“A healthy level of paranoia keeps us on our toes”

In our digitised society, where we spend more time online than offline, an advanced kind of lawlessness has developed. Cyber criminality has come to a level where it is best to assume that you will be a target and start with precautions from an early stage. Schibsted, home of digital brands all over Europe, is working hard to protect sensitive information and dismantle attacks before they happen.

October is not only known for breast cancer awareness and Halloween, but also the EU and U.S. established the month of cyber security. The concept of highlighting the importance of strong data protection is something that Schibsted has adopted through all company levels. 

“Cyber security is a broad term, but what it means is that we need to protect our digital assets because without those, we have no business. For a large company like Schibsted, with many journalists handling source-protected information, protecting our data is of utmost importance. That is why we have gone full swing introducing a whole Cyber Security Month in October,” Knarik Avetisyan, Security Awareness & Compliance Specialist at Schibsted, says. 

Equally important for all employees
This past October was the third annual Cyber Security Month at Schibsted. During the four weeks, every employee – from journalists and photographers to data specialists and developers – was invited to participate in seminars, lectures and workshops about security. Events that have attracted a large audience in all countries where Schibsted has offices. 

“During the pandemic, the events were all online. Because we are a digital brands company, we had the right infrastructure to support that setup. This year, we tried a hybrid arrangement, where some workshops were held live. For example, we did a lock-picking workshop, which was very popular. It showed that it’s important not to forget about physical security as we talk more and more about our digital security,” Knarik says. 

“Hack me if you can”
The event that drew considerable interest was titled “Hack me if you can”. The event, inspired by the well-known Leonardo DiCaprio swindler movie, let the participants take on the role of a hacker trying to find weaknesses in a few dedicated internal domains.

“We gave the participants a two-week time frame and basic guidelines not to break anything or put us out of business. Using ethical hackers, or bug bounty programs, is common within cyber security, but doing it internally was a fun experience that has never been done before. We crowned three winners, whose findings we could recreate and use to strengthen our security,” Knarik says.

High focus during a lock picking workshop – an internal event during the Cyber Security Month.

Making it easy for the employees
One big challenge being a large company consisting of many different brands across several countries is to align the security. With more developed digital infrastructures, hackers get more sophisticated in their attacks. They find and penetrate any weak spots they can. 

“Our Data Security team runs a large security program which includes training employees in technical solutions. The human factor is a soft spot in cyber security. There is a common cognitive bias to feel that hackers would not be interested in me and my information. That false sense of optimism can lead to us being uncareful online, which can have immense negative consequences – both personal and professional. By standardising and implementing security services through all the Schibsted brands and employee levels, we strengthen ourselves and minimise the effects of cyber attacks. We are all possible targets, and having a healthy level of paranoia keeps us on our toes,” Knarik says. 

Knarik’s three easy steps to a more data-secure life:

  • Use multifactor authentication (MFA) on your accounts. The best MFA options are using your fingerprint reader or facial recognition on your smartphone or laptop. By using those MFA methods, you can make your accounts un-phishable.
  • Do not save your passwords in your browser. Instead, use a password manager to keep track of all your accounts and to generate new passwords. And remember, all passwords should be unique. 
  • Update your devices straight away when prompted to. Hackers can exploit vulnerabilities in previous updates. By keeping your devices and software up to date with security updates, your data will be safe.

Are you curious to know what life at Schibsted is all about? Click here!

On the list of Nordic’s top 50 most attractive employers

Universum, the global leader in employer branding, has surveyed close to 22.000 young IT professionals about their selection of their future employers. We are proud to share that Schibsted has climbed in ranking in both Sweden and Norway!

The young professionals have responded to the survey between November 2021 – August 2022. The data collection was conducted via an online survey from the target group in 36 occupation groups, in 48 industries. In the survey the respondents answered questions like the most important employer attributes, the impact of remote work and more.

Ranking ideal employer
When the IT professionals in Norway rank the ideal employer Schibsted ends up on an gratifying 10th place, from last year’s ranking at the 12th place. On the corresponding Swedish list Schibsted ends up in 40th place, an impressive improvement from last year’s 48th place. One of the purposes of the solid list is to make it easier for professionals to find their next employer.

