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How Greenhouse Helped IDEO Build a Flexible Recruiting Process

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.

Have you ever been frustrated by a lack of flexibility in your recruiting process? You’re not alone! Two years ago, Megan Weibler, Global Director of Recruiting at IDEO, was at a breaking point with her Applicant Tracking System. Some of her biggest pain points included the lack of efficiency, unclear communication between different parts of the system, and the inability to keep track of historical data. If it sounds stressful, that’s because it was! “That lack of transparency, for someone in my role, gave me hives,” says Megan.

How did IDEO transform and streamline their global recruiting process? Read on to find out!

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What Makes a Company a Glassdoor Best Place to Work?

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.

We love our customers and we think that they’re pretty amazing. So it was no big surprise to us that several of them ended up on Glassdoor’s list of “Best Places to Work.” Glassdoor doesn’t divulge all the details of how they choose the winning companies, but they do provide a few guidelines, which state “Glassdoor’s Best Places to Work list is based entirely on employee feedback. Employees complete anonymous company reviews on Glassdoor that capture their overall job and company satisfaction, as well as qualitative insights into the best reasons to work at their company, along with what needs improvement.”

We know that many of our customers have embraced the concept of the New People Team and spend A LOT of time thinking about their company culture and employee experience. But we wanted to get their take on it. What do they think makes their company a Best Place to Work? Read on to find out!

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How SendGrid Eliminates First-Day Jitters with Pre-Boarding

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.

Your heart’s pounding, your mouth is dry, and your hands are so sweaty you’re scared to take out your phone in case it slips out of your hand. Sound familiar? Many of us go through this type of nerve-racking experience—or some version of it—when we start a new job.

But it doesn’t have to be this way.

Just ask Emily Staebell and the rest of the People Ops team at SendGrid. By creating a comprehensive pre-boarding program, they’re able to prepare new hires for their first day, answer their questions, and ease their nerves in a scalable, repeatable way.

Let’s find out how they managed all that!

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The New People Teams: How 1stdibs Promotes Rapid Growth & Development

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.

Over the past year, we’ve been covering the shift from traditional HR teams to the new People teams. What really distinguishes new People teams is their focus on maximizing employee value through strategic investment in practices like talent acquisition, employee onboarding, talent management, total rewards, employee experience and culture, and internal communications.

Want to read the rest of the series? Check out our profiles of EnigmaMedalliaBonobosRapid7, and Flatiron Health.

In today’s post, we caught up with Sue Choe, the VP of People at online marketplace 1stdibs to learn about her company’s investment in the People team and what that’s meant for all employees.

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Company-Wide Buy-In and Recruiter-Hiring Manager Alignment: How Echo Successfully Deployed Greenhouse

Sesame Mish Headshot

Sesame Mish is Content Marketing Manager at Greenhouse. She is also pursuing an M.S. in Integrated Marketing Communications at Northwestern University. Besides a love for marketing and the written word, she enjoys playing volleyball, doing volunteer work, and rooting for the San Francisco Giants. Connect with Sesame on Twitter and LinkedIn.

Recently, Echo, a leading provider of technology-enabled transportation and supply chain management services, was at the point in its growth where it needed to start investing in tools that enabled it to scale as an organization. The team was seeking out ways to mitigate growing pains all around the company.

As such, the recruiting team looked inwards and determined that in order to keep up with the demands for more headcount, it had to streamline its recruiting process to get more candidates—and high quality ones—through the pipeline, faster.

In researching solutions, the recruiting team was impressed by the potential it saw in Greenhouse to help them implement a structured hiring approach and get all stakeholders on the same page.

In our sit-down with Erin Brown, Head of Recruiting, and Bethany Aho, Recruiting Operations Supervisor, we learned exactly how Echo was able to successfully deploy Greenhouse, gain buy-in from all stakeholders, and, to top it off, achieve recruiter-hiring manager alignment.

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From Spreadsheets to Automation—How Cloudreach Transformed Its Onboarding Process

Sesame Mish Headshot

Sesame Mish is Content Marketing Manager at Greenhouse. She is also pursuing an M.S. in Integrated Marketing Communications at Northwestern University. Besides a love for marketing and the written word, she enjoys playing volleyball, doing volunteer work, and rooting for the San Francisco Giants. Connect with Sesame on Twitter and LinkedIn.

Did you know that 90% of new hires decide within the first 6 months whether they’ll stay with a company for the long-term? That’s why you want to make sure you’re giving your new hires a solid first impression. Implementing a structured onboarding program is crucial to this process.

