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How Expensify Hires at Warp Speed Without Compromising Company Culture

James Dean Small

Check out Expensify’s applicant reimbursement integration with Greenhouse to top off your candidate experience with easy next-day reimbursements. Cha-ching!

James Dean is a Success Coach at Expensify in San Francisco. Aside from teaching customers how best to burn their receipts, he enjoys checking out new restaurants, watching Netflix, playing soccer, running, and laughing. Sometimes he can do it all at once!

As the fastest growing company in the expense management industry, Expensify has learned how to hire at warp speed without sacrificing quality or compromising our culture. With over $32 billion processed in 2016 and headcount jumping by 80+ in the last two years alone, we’re in a full sprint to spread “expense reports that don’t suck” across the globe.

So how have we supercharged worldwide hiring and kept our culture intact? We’ve crafted a lean, decisive, and transparent candidate experience infused with company values by following three simple principles.

Read on to learn which principles guide the Expensify team's approach to recruiting!

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4 Marketing Tactics to Steal for Your Recruiting Team

Cristina Mccomic Small

Cristina McComic is the Head of Content at Simppler, a recruiting technology company and Greenhouse partner that turbocharges employee referral hiring, leading to faster & more cost effective hiring, better business performance, and lower attrition. Bi-coastal and international, Cristina holds a Bachelors Degree from Vassar College in New York and a Masters Degree in Chinese Business Law from Fudan University in Shanghai, China. Having lived abroad for 5 years and traveled around the globe, Cristina is excited to bring a fresh, international perspective to the hiring industry. She currently writes about hiring issues like eliminating unconscious hiring biaskeeping employees engaged in making referrals,and why referral bonuses don't work. You can read more on Simppler's blog here.

“You need to sell the company brand to potential job candidates.” “You’ve got to keep in touch with candidates so they keep your company top of mind.” “You have to make the candidate experience positive and memorable.” These are just a few of the statements you’re likely to hear from HR leaders these days.  

And it makes sense: The job market is currently candidate-driven with 53% of organizations citing shortages of required skills in the labor pool and 47% citing trouble in sourcing qualified candidates. Recruiting teams have to go above and beyond what their role traditionally called for to engage their dream candidates and sell them on the benefits of working for their company. That’s why industry-leading recruiting teams have begun to think like marketers in order to win the best candidates for their teams.

Read on for four tactics your recruiting team can steal from marketing!

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How Thomson Reuters Used Instagram to Attract Candidates

Shelby Burghardt

This post was edited by Shelby Burghardt, who joined Thomson Reuters in 2014 and is currently the Global Employment Brand and Recruitment Marketing Manager. She develops the external recruitment messaging and go-to-market strategies to attract the most capable workers to Thomson Reuters globally. She also provides the vision and leadership for recruitment marketing campaigns across all 4 business units, with a heavy focus on digital and social media recruitment. Follow Shelby on Twitter.

Social media is a necessity when it comes to employer branding these days. Candidates are actively participating in brand voyeurism. They want to know how it feels to work for a company even before they apply. According to a report done by SkillSurvey, “80% of talent leaders globally agree that employer brand has a significant impact on their ability to hire great talent.” Our response to this at Thomson Reuters was to help candidates picture themselves working out of our offices around the world.

Thomson Reuters provides professionals with the intelligence, technology, and human expertise they need to find trusted answers. We enable professionals in the financial and risk, legal, tax and accounting, and media markets to make the decisions that matter most, all powered by the world's most trusted news organization.

Our global employer brand team is made up of a team of two, and manages the corporate social media recruitment strategy, job board initiatives, brand awareness strategy, and region-specific go to market strategies. Our primary goals for 2017 are to increase our presence on social media through advertising and generate a strong brand presence in the US and Canada.

Want to learn more about how we ran a campaign on Instagram to attract candidates? Read on!

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Glassdoor Best Places to Work: The Common Elements of Winning Companies

Marielle Leon

Marielle León is a freelance writer in the Bay Area with experience in topics ranging from brand-building and employer branding to interior design and UX design-thinking. She spends her free time on the trails and soccer fields of Marin county with her two wild boys, a ukulele-playing husband and the world’s best dog.

Ever wonder why some companies consistently earn the Employees’ Choice Award for Best Places to Work? Do some award-winning companies surprise you because you’ve never heard of them?

While Glassdoor Best Places to Work lists are based on quantitative measures of employee ratings, it’s often the qualitative traits that influence employees to accept job offers and stay with a company. These “soft” factors like mission, culture, people, and transparency motivate employees to show up to work every day—and their reviews on Glassdoor reflect that.

To uncover the traits every Best Place to Work has in common, we interviewed the winners and our data science team scoured their Glassdoor pages and underlying quantitative ratings, looking for commonalities.

Click below to learn what the winners have in common—and what this means for you!

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Redesigning Your Jobs Website? How Inbound Recruiting Can Help

Hannah Fleishman Small

Hannah Fleishman is the Inbound Recruiting Program Manager at HubSpot. Hannah leads inbound recruiting initiatives at HubSpot to help attract top talent globally. She collaborates with recruiters to build the company's employment brand through personalized marketing. Before taking on recruitment marketing, Hannah was on HubSpot’s Public Relations team. Follow her on Twitter at @hbfleishman.

