Aligning Sales, Marketing, and CS to Scale Revenue and Retention with Showpadsaastr
According to a study from SiriusDecisions, the majority of buyers (81%) today make purchase decisions based on buying experience, over product or price. To meet buyers’ high expectations and manage the challenging sales landscape, companies must involve their entire organization in maturing the sales process- including after prospects sign on the dotted line. This session will outline a practical approach to growing revenue and retention by aligning sales, marketing, and customer success.
From Hackathon to Unicorn with Talkdesk Founder and CEO Tiago Paiva and SaaSt...saastr
In 2011, Tiago Paiva won a Twilio hackathon by embracing the overlooked call center industry. 7 years later that hackathon project achieved Unicorn status while transforming the call center space. Join Tiago as he shares Talkdesk's unconventional journey and what it takes to build a top-valued brand.
This document outlines an agenda for a talent brand consultation. It introduces Natalie Cramer and Nathan Phaneuf as the talent brand consultants from LinkedIn. The agenda includes an overview of talent brand, metrics to measure success, and hearing peer perspectives. Five key metrics for quantifying talent brand success are proposed: follower quality, talent response rate, applicant quality, time to hire, and opportunity lost cost. Visualizing trends in these metrics over time and for different roles is recommended. Engagement is positioned as the foundation for building a strong talent pipeline.
Avoid Trapdoor Decisions: 5 Lessons Learned from Scaling Stripesaastr
Formerly a senior leader at Google, Claire Hughes Johnson is now Chief Operating Officer at Stripe, where she’s helped guide the online payments firm through rapid growth. Stripe today has more than 1,400 employees and processes billions of dollars for millions of users worldwide. Scaling the company’s employee base, sales teams, marketing, and operations—all while preserving its culture—has required a laser focus on first principles, smart processes, and effective hiring. In this talk, Claire will share these and other lessons for scaling high-growth organizations.
Key Lessons from a $5B SaaS Category Leader with Shasta Venturessaastr
This document summarizes the journey of Marketo, a SaaS marketing automation company, from its founding in 2006 through its acquisition by Adobe in 2018 for $4.75 billion. It discusses the challenges Marketo faced early on in selling to CMOs and operating in the nascent SaaS space. It then outlines how Marketo focused on building a strong product and domain expertise, launched with a minimum viable product focused on Google Adwords, and steadily grew revenue over time through focus on customers and vision rather than competitors. The document notes key hires and accomplishments like Marketo's IPO and acquisitions that showed the company success over its 12-year journey from startup to SaaS category leader.
Small But Mighty: The Power of Small Teams With Big Ambitions | LinkedIn for ...LinkedIn Talent Solutions
The document discusses how LinkedIn can help small and medium-sized businesses with hiring. It highlights that LinkedIn has over 300 million members worldwide, including over 2 million members from SMBs. LinkedIn solutions like personalized job targeting, talent brand development, and proactive search can help SMBs find qualified candidates, build their employer brand to attract candidates, and directly outreach to candidates. These solutions address common SMB hiring challenges like having limited time and resources to source candidates.
Aligning Sales, Marketing, and CS to Scale Revenue and Retention with Showpadsaastr
According to a study from SiriusDecisions, the majority of buyers (81%) today make purchase decisions based on buying experience, over product or price. To meet buyers’ high expectations and manage the challenging sales landscape, companies must involve their entire organization in maturing the sales process- including after prospects sign on the dotted line. This session will outline a practical approach to growing revenue and retention by aligning sales, marketing, and customer success.
From Hackathon to Unicorn with Talkdesk Founder and CEO Tiago Paiva and SaaSt...saastr
In 2011, Tiago Paiva won a Twilio hackathon by embracing the overlooked call center industry. 7 years later that hackathon project achieved Unicorn status while transforming the call center space. Join Tiago as he shares Talkdesk's unconventional journey and what it takes to build a top-valued brand.
This document outlines an agenda for a talent brand consultation. It introduces Natalie Cramer and Nathan Phaneuf as the talent brand consultants from LinkedIn. The agenda includes an overview of talent brand, metrics to measure success, and hearing peer perspectives. Five key metrics for quantifying talent brand success are proposed: follower quality, talent response rate, applicant quality, time to hire, and opportunity lost cost. Visualizing trends in these metrics over time and for different roles is recommended. Engagement is positioned as the foundation for building a strong talent pipeline.
