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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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Featured Image TalentOps

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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What are the ways your company ensures cultural fit for prospective/new hires?

 Greenhouse-CS

Maia Josebachvili 


Maia Josebachvili is the VP of People and Strategy at Greenhouse, where she oversees Recruiting, People Operations, Talent Strategy, Employee Experience, and Greenhouse's Strategy Consulting practice. Maia has a decade of experience building teams at high-growth tech companies. This includes Urban Escapes, a company she founded and sold to Living Social. In her time there, she was named one of Inc. Magazine’s 30 Under 30 and led Living Social’s new initiatives group, during which she hired nearly 800 full and part-time employees across the country. Follow her on Twitter @Josebachvili.



This question was originally asked on Quora.

You can't assess what you don't understand.
 
The first step in assessing culture fit in a company is defining the company culture. Even when we were 30 people at Greenhouse, I was amazed at how differently people described the culture. There were absolutely common themes, but we didn't have a consistent way of explaining what we valued.

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Featured Image TalentOps

Want to Transform Recruiting? Start Thinking Like a Marketer

MarketerTo recruit the best talent possible, employers must present their job openings in a way that resonates with candidates. Simply posting a job ad and waiting for qualified candidates to rush in is not the right approach. Instead, effective recruiters are starting to replicate the strategies their marketing colleagues use: leveraging data to understand the target audience, running experiments to see which methods and channels are most effective in driving action, and continually tracking and measuring the results. By viewing the recruiting process through the marketing lens, employers can ensure a more streamlined approach to finding top talent.

The challenge for many recruiting teams, however, lies in moving beyond the traditional methods to implement those marketing-like strategies. What’s the best way forward, then? Consider the following steps that can transform your recruitment strategy into a highly effective, data-driven operation.

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How We Hire: The 4 Key Changes Disqus Made To Its Recruiting Process

disqus_meetupAt last night’s TalentOps Meetup, Helen Laroche presented a case study on how the team at Disqus has made four simple yet significant changes to improve their recruiting process. Being a high-growth startup, Disqus wanted to implement a process that would scale with the company. After consulting with her peers at organizations larger than hers, Helen and her team implemented a new model that would prepare the company for its ambitious hiring goals.

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4 Insights From Talent Operations Leaders

meetup-750x450 Last week, Greenhouse hosted the first TalentOps Meetup. After some networking during happy hour, we sat down for a panel to hear insights from the the following talent leaders:

Erin Wilson, Head of Talent Engineering at BrightRoll
Maeve Blessing, Recruiting Programs Manager at Airbnb
Dean Talanehzar, Talent Acquisition at Layer
Daniel Chait, CEO of Greenhouse

Here are a few takeaways from the panel.

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Featured Image TalentOps

Thursday: Join us for the first #TalentOps Meetup

TalentOps_Blog-750x450

 Bay Area Recruiters! On Thursday, join us for the first TalentOps Meetup Event, which will include a happy hour and panel discussion with industry thought leaders. Network with talent acquisition, HR, and People Ops leaders from some of the Bay Area’s fastest-growing companies.

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