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1THE TALENT ATTRACTION INDEX

Talent Attraction IndexA talent maturity analysis of the Fortune 500


When it comes to talent attraction practices, the spread between “what is possible” and “what is being done” is wide. We’re making progress as an industry, but some organizations have adopted change and progress much faster than their peers.

What is interesting is that companies that are universally recognized as successful—due to impressive market capitalization or revenue numbers—are not necessarily at the forefront of talent acquisition practices. Companies on the Fortune 500 are lauded as the gold standard of business success, but our research in this study shows that many hiring organizations in this elite group are still relying on traditional, passive practices for attracting talent.

Others, however, have adopted more impactful recruitment marketing strategies and are a step ahead in today’s highly competitive hiring climate. This study helps identify the common patterns among these successful organizations: what they do more of, what they do better, and what marks them as winners in the talent attraction game.

–Kyle Lagunas, Director of Strategy at Beamery

Foreword


The scope of talent acquisition is changing. From strategic sourcing, talent networks and pipeline management, to forecasting and talent advisory, leading talent teams in every industry have embraced new practices and taken on new responsibilities, expanding their role in the organization.

The Talent Attraction Index of the Fortune 500 takes a broad snapshot of the external-facing aspects of these new practices, and isolates the trends that mature talent teams have in common. It focuses on four dimensions of talent maturity in particular:

• Employer brand presence

• Employee activation

• Team specialization

• Candidate conversion

Most companies on the Fortune 500 are established leaders in their fields, or extremely fast-growing new players who are disrupting their industry. Not all of them have made the same investments in talent acquisition, however, and many still have room to grow and mature into competitive recruiting organizations—especially on dimensions such as team specialization and employee activation. In fact, very few are uncontested leaders across all four dimensions.

This presents both a risk for companies in the lead of the Index, and an opportunity for rising actors. With this study, we highlight the trends that are common to companies who perform well on talent attraction practices, and identify the areas where there is room for growth—or for competition. We offer a rich and objective benchmark for enterprises across industries who wish to find ways to better attract, engage and retain the best people.

Why this study?

3


Agenda

5. Introducing the Talent Attraction Index

7. The Talent Attraction Index: The Results

10. Employer Brand Presence

14. Employee Activation

18. Team Specialization

24. Candidate Conversion

28. Highlights of the Talent Attraction Index

34. Methodology


The Talent Attraction Index considers measurable, external-facing practices and characteristics of the talent acquisition teams of the Fortune 500. It aggregates over 20 objective data points into scores that reflect the level of maturity of these teams across four different categories:

• Employer Brand Presence (25%) How do companies articulate their brand to candidates? How well do they take advantage of the channels available to them, and how richly do they document who they are?

• Employee Activation (25%) Do the companies leverage the voice of their current employees to bring in new ones? Do referrals contribute to filling their pipeline?

• Team Specialization (25%) What do the recruiting teams of these companies look like? How specialized are they?

• Candidate Conversion (25%) Do the companies offer a talent community or network to guide candidates to the application point? How much engagement do they generate through these networks? Do they offer a positive experience to candidates to help convert them?

The Index then adds up the performance of these companies in all 4 categories, and uses them to distribute the Fortune 500 companies into four tiers:

Introducing the Talent Attraction Index


LIMITATIONS OF THE MODEL

HOLDING AND PARENT COMPANIES

For the purpose of this study, we define Holdings as companies that own substantial stock in multiple companies across industries (e,g, Berkshire Hathaway), and Parent companies as companies that own and operate a number of subsidiaries as separate business units (e.g. Alphabet). These holdings or parent companies do not always have the same brand recognition as their largest subsidiaries, and so they are naturally disfavored by this Index, despite being extremely successful businesses.

In addition, their recruiting teams sometimes list themselves as part of the parent company, and other times as part of one of the subsidiaries, making it impossible to apply the same scoring model to all of them.

We have adjusted the model upon which this ranking is based as much as possible to account for these outlier cases, but they should still be considered as separate from the rest of the Fortune 500 in this respect.

INTRODUCING THE TALENT ATTRACTION INDEX


The Talent Attraction Index: The Results

The Talent Attraction Index ranks all 500 companies by equally weighting their performance across the 4 dimensions of the study: employer brand presence, employee activation, team specialization and candidate conversion. They are then distributed on a curve to determine where they are in their talent maturity journey: Surviving, adapting, optimizing or thriving.

As can be seen on the distribution of the scores, most of the Fortune 500 companies are at the “Adapting” and “Optimizing” stages, with less than 10% of them at the lead in “Thriving”.

Curve distribution of the Talent Attraction Index scores of the Fortune 500 companies


THE TALENT ATTRACTION INDEX: THE RESULTS

There is a clear correlation between the investments made in the 4 dimensions of talent maturity explored by this study and the attractiveness of these companies to prospective candidates.

For instance, companies in the “Thriving” tier grew their teams 7 times more in the last 2 years, compared with companies in the lowest tier.

Another common characteristic of companies who scored well on the Index is their performance on the Fortune 500, which is an excellent indicator of financial success. The top 20 companies on the Index rank on average 57 places higher, and have gained 8 more places in the ranking than everyone else on the list.

The top 20 companies on the Index rank on average 57 places higher on

the Fortune 500 list

Average growth of number of employees over last 2 years


The Talent Attraction Index: The Top 20


Employer brand presence

01


When it comes to building a brand with candidates, it’s not enough to show up. And yet, a strong insight from the “Employer Brand Presence” category metrics is that most companies on the fortune 500 treat branding like a box to check, giving a decided advantage to the few who choose to go further.

OPPORTUNITIES FOR DIFFERENTIATION

A vast majority of the Fortune 500 have an established presence in three of their candidates’ favored job search channels–their own careers site, LinkedIn and Glassdoor–but not all of them have put in the same amount of effort in leveraging those channels.

Some of the companies on the Index have documented their company life and culture on LinkedIn at much greater detail than others, for instance, with the result being a more informative experience for the candidate.

EMPLOYER BRAND PRESENCE

Fortune 500 companies with more than 2 sections on their LinkedIn

Life page

“Thriving” companies with more than 2 sections on their LinkedIn

Life page

Another example of this spread is the Glassdoor review scores of the Fortune 500. At 3.45, the average Glassdoor score of the Fortune 500 is higher than the 3.3 global average, but only just. The spread among today’s most successful businesses is heavily skewed toward the tail end, with 91% of companies scoring below 4 stars.

40% 68%


Companies focus on Linkedin, as it’s highly editable and easy to navigate for candidates. When used well, Linkedin can be a powerful branding platform for the employer. However, a company’s Glassdoor page contains far more employee—and candidate—generated content than the website or the LinkedIn landing page, and therefore can strongly influence the authenticity and believability of the company’s image.

