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Featured Image Greenhouse Customers

How Nutrabolt Built a Small But World-Class Recruiting Team with Greenhouse

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.

Who says you need a huge team to make a big impact at your organization? Not Josie Sandlin, Talent Acquisition Manager at Nutrabolt! Josie’s small but mighty team of two handles recruiting for their 200-person company’s 3 offices.

But it’s not just about sheer numbers—since rolling out Greenhouse, Josie has structured and streamlined the recruiting process at Nutrabolt. She’s been able to share data with hiring managers, add culture-based assessments to in-person interviews, and assign accountability to interviewers.

Wondering how you can build a world-class recruiting team with limited resources? Read on to learn more about Josie’s approach

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Featured Image Recruiting Metrics

The Impact of Recruiting on Employee Lifetime Value

Jacqui Maguire Headshot

Jacqui Maguire is Recruiting Manager at Greenhouse. She enjoys working on a team that is as passionate about structured recruiting and eliminating bias in hiring as she is. Jacqui discovered her passion for working with people while working in various roles in the hospitality industry. When she’s not partnering with hiring managers and candidates to find their next great match, she can be found cooking, baking, or hanging out with her dog, a slobbery boxer-mutt named Mo.

What type of impact does recruiting have on employee lifetime value (ELTV)?

The biggest impact your Recruiting team can have on ELTV, and by extension the business, is through the quality of hires that they make. Through great hires, we move the “How high someone can go” inflection point up.

Read on to learn more about how the recruiting team at Greenhouse frames their work in terms of ELTV.

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Featured Image Recruiter Tips

5 Steps for Conducting Effective Reference Calls

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.

Reference calls. Probably not the most thrilling part of an interview process, but when conducted thoughtfully, they can provide invaluable insight that you just can’t get through interviews and background checks.

These days, reference calls are often dismissed as an outdated and highly biased part of a screening process, which is understandable given that references are hand-picked to say the most wonderful things about your candidate. To extract the most value from these conversations, our Recruiting team decided to use a similar approach to reference calls as we do to interviews—we added some structure!

Read on for the 5 steps we take to make the most out of our reference calls at Greenhouse!

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Featured Image Greenhouse Customers

Social Sharing with Greenhouse Made Simple at SiriusDecisions

Kevin Blanco

This post was co-authored by Kevin Blanco and Lynn Gaudio. Kevin is Vice President, Business Systems Operations at SiriusDecisions and is responsible for managing internal business systems operations, driving technology simplification, maturing process automation, and leading Technology procurement.


Lynn Gaudio is Director, Strategic Talent Solutions at SiriusDecisions. Lynn is responsible for managing global talent acquisition and vendor relationships. 

Social media is no longer just a group of websites. It is everywhere we look: on TV, phones, tablets—even highway billboards. Social media expansion is growing at tremendous rates. At SiriusDecisions, the leader in Sales and Marketing Research and Advisory services, we embrace social media as a core part of our culture. Our research analysts have identified that “Best-in-class B2B organizations have high internal rates of social media adoption.” (Source: Revolution or Evolution? The State of B-to-B Social Media – Documented by SiriusDecisions)

Given these trends coupled with our culture, it is reassuring to know that Greenhouse has developed a fun and easy way to share jobs on various social networks. 

Keep reading to learn how SiriusDecisions used Greenhouse to increase social sharing of job openings! 

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Featured Image Hiring Brand

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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Featured Image Hiring Hacks

How Pinterest Customized Greenhouse to Scale and Make Data-driven Decisions

Casey Headshot

Casey Marshall is the Marketing Campaign Manager at Greenhouse. She teams up with Greenhouse partners and customers to tell a story and share insights into ways companies can improve their recruiting. She loves that this job allows her to build relationships with thought leaders and showcase how innovative companies are changing their recruiting approach. Connect with Casey on Twitter and LinkedIn.

Take a look at your desktop. Is it full of Excel sheets, Google docs, and candidate résumés? This approach works when you're a solo recruiter, but it quickly becomes a challenge when your company begins to scale. Where is the source of truth when it comes to collecting data?

This was a pain point Pinterest experienced in their early days, and that's when they decided to turn to Greenhouse.