“Our main target group is, since a couple of years ago, tech talents, why most of our Employer Branding efforts have been in that area. Presence at conferences, internal and external events, dedicated tech career site, tech festival, Kids Coding Camp and much more. But most importantly have we prioritised highlighting employee stories on our social media channels with the purpose of telling the authentic story about Schibsted as an employer. Our job is to showcase us as an attractive employer and we are of course super happy to see that our work has paid off and that more and more talents are finding their way to explore Schibsted”, says Lena Berlin Stålhammar, Director Employer Branding & Talent programs.

Empowering women in the tech industry
We are also proud to say that Schibsed is ranking in the right direction for both females and male talent.

At Schibsted, promoting a diverse tech industry is a question close to our hearts. Schibsted Shetech is a community where everyone is invited to meet, to learn and to discuss – all while together shaping the future of tech.

“We have a strong community that shares a common vision regarding women empowerment. Together we organize monthly events dedicated to women in tech. We give autonomy, we help develop competences and we celebrate each other’s achievement. Our mission is to help each other reach our full potential!”, says Raluca Balogh, Engineering Manager and member in Schibsted’s community Shetech.

Picture from an event in collaboration with the Swedish organisation Tjejer Kodar.

Picture from an event in collaboration with the Swedish organisation Tjejer Kodar.

Finally, thank you to all our colleagues who make Schibsted into such a great place to work. Click here to get a sneak peek into the life at Schibsted.

“I grew a lot as a developer”

Elin Larsson is working as a Software Engineer at Schibsted and started her journey as a summer intern. She studied Web development at the Miduniversity in Sweden. 

Hi Elin😃 Why did you apply for an internship at Schibsted?
I was fresh out of school and it felt like a great opportunity to grow and learn.

Where in Schibsted did you do your internship?
Within the Aftonbladet brand team.

What was the best experience being an intern?
To get to work as a full team member and solve things hands-on.

What is your advice for other students who want to become an intern at Schibsted?
Have fun and ask a lot of questions! The people working at Schibsted know so much, use that as much as possible!

Where do you work today, and what is the difference between being an intern and a regular employee?
I still work within the AB Brand team in MPT. The difference might be that I have more confidence in my role now as a regular employee😊

“Dare to ask questions and strive to be as flexible and as well-rounded as possible.”

Per Morten Halvorsen is a Machine Learning Engineer at Schibsted and started his journey with Schibsted as a summer intern. He studied Mathematics with Informatics (bachelor’s program) and Data Science (master’s program) at the University of Oslo.

Hi Per🤩 Why did you apply for an internship at Schibsted?
I wanted to see what machine learning in the industry looked like and in what ways Schibsted was using language technologies

Where in Schibsted did you do your internship?
In the Predict Team, within Data Foundations. Me and another intern worked on improving the pretraining steps of a model currently running in production

What was the best experience being an intern?
Getting paid to work on complex machine learning problems all summer long

What did you learn from your internship period?
Being a relevant job candidate means more than just knowing the theory. Social and presentation skills are equally important!

Where do you work today, and what is the difference between being an intern and a regular employee?
I’m still working in the Predict team in Oslo. The only real difference between being an intern versus full-time is the level of responsibility expected of you. Our interns always feel like part of the team.

“In Schibsted you are accepted regardless whether you are an intern or senior employee”

Jacob Welander is a Data Scientist at Schibsted who started his journey as a summer intern. He studied Statistics and Machine Learning at Linköping University.

Hi Jacob 👋 Where in Schibsted did you do your internship?
I did my internship for Curate, the team that is responsible for the news recommendation system. During the internship, I worked together with the team in order to create a new personalization algorithm.

What was the best experience being an intern?
The mentorship and being able to work in a cross-functional team, where I could learn from both engineers and data scientists.

What did you learn from your internship period?
Applying the theory that I learned in my studies to solve real-world problems.

Where do you work today, and what is the difference between being an intern and a regular employee?
I’m still working at the Curate team as a Data Scientist. The largest difference of being a regular employee is that it often comes with more responsibility, where you help the team to reach its goals instead of working on a predefined task.

“Schibsted has found the balance between work and having fun”

I am Eleonora, and I am currently finishing my master’s thesis in Computer Science at KTH in Stockholm while working at Schibsted as a Data Engineer. During my first year of the master’s, I enjoyed taking classes focusing on the backend. Hence, I found the summer internship at Schibsted to be the perfect opportunity to explore further and gain more valuable experience.