A poorly moderated Glassdoor page with low ratings detracts from even the best designed careers site and LinkedIn pages

TABLE STAKES PRACTICES ARE NOT ENOUGH

Companies with LinkedIn Landing Page

499Companies with

a career site

494Companies with a mission

and values statement

496

Almost all the Fortune 500 companies have a dedicated careers site, and all but one have a LinkedIn landing page and at least some basic content in each one of its sections.

In almost all careers sites, visitors can find a mission or values statement that gives information about what matters to the organization, and helps candidates build a better sense of the employer brand. Those are necessary pieces of the overall brand, but not where differentiation happens.



NOTABLE BEST PRACTICES

Targeted subsections in the “Life” section of the LinkedIn landing page make it easier for different candidate populations to find the information they need. However, many companies seem to stop at the most obvious categories, such as “Students” or “Diversity and Inclusion”.

The real opportunity lies in going a layer deeper in the targeting of these pages, by calling out specific candidates personas based on their niche professional skills, for instance.

Example of targeted subsections on a LinkedIn company page



Employee Activation

02


The voice of current employees is one of the most powerful aspects of a differentiated employer brand strategy. Employee activation enables teams to infuse their messaging with authenticity, and to grow the candidate pipeline through direct referrals and word of mouth. And yet, few companies in the Fortune 500 are leveraging employee advocacy in recruitment marketing.

EMPLOYEES’ VOICES: A MAJOR MISSED OPPORTUNITY

The Talent Attraction Index focuses on two aspects of employee activation: employee testimonials and referrals. Simple and honest quotes from employees are an easy place to start for companies looking to add authenticity and depth to their image, especially since it looks like only 18% of companies in the Fortune 500 do so.

Prospective employees don’t want to hear from marketers - they want to hear from their peers. Companies who don’t use employee testimonials on their LinkedIn landing page miss out on this opportunity, and might be losing candidates to competitors who are better at communicating the different aspects of their culture through the voice of their employees.

18%

Companies who use employee testimonials on their LinkedIn

landing pageCompanies using employee

testimonials are on average ranked higher on the Fortune 500 ranking

Companies who use employee testimonials are ranked on average 22 points higher in the Fortune 500 list.

EMPLOYEE ACTIVATION



In the context of talent acquisition, employee activation can take multiple forms:

• Inviting employees to candidate events, providing candidates with direct interaction, and helping hiring managers with the vetting process

• Asking employees to mentor interns or participate in internal retention programs

• Gathering information from current employees on the best way to attract candidates with similar skills

• Giving employees the tools and platforms necessary to organically share their experience, through blogs, reviews, conferences and external events.

Referral programs are another major aspect of employee activation, and can be launched and managed efficiently with the recruitment tools available today. The best scoring companies in the Index all tended to use at least some of those techniques to involve current employees in their talent attraction activities.

Intel sharing testimonials from employees on “Happiness at Work”

EMPLOYEE ACTIVATION

https://www.intel.com/content/www/us/en/homepage.html

https://blogs.intel.com/jobs/2018/03/people-not-perks-matter-comes-happiness-work/#gs.7k7i50




REFERRALS INDUSTRY BENCHMARKS

Referrals are an incredibly effective source of hires. According to one study, referrals were the source of only 2% of applications but were responsible for 12% of hires in 2017. In addition, they were documented as resulting in higher quality hires, lower cost, and better performance and fit.

Despite these positives, not all companies have invested in deploying efficient referral programs. Below is a benchmark of the percentage of interviews sourced from referrals by industry, according to Glassdoor data.

EMPLOYEE ACTIVATION

https://web.jobvite.com/rs/703-ISJ-362/images/2018%20Recruiting%20Benchmark%20Report.pdf

https://beamery.com/blog/employee-referrals

https://cdn31.icims.com/icims3/prod/pdf/hei-assets/the-impact-of-successful-employee-referral-programs.pdf


Team specialization

03


Percentage of specialized recruiters to total recruiting staff by company size

Company size Percentage of specialized

recruiters to total recruiters

TEAM SPECIALIZATION

One of the most striking results from this study is the generalized lack of specialization of the recruiting teams in the Fortune 500. According to data collected from LinkedIn on profiles and job titles, these teams are made up mostly of generalist recruiters and recruiting leaders, with almost half the specialized staff being made up of TA coordinators.

LOW SPECIALIZATION ACROSS THE BOARD

These organizations have only a small proportion of specialized recruiting team members–between 9% and 13% of the total recruiting staff– no matter their size.

Companies with no specialized recruiters

Companies with 5 or fewer specialized recruiters

20% 54%


This is a strategic gap for these companies, given the advantage held by specialized teams over the competition:

• The top 10 most specialized companies in the ranking average 17% 2-year trailing employee growth. That’s more than 3 times the 5% averaged by the rest of the Fortune 500.

• The top 10 most specialized companies in the ranking also average higher Glassdoor reviews, at a 3.85 average review score.

A few select companies in the Fortune 500 have specialized teams, but on average these teams are mostly made up of generalists, especially if coordinator roles are removed from consideration. For example, fewer than 1% of recruiters are employer branding or recruitment marketing specialists.

HIGHLY SPECIALIZED TEAMS GROW FASTER

TEAM SPECIALIZATION


WHAT DRIVE SPECIALIZATION?

Some industries tend to have a higher percentage of specialized recruiters to generalists. Media, Retail, and Technology, for instance, are 3 to 4 times more specialized than Business Services or Telecommunication recruiting teams, but even these industries are not as specialized as they could be.

Average percentage of specialized recruiters to overall recruiting team for companies with more than 5 specialized recruiters, by sector

TEAM SPECIALIZATION


Distribution of specialized recruiters by type for companies with more than 5 specialized recruiters

TEAM SPECIALIZATION


WHAT A SPECIALIZED TEAM LOOKS LIKE

The study focuses on 4 of the most common specialized functions in talent acquisition, but many of the better performing teams have even more: Recruiting operations, talent technology and innovation, talent analytics, diversity hiring, events, campus recruiting… all of which contribute to the performance of the talent team.

TEAM SPECIALIZATION


Candidate Conversion

04


It takes a lot to get a candidate from interested to applied. Despite all the work spent on articulating a compelling value proposition or showcasing a work culture that’s right for them, the most critical aspect of the candidate journey is often simply finding the right job.

NO CLEAR PATH TO THE FINISH LINE...

Candidates rarely come to a company’s careers site with all the information they need to take action. Even when they do, they often still need time to fill out an application, or build a tailored resume. That’s why most candidates usually engage with the company for some time before applying—or why they end up dropping out of the process entirely.

However, the data collected in the study shows that many Fortune 500 companies do not offer the opportunity for candidates to engage outside of submitting an application. Of the 500 companies, only 37% have a talent network, and only 8% sent more than one email for a month after registering on them.

Most send out a confirmation or welcome email, but not much more—and miss out on the opportunity to connect with candidates who aren’t ready to apply, or who didn’t see a job they thought they were a fit for, or who simply got distracted. Considering the amount of resources employers invest in getting their jobs in front of candidates, this is an alarming gap.

