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Irwin Named a Canadian Company on the Rise — LinkedIn Top Startups 2022
Article originally appeared on LinkedIn and has been edited.
The 2022 LinkedIn Top Startups list reveals 15 emerging Canadian companies gaining attention Backed by unique LinkedIn data measuring different elements of growth and demand. We’re proud to share that LinkedIn has named Irwin as a company that you should be paying attention to right now.
Starting and growing a company has always been tough, but it’s especially tough right now. As the working world navigates widespread inflation and economic uncertainty, it’s getting more challenging for young companies to get investment and grow quickly.
But while it’s a challenging moment, some argue that innovative ideas are born in times of uncertainty. Operating under constrained resources and limited capital can push young companies to prioritize assets and values and adapt quickly.
LinkedIn’s 5th annual LinkedIn Top Startups list is the resource to find the startups to pay attention to right now, featuring 15 Canadian companies that are rising to the challenges of the moment and continuing to innovate and gain attention in 2022.
To compile the list, LinkedIn looked at data across four pillars: employee growth; jobseeker interest; member engagement within the company and its employees; and how well these startups pulled talent from the flagship LinkedIn Top Companies list. (You can learn more about the methodology and eligibility requirements at the bottom of this article.)
This list is ultimately meant to be a resource for jobseekers excited by the opportunity to innovate, solve big problems and grow their skills. If joining a startup is the right fit for you, check out which functions and skills are in demand at our company.
Full-time headcount: 100
Headquarters: Toronto
Year founded: 2017
Most common skills: Leadership, Communication, Data Science
Largest job functions: Sales, Engineering, Research
What they do: This capital market-focused fintech has created an AI-driven platform that can be used by public companies to closely monitor buying and selling activity by shareholders, making it easier to identify and connect with potential investors.
LinkedIn measures startups based on four pillars: employment growth, engagement, job interest and attraction of top talent. Employment growth is measured as percentage headcount increase over methodology time frame, which must be a minimum of 10%. Engagement looks at non-employee views and follows of the company’s LinkedIn page, as well as how many non-employees are viewing employees at that startup. Job interest counts rate at which people are viewing and applying to jobs at the company, including both paid and unpaid postings. Attraction of top talent measures how many employees the startup has recruited away from any global LinkedIn Top Company, as a percentage of the startup’s total workforce. Data is normalized across all eligible startups. The methodology time frame is July, 1 2021 through June 30, 2022.
To be eligible, companies must be fully independent, privately held, have 50 or more full-time employees, be 7 years old or younger and be headquartered in the country on whose list they appear. We exclude all staffing firms, think tanks, venture capital firms, law firms, management and IT consulting firms, nonprofits and philanthropy, accelerators and government-owned entities. Startups who have laid off 20% or more of their workforce within the methodology time frame are also ineligible.
*Company insights were sourced from LinkedIn Talent Insights. Data reflects aggregated public member data from active LinkedIn profiles in the relevant country and includes full-time employee profiles associated with the company on LinkedIn. All data points are measured among hires in the last year. We exclude members who identify as part-time or contractors. Headcounts are provided by the companies directly, unless otherwise noted with an asterisk. Those headcounts are based on LinkedIn data. The insights reflect data as of July 2022. Skills data was derived from measuring the most frequent skills among a company’s employees. Most common job titles represent the occupations that are most common within each company. Largest job function measures the function area most prevalent within each company.
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