Marek Balis on Winning the Battle for Millennial Talent

Marek Balis has built his expertise in attracting, hiring, and developing top talent on a global scale through leadership roles at Coca-Cola HBC, Telefónica, IBM, and Accenture. In this conversation, he shares his experience in acquiring and retaining Millennial talent.

Q: Attracting, hiring, and retaining Millennials is a frequent topic on professional forums. How can companies win the battle for this generation?

I mentor and coach Millennials, and I also support startups founded by them. The reality is often different from what companies expect. Organizations must reinvent themselves and become truly attractive to this generation. Typical Millennial candidates are looking for a strong organizational culture. They distrust traditional recruitment advertising and prefer to be directly approached. They want to feel that they are in demand, not just applicants in a database. They are in high demand, and therefore, they are interested in being "hunted "by the companies.

Q: What are the best practices to attract and retain Millennials?

Offer engaging work and fair rewards. Companies should place Millennials into departments with high engagement and motivated managers. Assigning them to uninspired teams with leaders who lack time will not work. Millennials value working on real projects rather than attending costly and inefficient training programs. From experience, mixed-age teams often perform best—Millennials bring fresh innovation while older colleagues provide corporate context.

One proven practice is transparency and continuous feedback. A leader I know holds weekly meetings with his Millennial team, reviewing achievements and opportunities for improvement—including his own. His transparency and openness are highly valued. Everyone wants clarity, the chance to ask questions, and the chance to contribute.

Q: How do hierarchy and transparency affect Millennials?

Transparency is essential. Millennials are used to instant access to information through technology, so organizations should leverage corporate social networks to share approved information. While Millennials are skeptical of rigid hierarchies, this doesn’t mean that all companies should adopt holacracy. However, leaders—especially CEOs—should be visible, approachable, and active in communication. Even something as simple as blogging on the company network or engaging directly with junior employees builds credibility.

Q: What role do startups play, and how can we support Millennials leading them?

Mentoring from senior managers is critical. Their knowledge and experience can help startups progress and build sustainable businesses. Many companies offer grants or incubators, but very few provide startups with financial advisors or investment guidance. In my experience with Wayra CEE, this is precisely what young entrepreneurs need.

Q: How do Millennials view employer branding?

For Millennials, a brand must have purpose and social impact. Market leadership alone doesn’t impress them. They want a story—why the company matters and how it contributes to society. Brands that can tell authentic stories will attract their attention more than generic corporate messaging.

Q: Can a strong brand alone win the battle for Millennial talent?

A strong brand helps, but it is not enough. Without an inspiring culture, transparent leadership, and engaged employees, Millennials will leave. Employer branding must be backed by real practices—innovative HR, inspiring leaders, and a culture that people want to join and stay in.

Thank you, Marek.

About Mr. Balis

Marek Balis is an experienced HR leader with global expertise in talent acquisition, development, and engagement. He has held leadership roles at Coca-Cola HBC, Telefónica, IBM, and Accenture, and is a certified executive coach. Marek has co-piloted projects across Europe, Qatar, Brazil, and the US. He holds a Master’s in Human Resources from King’s College London and a degree in International Management from the University of Ottawa.

This interview was part of the MENITY Leaders Talk series (2014–2016).

Interview with Mrs. Balis, conducted by Mr. Janik, Managing Partner at MENITY.

Photography © MENITY