Tina Gjuriš i Leonarda Vince
Episode · #300
TEENBIZ Tina Gjuriš i Leonarda Vince
Guest Tina Gjuriš i Leonarda VinceHosted by Marina JurićMay 3, 2026
Tina Gjuriš i Leonarda Vince
About this episode
What you'll hear in this conversation
The priorities of young professionals entering the workforce have shifted. No longer is compensation the sole driver; the next generation of talent seeks purpose, development, and a company culture aligned with their values. Tina Gjuriš, from Nestle Adriatic's HR department, and Leonarda Vince, a recent graduate who participated in Nestle's Summer School, discuss this evolving landscape. They explore what modern companies are doing to adapt and how young people are preparing for careers where societal impact and personal growth are as important as the job itself. Readers will finish considering how to truly engage and prepare the talent that will define the future of business.
Insights from the conversation
What to take from this episode
01
Most millennials and Gen Z job seekers prioritize a company's focus on sustainable development and social responsibility, along with how they'll feel working there, over salary alone. If you're only selling compensation, you're missing the core demand of the next workforce.
02
When Leonarda Vince returned to Croatia post-graduation in April 2020, every job application was met with 'wait for better times.' The Nestle Summer School wasn't just an education program; it was a rare active opportunity during a freeze. In a crisis, the most valuable thing you can offer young talent is not a job, but a path to stay active and relevant.
03
The Nestle Summer School isn't a series of lectures; it's three weeks of interactive learning, real-world projects, and exposure to regional managers. The most effective way to prepare young people for business isn't theoretical knowledge, but immersion in actual challenges and cross-functional team dynamics.
04
Students in the Nestle program work in teams composed of participants from five different countries across Southeast Europe. Providing this international exposure *before* their first job gives them a comparative edge. Don't wait for global roles; build a global mindset into early career programs.
05
Leonarda found that managers at the Summer School were open, sharing personal experiences, advice, and stories. This transparency, rather than just corporate presentations, creates a sense of belonging and gives participants a deeper, more human insight into the company culture.
06
Tina Gjuriš notes that early education and internships provide a clear picture of what working in a specific department entails, allowing young people to confirm if a role aligns with their expectations or if they should re-direct their career. The true value of early experience is not just gaining skills, but gaining clarity on what you *don't* want to do.
07
The Summer School provides insight into a company's corporate culture, teaching young people about working towards a common goal while respecting themselves, others, and the community. This isn't just about company values; it's about internalizing the implicit rules of collaboration in a modern workplace.