Glassdoor Recruiting Budget Webinar

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Confidential and Proprietary © Glassdoor, Inc. 2008-2014 #Glassdoor

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Glassdoors Recruiting Budget Revealed:How We Built Our 2014 Budget

2014 BudgetClick to edit Master title styleClick to edit Master title style Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor1Webinar Tips for AttendeesYou can connect to audio using your computers 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.

Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorA few webinar tips you will be muted throughout the session so make sure to ask questions in the questions pane and Alicia will be happy to answer them at the end of the session. If we dont get to your question on todays webinar, we will follow up with you after the webinar.2

Featured Speaker

Steve RoopSVP and General Managerat [email protected]@rooptroop

Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorAnd now Id like to introduce our speaker for todays 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 Id like to hand it over to Steve to get started, Steve?3

Agenda

What to Considerwhen Developing a BudgetWhat were Glassdoors Hiring ChallengesOur 2014 Recruiting Goals & StrategiesHow to Use Our Template Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor4

What to Consider When Developing a BudgetHow your spend level correlates to the goals you are expected to achieveHow you allocate your spend between people, systems and programsHow you organize and track the budget categoriesHow to identify and budget for new tools

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor5

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor6

I didnt find anything useful. So, I decided to share our budget with you! Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor7

As a planning tool for 2015How This Budget Template May Help YouDevelop a compelling case with your boss for sufficient budget to hit 2015 objectivesAnalyze your budget allocationModel a target cost-per-hire goal

Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorVery fast growing company might need to be adjusted if your company is in a different situationIf you run recruiting for a massive company, it probably wont 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 thats ok with us if there is a better way, we want to know.

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Summary Budget and Success Metrics

TOTAL 2014 Recruiting Budget =People + Programs$1,711,165Expected # of Hires in 2014225Average Cost-Per-Hire (CPH)$7,605Average # of Hires Per Recruiter Per Month4.7 Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor9

POLL #1When do you plan your Recruiting Budget? Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor10

How We Arrived at Our2014 Recruiting Budget Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor11

What Goal Did the Budget Need to Support?200+ Hires Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor12

Key Recruiting & Branding Challenges

Challenge #1We needed to hire more than 200 people.

And we had both high-volume and hard-to-fill positions. Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor13

Key Recruiting & Branding Challenges

Challenge #1Hire 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 over120 sales, marketing and service pros

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor14Hires Per Month and Department Year-to-date01.1402.1403.1404.1405.1406.1407.1408.1409.1410.14TotalSales112613-102818272Marketing, PR & BD523542614537Client Success2-41---21212Product Management & Design1-1-11-2219Engineering & Data Science137247714541Content Operations11-24-121113Finance, Legal, HR & Recruiting21-223315221TOTAL HIRES2392125152319173518205 Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor15

POLL #2What component is the biggest line item in your recruiting budget? Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor16

Key Recruiting & Branding Challenges

Challenge #22014 was a building yearfor Glassdoors Recruiting Team Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor17

Key Recruiting & Branding Challenges

Challenge #2Significant 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

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor18

Nov 2014 Team of 9

Recruiting Team: Before and AfterJan 2014Team of 1

1 All-Purpose RecruiterModest Use of 3rd Party Recruiters:SalesEngineeringExecutiveNov 2014 Team of 9

1 Head Talent Warrior4 Recruiters:2 Sales 1 Tech 1 Finance/HR/Marketing2 Sourcing Specialists1 Recruiting Operations Mgr.1 Recruiting Coordinator Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor19

Recruiting Budget: Fully Burdened People Budget2014 Recruiting Team CostsPeople BudgetQ1Q2Q3Q4FYFull-Time Recruiting Team Salary + Bonus$45,577$89,832$146,863$180,613$685,935Add 30% to Fully Burden for Benefits, Taxes, T&E, etc.$59,250$116,782$190,921$234,796$891,715Contract / TemporaryRecruiter Costs-$39,100$71,00$45,00$155,200TOTAL Recruiting People Budget$1,046,915 Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor20

Key Recruiting & Branding Challenges

Challenge #3It had to happen fast! We didnt have the luxury to first build our team and systems for a few months before starting hiring. We needed to build AND execute. Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor21

Key Recruiting & Branding Challenges

Challenge #3Turn on as many different hiring sources as possible

Find a steady source of candidate pipeline

Showcase our employer brand & tailor message to specific audiences

Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorWe 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 didnt 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.22