Avoid Trapdoor Decisions: 5 Lessons Learned from Scaling Stripesaastr
Formerly a senior leader at Google, Claire Hughes Johnson is now Chief Operating Officer at Stripe, where she’s helped guide the online payments firm through rapid growth. Stripe today has more than 1,400 employees and processes billions of dollars for millions of users worldwide. Scaling the company’s employee base, sales teams, marketing, and operations—all while preserving its culture—has required a laser focus on first principles, smart processes, and effective hiring. In this talk, Claire will share these and other lessons for scaling high-growth organizations.
Key Lessons from a $5B SaaS Category Leader with Shasta Venturessaastr
This document summarizes the journey of Marketo, a SaaS marketing automation company, from its founding in 2006 through its acquisition by Adobe in 2018 for $4.75 billion. It discusses the challenges Marketo faced early on in selling to CMOs and operating in the nascent SaaS space. It then outlines how Marketo focused on building a strong product and domain expertise, launched with a minimum viable product focused on Google Adwords, and steadily grew revenue over time through focus on customers and vision rather than competitors. The document notes key hires and accomplishments like Marketo's IPO and acquisitions that showed the company success over its 12-year journey from startup to SaaS category leader.
Small But Mighty: The Power of Small Teams With Big Ambitions | LinkedIn for ...LinkedIn Talent Solutions
The document discusses how LinkedIn can help small and medium-sized businesses with hiring. It highlights that LinkedIn has over 300 million members worldwide, including over 2 million members from SMBs. LinkedIn solutions like personalized job targeting, talent brand development, and proactive search can help SMBs find qualified candidates, build their employer brand to attract candidates, and directly outreach to candidates. These solutions address common SMB hiring challenges like having limited time and resources to source candidates.
Building a SaaS Company with only Technical Co-foundersSaaStock
This document summarizes the story of quintly, a social media analytics SaaS company founded in 2010 by two technical co-founders in Germany. It details their journey from a small prototype in 2010 with $20k in ARR to growing their team to 34 members with $2.5m in ARR by 2017. Key learnings included bootstrapping the business, doing early sales themselves, focusing on revenue over investors, keeping the business family-owned, and constantly innovating the product. The co-founders learned the importance of company culture, standardized processes, and not being afraid to fail along the way.
Building your External Agency Brand to Appeal to Distracted BuyersJeremy Ott
This document discusses how to build an external agency brand to appeal to distracted buyers in unprecedented times. It provides strategies for understanding the environment, scenario planning, diversifying services, developing a value proposition, and focusing on products and clients' needs. Specific recommendations include segmenting the market, focusing on operational excellence and innovation, strengthening employer branding, and investing in areas like AI, employee engagement, wellness, and retention to provide value when clients may not want traditional recruitment services. Data is presented showing growth in both agency and in-house recruiters in Ireland. The overall message is that agencies must become consultative partners rather than just transactional by truly understanding clients' needs and using technology to enhance their value proposition and services.
Leveraging Inbound Marketing for Candidate and Client EngagementJeremy Ott
This document discusses leveraging inbound marketing strategies for candidate and client engagement in the recruitment industry. It begins by introducing the author and their experience in recruitment and inbound marketing. It then discusses why recruitment agencies should focus on inbound over outbound approaches. The rest of the document outlines key aspects of developing and executing an inbound marketing campaign, including defining target audiences, creating buyer personas, developing valuable content, distributing content through paid and organic channels, enabling sales teams, measuring results, required skills and budget. It also provides an example case study of an inbound campaign focused on attracting experienced recruiters.
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...LinkedIn Talent Solutions
Maximize your impact and measure your investment’s success across your recruiting organization with these tips from TMX Group, Realogy Franchise Group, Uni-Select and Wipro Limited.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Top Tips for Measuring the Return on Investment of your Talent Brand Strategy...LinkedIn Talent Solutions
Learn practical, actionable tips on how you can measure the return on investment of your Talent Brand strategy,
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The Playbook To Re-Igniting Growth with Predictable Revenue Co-Founder and CE...saastr
This document provides strategies for tripling a business's growth rate and value. It discusses how specializing sales roles, ramping outbound prospecting through accurate metrics, nailing a niche by deeply understanding customers, and aligning sales and marketing goals can help achieve this. Specific examples are given of companies like Sagemount that tripled their valuation in 3 years by focusing organic sales growth through these tactics, including separating inbound and outbound sales roles and getting marketing to commit to qualified leads instead of just marketing qualified leads. Readers are advised it will take longer than expected but following these strategies can help (re)ignite sustainable growth.
