How much would you pay to see Glassdoor’s 2014 internal recruiting plan? Try nothing.
In the spirit of organizational transparency, join Steve Roop, SVP & General Manager at Glassdoor, as he steps through Glassdoor’s 2014 recruiting priorities and budget modeling—from big picture strategy to line-item cost detail.
2. #Glassdoor
Webinar Tips for Attendees
• You can connect to audio using your
computer’s microphone and
speakers.
• Or, you may select “Use Telephone”
after joining the Webinar.
• All lines will be muted to avoid
background noise.
• You can ask questions at any time
by typing them into the Questions
Pane.
4. #Glassdoor
Agenda
What to Consider
when Developing a Budget
What were Glassdoor’s
Hiring Challenges
Our 2014 Recruiting Goals
& Strategies
How to Use Our Template
5. #Glassdoor
What to Consider When Developing a Budget
How your spend level correlates to
the goals you are expected to achieve
How you allocate your spend between people,
systems and programs
How you organize and track the budget categories
How to identify and budget for new tools
8. #Glassdoor
As a planning tool for 2015
How This Budget Template May Help You
Develop a compelling case with your boss
for sufficient budget to hit 2015 objectives
Analyze your budget allocation
Model a target cost-per-hire goal
9. #Glassdoor
Summary Budget and Success Metrics
TOTAL 2014 Recruiting Budget =
People + Programs
$1,711,165
Expected # of Hires in 2014 225
Average Cost-Per-Hire (CPH) $7,605
Average # of Hires Per
Recruiter Per Month
4.7
14. #Glassdoor
Key Recruiting & Branding Challenges
Hire roughly 50 software engineers, product managers, data
scientists and UI designers
Hire a CFO, Chief People Officer, CMO and several sales leaders
Scale our Glassdoor for Employers business and hire over
120 sales, marketing and service pros
15. #Glassdoor
Hires Per Month and Department Year-to-date
-
5
10
15
20
25
30
35
40
January February March April May June July August September October
01.14 02.14 03.14 04.14 05.14 06.14 07.14 08.14 09.14 10.14 Total
Sales 11 2 6 13 - 10 2 8 18 2 72
Marketing, PR & BD 5 2 3 5 4 2 6 1 4 5 37
Client Success 2 - 4 1 - - - 2 1 2 12
Product Management & Design 1 - 1 - 1 1 - 2 2 1 9
Engineering & Data Science 1 3 7 2 4 7 7 1 4 5 41
Content Operations 1 1 - 2 4 - 1 2 1 1 13
Finance, Legal, HR & Recruiting 2 1 - 2 2 3 3 1 5 2 21
TOTAL HIRES 23 9 21 25 15 23 19 17 35 18 205
18. #Glassdoor
Key Recruiting & Branding Challenges
Significant strategy changes from prior year – lessen reliance on
3rd party recruiters. Increase SLA to Hiring managers.
Decided to bring on full-time recruiters for key job categories:
Engineering, Sales and G&A
Needed Employer Branding experts and Sourcers
19. #Glassdoor
Recruiting Team: Before and After
Jan 2014
Team of 1
• 1 All-Purpose Recruiter
• Modest Use of 3rd
Party Recruiters:
Sales
Engineering
Executive
Nov 2014
Team of 9
• 1 Director of Employer Branding
• 4 Recruiters:
2 Sales
1 Tech
1 Finance/HR/Marketing
• 2 Sourcing Specialists
• 1 Recruiting Operations Mgr.
• 1 Recruiting Coordinator
20. #Glassdoor
Recruiting Budget:
Fully Burdened People Budget
2014 Recruiting Team Costs
People Budget Q1 Q2 Q3 Q4 FY
Full-Time Recruiting Team
Salary + Bonus
$45,577 $89,832 $146,863 $180,613 $685,935
Add 30% to “Fully Burden” for
Benefits, Taxes, T&E, etc.
$59,250 $116,782 $190,921 $234,796 $891,715
Contract / Temporary
Recruiter Costs
- $39,100 $71,00 $45,00 $155,200
TOTAL Recruiting People Budget $1,046,915
22. #Glassdoor
Key Recruiting & Branding Challenges
Turn on as many different hiring sources as possible
Find a steady source of candidate pipeline
Showcase our employer brand & tailor message to specific
audiences
30. #Glassdoor
Key Recruiting & Branding Challenges
Needed to invest in our recruiting systems
Needed candidates coming from mobile to have
a seamless experience
Didn’t want to lose the 50% of our candidates
because they couldn’t apply online
31. #Glassdoor
Recruiting Systems:
Before and After
Jan 2014
• Career Site
• Glassdoor Enhanced Profile
• Jobvite ATS
• Google Analytics
Nov 2014
• Career Site – Mobile Optimized
• Glassdoor Enhanced Profile
• Jobvite ATS
• Google Analytics
• Jobvite Engage / CRM
• Entelo – Sourcing
• Connectifier – Sourcing
• Social Media Monitoring
37. #Glassdoor
Summary Budget and Success Metrics
TOTAL 2014 Recruiting Budget =
People + Programs
$1,711,165
Expected # of Hires in 2014 225
Average Cost-Per-Hire (CPH) $7,605
Average # of Hires Per
Recruiter Per Month
4.7
38. #Glassdoor
Download Our Recruiting Excel Template
http://employers.glassdoor.com/ebooks/ >
2015 Recruiting Budget Template for Small & Mid-
Sized Businesses
39. #Glassdoor
Steve Roop is the Senior Vice President and General Manager at Glassdoor and
is responsible for Glassdoor for Employers. We help employers showcase their
employment brand and attract top talent. Over 2000 companies are using
Glassdoor to recruit high quality talent. Get started with an Free Employer Account.