During the summer of 2021 I worked as a Data Engineering Intern at Schibsted. It has not only been insightful and challenging but also fun! Our team project revolved around data aggregation and the presentation of insightful statistics. We got to play around with both the backend and the frontend, which made the internship even more interesting. Our fantastic four mentors helped us and guided us in the right direction. We could be transparent with them about our failures but also our successes.

What I have learned from my internship
This internship has helped me become a better programmer. I worked with languages (Scala and TypeScript), tools and libraries that I had no or little knowledge about. However, with teamwork and the right mindset, anything can be achieved. I worked with two other interns, so I have learned how to share tasks and communicate ideas with others. Our mentors pushed us to take ownership of our product and become more independent! They also held small workshops, taught us the basics of programming languages, and provided us with constructive feedback on our work, which I find invaluable when trying to get better at something.

The culture at Schibsted
I found the people and culture at Schibsted to be open, professional, and open-minded. There were many events scheduled during the weeks, one of my favourites was the music quiz! One can say that Schibsted has found the balance between work and having fun. The colleagues I interacted with were very passionate about their projects and were more than happy to share their knowledge!  

A piece of advice
Before an internship, I would suggest finding out what you will be working on and what tools or libraries you will use, and do some research beforehand. This can make the first weeks go smoother and less stressful!

 

👉 Apply for a summer internship at Schibsted 👈

From Bahrain to Oslo – “I applied and gave it a shot”

From Bahrain to India, to Singapore, and finally Oslo – Clayton Don Corda has found his place. He works as a Talent Acquisition Partner at Schibsted and has been working with recruitment, employer branding and HR for the last 14 years.

He is a valued and appreciated colleague among his peers and has had a quite unique journey to where he is now. But why Oslo? What’s the biggest cultural difference? And what are his secret tips for building your personal brand on LinkedIn?

Hi Clayton, please tell us about your background
I am an Indian who was born in Bahrain in the Middle East, then grew up and did my schooling in Mumbai, India. I moved to Singapore for my master’s, and worked there for 14 years before making my move to Oslo, Norway earlier this year.

How did you end up in Norway and in Schibsted specifically? Working for a German company for the last 7 years, I have had multiple opportunities to visit and work in Germany and that grew my interest in working in Europe.

As my Sister has been living in Norway for 4 years, it was one of the options I considered to be close to family and I happened to reconnect with a friend working at Schibsted and saw that they were hiring for a TA Partner, so I applied and gave it a shot.

What’s the biggest cultural difference from your previous residence?
For me, the biggest cultural difference was the work-life balance. People are focused when it comes to working but after work hours people don’t message or email you as compared to my previous residence.

From a personal perspective, I think learning the language would help to integrate a lot easier although English is widely spoken here, and learning the language will help you understand the nuance and culture better as compared to where I lived previously.

Clayton and some of his team members in the Talent Acquisition Team.

So you work as a Talent Acquisition Partner – can you describe your role and scope?
As a Talent Acquisition Partner, we partner with business leaders to attract the best talent out there in the market.

In my case, I support the Data & Tech area. We engage and advise hiring managers on their application and together we try to identify the best talent for their teams.

You work a lot with personal branding, especially on LinkedIn. Why is that important?
People follow People. I think I have overused this sentence now, but I think it’s really important to put yourself out there from a personal branding perspective, as people like to follow personal journeys and take inspiration from that. It could probably both help you land a new job and from a company perspective, it also allows people and talents to see the culture the company has.

Can you share your best tips when it comes to starting, and build, your presence on LinkedIn?

  • Make sure you have a complete and updated LinkedIn profile, whether it is a basic or premium one.
  • Post consistently. Don’t care too much about the likes on your posts, while it is important for engagement, you will create an audience sooner or later.
  • Talk about your area of expertise, share your experiences and personal journey that people can relate to.
  • Connect and engage by commenting or liking posts that you feel are relevant to you and help build your network.

 

Discover the backstory of Pride Month at Schibsted

While it may seem that, in the 20th century, everyone is fully entitled to feel free to be themselves, there are still people among us who are being refused that right. Every day Schibsted works towards our mission to empower people in their daily lives, but we also have an important mission to empower people to be themselves.

In a company with 6000 employees, you will find a wide variety of people. The sense of belonging for everyone in the organisation is a subject that is on top of the agenda for many employees. One of them is Paweł Szonecki, Employer Branding Specialist at Schibsted, who organised Pride Month at Schibsted in June this year.