Deep Dive: From 1 to 10: What Roles to Hire and When as You Scale Your Market...saastr
In this session, we will discuss which marketing hires to make at each stage of growth, what factors to consider in hiring, and what your ideal balance of roles should be on your team
This document provides an overview and agenda for a presentation on pursuing a profitable exit from a recruitment business through mergers and acquisitions (M&A). The presentation will cover recent M&A activity in the recruitment sector, methods for valuing a recruitment business, optimizing value before an exit, and strategies for de-risking the exit process such as management buyouts. The presentation is delivered by James Fieldhouse, a managing director from consulting firm BDO with 16 years of experience advising entrepreneurial businesses.
7 Habits of Highly Effective SalespeopleQamaru Dheen
Ask a dozen salespeople and you’ll most likely get back two dozen different responses. Is it the ability to create great leads that makes you successful, or is it a winning personality? If you’re looking at things like charm or the size of client lists, you’re barking up the wrong tree. Look at the basics — the simple stuff that sales professionals overlook from time to time. Things like the ability to listen carefully, respond correctly, and approach clients not as a sale but as people you want to know and help solve problems. These are the things to focus on in order to bring more value and visibility to your career. While they are common sense, these methods are often the first ones we forget to use.
In analyzing those salespeople who are successful year after year, we have found significant consistencies in behavior and practice management. We like to call these The 7 Habits of Successful Salespeople. If you can get your people to adopt these 7 habits, you will be amazed at how their sales improve.
Engaging buyers with a compelling and captivating value-based story builds trust and rapport, creates a foundation for meaningful conversations and demonstrates your track record as a reputable salesperson. Grabbing a prospect’s attention with a story that elicits an emotional response they can relate to and involves a business issue they are wrestling with reinforces a key ValueSelling Framework® principle: People make emotional buying decisions for logical reasons.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
A good start to improving the right kind of retention is to make sure you’re paying fairly and competitively to the market. In fact, research shows a link between fair and transparent pay practices, lower intent to leave, and overall greater job satisfaction.
Attend this webinar and learn:
-How compensation impacts retention
-The 3 truths about turnover
-The 5 keys to retaining top employees
This document provides an overview of a startup company seeking funding. It outlines the company's vision, the market opportunity and size, how it solves an existing problem, its technical solution, business model, management team, competitive advantages, financial projections, investment needs, and contact information. The company is seeking $000,000 in seed funding to help X accomplish Y through Z by addressing a problem in an industry with 00% growth and a market size of 00,000 people.
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Over 2,000 SaaS founders, execs and investors came to the first ever SaaStr Annual. Speakers included Aaron Levie of Box, Bob Tinker of MobileIron, David Sacks of Yammer, Stewart Butterfield of Slack, Parker Conrad of Zenefits, Keith Kitani of Guidespark, and more.
The document provides lessons learned from 20 years of experience in B2B SaaS leadership. It discusses that targeting niche but large markets in unsexy industries can be very successful, as demonstrated by one of the author's startups that attained strong financial returns without competitors. While venture capital can provide high growth, alternative funding is available for medium-sized opportunities that may be a better fit. The author also advocates focusing intently on a singular goal until competitors cannot challenge you. Key drivers of SaaS sales growth are identified as the interplay between perceived value, friction factors, and go-to-market execution. Finally, the author emphasizes that business performance relies on people and culture, which are worth substantial investment and careful
The Playbook to 10 Things a CEO Should and Should Not Expect From the CMO wit...saastr
The document outlines 10 things a CEO should and should not expect from their CMO. The CEO should expect the CMO to execute the CEO's vision, choose a marketing channel to dominate, create alignment between sales and marketing, be an expert advisor in meetings, and contribute impactful ideas. However, the CEO should not expect the CMO to have a passive role in evolving strategy, do all work for free, be solely responsible for pipeline numbers, only speak on marketing topics, or provide ideas that do not drive business outcomes.
