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How to Use Engaging Content to Attract Top-Notch Talent

Candidate experience is now more important than ever. In the era of social media, where people have the ability to share messages with wide networks with just a few taps and swipes, experience is especially crucial for the people you don’t end up hiring. And those people touch more facets of the business than you may think.

Employer branding and marketing in general are moving rapidly toward more integrated and customized customer experiences. The first part in designing candidate experience programs is considering the attraction phase, or how to start building a dialogue with potential candidates.

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Your Job Description Is Doing Double Duty—And Why That's a Problem

For anyone involved in recruiting, job descriptions are an integral part of the hiring process. Unfortunately, many companies are not using this tool optimally. The misuse of job descriptions boils down to one core problem: Using a single document to serve two completely different purposes.

There should always be a distinction between how you describe a job internally and the way you promote it to the outside world—and the typical job description doesn’t do either very well.

Why is this distinction important? And how can you make sure you’re not guilty of overburdening your job descriptions? Read on to find out.

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5 Ways to Attract Women to Your Tech Company

The world is—thankfully—becoming a more equal place. People of both genders are more educated than previous generations, new immigrants have the same chances to start successful businesses as citizens born in that country, people with disabilities are more visible and given more opportunities to succeed on their own merits. We are becoming a more inclusive society.

So why are only 14.3% of management and board level executives in Silicon Valley women?

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Talent Management in Action: One People Manager's 3-Pronged Approach to Fully Developing His Team

I would define my people management style as part Michael Scott and part therapist. Like Michael Scott from “The Office,” I am quite candid by nature and tend to lead with personality. And unlike Michael Scott, I have a pretty specific communication plan for my team. One of the lessons I learned early on was the best way to keep people on the same page is to make sure everyone has access to the same book. That said, being open and forthright has become a big part of my managerial style.

Read on for my unique 3-pronged approach to people management...

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Modern Talent Branding: How to Attract Technical Talent Through Video

Technical talent: Two words we’re all too familiar with. But even with the familiarity, finding avenues to actively engage with them is still an uphill battle.

As it turns out, there are solutions and ways to get in front of technical talent through a different lens. In our latest Hiring Hacks webinar, How to Supercharge Your Talent Brand to Attract Technical Talent, Tarek Pertew, Co-Founder and CCO of Uncubed, an employer branding and sourcing platform, shares how much of an impact video makes in developing your employer brand and attracting tech talent to your company.

Read on to learn how you can utilize video to begin telling your company’s story—and gain more tech applicants because of it!

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The New People Teams: How Enigma’s 4-Person People Team Has Made Massive Impact Within the Organization

Everywhere around us, a growing number of HR Departments are transitioning into People Teams. People Teams focus on people—putting employees first and carrying out strategic programs and initiatives that nurture them.

We’re thrilled to spotlight a handful of these people-centric organizations and their People Teams in this blog series, “The New People Teams.” (Click here for a previous post highlighting Medallia, here for a post on Bonobos, here for a post on Flatiron Health, and here for a post on Rapid7).

Adding to this list of great companies is Greenhouse customer Enigma. Besides maintaining the world's largest open-source collection of public data and enabling organizations to to use data to address their most important problems, it’s also one of several modern companies leading the People revolution through its internal initiatives and efforts.

We recently chatted with Enigma’s VP of People Rebecca Price to learn how the company’s People Team has made a massive impact with just a 4-person team! Here’s what she had to say:

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From the Interns’ Perspective: Your Comprehensive Guide to Creating a Mutually-Beneficial Internship Program

As the inaugural class of sales interns at Greenhouse this summer, we were given the rare and invaluable opportunity to experience the world inside a high-growth startup. Throughout the 12-week program, we produced cross-functional work, gained in depth exposure to the nature of technology sales, were mentored by extremely smart and experienced colleagues, and, to top it off, are walking away with lifelong friendships.

In fact, we were so impressed by our internship program that we were compelled to write this blog post to provide you with some tips on how to design an internship that will attract top talent to your company and result in a mutually beneficial experience for both you and your interns.

Read on to get our 4 core insights on how to make your internship program stand out from the rest:

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