How did the idea of celebrating Pride first come to your mind?

The overall story is pretty prosaic. On 1 July 2021, I joined Schibsted Poland. At that time, due to the pandemic, all parades in Poland were postponed until August and I found out that we weren’t planning on being involved. I truly believe in the importance of supporting the LGBTQ+ community by participating in equality parades and raising its voice, so I took it upon myself to change that. After discussions internally we were granted permission and a budget to participate in two parades organised in cities where Schibsted Tech Polska has offices – Krakow and Gdansk. I was unaware that these would be the first equality parades for the entire Schibsted.

And what is the reason behind the decision to take this initiative globally?

Following the local success in Poland we decided to come up with a way to organise Pride Month globally for our entire organisation. Since our company operates in 5 countries (Poland, Sweden, Denmark, Norway, and Finland) and covers more than 60 brands, it became a large project. We involved colleagues from different areas of the company to participate in the project to do something that would make our company demonstrate solidarity and support for the LGBTQ+ community.

The project has a personal meaning for me. As a homosexual person in Poland, I know that only by increasing the visibility of LGBTQ+ people in the public space, are we able to improve the current situation.

Will you tell us more about the initiatives?

Our objective was to attend parades in some of the major cities where Schibsted has its seat: Krakow, Gdansk, Stockholm, Oslo, Copenhagen, and Helsinki. At each, a representation of the company appeared in branded T-shirts and banners. In the course of the work, we also came up with the idea to organise the first Schibsted Pride Day – a day to educate employees about equality and LGBTQ+ rights. But not only – it was also a time for our colleagues who belong to this community could share their stories, experiences and be heard. All employees stood up to their responsibility, not only by demonstrating their support but also by celebrating this meaningful month together with Schibsted’s LGBTQ+ community.

For example, in Stockholm, our project turned into a big party on the roof of the office building to celebrate the first day of summer and Pride Month at the same time, and in the Oslo office there was a banner several metres high with the theme of our action. We carried out all activities under the common motto: ‘Empowering people to be themselves’.

It was an important milestone to show solidarity towards the LGBTQ+ community and show everyone that there is a place for them within the structures of Schibsted – we can be who we want to be regardless of our feelings or who we love. We had a great time while feeling grateful and happy to be part of this together.  

Can we attract talent in the same way we attract customers?

My name is Lena Berlin Stålhammar, and I have worked in Schibsted for soon-to-be 10 years in different positions connected to talent attraction and acquisition. Today I work as Director of Employer Branding and Talent Programs.

One thing I’ve learned is that talent attraction needs to be prioritized and seen as a long-term investment, which is not always the case. So what if we think about talents the same way we think about customers, would business leaders look at this differently then?

A customer journey is complex, looks different for different customer segments, and depends on a solid corporate brand. Everyone knows it takes a lot of time and effort to build relationships with new prospects, maintain a customer base and work with customer care. And we also know that it takes marketing efforts to succeed. Every organisation with a product or service to sell has a marketing function and a dedicated budget. That is just a given!

Let’s have the same mindset regarding talent attraction. Because the way I see it, we are also selling a product. Our product is our employer brand, and our customers are the talents. The employer brand (just like a corporate brand) is something that every organisation has, regardless of if you communicate about it or not. It’s the reputation you have as an employer in the talent market. And then we have employer branding, which is about showcasing and visualising the employer brand to talents; it’s the process of promotion and marketing. When you look at it like that, it makes sense to invest time and money in Employer Branding. 

I know what you’re thinking, “Where do we start?” So, first, we need to identify who we want to attract. Who our customers are. Out of that, our communication and content need to be adjusted and targeted to that talent group. What do they want to know about us, and what is essential for them in a future employer as we can deliver on? The next step is identifying where we can reach and engage with them, on what social platforms they are, relevant conferences, universities, forums, networks, etc. 

Now the hard work begins; we have a target group and the right platforms, but how do we cut through all the noise in the talent market? Step one is to build awareness, make us visible and let them know we exist. And when we have their attention, we must engage with them. We need to keep them warm and continuously interact with them to “sell” the product of us as an employer of choice, which is done through relevant and engaging content and activities. And last but not least, the secret weapon that removes the clouds from the clear sky: brand ambassadors.

