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Talent Operations

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What Is an ATS?

The recruiting world is full of acronyms and jargon. Let's take a moment to demystify one of those common terms we've all heard a million times: ATS. What exactly is an ATS? And if you don't have one, do you need one? And, if you need one, how do you decide which one is best for your company? We break it down for you here.

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HR Tech During Rapid Growth: A Fireside Chat with 23andMe’s Head of Recruiting

What’s it like to come into a company and overhaul an entire software platform while you’re still getting to know your team and the existing processes? That was the situation 23andMe's Head of Recruiting Jen Mease found herself in when starting her role there. Greenhouse CTO Mike Boufford recently sat down to a fireside chat with Jen to learn how she approached the situation. Catch some highlights from their conversation in this post.

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Navigating Recruiting Tech: A Guide to Evaluating, Selecting, & Implementing the Right Tools

If you ever find it difficult to keep track of all the latest recruiting tools and technology, you're not alone. We recently invited J.T. O'Donnell, Founder and CEO of Work It Daily, Kayla Vatalaro, Head of Recruiting at Asana, and Erica Waichman, Head of Recruiting at Formation to discuss their tips and tricks for evaluating, selecting, and implementing the right recruiting tools.

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Recruiting Data in Action: How TripAdvisor Leverages Greenhouse Reporting to Stay Competitive

Recruiting data shouldn’t be a secret weapon; it should be a regularly implemented practice to keep your Talent team at the top of its game. We recently connected with Brandon Morrill, TripAdvisor’s Director of Talent Acquisition, and asked him to share how his team is making the most of recruiting data and reports to win at every juncture. See how you can put his tips into practice.

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Featured Image Talent Operations

Creating a Dynamic Headcount Plan

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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Why Recruiting Operations is Essential to Growth

Most of the recent innovation in recruiting has been focused on the candidate acquisition and evaluation stage (with tools like Hired, Teamable, and Coderpad) with much less of an emphasis on internal process improvements for recruiting teams. Just as sales teams and engineering teams need new products and processes in order to grow, it's impossible to effectively scale recruiting ops and hire effectively without new tools and ways of approaching old problems.

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