LinkedIn 2012 Annual Report Download - page 19

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•Demand Excellence. Our employees are encouraged to lead by example, seek to solve big
challenges, set measureable and actionable goals, and continuously learn, iterate and improve.
•Take Intelligent Risks. Taking intelligent risks has been paramount in building the company to date.
No matter how large the company becomes we strive to never lose our startup mentality.
•Act Like an Owner. Talent is our most important asset. We expect employees to act as an owner in
each decision they make, no matter how big or small.
Our company culture reflects who we are and the company we aspire to be. Our culture is shaped in
large part by our values and is best defined by:
•Transformation. People who work at LinkedIn are here because they seek to make a positive and
lasting impact on the world, help realize the full potential of LinkedIn and fundamentally alter the
trajectory of their careers.
•Integrity. We don’t believe the ends justify the means. Rather, we expect employees to do the right
thing no matter what.
•Collaboration. Much like the network effects inherent in our business model, we believe that as
valuable as we are as individuals, we are all exponentially more valuable when aligned and working
together.
•Humor. Fulfilling our mission and vision requires an intense focus, so we believe it is important to
not take ourselves too seriously and try to have some fun while doing it.
•Results. We set clear, actionable goals and have high expectations for our performance. We count
on our employees to consistently deliver excellent results, seek leverage through greater efficiency
and effectiveness, and demonstrate leadership at all levels throughout the organization.
We believe we have assembled an extremely talented group of employees and strive to hire the best
employees to solve very significant challenges. As of December 31, 2012, we had 3,458 employees,
consisting of 1,522 employees in engineering, product development and customer operations, 1,468
employees in sales and marketing, and 468 employees in general and administrative.
While we encourage collaboration, we also embrace individual thinking and creativity. For example,
one of our key approaches to attracting and retaining technical talent and fostering continued innovation
is through our company-sponsored ‘‘InDays’’ and ‘‘hackdays’’ where our employees are encouraged to take
the time to explore and implement new ideas. Participants then present their ideas in front of the whole
company with prizes awarded for the best ideas. Some of our significant new products have been
developed as a result of inDays and hackdays.
Information about Segment and Geographic Revenue
Information about segment and geographic revenue is set forth in Note 13 of the Notes to
Consolidated Financial Statements under Item 8 of this Annual Report on Form 10-K.
Seasonality
Our business is affected by both, cyclicality in business activity, and seasonal fluctuations in Internet
usage. We believe our rapid growth has masked the cyclicality and seasonality of our business. As our
revenue growth rate slows, we expect that the cyclicality and seasonality in our business may become more
pronounced and may in the future cause our operating results to fluctuate. In particular, we expect sales
of Talent Solutions to be weaker in the first quarter of the year due to budgetary cycles and sales of our
Marketing Solutions to be weaker in the third quarter of the year as Internet usage during the summer
months generally slows.
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