In the latest Hiring Hacks webinar, Nina Padula-Gialle, Recruiter at Pinterest shared strategies around customization, ways to measure success, and how the Pinterest team leverages data to improve their recruiting process.

Keep reading to learn how Pinterest built a flexible and data-driven recruiting process.

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Featured Image Referral Programs

6 Ways to Bring a Human Touch to Employee Referrals

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 bias, keeping employees engaged in making referrals,and why referral bonuses don't work. You can read more on Simppler's blog here.

It’s no secret that referrals are the best way to find the best talent. Hires coming from referrals are more likely to be a good fit, perform better, and stay longer in a company. Some companies spend hundreds of thousands of dollars on referral bonuses and HR technology solutions to source the best referral candidates from their employees' networks. But spending a lot of time and money is no guarantee that your referral program will be successful.

What can you do to keep employees engaged in making quality referrals? Keep reading for a few tips!

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Featured Image TalentOps

4 Ways Applicant Tracking Software Accelerates Your Hiring Process

Jessica Halcom Barrett

Jessica Barrett Halcom is a writer for TechnologyAdvice.com, with specializations in human resources, healthcare, and transportation. She holds a bachelor’s degree from the University of Wisconsin, Green Bay and currently lives in Nashville, TN.

A faster hiring process is great for a couple of expected reasons: hiring managers have positions filled sooner and recruiters have a better time-to-fill metric. But a more important reason to accelerate your hiring process is that you stand a better chance of finding and hiring top talent.

When your company has the processes and tools in place to attract, identify, and contact your ideal candidates, you can hire them faster than other employers. Candidates will notice how your process compares to other companies, and that will affect the way they feel, and ultimately, the decision they make. The way you make applicants feel is part of your hiring brand.

Some companies haven’t yet made the switch from a legacy system or haven’t incorporated an applicant tracking system into their recruiting efforts at all. If you want to recruit and hire faster, you need to have a reliable system in place. Read on for four important ways that the right applicant tracking system (ATS) will accelerate your hiring process.

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Featured Image TalentOps

Why You Shouldn't Outsource Your Recruiting Process

Vinayak Ranade

Vinayak Ranade is the founder and CEO of Drafted, the first referral network that makes referral based hiring fast, fun, and rewarding for everyone. Before that, he served as the Director of Mobile at KAYAK.com, the travel search engine acquired for $1.8 billion. Vinayak holds a B.S and M.Eng in Computer Science from the Massachusetts Institute of Technology.

While an organization’s hiring needs may change from year to year, season to season, and sometimes, minute to minute, one thing is certain: Every organization will face the decision to outsource their hiring at some point. Whether you’re a startup founder, VP of HR, or Director of TA, you will consider using external firms to help with hiring. There’s nothing wrong with getting some extra help when you need it.

Outsourcing is appealing for quick-wins (e.g. hiring five new members of the sales team) and supplementing gaps in your internal talent acquisition team. It can be a slippery slope, though.

Like every function you build outside of your organization, outsourcing your talent acquisition efforts can become a crutch that has lasting negative impacts on your team and business. Read on to learn why you shouldn’t outsource your recruiting process.

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Featured Image Company Culture

The Impact of People Operations on Employee Lifetime Value

Jessica Pfisterer

Jessica Pfisterer’s role at Greenhouse is managing systems and perks, benefits, and compensation. Before joining Greenhouse as Director of People Operations in July 2015, Jessica built out the People Operations function at MuleSoft during three years of global hyper-growth. Jessica is an avid dancer and recovering attorney.

The People Operations team at Greenhouse is responsible for Total Rewards (compensation, benefits, and perks), employee-facing systems and operations, HR programs, and compliance. The employee is our customer, and we work to make it easy to be a Greenhouse employee. We work closely with other internal service organizations, like the Talent Management, Employee Experience (EX), and IT teams.  

In this post, I’m going to talk about Total Rewards and their impact on Employee Lifetime Value (ELTV).  

  • I’ll start with a quick overview of the concept of ELTV

  • I’ll define each piece of Greenhouse’s Total Rewards package and its impact on ELTV

  • I’ll give you tips on designing your own Total Rewards package

  • I’ll provide insight on how we measure success and communicate our programs

Read on to learn more!

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