Innovation Inside and Out: How Recruiting Powers Global Growth at LinkedIn
Innovation Inside and Out:How Recruiting Powers Global Growth at LinkedInERE Innovation SummitMay, 2012
Steve CadiganVice President of TalentLinkedIn@scadigan
Our Mission.Connect the world’s professionals to makethem more productive and successful
The network: By the numbers 2 New members per second 161M+ 1 100% Of the Fortune 500 companies represented Members Worldwide Growing faster than two members per second 82% Fortune 100 Companies use our Recruiting Solutions 1 As of May 3, 2012
In which countries did LinkedIn membership grow the fastest in 2011?
LinkedIn’s fastest growing countries 428% 1 GROWTH IN BRAZIL 1 178% GROWTH IN MEXICO 76% 1 GROWTH IN INDIA 90% 2 GROWTH IN CHINA 1: 2010 year-over-year growth rate 2: 2011 year-over-year growth rate
Driving Career Velocity Michael P. Nguyen Finance/Accounting Michael P. LinkedIn Nguyen Brooke Lopez The Food Guy Corporate Training Manager LinkedIn Brooke Lopez LinkedIn Culture Cultivator, Community Volunteer LinkedIn Catherine Porter Business Development Catherine Porter LinkedIn Farhan Syed Acting Country Manager, Japan Sr. Manager of Sales Operations LinkedIn Japan Farhan Syed LinkedIn Sr. Manager, European Operations Farhan Syed LinkedIn Director, Global Sales Operations LinkedIn
Using data to build credibility…from a real search Keywords: "Data Center" OR "Datacenter" Location: 94043, Within 50 Miles Industry: Internet Seniority: Manager enter LinkedI n: Data C Interested In: Potential Employees ger Operati ons Mana Company Size: 501-1,000 OR 1,001-5,000 OR 5,001-10,000, OR 10,000+ Years of Experience: 6 to 10 years OR More than 10 years Years in Position: 3-5 years OR 6-10 years Company Type: Public Company Language: English Recommendations: 3-4 OR 5-10 OR 11-20 OR >20
Search results Initial search = 7 Remove recommendation = 19 Remove years in position = 71 Remove company type = 82 Remove company size = 126
Measuring throughput (InSide Data) Forget number of candidates…HOW MANY ARE IDLE? How quickly are hiring managers giving profile/ resume feedback? How quickly can we schedule technical phone screens? Where are the constraints and why are they happening?