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Featured Image Greenhouse Partners

Announcing Greenhouse’s Integration with LinkedIn Recruiter System Connect

Alex Powell

Alex Powell is a Product Manager at Greenhouse. Find Alex on LinkedIn.

LinkedIn is an essential tool for the modern recruiter, and the majority of talent acquisition professionals we work with live and breathe in this platform. That’s why I’m excited to announce the integration of Greenhouse with LinkedIn called Recruiter System Connect.

We’ve teamed up with LinkedIn to give our users the ability to seamlessly access candidate information and streamline sourcing and candidate management in one place. You can now easily get the full picture of a candidate with data from both systems.

Read on to learn what you can expect from the integration!

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Featured Image Company Culture

Managers: Empower Your Team to Boost the Value of the Business

Screen Shot 2017 12 06 At 7 21 13 Pm

Pratik Dholakiya is the Co-Founder of E2M, a full service digital marketing agency and PRmention, a digital PR agency. He regularly speaks at various conferences about SEO, Content Marketing, Growth Hacking, Entrepreneurship and Digital PR. Pratik has spoken at NextBigWhat's UnPluggd, IIT-Bombay, SMX Israel, and other major events across Asia. As a passionate marketer, he shares his thoughts and knowledge on publications like Search Engine Land, Entrepreneur Magazine, Fast Company, The Next Web and the Huffington Post to name a few. He has been named one of the top content marketing influencers by Onalytica three years in a row.

Creating a successful company culture is about more than just hiring the right talent. While hiring strong employees is important, it is the company’s responsibility to mold and create a valuable employee experience and contribute to employee development. Enabling an employee to boost the value of a business all starts with excellent management and development.

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Featured Image Company Culture

Three Employee Engagement Questions to Enhance Recruiting

Alexis Croswell Headshot

As Content Marketing Manager at Culture Amp, Alexis Croswell crafts stories that help companies put their culture first. She is passionate about creating content that empowers people to use data and insights to create a better world to work in.

As a recruiter, you have many tools in your arsenal to find and nurture candidates. However, one tool that might not come to mind (but is a great source of information) is your company’s employee engagement survey. If your company uses an employee feedback platform, like Culture Amp, you’re probably already familiar with the survey process and the rich, actionable insight it can provide.

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Featured Image Greenhouse

Announcing OPEN 2018: Imagine a New Hiring Reality

Maia Josebachvili

Maia Josebachvili is VP of Marketing at Greenhouse. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

There are many reasons why I love the Greenhouse community. This inspiring group of recruiters, executives, thought-leaders, and industry influencers is always ahead of the curve. We’re hungry for new knowledge and eager to share insights and discuss challenges with one another.

These exchanges are always great when they happen online and on social media, but something really magical happens when we get together in person.

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Featured Image Recruiter Tips

Choose the Right ATS By Asking These Questions

Lauren Ryan

Lauren Ryan is the Sr. Director of Growth Marketing at Greenhouse, where she helps make sure People & HR teams know how Greenhouse can help them build a winning hiring culture.

The process of shopping for a new Applicant Tracking System can be overwhelming! Your ATS holds some of your most sensitive employee information and can make or break a candidate’s decision to join your company, so it makes sense that it’s a purchase that requires a lot of research and vetting. As you’re considering different options and how they impact your recruiting team, you are probably also juggling requests from various stakeholders like your company executives, IT, and hiring managers.

In order to help you through this process, we’ve aggregated the conversations we’ve had with 2000+ customers to outline some of the major topics you’ll want to be sure to cover in your conversations with vendors. Keep reading to get the lowdown, and download this checklist of specific questions that you can use to guide your vendor evaluation process.