Just ask Estelle Roux, Global Head of People Operations at Cloudreach, an international cloud enabler. We recently sat down with Estelle to learn how the implementation of our onboarding solution Greenhouse Onboarding has transformed Cloudreach’s onboarding process, taking it from a manual nightmare to automated bliss—and providing the added bonus of a stronger new hire experience.

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How These 5 Core Principles Help The Muse Maintain a Thriving Culture Through Hypergrowth

Sesame Mish Headshot

Sesame Mish is Content Marketing Manager at Greenhouse. She is also pursuing an M.S. in Integrated Marketing Communications at Northwestern University. Besides a love for marketing and the written word, she enjoys playing volleyball, doing volunteer work, and rooting for the San Francisco Giants. Connect with Sesame on Twitter and LinkedIn.

Not every company is a model for great culture. Those in executive or People roles know that it takes deliberate action to achieve a culture that makes people want to come to work every day—and that makes them eager to stick around for the long haul.

Just ask Kathryn Minshew, Founder & CEO of Greenhouse customer & partner The Muse, a platform that helps companies recruit top talent from a diverse pool of qualified candidates by giving them a peek into what it’s like to work there before they even apply. Having worked with more than 500 employers, she’s learned a lot about what works—and what doesn’t—when attracting and retaining talent, and she knows that having a thriving culture is a crucial ingredient for success.

Even through a period of hypergrowth, The Muse has continued to maintain a strong culture, relying on the following 5 core principles:

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How Cisco Meraki Achieved a 35% New Hire Referral Rate

Sesame Mish Headshot

Sesame Mish is Content Marketing Manager at Greenhouse. She is also pursuing an M.S. in Integrated Marketing Communications at Northwestern University. Besides a love for marketing and the written word, she enjoys playing volleyball, doing volunteer work, and rooting for the San Francisco Giants. Connect with Sesame on Twitter and LinkedIn.

Many would say that there’s no tool more powerful in recruiting than a strong employee referral program. Referred talent is the #1 source of new hire quality, showing high retention rates, engagement, and performance.

Greenhouse customer Cisco Meraki is proof. We recently sat down with Eryn Marshall, Director of Global Sales Recruiting, to learn more about how the company’s employee referral program has evolved from having minimal impact to being a key driver in making quality hires in their sales department, with 35% of new hires resulting from employee referrals!

Read on to see how the Cisco Meraki sales recruiting team transformed their hiring practices through employee referrals—and how you can follow suit:

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How a Strong Culture Helped Trunk Club Scale from 60 to 550 Stylists in 3 Years

Sesame Mish Headshot

Sesame Mish is Content Marketing Manager at Greenhouse. She is also pursuing an M.S. in Integrated Marketing Communications at Northwestern University. Besides a love for marketing and the written word, she enjoys playing volleyball, doing volunteer work, and rooting for the San Francisco Giants. Connect with Sesame on Twitter and LinkedIn.

Since its launch in 2009, Trunk Club has become one of the most successful personalized men and women’s clothing service companies in the U.S. So much so, in fact, that it drew the attention of its current owner, Nordstrom. Trunk Club’s success is rooted in its understanding that its members have limited time—and expertise—to build out their own wardrobes, but that their style shouldn’t have to suffer because of it.

Who is at the helm of this effort? It’s the company’s strong network of salespeople, aka stylists—those who are providing fashion consultation and selling apparel to the company’s valued members across five “clubhouse” locations (Chicago, Washington, D.C., Dallas, Los Angeles, and New York City)...and counting!

Rapid scaling

Over the last three years, Trunk Club has scaled quickly from 60 to a whopping 550 stylists! (That’s an increase of over 800%!). This growth wouldn't have been possible without a thoughtful approach to recruiting, interviewing, and onboarding candidates. Trunk Club's structured hiring process ensures that whoever comes into the stylist role not only has the desire to succeed and the tools to do so, but the ability to add value to the unique Trunk Club stylist culture almost immediately.

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How We Hire: How Yotpo Hired 12 People in 1 Month with a $600 Budget

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This guest blog was written and originally published by Yotpo Head of Talent Acquisition, Tamar Tepper. Yotpo is a platform that helps businesses create  original content marketing, and helps to generate customer content, drive traffic and increase conversions. 



When I started as Yotpo’s Head of Talent Acquisition, we had five open positions. No problem, I thought. This would be easy.

But before I knew it, the company’s needs ballooned: I was suddenly faced with finding 19 new hires on a $600 budget.

For anyone familiar with recruiting for companies in high-growth stages, this situation is nothing new. Here’s how I found 12 new hires within 30 days.

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