vice President, People and Culture at Games For Love
Jon Wolheim
Jon Wolheim is the Vice President of People and Culture at Games For Love, a non-profit organization.1 He is also a Board Member, Chief Growth Officer, and Co-Founder at Flow Lobby.1
Education and Certifications
- Master of Business Administration (MBA) from University of Southern California - Marshall School of Business1
- Senior Professional in Human Resources (SPHR) certification from HR Certification Institute - HRCI1
- Professional in Human Resources (PHR) certification from HR Certification Institute - HRCI1
- Program Completion from MIT Professional Education1
- MEDIC PediatricPlus CPR, AED, and First Aid certification from American Heart Association1
Languages
Experience
- Vice President, People and Culture at Games For Love (June 2023 - Present)1
- Board Member/Chief Growth Officer/Co-Founder at Flow Lobby (June 2023 - Present)1
Jon Wolheim is recognized as a LinkedIn Top Voice in AI and Gaming, and frequently shares posts related to gaming jobs, the gaming industry, and gaming communities.234567
Highlights
QUIZ: As of today, 7/12/2024, how many days have passed since OpenAI released ChatGPT?
(answer is in comments)
Did you know that for the 12.4 million American job seekers in July 2024... 📈 60% have abandoned an application because it was too long. ⌛️ 43% regularly spend over 30 minutes on a single application. 🙅 10% report regularly investing an hour or more on a single application.
... And...
😞 52% of candidates report waiting three months or longer to receive a response.
The market is turning and soon the way that brands treat (and have treated) prospective members of their teams will once again become a primary deciding factor in their futures.
I predict that analysts will begin to factor candidate experience and talent marketing into their valuations for company stock prices. After all, if you've eliminated your ability to hire great people because of how you treated them when the market wasn't forcing you to create a great experience, how realistic is it that your company will thrive against those that CAN access great people?
So this is where you come in; whether you're a candidate, a hiring manager, or a part of the Talent Acquisition and/or HR ecosystem at your company, please weigh in and let's share, learn, and maybe even vent a little bit together.
- What is the first way you can tell that a company cares about its candidates?
- What is the first way you can tell a company does NOT care about its candidates?
Feel free to post text, video, or any other form of response.