CANDIDATE CONVERSION


...DESPITE A GOOD START TO THE JOURNEY.

Almost all companies on the Index offer a good starting point to the candidate journey, with documented careers sites, searchable job directories, as well as job postings on external channels such as LinkedIn.

But checking these boxes is table stakes in today’s market. In order to convert, candidates need engagement and nurturing beyond those starting points. For anyone not willing to immediately start a job application, an alternative path is to subscribe to the company’s talent network. With only 37% of companies offering that option, many would-be applicants end up trickling out of the funnel or losing interest in the prospective employer.

Careers site example including company values and searchable job directory




The standards in careers sites experiences may have improved, but candidate nurture and conversion strategies are still far behind, especially when it comes to talent networks.

Even among companies who do communicate with candidates after sending them a welcome message, most only send selections of jobs tailored to the candidate’s background. One company sent out over 70 emails in a month, completely defeating the relationship-building purpose of the talent network.

Fewer than ten companies made an effort to truly engage their candidates, contacting them via both email and SMS, and sending varied content such as event invitations, tips for interview preparation, or information about the company’s benefits.

Checking the “talent network” box is not enough to stand out. Nurturing candidates who are not applying yet can be the differentiator that a team needs to compete with more established players, especially in industries where it’s not yet common practice.

How do companies in the top 5 sectors of the Fortune 500 leverage their talent networks?



Highlights of the Talent Attraction Index

05


HIGHLIGHTS OF THE TALENT ATTRACTION INDEX


The Employer Brand Presence category was dominated by technology companies, many of which have a strong consumer brand to lean on, but not all. Beyond their brand, the companies below also have higher Glassdoor reviews and more richly documented pages on LinkedIn than the rest of the Fortune 500.


EMPLOYEE ACTIVATION

The ranking in the Employee Activation category was driven by two factors: the participation of employees in sourcing candidates through referrals, and the presence of employee testimonials on the companies’ LinkedIn pages.



TEAM SPECIALIZATION

The Team Specialization category showed a significant spread among the companies in the Fortune 500, and highlighted an important gap for companies who are considered leaders in their space. The advantage conferred by specialized teams means they are able to fuel much faster growth for their companies, and to pose a serious threat to even the most established incumbents.




The Candidate Conversion category looks at how well companies leverage their talent networks to engage with candidates who are not ready to apply yet, as well as other aspects of the journey that help candidates find the right job and apply.

It is one area of talent attraction where the vast majority of Fortune 500 companies still have a long way to go, either from lack of proper tools to build engaging journeys, or from a lack of specialized staff that is able to effectively use these tools.



WHAT INDUSTRIES PERFORMED BEST ON THE TALENT ATTRACTION INDEX?

It is necessary to look at the data provided by this study through an industry lens, as industry might be the strongest driver of the requirements placed on the talent acquisition team, even before size. Some sectors and industries are more driven by volume or seasonal hiring, where others are mostly concerned with specialized talent. Some industries are culturally more open to competitive job-hopping while others tend to nurture and grow talent internally for longer periods of time.

The following shows the best performing industrial sectors across all four maturity dimensions, as well as on the overall ranking.

The Talent Attraction Index: Industry Trends


Methodology

06


The Population

WHO ARE THE FORTUNE 500?

The companies that form this Index are dominated, to an extent, by 4 sectors that make up 47% of the Fortune 500 list:

• Financials

• Energy

• Retailing

• Technology

Outside of those, however, the rest of the Fortune 500 companies are fairly spread out across industries.


SCORING METHODOLOGY PER CATEGORY

EMPLOYER BRAND PROMOTION (25%)

• Does the Company have a LinkedIn profile page?

• Does the Company have an About section?

• About section word count

• Does the Company have a Life section?

• Number of paragraphs in the Life section

• Does the Company have a Glassdoor page?

• Social media followership score

• Average reviews score on Glassdoor

EMPLOYEE ACTIVATION (25%)

• Percentage of interviews sourced from “Employee referral” (Glassdoor)

• Employee testimonials in Life section (LinkedIn)

TEAM SPECIALIZATION (25%)

• Degree of specialization score

• Total size of specialized staff

• Recruiters per 1000 employees

CANDIDATE CONVERSION (25%)

• Are jobs searchable on the careers site?

• Does the company have jobs in the Jobs section? (LinkedIn)

• Does the company have a “talent Network” or similar?

• Does the company send any emails during the month following registration?

• How many emails did the company send?

