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How to Use Engaging Content to Attract Top-Notch Talent

Arianna Posillico

Arianna Posillico is a Marketing Manager at Meritocracy, an innovative digital head hunting platform that allows young professionals to virtually explore the most interesting companies in Europe and receive targeted recommendations. By using machine learning to analyze companies' hiring behaviors, Meritocracy is able to efficiently offer job-seekers the best-fit opportunities, letting them discover work environment, people, and culture of the companies before applying. Connect with Arianna on LinkedIn.

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

Jon Stross

Jon Stross is President and Co-Founder of Greenhouse. At Greenhouse, Jon drives the product strategy and works closely with customers and partners to build a platform that improves recruiting performance. Before founding Greenhouse, Jon served as the GM for BabyCenter.com and was responsible for the global rollout of the business.

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

Caroline Murphy Headshot

Caroline Murphy graduated with a Bachelor's degree from Cork Institute of Technology in 2013. After traveling the world working in the fields of marketing and career development she joined vsource in September 2016. She regularly writes about recruitment, education, and travel. You can find Caroline on LinkedIn. vsource is a premium on-demand talent sourcing solution that blends smart technology with human intuition and recruitment experience.

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

Chad Dyar Headshot

For over 20 years Chad Dyar has been balancing his work in the ARTs as a performer and advocate with a communications-focused sales and sales operations career. The author of "How To Talk To Humans" has focused on building a deep and diverse network of connections. In 2015, Chad joined Greenhouse as Director of Sales Operations, where he has built out a unique and high impact ops team. Leveraging creativity, leadership, team building, and organization have helped him achieve visibility in the fields of sales/sales operations as a speaker, blogger, and super-connector. Recently, Chad started the NYC Sales Operations Meet-up bringing together sales and operations leaders from across the country to share best practices and experiential knowledge. Connect with Chad on Twitter and LinkedIn.

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

Casey Headshot

Casey Marshall is Partner Marketing Specialist 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.

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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HubSpot's Inbound Recruiting 101: Why Storytelling Is Critical in Hiring Today’s Top Talent

Becky Mccullough

Becky McCullough is Director of Recruiting at HubSpot, where she leads the team responsible for attracting and hiring top talent for the company's North American offices. Prior to taking the leap to HubSpot in 2015, Becky led experienced hire recruiting for McKinsey & Company's North American offices. Becky holds an MBA from Columbia Business School and a BA from Tufts University, and lives in the Boston suburbs with her husband, two-year-old son, and dog. Connect with Becky on Twitter and LinkedIn.

Every company has a story. But, is it being told?

As recruiters, it’s our job to make our company’s story as compelling as possible to capture highly in-demand candidates who we want to help us write the next chapter. 

So, how do we best tell this story? Two words: inbound recruiting.

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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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How the Greenhouse Sales Org Is Creating a Culture of Diversity & Inclusion

Chad Dyar Headshot

For over 20 years Chad Dyar has been balancing his work in the ARTs as a performer and advocate with a communications-focused sales and sales operations career. The author of "How To Talk To Humans" has focused on building a deep and diverse network of connections. In 2015, Chad joined Greenhouse as Director of Sales Operations, where he has built out a unique and high impact ops team. Leveraging creativity, leadership, team building, and organization have helped him achieve visibility in the fields of sales/sales operations as a speaker, blogger, and super-connector. Recently, Chad started the NYC Sales Operations Meet-up bringing together sales and operations leaders from across the country to share best practices and experiential knowledge. Connect with Chad on Twitter and LinkedIn.

This post could easily be titled “Why I love working at Greenhouse” because one of the biggest reasons I love working here is the culture of diversity & inclusion that became evident in my first interview and is still evident today. This is made possible by our structured hiring approach and strategic people practices, helping us drive a diverse & inclusive workplace that I’m proud to call home.

My background in the arts gave me an early education in diversity. I was able to work with people from all over the world which helped drive my passion for diversity and showed me how big the world actually is in the way of people, personalities, and worldviews. As such, I have learned to look at myself as an individual who brings something new and unique to each opportunity I’m given, including being the Sales Operations Director at Greenhouse. Here, I am able to add to the diversity of the sales team, as I am empowered to be my most creative and unique self.

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Featured Image Talent Brand

The New People Teams: How Bonobos Is Creating a Learning & Development-Focused Company

HR is undergoing a shift. We’re now seeing more and more People Teams emerge in organizations as a response to the need to re-focus on people and the programs and practices that drive their development, like structured hiring, onboarding, management, and culture.

We’re excited to highlight a handful of these forward-thinking People Teams and their companies in this blog series, “The New People Teams.” (Click here to read a previous post showcasing Rapid7 and here for a previous post showcasing Flatiron Health).

Greenhouse customer Bonobos also exemplifies today’s new People Team. Besides being a trailblazer in the fashion industry, it’s also one of several modern companies leading the way in this new People revolution through its internal initiatives and efforts.

We recently sat down with Bonobos’ Recruitment & People Relations Manager Kelsey Garske to learn how the team is growing its People function and finding its place in the organization. Here’s what she had to say:

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