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Podcast: Recruiting is Broken. Here’s How to Fix it

The most important step to building a great organization is hiring the right people. But for many startups, the pressure to find good candidates without clear direction and process can lead to settling for the wrong hire. 
Greenhouse CEO Daniel Chait recently spoke to Charlie O’Donnell on the Startup Recruiting Podcast about how to make smarter hiring decisions by creating the right culture and leveraging data—whether you’re a startup or an enterprise company.

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Digital Recruiting: Hiring in Today’s Talent Market

Ariana Moon Headshot 2

Ariana Moon is a Senior Recruiter at Greenhouse—and a proud one at that! She partners with hiring managers across all teams at Greenhouse to learn what they do and help them hire the best people for their teams. Outside of work, she dedicates her time to Latin dancing and loves exploring her physical limits almost as much as she loves eating sweets.

There was a time paper résumés reigned supreme as the sole determinant of landing a job interview. Now, employers are evolving their recruiting practices with the technological advances of their industries, moving away from administrative, reactive, paper-laden HR processes to the tempo of today’s unapologetically fast and transparent digital recruiting world. No longer is hiring a one-way street where employers have their pick of eager job applicants—rather, the job search has transformed into a two-way conversation where both employers and candidates have the roles of interviewer and interviewee.

What do all these changes mean for you as a recruiter? Read on for an overview of the digital recruiting landscape!

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4 Things to Keep in Mind When Hiring Summer Interns

Kristin Hoppe

Kristin Hoppe is a content producer based in New York City. She writes about how to run a business and take care of your team at Justworks.

Is your company revving up to hire interns for the summer? Internships are popular for a reason—they give your employees mentorship opportunities and offer a doorway into the working world for the interns you bring in.

As a recruiter, here are four things to keep in mind as you bring on interns for the summer.

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Demystifying Employment Background Checks

Evan Paris

Evan Paris is the Senior Alliance Manager at Checkr where he oversees strategic partnerships and technology alliances. His focus is to align and integrate software technology providers to deliver an unparalleled experience for customers. Before joining Checkr, Evan worked in the Marketing Technology space forging strategic partnerships and integrations across the MarTech Lumascape. His passion is to solve complex customer problems and deliver a seamless experience for the clients he serves. Find Evan on LinkedIn and Twitter.

If you’d like to learn more about quick and compliant background checks, or schedule a sales call or demo, please visit our registration page to book your time with a Checkr expert! To find more information on our partnership with Greenhouse visit the Greenhouse partnerships page.

Employer background checks, or pre-employment screenings, are vital to the hiring process. They’re not just for huge conglomerates with a vast human resources department and an endless hiring budget. Hiring the wrong person can create a ripple effect within your company, wasting time, energy and money on someone who's not the right fit.

Read on to learn the fundamentals of the background check process to help guide your hiring decisions.

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Recruiting Methods for Startups: Balancing Objectivity & Subjectivity for Tech Roles

Pawel Rzymkiewicz Head Of Engineering @ Codility

Paweł Rzymkiewicz is the Head of Engineering at Codility, a recruiting technology company that empowers teams to hire stronger programmers, faster. He has been involved in virtually every aspect of software development, but his focus and interest has always been on people and being a great leader. Outside of work, Paweł enjoys kitesurfing, slacklining, and climbing.

Tech recruiting is a challenging mission. We’re looking for specific skills, strengths, and experiences to supercharge our team’s development. And at the same time, we need to consciously curate our team to complement the personalities, expertise, and backgrounds already at the table.

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2017 HR Innovations & Trends

Sanjoe Tom Jose

Sanjoe Tom Jose is the founder of Talview. He is passionate about building technologies that help make hiring easy. He is currently working on a cutting-edge AI technology that can impact the world. He is also a well-known speaker in the area of HR Technology especially in using AI-based tools in building world-class teams in organizations. Find Sanjoe on Twitter and LinkedIn.

Now that we’re nearly halfway through the year, it’s a great time to take a step back and evaluate some of the top 2017 HR innovations and trends. Our industry is changing rapidly, and it can be a challenge to stay on top of the latest tools and best practices.

But luckily you don’t have to go out there and do a ton of research yourself—we’ve put together this list for you!

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Having Trouble Hiring Developers? Here’s Why Developer Hiring Is a Marathon, Not a Sprint

Rich Moy

Rich Moy is a Content Marketing Writer and Developer Hiring Expert at Stack Overflow, where he covers the latest in tech recruiting and hiring. When he's not writing, Rich can be found hanging with his wife, watching his favorite college football team with his dad, or running around Manhattan in preparation for his next half marathon.