• “Experience” score Positive

• “Recommend to a friend” score

• “Getting an interview” source: Applied online

The Model


Talent Attraction Index

07


Total Score

Employer brand promotion Score

Employee activation score

Team specialization score

Candidate conversion score

1. Intel 129 29.2 39.6 10 50.1

2. Facebook 126.4 47.1 8.3 43.2 28

3. PVH Corp. 124.7 31.3 38.3 5.3 49.8

4. salesforce.com 121.1 33.7 47.9 9.3 30.3

5. Mondelez International 120.8 27.9 36.3 5 51.6

6. NetApp 119.8 26.4 39.6 5.6 48.2

7. Charles Schwab 119 25.4 37.6 8.2 47.8

8. ADP 118.8 26.4 37.6 7.1 47.6

9. Deere 118.4 31.5 34.3 2.4 50.2

10. Best Buy 116.8 26.2 35 4.7 50.9

11. Marsh & McLennan 116.5 22.1 37 9.7 47.8

12. Thermo Fisher Scientific 115.8 22.9 36.6 8 48.3

13. Mastercard 115.3 22.1 37 12.9 43.3

14. United Rentals 115.1 27.2 37.6 0.4 49.9

15. Robert Half 114.9 23.2 3.3 45.1 43.4

16. Amazon.com 114.9 29.9 4.3 33.3 47.5

17. Microsoft 114.5 32.8 37.6 15.9 28.2

18. IQVIA 114.3 24.1 38.3 3.2 48.7

19. Merck 112.9 25.8 38 5.4 43.8

20. Amgen 111.5 22.3 37.3 3.4 48.5

21. General Mills 110.8 25.2 36 0.4 49.3

22. Cognizant Technology Solutions 110.5 24.6 36.3 7.3 42.4

23. AGCO Corporation 109.4 27.7 38.9 0.2 42.6

24. DICK'S Sporting Goods 109.2 22.1 35.3 4.1 47.7

25. Intuit 108.6 30.2 38 12.8 27.7

26. Danaher 108.2 21.7 35 6.5 45.1

27. NVIDIA 108.1 35 38 6 29.2

28. FirstEnergy 107.9 25.3 35.6 0.3 46.8

29. McKesson 106.4 22.9 37.3 6.5 39.7

30. Western Digital 104.8 22.8 39.9 2.3 39.7

31. Devon Energy 104.7 23.3 39.9 0.3 41.2

32. Republic Services 104.7 23.5 35.3 4.9 41

33. Cintas 103.2 22.1 35.6 0.5 44.9

34. Nike 103.2 31.1 36.3 5.9 29.9

35. Goodyear Tire & Rubber 103 21.6 35.3 0.2 45.8

36. Cisco Systems 102.7 30.4 39.6 4.9 27.7

37. HP 102.5 31.5 38.9 2.9 29.2

38. Delta Air Lines 101 32.9 36 4.9 27.2

39. CVS Health 100.6 13.8 35.6 4.1 47

40. Northern Trust Corporation 100.6 24.7 43.2 5.1 27.6

41. eBay 99.8 26.8 39.3 8.5 25.3

42. Ross Stores 99.3 20.5 34.7 3.4 40.8

43. Visa 97.2 27.7 37.3 8 24.1

44. Insight 96.8 28.8 38.3 1.8 27.9

45. Activision Blizzard 96.2 25.3 44.6 0.6 25.8

46. IBM 95.7 25.8 5 14.9 50

47. Northrop Grumman 95.4 26.7 37 3.8 28

48. Qualcomm 95.3 27.7 37.6 3.3 26.8

49. DXC Technology 95.3 10.5 38.6 2.4 43.8

50. Fluor 95.2 25.6 40.6 0.4 28.6

51. Genworth 94.9 28.8 37.6 1.3 27.3


52. Celgene 94.6 27.7 7.9 11.1 48

53. Erie Insurance Group 94.6 29.1 34.3 0.5 30.7

54. HollyFrontier 94.3 20.9 33 0.6 39.8

55. Fannie Mae 94.1 25.7 37.6 3.9 26.9

56. Thrivent 94 25.4 38 5.5 25.1

57. Pioneer Natural Resources Company 93 30.1 34.3 0.7 27.9

58. CenturyLink 92.6 14.8 37 3 37.8

59. Booz Allen Hamilton 92.6 26.5 10.6 6.3 49.3

60. Pepsico 92.5 24.3 35.3 6.4 26.5

61. Edward Jones 92.3 20.8 7.6 14.8 49.1

62. Raytheon 92.2 23.3 37 3.9 28.1

63. Progressive 92.2 24.5 35.3 4.4 28

64. Southern 92 26.8 36.3 0.3 28.7

65. Entergy 91.6 24.2 34.3 6.2 26.9

66. Caesars Entertainment Corporation 91.1 24.1 36.3 3.9 26.9

67. Jabil 90.8 24.1 37.6 1.4 27.7

68. Henry Schein 90.7 25.8 38.3 0.3 26.4

69. TJX 90.4 20.9 35.3 6.2 28

70. Univar Solutions 90.3 17.2 37.3 0.6 35.3

71. Magellan Health 90.2 15 36.6 0.6 38

72. USAA 89.7 23.3 35.3 4.3 26.8

73. Avery Dennison 89.6 24.1 36.6 2.7 26.2

74. Coca-Cola 89.4 31.5 4.3 2.2 51.4

75. Kellogg 89.1 22.9 35.3 5.2 25.8

76. Autoliv 88.8 24.6 36.6 0.1 27.6

77. Bristol-Myers Squibb 88.5 26.5 5.3 6.2 50.5

78. CDW 88.1 27.6 5.9 5.2 49.4

79. KeyBank 88.1 21.8 37.3 3.8 25.2

80. JPMorgan Chase 88 25.9 3.3 8 50.8

81. PNC Financial Services 87.8 23 36 3.2 25.7

82. AbbVie 87.5 27.6 5.3 5.8 48.8

83. Johnson & Johnson 87.4 30.3 3.3 4.6 49.2

84. Sempra Energy 87.1 25.6 33 0 28.5

85. American Family Insurance 86.6 22.9 36.6 1 26.1

86. Freddie Mac 86.2 26.4 5 5.6 49.3

87. Liberty Mutual Insurance Group 85.9 19.7 36 5.5 24.8

88. Tyson Foods 85.9 22.8 36.3 0.2 26.7

89. Zimmer Biomet 85.5 22.9 36.6 0.2 25.8

90. Macy’s 85.4 19.3 34 6.6 25.5

91. Humana 85.3 20.8 35.3 2.6 26.6

92. Tech Data 85.3 21.6 36.3 0.9 26.5

93. American Express 85.2 29.4 4 2.3 49.5

94. Liberty Media 84.8 26.8 33 0 25

95. BorgWarner Inc. 84.3 22.2 34.3 0.1 27.6

96. General Electric 84.1 26.7 3.3 3.3 50.8

97. Ford Motor 84 29 3.3 2.9 48.9

98. Lockheed Martin 83.9 24.5 3.3 7.2 48.9

99. Packaging Corporation of America 83.8 23.4 34 0.1 26.3

100. Marriott International 83.6 25.9 3.3 4.9 49.5

101. Travelers 83.6 29 3 2.9 48.7

102. Stanley Black & Decker 83.6 19.5 36.6 2.9 24.6

103. Wells Fargo 83.5 25.5 3 4.1 51

104. Northwestern Mutual 83.3 25.9 5 28.3 24.2


105. Adobe 83.1 32.6 6.9 15.9 27.7

106. Crown Holdings, Inc. 83 22.9 35.3 0 24.8

107. The Clorox Company 82.9 30.4 3.3 0.7 48.5

108. Stryker 82.4 25.2 4.6 2.8 49.9

109. Southwest Airlines 82.2 23.5 1.7 1.7 55.3

