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Creating a Dynamic Headcount Plan

Maia Josebachvili

Maia Josebachvili is VP of Marketing at Greenhouse. Maia has a decade of experience building and scaling teams. She was the Founder & CEO of Urban Escapes where she was named one of Inc. Magazine’s 30 Under 30. She later sold the company to LivingSocial and went on to run several business units there, hiring and managing a team of 800 full and part-time employees across the country. In a previous life chapter, Maia was a professional skydiver with 750+ jumps. Follow her on Twitter.

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

Skye Wang

Skye is the Head of Sales at GoodTime, a scheduling automation tool that helps recruiting teams schedule interviews up to 10x faster. She loves helping recruiting teams set up their operational processes for scale and efficiency. When she's not busy optimizing recruiting workflows, you can find her hiking with her pup Luna, training to become a yoga teacher, and competitively reading to hit her 2017 Goodreads reading goal. Stay in touch- connect with Skye on LinkedIn and sign up for a GoodTime demo.

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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2017 HR Influencers

Caitlin Doherty

Caitlin Doherty is the Events Coordinator at Greenhouse. She enjoys the ability to work within a small but mighty team to bring People thought leaders together in one room while creating memorable experiences. She resides in New York City where she fills her extra hours practicing a newfound love of improv, experimenting with recipes in her small Brooklyn kitchen, and taking long walks with strong coffee. You can connect with Caitlin on LinkedIn.

It’s easy to get wrapped up in the day to day and tactical components of your role, especially when you work in HR and spend a lot of time fielding requests and helping others. But it’s essential to be inspired by others in the industry. Dedicating time to learning from industry thought leaders and following them helps set you up for success now and as you continue to grow in your career. Read on for our list of 2017 HR Influencers!

Take a look into the People people that are making waves, especially this year! These trail blazers continue to challenge and push the new world of work forward; evident from their social platforms and various blog posts, books, and articles.

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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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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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Hiring As You Grow: An Interview with Kathryn Minshew of The Muse

Jamie W

Jamie Wernet is an Enterprise Account Director on the Customer Success team, where she partners with some of Greenhouse's biggest customers to help them reach their recruiting goals and get the most out of Greenhouse. Prior to joining Greenhouse, Jamie recruited for Fortune 500 companies at a boutique executive search firm in New York. Outside of work, she enjoys geeking out about grammar, linguistics, and the latest non-fiction.

In 2017, Greenhouse is hosting the OPEN Series, a monthly event series that explores and celebrates the most important topics happening in the People Team industry.

The Series kicked off in NYC on March 22, featuring Kathryn Minshew, CEO of The Muse. Kathryn took the stage with me to share insight on how she and her People Team successfully scaled The Muse to 4x growth in a little over one year.

Here Kathryn and I continue the conversation about her top tips for making smart hires and maintaining authentic culture during rapid growth.

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The 5 Best Innovations in Recruitment of 2017

Ji A Min

Ji-A Min is the Head Data Scientist at Ideal, software that uses artificial intelligence (AI) to automate low-level, repetitive tasks and quickly move top candidates through the recruiting funnel. Ideal’s AI can instantly screen and shortlist new candidates, uncover strong past candidates that are a great fit for a new role, and initiate candidate contact—all within your existing ATS. Learn more at Ideal.com. Ideal is proud to be a partner of Greenhouse. Learn more about how Ideal works with Greenhouse here.

Data confirms our suspicions: Hiring is getting harder this year.

According to LinkedIn’s Global Recruiting Trends Report, 56% of recruiters report their hiring volume will increase in 2017, but only 26% of them say the size of their recruiting teams will increase.

That means time-constrained recruiting departments are on the hunt for the best innovations in recruitment to help them succeed this year. Many of these innovations leverage some form of AI recruiting software to streamline or automate parts of the recruiting workflow.   

Here are the 5 best innovations in recruitment that I think will become big in 2017.

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Why Recruiting Matters More Than Ever

Melissa Suzuno

Melissa Suzuno is 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.

If your work involves hiring, interviewing, or managing talent, you’re probably already aware that there’s a shift taking place in the workforce. This shift is affecting the way people find jobs and decide to accept offers as well as the way companies build their People teams.

Let’s explore 3 of those changes in a bit more detail and consider what they mean for Talent Acquisition and People Operations teams.

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Data Migration Doesn’t Have to Be Hard. Simplify it by Asking These Questions.

Bobby Cardos Pic

Bobby Cardos is a Data Migration Specialist at Greenhouse. When he's not migrating data, he's reading about the history of debt and commodities, playing in bands, or hanging out with his dog Murph. You can connect with him on LinkedIn.

Thinking of transitioning to a new applicant tracking system (ATS)? Data migration can cause big headaches, but it doesn't have to.

Just make sure to ask these questions before you make any big decisions.

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How We Hire: Instacart's Tips for Scaling Fast With A Lean Talent Operation

instacart-veggies-logo-642x336Head of Talent Mat Caldwell equates building a recruiting process to Building An Airplane in Flight. You have to make improvements as you go, particularly when you are scaling at the rapid pace of his company, Instacart.

A year ago, Instacart had 18 employees and a single recruiter. Today, Instacart has over 100 employees and nine members of the recruiting team, with plans to make over 300 new hires this year. So, how does Mat grow the company that quickly with such a small Talent operation?

Mat shares that there are 3 things that he focuses on: Process, Systems, and People.

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