In the same way we lurk, dig, read reviews, ask our network, and research new restaurants, hotels, products, and services, we do the same when considering joining a new employer. Recommendations and endorsements are mega important, if not business critical. Therefore, authentic stories from employees are worth a thousand paid marketing campaigns. So one of the most crucial keys to success is our employees. We are all important ambassadors to tell and share the employee experience and give the employee’s perspective on workplace culture. Everyone can do something, and we want the same thing – to have the most skilled and competent colleagues on the market, right?

Schibsted Tech Talk – Open source

Join our meetup to learn from open-source experts, and how to restore your Game Boy cartridges!

Open source is a really great thing, and we depend on it. Through the years, Schibsted has released several open source projects that are used by people and companies around the world, but we would like to do more – we want to give more back! So, we’ve spent time with many colleagues to make a strategy for how we all can contribute more to open source in Schibsted. Now, that’s done – and we’d love to share this with you!

When? February 2, 5:00 – 7:30 PM CET
Where? At the Schibsted office, Akersgata 55, Oslo

 

👉 Sign up  👈

 

👩‍🏫👨‍🏫 Talk #1 “How to do more open source?” – by Zuzanna Zygadlo-Stenberg, Head of Technology Strategy and Johannes Gorset, Director of Engineering VG.

“Open source is a really great thing, and we depend on it. Through the years, Schibsted has released several open source projects that are used by people and companies around the world, but we would like to do more – we want to give more back! So, we’ve spent time with many colleagues to make a strategy for how we all can contribute more to open source in Schibsted. Now, that’s done – and we’d love to share this with you”

👨‍🏫 Talk #2 “Pokemod – Restore your Game Boy cartridges” – by Hyacinthe Malaspina, Data Engineer.

“Even the old trusty hardware from the 90’s can (and will) fail at some point. This presentation is about a small modification that can preserve said hardware longer”

👨‍🏫 Bonus #3 – Unconference session about open source, by Noah Hall, Tech lead Aftenposten.

After each session, we will have 💬 Q&A session. Snacks are provided: 🌭 and 🍻 and 🍭. There will be vegetarian options!

Please note that the number of places is limited and the event will be held in English.

Meet the speakers

 

Zuzanna Zygadlo-Stenberg – Technology Strategy Lead at Schibsted, has a background in both software engineering and strategic management and loves working with skilled people. Motivation is harvested from learning something new every single day, not only at work but also during her free time and she now holds a fresh boat licence in her pocket! Did anyone say that winter is coming? Great! Zuzanna loves mountains and winter sports so much that she easily skips the playa and heads off to colder destinations all year around ⛷

Johannes Gorset – Director of Engineering at VG – has been part of the Schibsted family for 6 years now! What might come as a surprise to us all, is that Johannes doesn’t have a background within technology nor management – but as a very curious person he started his journey with folk music🎻 He appreciates his work as meaningful in the sense of doing something important for the world, and values all the great people he gets to work with on that! When Johannes is not busy digging into open source, you’ll find him operating excavators in his free time.

Hyacinthe Malaspina – Data Engineer at Schibsted. He has been part of the Data Foundations team for 3 years. With a big passion for electronics and tinkering in general, Hyancinthe is excited to share how you can restore Gameboy cartridges. Yes, he was an embedded software engineer in another life! 🚀

Noah Hall – Noah is the lead engineer of Aftenposten, where he works on ensuring the team can do their very best to deliver Norway’s largest digital subscription newspaper. In his free time, he loves to contribute to open source – with his own programming language, Derw. He’s also a big fan of board games (no, not Monopoly) and drawing.

 

👉 Sign up  👈

 

Drink & Mingle

Tech Talks are not only about tech. We take care of social aspects of the event as well. During breaks, and after the presentations you can meet new people with different backgrounds, share your experience or… talk with our employees from the Schibsted family of brands.

About Schibsted Tech Talks

Tech Talks is a series of free meetups and workshops to share knowledge, exchange experience and meet like-minded people.

Please note that during the event, we might take general photos that will be published on our social networks and website Schibsted.com for promotional and marketing purposes. For portraits and more individualistic photos, we will ask your consent before taking the photo. The data controller of your shared personal information is Schibsted. You can find more information about processing this data on our Privacy Policy page: schibsted.com/privacy. If you want to object to the use of a photograph in a certain way or you would like to withdraw your consent, you may do so any time by contacting us via this email: ta@schibsted.com