110. Jacobs Engineering Group 81.8 24 5.9 2 49.8

111. Wayfair 81.7 21.2 4 10.9 45.6

112. Voya Financial 81.6 21.8 34.3 0.6 24.9

113. Western & Southern Financial Group 81.5 17.4 36.6 3.1 24.4

114. Boston Scientific 81.1 28.2 4.3 5.3 43.4

115. American Airlines Group 81 26.9 1 2.7 50.4

116. BlackRock 80.6 26.6 2.6 9.5 41.9

117. FedEx 80.6 22.7 2 6.6 49.3

118. Oshkosh Corporation 80.5 28.5 0.7 0.4 51

119. 3M 80.2 29.1 3 3.9 44.2

120. Jones Lang LaSalle 80.1 21.7 5.9 3.5 49

121. Nucor 79.8 30.1 1.7 0 48

122. SpartanNash 79.8 18.1 37.3 0.2 24.2

123. Campbell Soup Company 79.7 18.6 37 0.4 23.8

124. Foot Locker 78.7 15.2 2 10.6 50.9

125. Becton Dickinson 78.5 23 2.6 5.6 47.3

126. Caterpillar 78.2 23.4 3 4.9 47

127. Regeneron Pharmaceuticals, Inc. 78.2 25.7 5 5.1 42.4

128. Analog Devices 78 28.8 4.3 0.4 44.6

129. Abbott Laboratories 77.6 22.1 3.3 3.1 49

130. Dell Technologies 77.5 20.6 6.6 6.3 44

131. Capital One Financial 77.4 36.3 3.3 7.6 30.1

132. Great American Insurance Group 77 24.5 33 0.1 19.4

133. U.S. Bancorp 76.9 20.9 4 4.8 47.3

134. SunTrust 76.7 19.8 4 4 49

135. Fiserv 76.7 22 4.3 4.6 45.8

136. Lam Research 76.5 24.4 5 0.3 46.8

137. Boeing 76.4 22.1 2 4.7 47.6

138. Eastman Chemical Company 76.4 24.5 3 0.5 48.5

139. MGM Resorts International 76.1 24.2 2.6 2 47.3

140. Ameriprise Financial 75.8 24.6 4.6 4.7 41.9

141. HCA Healthcare 75.7 22.2 4.3 1.9 47.3

142. Kohl’s 75.7 23.6 1 3.2 47.9

143. Darden 75.5 22.8 3.3 0.1 49.3

144. ManpowerGroup 75.5 12.5 4.3 32.1 26.6

145. PPG Industries 75.4 15.3 35.6 0.2 24.3

146. Allstate 75.2 20.9 3.6 4.7 46

147. Enterprise Products Partners 75 22.5 4.3 0.3 48

148. Molson Coors 75 26.6 1.7 0.5 46.3

149. Casey's General Stores, Inc. 74.9 16.2 36.6 0.1 22

150. Anthem 74.9 22.8 3 1.8 47.2

151. United Continental Holdings 74.8 29 0 5.8 40

152. Broadcom 74.7 19.9 7.6 0.6 46.6

153. Ecolab 74.6 20.9 3.6 3.9 46.3

154. Baxter International Inc. 74.4 21.7 4 0.5 48.2

155. Hanesbrands Inc 74.2 14.3 37.3 0.2 22.5

156. AAM - American Axle & Manufacturing

74 20.4 2.6 0.1 50.9


157. Waste Management 73.9 18.5 2.6 5.1 47.6

158. Sysco 73.6 21.6 4 3 45

159. Group 1 Automotive 73.3 14.1 36 0.2 23

160. Exxon Mobil 73.2 27.7 1.3 1.4 42.8

161. Cardinal Health 73.2 20.7 3.6 3.8 45.1

162. Constellation Brands 73.1 21.9 5 0.3 45.9

163. Target 73 20.1 2 4 46.9

164. Hertz 72.8 14.5 35.3 0.6 22.4

165. XPO Logistics 72.8 36 3 4.9 28.9

166. Apple 72.7 27.5 5 11.8 28.5

167. Alliance Data 72.7 18.9 3 4.7 46.1

168. Huntington Ingalls Industries, Inc. 72.4 25.2 1.7 0.3 45.2

169. Illinois Tool Works 72.4 21.6 3.6 0 47.1

170. Lincoln National 72.2 16.4 5.6 4.3 45.9

171. S&P Global 72.2 25.3 2.6 3.1 41.2

172. Tapestry 72 17.3 10.9 0.6 43.2

173. Corning Incorporated 71.9 25.4 4.6 0.3 41.6

174. Sonic Automotive 71.7 22.1 5 0.2 44.4

175. NRG Energy 71.5 22.2 2.3 0.2 46.8

176. Lowe’s 71.2 22.9 1.3 4.8 42.3

177. Dover Corporation 71 24 2.3 0.1 44.5

178. US Foods Holding 70.8 17.2 4.6 4 44.9

179. Wynn Resorts 70.7 19.5 2.3 0.3 48.6

180. Bank of New York Mellon 70.2 18.1 5 2.7 44.4

181. Prudential Financial 70.2 23.4 4.3 1.9 40.6

182. Alaska Airlines 69.8 22.2 1.7 3 43

183. Western Union 69.5 20.3 2.6 7.6 38.9

184. Fortive 69.4 21.3 6.6 4.2 37.3

185. LKQ Corporation 69.4 19.4 4.3 0 45.7

186. CarMax 69.2 24.1 2.6 0.6 41.8

187. Lennar 68.7 21.7 3.3 0.2 43.5

188. Walt Disney 68.7 26.8 2.6 10.1 29.2

189. Netflix 68.6 28.8 4.6 10.7 24.5

190. The Hershey Company 68.5 24.6 2 0.4 41.5

191. State Farm Insurance 68 16.1 2.3 3.5 46.2

192. Delek US Holdings, Inc. 67.7 20.7 0 0.5 46.5

193. AMD 67.4 29 5.6 3.9 28.9

194. Advance Auto Parts 67.2 19.5 3.3 0.3 44.2

195. Live Nation Entertainment 67.1 25.8 6.9 7.7 26.7

196. Energy Transfer 67 31.5 5.3 0.2 30

197. Pfizer 66.8 29.1 5.9 3.1 28.8

198. Starbucks 66.6 29.9 2.6 4.3 29.9

199. Expedia Group 66.3 27.8 4.6 7.2 26.8

200. Intercontinental Exchange 66.1 19.2 3.3 1 42.6

201. Rockwell Automation 66.1 28.8 3.3 5.5 28.6

202. ConocoPhillips 66 30.7 2.3 4.7 28.3

203. PSEG 65.9 20.1 4.3 0.2 41.3

204. General Motors 65.8 19.1 3.3 2.8 40.6

205. First Data Corporation 65.7 14.9 4.3 1 45.6

206. Chevron 65.6 30.4 2.3 3.9 29.1

207. Goldman Sachs Group 65.4 29 2.6 6.3 27.5

208. Masco Corporation 65.4 15.9 2 0.4 47.1

209. CBS 65.3 25.6 6.3 7.7 25.8


210. Procter & Gamble 65.3 30.4 0.7 3.9 30.3

211. Hilton 65 30.1 2 3.6 29.4

212. Centene 64.6 15.3 3 7 39.4

213. New York Life Insurance 64.5 24.4 3.6 12.6 23.9

214. JCPenney 64.5 19.5 2.3 2.4 40.3

215. Philip Morris International 64.4 26.8 3.6 5.2 28.7

216. DaVita 64.4 11.3 2.3 1.9 48.9

217. Anadarko Petroleum 64.2 31.3 3.3 0.9 28.7

218. Grainger 64.2 18.8 4 0.8 40.6

219. Bank of America 64.2 23.5 3.3 10.2 27.3