Job seekers have changed dramatically over the past ten years.

The problem is, most job websites haven’t changed at all.

It used to be that if a candidate wanted to learn more about your company, culture, or team, they had to ask a recruiter. Fast forward to present day and 73% of job seekers start their search on Google (CareerBuilder, 2015). Employers don’t start or control the conversation today, and companies need to act accordingly. That’s why when we redesigned HubSpot’s jobs website, we took an inbound recruiting approach to match our candidate experience to the way people find jobs today.

What are HubSpot's tricks for designing a better careers page? Read on to find out!

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Another 10 Awesome Careers Pages

Melissa Suzuno

Melissa Suzuno is the Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

Here at Greenhouse, we love helping companies get better at hiring, and we have the privilege of working with some pretty impressive customers. One of the perks of working with such amazing companies is that we get to see how those at the head of the pack are setting up their careers pages. In the past, we put together a list of 10 Awesome Careers Pages and 10 More Careers Pages, but it’s been a while. So, to keep things fresh and exciting, we’d like to introduce another 10 Awesome Careers Pages. 

Want to find out who they are and what we love about them?

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Dispelled! 4 Common Misconceptions About Needing an Applicant Tracking System

Jon Hellam Headshot

Jon Hellam is a member of the Sales Development team at Greenhouse. Whether he's working to advance electric vehicle legislation, or offering musicians an alternative to major studio audio production, Jon enjoys contributing to the success of innovative companies transforming existing industries. In his spare time you can find Jon acting like a tourist in NYC, even though he's been living there for over a year. Connect with Jon on LinkedIn.

If you’re like me, you’re absolutely immersed in all things startup. You watch Silicon Valley and Shark Tank; you scour Crunchbase’s latest funding rounds on a hourly basis; you even listen to Gimlet Media’s podcast “Startup” during your morning commute. Maybe you’re currently starting your own business, doing your best to check all the boxes in order to become the next unicorn—a groundbreaking idea, a scalable model, and a thriving customer base. 

While startups can raise money from a number of sources, the main avenue is venture capital, or VC for short. There are hundreds of entrepreneurs pitching their ideas to VC firms each day, many trying to position themselves as the next big thing like Airbnb, Uber, or Facebook. What you might not know is that VCs aren’t always looking for the next big thing, but rather the next big team.

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Why Structured Hiring Matters: 3 Stories to Make You Rethink Your Recruiting Process

Daniel Chait

Daniel Chait is CEO & co-founder of Greenhouse and has been a technology entrepreneur in New York City for nearly 20 years. Dan is a frequent speaker on the topics of recruiting and entrepreneurship and has presented at numerous venues including General Assembly, the University of Michigan Center for Entrepreneurship, Launch Scale, DEMO Traction, and the Wharton Entrepreneurship Conference. He graduated fromthe University of Michigan with a degree in Computer Engineering (#GoBlue!). Connect with Dan on Twitter.

Most CEOs and executives agree that talent is their top priority and people are their company’s greatest asset. But all too often, the hiring process fails to reflect this proclaimed prioritization of people.

I get it: Hiring great people is hard. Talking about hiring good people is a lot easier!

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Structured Hiring Made Simple with These Useful Worksheets

Melissa Suzuno

Melissa Suzuno is Content Marketing Manager at Greenhouse, where she gets to share her love of the written word and endorse the use of the Oxford comma on a daily basis. Before joining Greenhouse, Melissa built out the content marketing programs at Parklet (an onboarding and employee experience solution) and AfterCollege (a job search resource for recent grads), so she's made it a bit of a habit to help people get excited about and invested in their work. Find Melissa on Twitter and LinkedIn.

In an ideal world, recruiters, hiring managers, and everyone else involved in the hiring process would be perfectly aligned. After all, everyone has the same goal: to get great candidates to accept offers and begin working at their company.

At Greenhouse, we believe that Structured Hiring can help make that ideal world a reality.

Read on...and grab our Structured Hiring 101 Worksheets so that you can apply this valuable approach in your organization!

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Bringing That Essential "Human Element" to Recruiting: How You Can Stay Focused on People—And Not Just Process

Robby Perdue Headshot

Robby Perdue is a Strategic Account Manager at Greenhouse. With nearly a decade of experience in account management, customer success, and sales, Robby has worked on the full account lifecycle with hundreds of organizations, from venture-backed startups to Fortune 100 companies. He's always focused on the people behind the process. Connect with Robby on LinkedIn.

As a Strategic Account Manager at Greenhouse, most of my job consists of working with people. I help our customers’ People Teams build out process to make them more effective. I funnel feedback from our customers to those on our Product Team to steer the direction of what we build in our product next. I talk to prospects with our Sales Team to make sure potential customers understand the value of not just our product, but the relationship they’ll be starting with Greenhouse.

If you’re reading this, I bet most of your work day revolves around contact with lots of people, too. And interacting with people is just like any other professional activity; the more often you do it, the more it becomes just a routine. And the more your day-to-day becomes routine or habit, the easier it is to start seeing people not as human beings, but as numbers in your spreadsheet, dollars in a ledger, checkboxes on your to-do list, or columns in your report. But it doesn’t have to be this way, and especially when your work involves the livelihood of others, it shouldn’t be.

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