Developer hiring has changed dramatically over the last two decades.

Long gone are the days when you could send out a blast email to every programmer on the planet and feel good about your chances of coming up with a shortlist of qualified candidates. Today’s reality is that most developers are currently employed—and nearly every company on the planet is trying to hire them. Still, employers are relying on old-fashioned recruitment tactics, and developers are finding it easier than ever to tune most of them out.

We’ve learned a lot about developers since Stack Overflow launched in 2008, and we realized that there isn’t a silver-bullet solution to resolve all of your technical hiring challenges. This year, over 64,000 professional programmers responded to our 2017 Developer Hiring Survey and reconfirmed that the secret to hitting your technical recruitment goals is understanding that it’s a process.

Keep reading to learn more about Stack Overflow's approach to the developer hiring process!

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How to Create a Recruiting Strategy for Competitive Tech Roles

Lauren Allanson

Lauren Allanson is an Associate Product Manager at Greenhouse. After spending 18 months as a Technical Recruiter growing Greenhouse’s Engineering team, Lauren turned her love for recruiting and all things technical into a new career on the Product team. She works with Engineering and Design to improve the Greenhouse product for users. Connect with Lauren on LinkedIn.

You’ve been working on a hard technical search for weeks (or maybe even months) without much progress. You posted your job and waited. And waited. Very few qualified or nearly senior enough candidates came through the slow trickle of applications. You’ve sent prospecting messages to everyone within a 100-mile radius. Plus, every other company is looking for the exact. same. person.

You start to wonder: Does this person actually exist? If they do, how in the world am I going to find them before another company does?

When you're looking for a needle in the haystack, life can be tough. I had an especially challenging time looking for a Security Engineer here at Greenhouse last year. 

When you’ve exhausted your usual channels, here are seven strategies to help you find the right candidate and fill a challenging technical role.

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Finding the Time to Be a Strategic Recruiter

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 and was responsible for the global rollout of the business.

I talk to recruiters all the time who feel guilty knowing that they should be doing all sorts of strategic things like fixing their candidate experience, nurturing past candidates, and doing more proactive sourcing of passive candidates.

But, the day-to-day reality of being a recruiter is SO BUSY that they struggle to find the time. When I dig in, what I hear is that the recruiter is being bombarded with one-off questions and requests all day. They are “playing defense.”

Does any of this sound familiar?

  • An employee who made a referral pings you to ask whether you’re moving forward with their friend.

  • An agency you’re working with emails you to find out what’s going on with the candidates they submitted.

  • Someone who’s conducting an interview can’t find the candidate’s résumé and stops by your desk to ask you for a copy.

  • A hiring manager stops you in the kitchen to ask you about the status of one of their open roles (and all you wanted was to get a cup of coffee!).

I hear some recruiters say that over half their time can be spent answering these basic questions.

So what's the key to finding the time to be a strategic recruiter? Read on to find out!

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Talent Acquisition Best Practices

Caitlin Doherty

Caitlin Doherty is the Events Coordinator at Greenhouse. She enjoys the ability to work within a small but mighty team to bring People thought leaders together in one room while creating memorable experiences. She resides in New York City where she fills her extra hours practicing a newfound love of improv, experimenting with recipes in her small Brooklyn kitchen, and taking long walks with strong coffee. You can connect with Caitlin on LinkedIn.

When you’re a recruiter in a rapidly growing company, you know that you’re going to have to spend the majority of your time filling roles. Functioning well as a team, becoming thought leaders in the space, developing professionally, and so many other aspects can feel completely out of reach. We all know that professional development is really important in employee satisfaction and happiness and it’s also really hard to nail this aspect when things feel as if they’re flying at a million miles a minute.

Greenhouse’s Talent Acquisition team can relate. They love bringing candidates in and so, of course they love talking about filling roles, interview tactics, working effectively with hiring managers, and all of the important day-to-day details and hard work that comes along with recruiting. They also enjoy being super efficient and are one of the most well-run teams I’ve ever witnessed. I caught up with Katie DiCioccio, Greenhouse’s Associate Recruiter in hopes that she would show me the ropes around her team and their best practices for making sure they commit to focusing on more than just the day to day. Spoiler alert: Katie shared the Greenhouse recruiting team’s approach to talent acquisition best practices. 

Keep reading for a few tips you can try out with your team!

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