1. LiBfare's mission is to be your best ads partner by helping you achieve your goals and be who you want to be.
2. Founded in 2016, LiBfare provides an AI assistant called Advise that uses machine learning to analyze data and provide optimized advertising recommendations.
3. Advise's recommendations are aimed at improving click-through rates and conversion rates for advertisers.
Glassdoor Client Training: 4 Ways to Use Your Remaining 2015 Recruiting Budge...Glassdoor
Have leftover recruiting budget in 2015? We've got you covered. Learn 4 ways to use your remaining 2015 recruiting budget on Glassdoor in this Glassdoor Client Training.
Building a SaaS Company with only Technical Co-foundersSaaStock
This document summarizes the story of quintly, a social media analytics SaaS company founded in 2010 by two technical co-founders in Germany. It details their journey from a small prototype in 2010 with $20k in ARR to growing their team to 34 members with $2.5m in ARR by 2017. Key learnings included bootstrapping the business, doing early sales themselves, focusing on revenue over investors, keeping the business family-owned, and constantly innovating the product. The co-founders learned the importance of company culture, standardized processes, and not being afraid to fail along the way.
Building your External Agency Brand to Appeal to Distracted BuyersJeremy Ott
This document discusses how to build an external agency brand to appeal to distracted buyers in unprecedented times. It provides strategies for understanding the environment, scenario planning, diversifying services, developing a value proposition, and focusing on products and clients' needs. Specific recommendations include segmenting the market, focusing on operational excellence and innovation, strengthening employer branding, and investing in areas like AI, employee engagement, wellness, and retention to provide value when clients may not want traditional recruitment services. Data is presented showing growth in both agency and in-house recruiters in Ireland. The overall message is that agencies must become consultative partners rather than just transactional by truly understanding clients' needs and using technology to enhance their value proposition and services.
Leveraging Inbound Marketing for Candidate and Client EngagementJeremy Ott
This document discusses leveraging inbound marketing strategies for candidate and client engagement in the recruitment industry. It begins by introducing the author and their experience in recruitment and inbound marketing. It then discusses why recruitment agencies should focus on inbound over outbound approaches. The rest of the document outlines key aspects of developing and executing an inbound marketing campaign, including defining target audiences, creating buyer personas, developing valuable content, distributing content through paid and organic channels, enabling sales teams, measuring results, required skills and budget. It also provides an example case study of an inbound campaign focused on attracting experienced recruiters.
Maximize your Return on Investment with LinkedIn | Talent Connect San Francis...LinkedIn Talent Solutions
Maximize your impact and measure your investment’s success across your recruiting organization with these tips from TMX Group, Realogy Franchise Group, Uni-Select and Wipro Limited.
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
Top Tips for Measuring the Return on Investment of your Talent Brand Strategy...LinkedIn Talent Solutions
Learn practical, actionable tips on how you can measure the return on investment of your Talent Brand strategy,
Continue your talent acquisition transformation at Talent Connect 365: http://linkd.in/1z8YEaf
The Playbook To Re-Igniting Growth with Predictable Revenue Co-Founder and CE...saastr
This document provides strategies for tripling a business's growth rate and value. It discusses how specializing sales roles, ramping outbound prospecting through accurate metrics, nailing a niche by deeply understanding customers, and aligning sales and marketing goals can help achieve this. Specific examples are given of companies like Sagemount that tripled their valuation in 3 years by focusing organic sales growth through these tactics, including separating inbound and outbound sales roles and getting marketing to commit to qualified leads instead of just marketing qualified leads. Readers are advised it will take longer than expected but following these strategies can help (re)ignite sustainable growth.
Deep Dive: From 1 to 10: What Roles to Hire and When as You Scale Your Market...saastr
In this session, we will discuss which marketing hires to make at each stage of growth, what factors to consider in hiring, and what your ideal balance of roles should be on your team
This document provides an overview and agenda for a presentation on pursuing a profitable exit from a recruitment business through mergers and acquisitions (M&A). The presentation will cover recent M&A activity in the recruitment sector, methods for valuing a recruitment business, optimizing value before an exit, and strategies for de-risking the exit process such as management buyouts. The presentation is delivered by James Fieldhouse, a managing director from consulting firm BDO with 16 years of experience advising entrepreneurial businesses.
