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This tool has solely been researched by the WilsonHCG Innovation team

Summary

Our Mission: To help people everywhere find jobs and companies they love.

What is Glassdoor? Glassdoor is one of the fastest growing jobs and recruiting sites.

Glassdoor holds a growing database of millions of company reviews, CEO approval ratings, salary reports, interview reviews and questions, benefits reviews, office photos and more. Unlike other jobs sites, all of this information is entirely shared by those who know a company best — the employees. Add to that millions of the latest jobs — no other site allows you to see which employers are hiring, what it's really like to work or interview there according to employees, and how much you could earn. Glassdoor is also available via its mobile app on iOS and Android platforms.

For employers, Glassdoor offers effective recruiting and employer branding solutions via Glassdoor for Employers. We help thousands of clients and partners promote their employer brand to candidates researching them and advertise their jobs to ideal candidates who may not be aware of them. What differentiates Glassdoor from other recruiting channels is the quality of job candidates we deliver and our influence on candidates' decisions as they research jobs and companies.

Glassdoor is headquartered in Mill Valley, California and was founded by Robert Hohman, Rich Barton and Tim Besse in 2007.

Additional Resources

Technology Demo Notes

12.4.2013 Call Notes

Glassdoor Introduction

LAUREN KORT - Director of Channel Sales at Glassdoor

  • Manages relationships with all third-party partners.
  • Partnership will be mutually beneficial for WHCG and Glassdoor.
  • Lauren also has a background in the recruiting industry.
  • Why did she choose Glassdoor?
    • She was excited for a new challenge, and wanted to go somewhere that was agency or third-party friendly. Not only wanted a company that worked for clients, but also understands the value that RPOs and staffing agencies bring to the table.
  • Lauren will be our main POC with Glassdoor

OVERVIEW

  • Glassdoor is very unique. They can reach candidates at all stages of life cycle. (i.e. People going through interview processes, have two offers on the table and trying to decide which company is best for them, people who are currently employed. This makes Glassdoor very powerful.
  • Common Recruiting Challenges: Employer Brand (not aware of the company), Recruiting Funnel (not enough candidates), Candidate Quality (enough candidates, but not enough quality
  • Job Advertising: pay-per-click solution. PPC- low risk solution where someone is only paying when a candidate clicks on their ad. Makes sure that you are putting the right jobs in front of the right candidates with minimal wait. On other sites, there is a lot of “noise” (CB, Monster, Indeed, etc) Employers consider Cost Per Hire, but they do not always consider “soft costs”.
  • Branding- huge component. 290,000 employer profiles on the site currently. 5 million pieces of content on the site. Employers can own that space, tell their message and be able to influence candidates. In average, the profiles on Glassdoor are getting 3x of what they are getting on LinkedIn, but for a fraction of the cost.
  • Run searches for jobs, companies, salaries, and interviews on Glassdoor.
  • Jobs- #1 page on Glassdoor. All jobs are sponsored- top positions will be sponsored by actual client company- bottom positions may be sponsored by a job board, etc.
  • Display advertising: spotlight companies- this is available in addition to the job ads and the profiles. Adds a very nice zest to your solution, but not necessarily a core component. Would not recommend that a client lead with display ad- it is an “extra”
  • Company Searches: employee-generated content (reviews, salaries, interviews, etc.). Company pages can be sponsored by the company, or not sponsored. If they are not sponsored, everything is generated by the employees. In a sponsored page, any display advertising is removed.
  • Competitive jobs will also not be displayed if a company is partnered with Glassdoor. Also, the employer THEMSELVES get the “first say” as opposed to the employees having all of the content.

How can we add value to our clients?

  • Data- we can request a report from Lauren at any time
  • Shows: Traffic on profile, demographic breakdown (educations, years of experience, etc.), top titles, top locations, etc.
  • Review page content- interviews, salaries, reviews, overall company ratings
  • Company site-wide average for ratings is 3.2
  • As long as you have 50 or more reviews-reputation word cloud is generated. What are we doing well, and what do we need to work on? (List of pros and cons). Companies must be paid partners to launch this reputation page.
  • Job Ads: Metrics- where are your clicks coming from? What jobs are generating the most activity?
  • We can be granted access to our client’s pages- we just need an email from the client giving us permission to be an admin on their account.

STATS:

  • 70% of people are satisfied with their jobs
  • 68% average site-wide CEO rating
  • Team in OH who reads all reviews- a human actually does this.
  • 3.2 average site-wide company rating
  • 15% of reviews have been rejected as they do not match guidelines

QUESTIONS:

  • Are there any international data points? Yes. One-third of traffic outside US- Canada, India, Australia and UK (4 sites currently, additional coming in 2014). Lauren can get us specific data.

INTERNALLY: Jessica Pett is working on a “best practice” list

WHAT TO DO

  • We will not “sell” Glassdoor. We are to sell the value, and then bring in our sales sponsor if our client does not already own their page

10.25.2017 Call Notes

There are a couple of ways that you can sponsor jobs on Glassdoor.

1. If you’re only looking to post a few jobs and it is a short-term need, then I would recommend you use the self-service feature on Glassdoor.com. We can pay with our credit card and it’s very easy.

Internal Note: From your perspective, the account leader would submit a request through the Recruiting Tool request form requesting the STM team purchase.

2. If you’d like to sponsor more than a few jobs and longer than a short-term basis, I would recommend working with the Glassdoor representative for your client.

Internal Note: The Innovation team would be your liaison with this person to provide you with specific pricing for that account. Again, requests would ultimately be submitted through the Recruiting Tool request form requesting the STM team purchase.

Contact

George McLaughlin <george.mclaughlin@glassdoor.com>



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