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Featured Image Greenhouse

Daniel Chait's Interview on the Unsexy Startup Podcast

English Taylor

English Taylor is a San Francisco-based writer and editor. Her favorite part of working with Greenhouse is getting to connect with employees and customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

Greenhouse CEO Daniel Chait was recently featured on The Unsexy Startup, a podcast devoted to highlighting what it truly takes to build a company. Sumay Too, host and founder, created the podcast as a platform for entrepreneurs to learn from and share stories about overcoming the unsexy obstacles of startup growth. Below, you’ll find a recap of Daniel’s interview and a link to the full version.

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Featured Image Recruiter Tips

New eBook: 3 D&I Strategies from Lyft's Talent Team

English Taylor

English Taylor is a San Francisco-based writer and editor. Her favorite part of working with Greenhouse is getting to connect with employees and customers. English has experience working as a copywriter and content strategist at startups, advertising agencies, and media companies. Want to talk Greenhouse or grammar (ideally both at the same time)? Connect with English on LinkedIn

According to McKinsey, diverse companies are 35% more likely to outperform homogeneous ones. Additionally, Harvard Business Review states that diverse organizations are 70% more likely to capture new markets.

Besides being the right thing to do, establishing diverse and inclusive workplaces has tremendous business ROI. Recruiters are on the frontlines of diversity and inclusion, yet in order for them to have long-term impact, they must be a company-wide effort. As a talent professional, how do you go about conducting a company-wide concert focused on diversity and inclusion?

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Featured Image TalentOps

Creating a Dynamic Headcount Plan

Maia Josebachvili

Maia Josebachvili is VP of Marketing at Greenhouse. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

One of the biggest trends I’ve seen in our industry over the last few years is the shift towards a more strategic and consultative Talent Acquisition function.

In most businesses, the biggest impact on the bottom line is human capital. Headcount is often the #1 biggest line item in the budget and also the biggest driver of a company’s success. This creates an incredible opportunity for recruiters to have a meaningful impact on the business. More and more, I’ve seen recruiters take on consultative roles with their executives to maximize their organization’s investment in human capital.

A great example of this can be seen during headcount planning. Rather than simply filling a list of open jobs, as a member of a new People team, recruiters are taking a strategic approach to hiring and headcount planning.

One tool that can help you make educated recommendations on which hires need to be made—and when—is the dynamic headcount plan. In this post I’d like to share a framework we use here at Greenhouse for how you can create a dynamic headcount plan for your organization.

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Featured Image Greenhouse

The Launch of Greenhouse Events App: A Message from Greenhouse’s Co-founder

Jon Stross

              Jon Stross is President and Co-Founder of Greenhouse. At Greenhouse, Jon drives the product strategy and works closely with customers and partners to build a platform that improves recruiting performance. Before founding Greenhouse, Jon served as the GM for BabyCenter.com and was responsible for the global rollout of the business.

Hot on the heels of the release of Greenhouse CRM,  I’m excited to announce the launch of Greenhouse Events App, a companion to the CRM.

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Featured Image Interview Planning

Why a Data-Driven Recruiting Solution is Critical for a Strong Candidate Experience

Katie Di Cioccio Headshot

Katie Di Cioccio is a Recruiter for Greenhouse where she manages the recruiting process for high-volume entry- and mid-level roles across both operational and technical teams. Given the thousands of candidates she’s interacted with since joining Greenhouse in 2015, it’s safe to say that she’s a seasoned professional in delivering top-notch candidate experience.

Greenhouse was recently named a Top 5 Applicant Tracking System by GetApp. We’re thrilled to be recognized this way—we believe our focus on creating an exceptional candidate experience by using data in our recruiting process sets us apart. Here’s how we do it.

One of our six main culture attributes at Greenhouse is being “customer focused.” Although I realize that some of our customers may be reading this post (hi there!), as a recruiter, I have very few interactions with Greenhouse customers on a daily basis. But what I’ve done, along with the rest of the Recruiting team, is interpret our candidates as our “customers.”

We all know the age-old saying, “The customer is always right,” but unfortunately, not every candidate is going to be the right fit for the job. So how do you provide a top-notch candidate experience to every professional you engage with, knowing only a few of them will ultimately be hired?

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