7 Habits of Highly Effective SalespeopleQamaru Dheen
Ask a dozen salespeople and you’ll most likely get back two dozen different responses. Is it the ability to create great leads that makes you successful, or is it a winning personality? If you’re looking at things like charm or the size of client lists, you’re barking up the wrong tree. Look at the basics — the simple stuff that sales professionals overlook from time to time. Things like the ability to listen carefully, respond correctly, and approach clients not as a sale but as people you want to know and help solve problems. These are the things to focus on in order to bring more value and visibility to your career. While they are common sense, these methods are often the first ones we forget to use.
In analyzing those salespeople who are successful year after year, we have found significant consistencies in behavior and practice management. We like to call these The 7 Habits of Successful Salespeople. If you can get your people to adopt these 7 habits, you will be amazed at how their sales improve.
Engaging buyers with a compelling and captivating value-based story builds trust and rapport, creates a foundation for meaningful conversations and demonstrates your track record as a reputable salesperson. Grabbing a prospect’s attention with a story that elicits an emotional response they can relate to and involves a business issue they are wrestling with reinforces a key ValueSelling Framework® principle: People make emotional buying decisions for logical reasons.
Webinar-Compensating the Workforce of TomorrowPayScale, Inc.
The future is now. PayScale’s 2017 Compensation Best Practices Report noted that a third of top-performing companies are changing their strategies to accommodate millennials. These top organizations take a proactive approach to anticipating the needs of tomorrow’s workforce today.
Join Caitlin Williams and Mykkah Herner on this May the Fourth as they explore the best ways to compensate tomorrow’s workforce, now.
Register for this webinar and you’ll learn about:
-Ways to examine and define your workforce
-The value of having a great comp strategy that fits
-The impact of automated jobs
A good start to improving the right kind of retention is to make sure you’re paying fairly and competitively to the market. In fact, research shows a link between fair and transparent pay practices, lower intent to leave, and overall greater job satisfaction.
Attend this webinar and learn:
-How compensation impacts retention
-The 3 truths about turnover
-The 5 keys to retaining top employees
This document provides an overview of a startup company seeking funding. It outlines the company's vision, the market opportunity and size, how it solves an existing problem, its technical solution, business model, management team, competitive advantages, financial projections, investment needs, and contact information. The company is seeking $000,000 in seed funding to help X accomplish Y through Z by addressing a problem in an industry with 00% growth and a market size of 00,000 people.
How to get C-suite buy-in to build a cutting edge recruiting team | Talent Co...LinkedIn Talent Solutions
Amy Segal, Edelman
There is no greater competitive advantage for a company than when an in-house recruiting team is built and aligned correctly. In this session, I’ll cover how to build a metric-based story that positions an in-house team as a strategic partner, how to identify the right influencers to tell your story, and how to ultimately hire the best team.
Check out the best of Talent Connect: http://bit.ly/2e5ojNe
Over 2,000 SaaS founders, execs and investors came to the first ever SaaStr Annual. Speakers included Aaron Levie of Box, Bob Tinker of MobileIron, David Sacks of Yammer, Stewart Butterfield of Slack, Parker Conrad of Zenefits, Keith Kitani of Guidespark, and more.
The document provides lessons learned from 20 years of experience in B2B SaaS leadership. It discusses that targeting niche but large markets in unsexy industries can be very successful, as demonstrated by one of the author's startups that attained strong financial returns without competitors. While venture capital can provide high growth, alternative funding is available for medium-sized opportunities that may be a better fit. The author also advocates focusing intently on a singular goal until competitors cannot challenge you. Key drivers of SaaS sales growth are identified as the interplay between perceived value, friction factors, and go-to-market execution. Finally, the author emphasizes that business performance relies on people and culture, which are worth substantial investment and careful
The Playbook to 10 Things a CEO Should and Should Not Expect From the CMO wit...saastr
The document outlines 10 things a CEO should and should not expect from their CMO. The CEO should expect the CMO to execute the CEO's vision, choose a marketing channel to dominate, create alignment between sales and marketing, be an expert advisor in meetings, and contribute impactful ideas. However, the CEO should not expect the CMO to have a passive role in evolving strategy, do all work for free, be solely responsible for pipeline numbers, only speak on marketing topics, or provide ideas that do not drive business outcomes.