Recruiting Budget: Recruiting Programs & Systems2014 Recruiting Programs BudgetPrograms BudgetQ1Q2Q3Q4FYJob Advertising$42,575$47,575$45,450$45,450$181,050Employee Referral Bonus Program$25,000$25,000$25,000$25,000$100,000Recruiting Agency Costs$35,000$20,000$16,000$16,000$87,000Employer Branding$19,300$17,300$24,300$22,300$83,200Recruiting Events$7,000$5,000$7,000$5,000$24,000Recruiting Systems / Technology$17,750$17,750$26,750$26,750$89,000Other Costs / Candidate T&E$25,000$25,000$25,000$25,000$100,000TOTAL Recruiting Program Budget$664,250 Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorNote: in this budget, we included the cost of advertising on Glassdoor to give a fair depiction of a normal cost-per-hire (CPH).

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Recruiting Budget: Recruiting Programs & Systems27% Job Advertising15% Employee Referral Bonus Program13% Recruiting Agency Costs15% Other Costs / Candidate Travel & Expense13% Recruiting Systems / Technology4% Recruiting Events13% Employer Branding Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorAs a result of those program investments, here are our Source of Hire metrics. Youll 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.24

Source of Hire: 2014 Year-to-Date5% Recruiter Sourced4% Recruiting Event4% Agency32% Employee Referral6% Hiring Manager5% Contractor Conversion / Transfer29% Glassdoor Profile and JobAds6% Indeed1% Craigslist7% LinkedIn1% University/Campus Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorThere 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 couldnt let that happen. Our sales managers and sales recruiters wouldnt 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.

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POLL #3Which part of your recruiting strategy is underfunded or under-resourced? Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor26If you miss hiring dates it impacts top line revenue

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Average Time-to-FillDaysSales40.1Marketing, PR & Business Development52.0Client Success38.5Product Management & Design48.6Engineering & Data Science58.5Content Operations43.8Finance, Legal, HR & Recruiting48.5 Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor28

Key Recruiting & Branding Challenges

Challenge #4Candidate use of mobile devices was taking off. Our mobile traffic hit 45% and our career site wasnt mobile optimized. Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor29

Key Recruiting & Branding Challenges

Challenge #4Needed to invest in our recruiting systems

Needed candidates coming from mobile to have a seamless experience

Didnt want to lose the 50% of our candidates because they couldnt apply online

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor30

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Recruiting Systems: Before and AfterJan 2014

Career SiteGlassdoor Enhanced ProfileJobvite ATSGoogle AnalyticsNov 2014

Career Site Mobile OptimizedGlassdoor Enhanced ProfileJobvite ATSGoogle AnalyticsJobvite Engage / CRMEntelo SourcingConnectifier SourcingSocial Media Monitoring

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor31

POLL #4How do you learn about what new technologies ornew recruiting practices to test out? Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor32

Key Recruiting & Branding Challenges

Challenge #5Glassdoors HQ is in a beautiful waterfront location just north of San Francisco, but if you live in South San Jose, it wont be your dream commute. Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor33

Key Recruiting & Branding Challenges

Challenge #5Increase our talent pool

Let SF/North Bay residents to know Glassdoor is hiring

Confidential and Proprietary Glassdoor, Inc. 2008-2014#GlassdoorBuilding signageCoffee Cart at park and rideRelo 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, its those two blue-roofed buildings on the water when you get off the Stinson Beach/Muir Woods exit on 101. Its a dream commute if you live in the North Bay or in Pacific Heights/Marina. However, one of the recruiting challenges is that Sausalito isnt 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.

34We Added Relocation Jobs

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor35Free coffee cart & new signage

Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor36

Summary Budget and Success Metrics

TOTAL 2014 Recruiting Budget =People + Programs$1,711,165Expected # of Hires in 2014225Average Cost-Per-Hire (CPH)$7,605Average # of Hires Per Recruiter Per Month4.7 Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor37

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Download Our Recruiting Excel Template

http://employers.glassdoor.com/ebooks/ >2015 Recruiting Budget Template for Small & Mid-Sized Businesses Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor38

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 Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor39

Questions? Confidential and Proprietary Glassdoor, Inc. 2008-2014#Glassdoor40