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4 Ways Applicant Tracking Software Accelerates Your Hiring Process

Jessica Halcom Barrett

Jessica Barrett Halcom is a writer for, 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, 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 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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What are the ways your company ensures cultural fit for prospective/new hires?


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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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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