Welcoming Stacy Zapar to the Greenhouse Team!

stacy-1We’re beyond thrilled to announce the newest member of the Greenhouse team, Stacy Zapar! Stacy is joining us as a employer branding consultant, helping us share with the world what makes Greenhouse a special place to work. We’ve known Stacy for some time, and have featured her on our blog as both a recruiting influencer and an expert sourcer.

Stacy, on the other hand, first started hearing about Greenhouse last fall. On November 10th, 2014, she tweeted, “I keep hearing @Greenhouse come up in conversation... Anyone tried their software? Thoughts? (Love their logo, btw.) #recruiting”

Stacy says she was immediately impressed by the level of advocacy she saw from Greenhouse customers. Stacy told us, “I have never seen people get excited about an ATS. Usually everyone hates their ATS; it’s just a matter of the degree at which they hate it! Suddenly, I saw people thrilled, excited, pumped up, and even grateful. I had never seen that, in my 18 years of recruiting experience.”

It wasn’t long until Stacy was working with a handful of Greenhouse customers. During her time at Trip Advisor, Stacy spoke at Greenhouse’s first annual Recruiting Optimization Summit to share how to build an employer brand. Since then, she’s been a part of several of our homegrown events, like the Recruiting Optimization Roadshow, as we continue to be impressed by her philosophies on employer branding and social recruiting.

Stacy will add tremendous value to the Greenhouse team. Not only will she help develop our own strategies and tactics for building a strong brand, but she will share her expertise with our growing community of recruiters and talent leaders. Follow along on Twitter @StacyZapar and @Greenhouse!

Interview with Stacy:

Tell us a bit about how you got to where you are today.

I’ve been a recruiter for 18 years now. I started at an agency and went in-house to be a corporate recruiter for many years following. I was an early adopter of LinkedIn and got heavily networked early, which gave me an ability to reach people. At this time, people were using it more socially than they are today. I was introduced to Twitter about 5 years ago. I immediately fell in love with that, using it for recruiting, networking, and knowledge sharing.

I started getting calls from local recruiters who wanted training on social media. When I went out on maternity leave with my 2nd child, my husband encouraged me to turn these training requests into a business. A year and a half later, I started introducing employer branding strategies to the companies I worked with, like Zappos, TripAdvisor, and now Greenhouse!

What does an “employer brand” mean to you?

Employer branding is simply shining on a spotlight on a company’s culture, people, and the work they’re doing. It’s all about peeling back the curtain and letting people seeing what it’s like to work there. It’s not sugarcoating; it’s not an artificial message; it’s not marketing spin.

The goal of an employer brand, to me, is helping move people down the recruiting funnel and converting them all the way from awareness to application. I want to give candidates the information they need to feel educated enough to make a decision.

Too often, candidates only get the opportunity to get to know the company and culture at a late stage in the interview process. My goal is to help people understand this as early in the process as possible. It saves people time, effort, and money if they know what to expect from the beginning. As a recruiter, the worst possible situation is that someone quits from that misalignment.

What makes up an employer brand?

People tend to think it’s the reputation of a company, or “what people say about you when you’re not in the room.” But at the end of the day, it boils down into 4 key factors: your employee value prop (what value you offer people as their employer), your company culture, people (the ones that work there, that used to work there, and the ones engaging with your company), and your candidate experience.

What role does social media play in an employer brand?

Social media is about content; it’s about conversations. It’s not about blasting job listings. I don’t auto-post jobs. It works for some people, but it’s not my cup of tea! Social should focus on sharing rich content that showcases your company culture or employee spotlights to build a community and a conversation.

Why did you decide to join Greenhouse?

The product is unique, unlike anything I have ever seen. I have never seen people get excited about an ATS. Usually everyone hates their ATS; it’s just a matter of the degree at which they hate it! Suddenly, I saw people thrilled, excited, pumped up, and even grateful. I had never seen that, in my 18 years of recruiting experience. 

But a product and a company is only as good as its people, and this company is clearly something special. I have seen that the culture at Greenhouse is truly unique and I want to help shine a light on the people and the work.

I am intrigued, I am impressed, and I can’t wait to tell the world!

Subscribe to the "Modern Recruiter Roundup" for weekly content, recruiting jobs, news and more!

Modern Recruiter Roundup

Filed Under:


Greenhouse