220. Franklin Templeton Investments 63.9 27.9 7.3 1 27.8

221. Whirlpool 63.9 27.8 4 4 28.2

222. Quest Diagnostics 63.8 11.4 3 3.5 45.9

223. Viacom 63.7 24 5.6 7.6 26.5

224. NextEra Energy 63.5 20.2 2 0.7 40.6

225. Interpublic Group (IPG) 63 29.4 4 0.1 29.6

226. Veritiv Corporation 62.9 14.4 5.6 0.5 42.4

227. Micron Technology 62.8 20.4 3 0.5 38.9

228. Rite Aid 62.5 16.1 4.3 0.1 42

229. Hartford Financial Services 62.5 26.4 3.6 5.2 27.3

230. GameStop 62.4 16.7 4 0.1 41.6

231. AK Steel Corporation 62.3 13.2 3.6 0.1 45.4

232. D.R. Horton 62.3 18.4 5.6 0.2 38.1

233. Hewlett Packard Enterprise 62.1 25.4 6.3 4.3 26

234. Discover Financial Services 61.8 25.3 4 5.2 27.3

235. Raymond James 61.8 24.5 4.6 6.3 26.4

236. Beacon Roofing Supply 61.7 14 4.3 0.3 43.2

237. Gallagher 61.7 16.1 6.9 0.6 38.1

238. Nationwide 61.4 22.1 4 9.2 26.3

239. Kimberly-Clark 61.3 27.7 3.3 2.9 27.5

240. Arconic 61.3 16.8 2 0.1 42.5

241. WellCare Health Plans 61.2 27.6 5.3 1.4 26.9

242. Estee Lauder 61.1 25.5 5.3 4.7 25.7

243. Penske Automotive Group 61.1 26.8 5.9 0.2 28.1

244. Genuine Parts 61 11.2 7.3 0 42.5

245. AIG 60.8 9 4.6 4.1 43.1

246. Colgate-Palmolive 60.8 25.9 2.6 0.5 31.8

247. Aramark 60.7 14.1 4.3 4.6 37.7

248. Cummins 60.5 27 2.3 2.6 28.7

249. TravelCenters of America 60.4 18.1 3.6 0.3 38.4

250. Duke Energy 60.4 25.3 2 5.4 27.8

251. Yum China 60.3 27.8 5.3 0 27.2

252. Kinder Morgan 60.3 17.6 3 0.1 39.6

253. Williams-Sonoma, Inc. 60.3 14.6 3.3 0.6 41.8

254. TIAA 60.2 16.1 4.6 3.6 36

255. Norfolk Southern Corporation 59.9 15.6 0.7 0.1 43.5

256. Las Vegas Sands 59.9 10.2 5 0 44.7

257. General Dynamics 59.8 10 3.6 0.1 46

258. Polaris Industries 59.7 19.9 1.3 0.3 38.3

259. O-I 59.7 26.5 5.6 0.2 27.5

260. Exelon 59.6 25.3 4.3 3.7 26.4

261. Nordstrom 59.6 23.6 2.3 5 28.7

262. Honeywell International 59.6 25.6 3.6 3.7 26.6


263. Oracle 59.5 24.3 5.9 4.4 24.9

264. MetLife 59.5 25.4 4.6 3.5 26

265. CBRE Group 59.4 22.5 5.9 3.3 27.7

266. UGI Corporation 59.3 14.8 0 0 44.4

267. Booking Holdings 59 31.5 0 0 27.5

268. Emerson Electric 59 25.3 4.3 1.9 27.5

269. Biogen 59 14.8 3.6 0 40.6

270. JetBlue Airways 59 26.7 2.3 0.9 29.1

271. Farmers Insurance 58.9 21.2 3 10.5 24.3

272. DuPont de Nemours 58.7 26.5 3 1.7 27.6

273. Motorola Solutions 58.6 26.4 4.3 0.8 27.2

274. Citigroup 58.6 22.2 3.6 6 26.9

275. LabCorp 58.5 7.5 1.7 0.2 49.1

276. Steel Dynamics, Inc 58.5 29.2 3.3 0 26.1

277. Texas Instruments 58.3 28 2 0.4 28

278. Harris Corporation 58.3 12.4 5 0.9 40.1

279. Mutual of Omaha 58.3 27.1 1.7 2.1 27.4

280. L Brands 58.2 24 4.6 4.4 25.2

281. Reinsurance Group of America, Incorporated

58.1 25.7 4.3 0.9 27.3

282. Williams 58 27.7 2 0.5 27.9

283. CenterPoint Energy 57.8 26.5 3 0.6 27.7

284. PayPal Holdings 57.7 23 5.6 8 21.1

285. Synchrony Financial 57.7 27 2.3 0.5 27.9

286. Dominion Energy 57.6 24.6 1.7 0.4 31

287. Discovery Inc 57.5 23 4.3 4.1 26.2

288. Walmart 57.4 20.6 2 9.3 25.6

289. Newell Brands 57.1 14.5 3.3 3.6 35.7

290. Land O’Lakes 57 26.6 2.3 0.8 27.3

291. Office Depot 56.9 8.9 3.6 0.4 44

292. AutoZone 56.8 9 2.6 0.1 45

293. UNFI 56.7 11.2 3 0.4 42.1

294. Applied Materials 56.7 22.4 5.9 3 25.4

295. Ralph Lauren 56.7 21.5 6.3 3.5 25.5

296. National Oilwell Varco 56.6 24.1 5.6 0.4 26.5

297. AT&T 56.6 11.6 3 1.4 40.6

298. Yum! Brands 56.5 23.9 5.3 0.2 27.1

299. International Paper 56.5 23.3 2.6 2.8 27.7

300. Morgan Stanley 56.4 22.6 3.3 3.8 26.8

301. Consumers Energy 56.3 20.2 8.3 0.3 27.6

302. Paccar 56.3 9 3.6 0.2 43.5

303. Sherwin-Williams 56.3 25.4 3 0.7 27.2

304. Air Products 56.2 26.9 1.7 0.4 27.3

305. Alcoa 56.2 24.4 2.3 0.4 29

306. Ryder System, Inc 56 8.8 1.7 0.8 44.8

307. Eli Lilly 56 24.6 3 0.8 27.7

308. Lear 56 23.2 5 0.2 27.6

309. VF Corporation 55.9 22.8 4.3 2.4 26.4

310. ON Semiconductor 55.9 21.7 5 0.3 29.1

311. BB&T Corp. 55.8 19.8 4.6 5.7 25.7

312. Bed Bath & Beyond 55.8 27.2 3 4.3 21.3

313. Principal Financial 55.8 24.5 3.3 0.8 27.2

314. Asbury Automotive Group 55.7 25.7 3.3 0.2 26.5


315. Toll Brothers 55.5 23.8 4.3 1 26.5

316. Leidos 55.4 21.9 4.6 2.6 26.2

317. Spirit AeroSystems 55.4 21.6 2.3 5.4 26.1

318. Simon Property Group 55.3 14.6 3.3 0.4 37.1

319. Verizon Communications 55.3 23.4 2.6 2.4 26.9

320. Unum 55.1 25.3 1.7 0.7 27.5

321. M&T Bank 55 22.8 2.3 4.2 25.7

322. Publix Super Markets 55 24.5 3 0.1 27.5

323. McDonald’s 54.9 27 2 0.3 25.7

324. Home Depot 54.9 20.3 1.7 4.9 28.1

325. Hormel Foods 54.9 26.5 2 0.1 26.3

326. Eversource Energy 54.4 20.8 2.6 0.2 30.8

327. Levi Strauss & Co. 54.3 23.4 3 0.8 27.2

328. Aflac 54.1 19.7 1.3 10.1 22.9

329. Altice USA 53.9 10 2.3 0.4 41.2

330. Core-Mark Holding 53.9 25.7 2.3 0.2 25.7

331. Hess Corporation 53.8 22.7 4.3 1.2 25.6

