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Abode is proud to recognize Perry Ellis International for excellence in crafting intentional keep-warm strategies, building community, preventing reneges, and fostering mentorship. There is a significant amount of effort and intention that takes place between candidates accepting an offer and showing up on their first day. In their application, Perry Ellis International demonstrated how hard work and strategy benefits the individuals joining their program. Below, you’ll find the highlights of their early-career engagement strategy from their standout application.
Abode is proud to recognize Perry Ellis International for their strong approach to early-career engagement.
Read what this organization had to say about their winning strategies.
“We’re incredibly proud of our high-touch pre-start engagement strategy, which ensures every new hire feels supported well before day one. Through consistent weekly check-ins, we streamline relocation logistics, clarify orientation details, and provide guidance on attire. To set a solid foundation, we meticulously curate their initial training weeks and schedule strategic meet-and-greets with key stakeholders. By introducing them to the "major players" early on, we ensure they aren't thrown to the wolves, but are instead empowered and positioned for long-term success.“
“Our team is incredibly proud of our holistic community-building strategy, which focuses on meaningful impact and deep connection. We integrate a dedicated Day of Service, recently partnering with Style Saves to provide school attire for underprivileged students and hosting successful ocean cleanups. Beyond service, we foster a tight-knit culture by providing shared housing for out of state students and host interactive Lunch and Learns with major stakeholders within the company. We also leverage our community for growth, returning to universities alongside alumni interns to attract new talent. This multi-layered approach ensures our interns develop into socially conscious, well-connected leaders.“
This organization had one of the lowest renege rates among their peers who applied.
In their application, they cited regular communication with new hires between acceptance and start date, connecting new hires with peers before the start date, and ensuring candidates clearly understand their compensation and benefits before accepting as the top 3 reasons for their low rate.
“We are proud of our integrated transition model, which replaces traditional mentorship with a structured, cross-functional support system. Each new hire is paired with a dedicated mentor to navigate their specific role while following a rigorous, tiered training schedule. During the first week, we focus on technical system proficiency, followed by deep-dive sales department training in week three. To ensure a holistic understanding of our business, we facilitate cross-departmental rotations, allowing new hires to see firsthand how different teams impact our bottom line. This strategy empowers them with technical expertise and a comprehensive organizational perspective from day one.“