Steve is responsible for how we sell, market and service our employer clients.
Steve is a proud father of three and enjoys coaching youth lacrosse. Steve is
passionate about mentoring, employee engagement and performance, modern
recruitment marketing and the secret sauce that differentiates great companies.
Steve Roop
A few webinar tips – you will be muted throughout the session so make sure to ask questions in the questions pane and Marcus and Susan will be happy to answer them at the end of the session. If we don’t get to your question on today’s webinar, we will follow up with you after the webinar.
And now I’d like to introduce our speaker for today’s webinar. Steve Roop who is the Senior Vice President and General Manager at Glassdoor and is responsible for Glassdoor for Employers. Steve is responsible for how we sell, market and service our employer clients.
Now I’d like to hand it over to Steve to get started, Steve?
Very fast growing company – might need to be adjusted if your company is in a different situation
If you run recruiting for a massive company, it probably won’t help you much and you may find it “cute.” But, in case you run recruiting for a rapidly growing small company with similar challenges, I hope it may help you both with your planning as well as help you with developing a compelling case with your boss for sufficient budget to hit your 2015 objectives.
By sharing this info, you may be able to poke holes in our budget allocation, tool selection and planning process – that’s ok with us – if there is a better way, we want to know.
We needed to invest in our recruiting systems to make our recruiting team as productive as possible. We wanted candidates coming from mobile devices to have a good experience and be able to apply for jobs with as little friction as possible. We wanted them to be able to read our employer branding content from any mobile device without having to “pinch and zoom.” We wanted all the candidate flow we could get and didn’t want 50% of our candidates to face a roadblock in the apply process. We implemented both a mobile optimized career site and “mobile apply” in mid-2014 to improve the candidate experience and applicant flow.
To help our sourcers, we also invested in a new breed of sourcing tools like Connectifier and extended our investment in the Jobvite platform by purchasing their CRM/Engage product.
Note: in this budget, we included the cost of advertising on Glassdoor to give a fair depiction of a normal cost-per-hire (CPH).
As a result of those program investments, here are our “Source of Hire” metrics. You’ll see that Job Advertising and Employee Referral Programs have been highly cost-efficient and have been strong contributors to our hiring results. For small, growing companies whose relative awareness with job seekers is minimal vs household names like Google and Facebook, it makes a great deal of sense to raise your awareness by promoting both your employer brand and jobs.
There was a great deal of hustle required by all of the hiring managers as well as our growing recruiting team. When it came to Sales hiring, we knew that a delay in the start of any Sales hiring class would have an adverse affect on our top line revenue for 2014. We couldn’t let that happen. Our sales managers and sales recruiters wouldn’t let it happen and moved mountains to hit our hiring goals. In addition to tightly managing our sales candidate pipeline, we also added some sales recruiting events to create a spike in candidate flow. In general, the strategies worked and we are pretty happy with our time-to-hire. See our time-to-fill by department below.
Building signage
Coffee Cart at park and ride
Relo jobs- hacked our own site to advertise
To hit our hiring goals, we needed to increase our addressable talent pool and needed SF/North Bay residents to know that Glassdoor is an up-and-coming employer that is close to home!
The good news is that Glassdoor is an amazing place to work. Our office environment is phenomenal and directly on the water in Sausalito. If you live in the SF bay area, it’s those two blue-roofed buildings on the water when you get off the Stinson Beach/Muir Woods exit on 101. It’s a dream commute if you live in the North Bay or in Pacific Heights/Marina. However, one of the recruiting challenges is that Sausalito isn’t exactly convenient if you are a software engineer in San Jose.
To help us attract talent, our Facilities team was able to get permission from our building to add a Glassdoor sign to the front of our building. Because we are right next to 101 freeway, candidates who commute to downtown SF and drive right by our office everyday will see our sign and should begin to consider Glassdoor. Our recruiting team also came up with a guerilla marketing tactic – they setup a free “coffee cart” next to the park-n-ride bus stop across from our building that takes commuters into SF.