332. Valero Energy 53.8 23.7 1.3 0.3 28.5

333. Archer Daniels Midland 53.7 22.5 3.3 0.1 27.9

334. Westlake Chemical 53.7 25.6 0 0.1 28

335. Huntsman Corporation 53.7 24.2 3 0.8 25.8

336. Owens & Minor 53.7 9 3.6 0.3 40.7

337. Kiewit 53.5 22.9 2 3.8 24.8

338. AutoNation 53.5 6.6 4 0.2 42.7

339. Avnet 53.3 20.9 7.6 0.2 24.7

340. Comcast 53.1 20.2 3.3 3.8 25.9

341. Navistar Inc 53.1 8.7 5.3 0.5 38.7

342. Costco Wholesale 53.1 19.6 3 0 30.5

343. UnitedHealth Group 53 22 3 2.3 25.8

344. Ascena Retail Group, Inc. 52.6 22.8 1.7 3.6 24.6

345. Phillips 66 52.5 23.4 1.3 0.5 27.3

346. Brighthouse Financial 52.5 24.2 0 1.5 26.8

347. DCP Midstream 52.5 5.2 6.3 0.6 40.5

348. Massachusetts Mutual Life Insurance 52.4 17.2 3.6 6 25.6

349. Regions Bank 52.4 20.6 3.6 2.9 25.3

350. Fifth Third Bank 52.3 17.6 5.9 4.4 24.5

351. Consolidated Edison 52.3 17.1 5.3 0.1 29.8

352. Pacific Life 51.9 22.1 3 1 25.9

353. Halliburton 51.9 22.1 3.3 0.5 26

354. Chesapeake Energy 51.7 24.1 2.3 0.8 24.6

355. CHS 51.7 20.9 4.3 0.4 26.1

356. Altria Group 51.7 25.6 1.7 1 23.5

357. AECOM 51.6 16.5 5.9 3.5 25.8

358. The Chemours Company 51.6 23.4 2.6 0.4 25.2

359. Twenty-First Century Fox 51.5 14.7 10.2 0.4 26.2

360. Loews 51.4 11.3 0 0.8 39.4

361. The J.M. Smucker Company 51.4 22.2 2 0.5 26.8

362. Newmont Goldcorp Corporation 51.4 17.4 5.3 0.5 28.3

363. Kroger 51.4 8.8 1.7 1.2 39.7

364. L3 Technologies 51.3 18.4 4.6 3.4 24.9

365. NCR Corporation 51.2 18.4 4.3 4 24.5

366. Collins Aerospace 51.1 16 4 2.9 28.4

367. Realogy Holdings Corp 51 9.4 2 2.6 37.1


368. Zoetis Inc. 51 20.9 4.3 0.1 25.8

369. Ally 50.9 13.8 3.6 6.9 26.7

370. United Parcel Service 50.9 21 2 0.8 27.1

371. DTE Energy 50.8 18.4 3.6 0.4 28.4

372. Cigna 50.8 20 2.6 1.8 26.4

373. Alleghany Corporation 50.8 19.5 0 1.3 30

374. Freeport-McMoRan 50.7 18.3 2 0 30.5

375. TreeHouse Foods 50.6 6.4 2 0.1 42.1

376. EnLink Midstream 50.5 24.7 0 0.8 24.9

377. Cheniere Energy, Inc. 50.5 22.7 3.6 0.5 23.6

378. Parker-Hannifin 50.5 21.8 3.3 0.1 25.3

379. Burlington Stores, Inc. 50.4 18.2 1.7 6.6 24

380. WestRock 50 21.7 3 0.3 25

381. Owens Corning 49.9 22.3 1.7 0.2 25.8

382. MasTec 49.8 6.6 0.7 0.2 42.3

383. Ingredion Incorporated 49.8 23 1.3 0.3 25.1

384. iHeartMedia 49.5 15.4 5.6 5 23.5

385. American Tower 49.4 21.7 4.3 0.5 23

386. Guardian Life Ins. Co. of America 49.4 20.9 4.3 1 23.2

387. Seaboard Corporation 49.3 20.9 0 0 28.4

388. Assurant 49.2 20.4 3.6 1.1 24

389. Ball Corporation 49.1 19.6 4.3 0.3 25

390. Ameren 49.1 19.7 3 0.5 26

391. ONEOK 49 22.1 1 0.7 25.2

392. Windstream 48.6 5.1 3.6 0.1 39.8

393. Tenneco 48.6 8.7 1.3 0.1 38.4

394. United Technologies 48.5 20.1 2.3 0.2 26

395. Conagra Brands 48.4 21.7 3 0.5 23.3

396. Sanmina 48.3 18 6.3 0.1 23.9

397. Tenet Healthcare 48.3 18 2.6 2.1 25.5

398. Gilead Sciences 48.1 16.3 4.6 4.9 22.4

399. Harley-Davidson Motor Company 48.1 21.4 2.3 0.4 24

400. State Street Corp. 48 16 4 4.9 23.1

401. AmerisourceBergen 47.8 16.9 2.3 6.9 21.8

402. Apache Corporation 47.8 17.1 1.7 0.2 28.9

403. Ulta Beauty 47.7 19.4 1.7 0.4 26.2

404. Charter Communications 47.3 2.7 2.3 4.4 37.9

405. RR Donnelley 46.9 19.2 5 0.2 22.5

406. Tesla 46.8 11.6 5.3 6.6 23.4

407. Peabody Energy 46.7 20 0 0.3 26.4

408. American Electric Power 46.7 16 1 0.3 29.4

409. The Mosaic Company 46.6 20.8 0 0.1 25.7

410. Occidental Petroleum 46.4 15.9 4.3 0.5 25.7

411. FIS 46 12.6 5 2.4 26.1

412. UHS 45.8 18.2 4 0.2 23.5

413. Kraft Heinz 45.8 16.1 2.3 4 23.4

414. Marathon Petroleum 45.8 20 0.3 0.3 25.2

415. A-Mark Precious Metals, Inc 45.7 25.7 0 0 20

416. BJ’s Wholesale Club 45.6 5.4 2 0.3 38

417. PG&E 45.6 11.2 4.6 5.5 24.2

418. PBF Energy 45.5 15.9 3 0 26.7

419. Gap 45.5 14.1 2 1.6 27.8

420. Coty 45.4 14.6 5.6 3.9 21.3


421. The AES Corporation 45.4 16 3 0.3 26.2

422. Weyerhaeuser 45.3 14.7 3.3 0.3 27.1

423. Calpine 45.3 14.8 2.3 0.4 27.8

424. INTL FCStone 45.3 12.3 8.9 0.4 23.6

425. Auto-Owners Insurance 45 13.6 5 0.6 25.9

426. Markel 44.8 11.4 8.6 0.1 24.8

427. Citizens Bank 44.7 11.3 4.3 4.3 24.8

428. DISH Network 44.7 15.8 1.3 5.5 22.1

429. Global Partners LP 44.6 13.6 8.9 0.7 21.4

430. Targa Resources 44.3 12.3 5.9 0.7 25.4

431. Omnicom Group 44.1 12.5 5.6 4.2 21.9

432. J.B. Hunt Transport Services, Inc 44.1 12.3 2.6 3.2 25.9

433. EOG Resources 43.9 14.8 6.6 0.3 22.2

434. Jefferies 43.9 13.6 5 0.5 24.8

435. O'Reilly Auto Parts 43.8 14.4 4.3 0.1 25

436. Textron 43.7 18.4 0.7 0.4 24.2

437. Berry Global, Inc. 43.7 16.8 2 0 24.8

438. Arrow Electronics 43.6 14.9 6.6 0.9 21.3

439. Synnex 43.6 14.5 7.9 0 21.2

440. Performance Food Group 43.4 16.9 3.3 0.2 23.1

441. Community Health Systems 43.3 11.2 6.9 4 21.1

442. ABM Industries 43 15.6 3.3 1.6 22.5

443. Anixter 43 4 3.6 0 35.3

