Driving Innovation Through People at Viridien
How an inclusive culture helps attract, develop and retain the scientific talent shaping tomorrow's industries
Nadya Moqbel — Global Talent Acquisition & Employer Branding Director, Viridien. Photos © Courtesy of Viridien & Ricardo Merendoni
Viridien is an advanced technology, digital and Earth data company that pushes the boundaries of science for a more prosperous and sustainable future. With the ingenuity, drive and deep curiosity of its people, Viridien discovers new insights, innovations, and solutions that efficiently and responsibly resolve complex natural resource, digital, energy transition and infrastructure challenges. Viridien employs around 3,200 people worldwide.
At the heart of this ambition, talent acquisition plays a strategic role. As Global Talent Acquisition (TA) & Employer Branding Director at Viridien, Nadya Moqbel leads the company's approach to attracting the right talent that will support its growth. In this interview, she shares Viridien's employer brand vision, the role of TA in a technology-driven organization, and the qualities the company looks for in candidates seeking to build a long-term career.
Q. As Global Talent Acquisition & Employer Branding Director, how would you describe the role of talent acquisition in supporting Viridien's growth, particularly in such a scientific and technology-driven environment?
A. I see our Talent Acquisition team as a strategic business partner and growth enabler. It's not just about filling vacancies — our role is to ensure we have the right talent, skills, and mindset to continue driving innovation and business success.
That requires a strong partnership with leaders, hiring for expertise and high potential, and fostering a consistent, high-quality selection process that helps us make better decisions and at the same time deliver great candidate experience.
Q. What is your personal vision of recruitment at Viridien, and what makes the company attractive in a highly competitive market for scientific and data-driven talent?
A. I believe recruitment is about both the right skills as well as potential. The best hires are not always the people who can do the job today, but those who can also grow with the business tomorrow. Hiring is not an exact science. We all make mistakes, but the answer is not to become more risk-averse through endless interview rounds or overly conservative decisions.
Instead, it's about consistent hiring processes, skilled interviewers, getting the right stakeholders involved, and a strong focus on candidate experience.
For me, recruitment succeeds when it balances the business needs of today with talent development for the future and this is how we do it at Viridien.
The strongest employer brand isn't built by marketing, it's built by people.
Q. How do you build and communicate Viridien's employer brand, and how are your core values reflected in the candidate and employee experience?
A. I believe the strongest employer brand isn't built by marketing, it's built by people. Candidates trust authentic employee experiences. When our people share their passion for the work they do, the impact they create, and the culture they experience every day, they become our best ambassadors. Our role is to ensure that experience is genuine from the first candidate interaction through to career growth, so that our employer brand becomes a reflection of our culture, not a campaign.
Q. What do you value most when recruiting young talent, and how do you spot potential beyond what's written on a CV?
A. At Viridien, we focus on people who are passionate about science, technology, and innovation. While we attract talent from a broad range of STEM backgrounds, what truly sets successful candidates apart is their curiosity and drive to solve complex problems. In a business that operates at the forefront of technology, continuous learning and a willingness to challenge the status quo are just as important as technical expertise. These qualities enable Viridien to keep innovating, delivering value to clients, and shaping the future of our industry.
Q. Viridien values diverse career paths for its scientific and technology roles. How does this diversity shape your HR strategy and company culture?
A. We bring together people from different scientific disciplines, cultures, countries and career paths to solve highly complex problems. In a company like Viridien, where we solve complex scientific and technological challenges, bringing together people with different career paths and viewpoints leads to better ideas, stronger decision-making, and ultimately better outcomes for our clients.
Q. How would you describe Viridien's company culture between France and the United States, and how do you ensure consistency while respecting local ways of working?
A. I would say our culture is built around shared values rather than geography. Whether you meet our people in the US, France, Singapore, Norway, UK or Brazil, what unites them is their passion for science, technology, solving complex problems, and their drive to keep getting better on a technical and personal level every day.
At the end of the day, we are a multinational company, and while local ways of working may vary, the mindset remains the same.
Q. Finally, what advice would you give to a candidate who wants to join Viridien and build a meaningful long-term career within the company?
A. My best piece of advice is to be authentic and show us what makes you special compared to someone else with the same degree. We can tell when someone is genuinely passionate about their field, and that's what really stands out!
From an HR perspective, our role is to ensure everyone has equal opportunities to grow and succeed. By creating an inclusive environment where talent can thrive regardless of gender or background, we strengthen both our culture and our long-term business performance.