444. Keurig Dr Pepper Inc. 43 17.3 0 0.5 25.1

445. Molina Healthcare 42.9 16.1 2.6 0.7 23.5

446. Olin 42.5 19.2 0 0.3 23

447. Graybar 42.3 13.5 3 0.3 25.6

448. The Blackstone Group 42 14.8 5 0.6 21.7

449. Avis Budget Group 42 14.8 3 0.7 23.5

450. Graphic Packaging International, LLC 42 16.9 2.6 0 22.5

451. Tractor Supply Company 41.9 15.5 2 0.3 24.1

452. C.H. Robinson Worldwide 41.8 11.4 3.3 2.9 24.3

453. First American 41.1 12.4 3.6 0.4 24.7

454. Alphabet 40.9 20.7 0 0 20.3

455. Lithia Motors, Inc. 40.9 13.8 3.3 0 23.8

456. Dana Incorporated 40.8 12.4 1.7 0.1 26.6

457. Reliance Steel & Aluminum Co. 40.7 16.2 8.3 0 16.2

458. Xerox 40.4 13.7 4.6 1.3 20.8

459. PulteGroup 40.2 13.6 5.6 0.1 21

460. Celanese 39.2 8.8 4 5 21.5

461. Fortune Magazine 39.2 15.2 2.6 0.1 21.3

462. HD Supply 38.9 13.6 2 0.7 22.6

463. Amphenol 38.7 12.3 4.3 0 22.1

464. Dollar General 38.5 14.8 1.3 0.1 22.2

465. Xcel Energy 38.4 10.1 1.3 0.5 26.6

466. WEC Energy Group 38.1 7.7 16.5 0.2 13.7

467. Vistra Energy 37.7 7.6 8.3 0.2 21.8

468. EMCOR Group, Inc. 36.8 8.9 2.6 0 25.2

469. Dollar Tree 36.7 13.8 2 0.1 20.9

470. Frontier Communications 36.5 11.1 5.9 0.5 19

471. News Corp 36.4 12.3 3.3 0.2 20.7

472. Qurate Retail 36.2 13.6 0 0.1 22.5

473. Mohawk Industries 36.1 8.8 3 0.2 24.2


474. Navient 35.3 9.9 1 0.7 23.7

475.NVR, Inc. 34.9 8.9 3.3 0.4 22.4

476. PPL Corporation 34.9 12.1 0.7 0.1 22.1

477. Expeditors 34.5 7.7 4.3 0.3 22.2

478. Quanta Services, Inc. 34.3 12.6 0 0 21.7

479. Berkshire Hathaway 33.9 8.6 2.3 0 23

480. Fidelity National Financial 33.8 11.3 4.6 0 17.9

481. Builders FirstSource 33.7 9 0 0.2 24.5

482. Albertsons 32.9 10.2 3.3 0.2 19.2

483. Dean Foods 32.4 9.7 2.6 0.3 19.8

484. Edison International 32.4 8.7 0 0 23.7

485. World Fuel Services 31.7 8.2 3 0.9 19.7

486. THOR Industries, Inc 31.6 16 0 0 15.6

487. W. R. Berkley Corporation 31.6 8.8 1.7 0.2 20.9

488. WESCO Distribution 31.4 7.6 1 0.3 22.6

489. Walgreens Boots Alliance 30.4 3 0 3.8 23.6

490. Supervalu 29.8 5.1 2.6 0.3 21.7

491. CSX 29.7 7 1.7 0.1 20.9

492. United States Steel 29.5 5.3 1.3 0.1 22.8

493. Murphy USA 29.3 5.2 0.7 0.4 23.1

494. Dillard's Inc. 28.8 3.9 3.6 0.2 21

495. Post Holdings 27.9 14.6 0 0 13.4

496. Plains GP Holdings 22.1 19.4 0 0.2 2.5

497. Icahn Enterprises 22 19.5 0 0 2.5

498. Union Pacific 21 -0.8 1.7 0.2 20

499. NGL Energy Partners 20.7 3.5 0 0.2 17

500. Old Republic General Insurance Group

17.8 -2.1 4.6 0 15.2


Surveys

Retain

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Attract

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Convert

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Talent CRM

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Talent Marketing

Executive Search

Beamery is a Talent Operating System (TOS), a platform that allows enterprises to manage the entire talent journey on a single platform. Beamery’s TOS centralizes a company’s candidate data, systems and talent operations, allowing recruiters to attract, engage, and retain top candidates on a unified platform, while providing a seamless talent experience.

Beamery’s TOS is comprised of three core suites which map to the different stages of the talent journey — Attract, Engage, Retain. It also includes an API middleware layer to manage integrations, and Comply - a compliance management and automation product to help organizations against GDPR, and other data protection legislation in countries like Russia and China.

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Beamery’s mission is to be the Talent Operating System through which the world’s best companies acquire their greatest assets: their people.

Beamery’s Talent Operating System combines Talent CRM, Talent Marketing, Automated Compliance, and a Connected layer to legacy systems, which gives enterprises the tools they need to address modern talent solutions, from forecasting and planning, to employer branding, to recruitment operations and business transformation. With Beamery, companies can attract,engage, and retain candidates on one unified platform, build relationships with top talent, and deliver better talent acquisition - at scale.

Founded in 2014 in London, Beamery is one of the leading UK technology companies and trusted by global organizations such as Continental, Zalando, Commvault, Grab and Balfour Beatty. Beamery has offices in London, Austin, and San Francisco.

For more information, visit the Beamery website, follow @BeameryHQ on Twitter, or email us at [email protected].

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WRITTEN BY

Nada Chaker Content Lead, Beamery

DESIGNED BY

Mia Huang Designer, Beamery

Chay Sells Designer, Beamery

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