1. LiBfare's mission is to be your best ads partner by helping you achieve your goals and be who you want to be.
2. Founded in 2016, LiBfare provides an AI assistant called Advise that uses machine learning to analyze data and provide optimized advertising recommendations.
3. Advise's recommendations are aimed at improving click-through rates and conversion rates for advertisers.
Glassdoor Client Training: 4 Ways to Use Your Remaining 2015 Recruiting Budge...Glassdoor
Have leftover recruiting budget in 2015? We've got you covered. Learn 4 ways to use your remaining 2015 recruiting budget on Glassdoor in this Glassdoor Client Training.
The document provides tips on how to master Glassdoor for employer branding and recruitment. It recommends (1) creating and claiming your company's Glassdoor page, (2) encouraging positive employee reviews, and (3) responding promptly to both positive and negative reviews. It also suggests using Glassdoor's paid services like job advertising and enhanced profiles to further promote your employer brand online.
The document provides tips from CEOs on building trust, encouraging open communication, promoting teamwork, and motivating employees. It discusses the importance of trust, open communication, teamwork, and motivation for engaging employees and inspiring workforces. Specific tips include embracing honest feedback to build trust, being transparent in communication, ensuring all employees understand their role in building success as a team, and helping employees find purpose to motivate them.
How Leading Staffing Firms Leverage GlassdoorGlassdoor
How Leading Staffing Firms Leverage Glassdoor
Adam Bleibtreu, Chief Marketing Officer at Creative Circle, Advertising + Creative Staffing
Dan Eliasi, Senior Account Executive, Staffing at Glassdoor
This document summarizes a Glassdoor webinar about why CEOs cannot ignore Glassdoor. It discusses three main reasons: 1) Investors care about company reputation and reviews provide insight into leadership. 2) Engaged employees are more productive and companies can use Glassdoor to build their employer brand. 3) Knowledgeable job candidates are easier to recruit when a company manages its Glassdoor presence to target and attract top talent. The webinar provides case studies and tips for utilizing Glassdoor to respond to reviews, analyze competitors, and improve recruitment.
How to Amp Up Employee Engagement and Boost Your Business Performance Glassdoor
The document discusses strategies for improving employee engagement. It recommends inviting feedback from employees, rallying employees behind the company mission and goals, supporting work-life integration through flexible policies, and investing in employees' growth through training and development opportunities. The speaker advocates measuring employee sentiment, being responsive to feedback, maintaining open communication, and fostering career advancement to boost business performance.
Top 5 Highlights Of The 2016 Glassdoor SummitGlassdoor
Join us to hear the most inspiring moments from the 2016 Glassdoor Summit.
Rachel Bitte, Chief People Officer at Jobvite
Alicia Garibaldi, Associate Director or Marketing at Glassdoor
The document discusses strategies for competing against companies that pay more for sales talent. It recommends 5 tips: 1) invest in coaching and mentoring sales talent, 2) provide opportunities for growth, experience, and networking, 3) be transparent about the pros and cons of working at the company, 4) hire rookie salespeople who are recent college graduates, and 5) advertise jobs strategically on online job sites. The document emphasizes that quality sales talent is important and outlines factors like compensation, career growth, company culture, and leadership that motivate sales professionals to seek opportunities elsewhere.
10 Ways to Win With Recruitment MarketingGlassdoor
The document outlines 10 ways to win with recruitment marketing. It discusses creating a unique and strong employer brand, training internal brand ambassadors, tracking key performance indicators, sharing results with stakeholders, simplifying recruitment messaging, monitoring competitors, responding to every candidate, creating a marketing calendar, running a referral program, and using social media at every step of the recruitment process.
The document discusses the business case for employer branding. It outlines how a strong employer brand can increase the quality of candidates, reduce costs per hire, and improve retention. It also discusses how today's job seekers extensively research company reputations online and prioritize culture fit. The presentation recommends that companies measure their brand awareness, reputation, and engagement; tell their authentic story across reviews sites and social media; and embrace transparency to improve their employer value proposition. Developing a strategic action plan and understanding the ROI of employer branding are emphasized.
Glassdoor Survey: How to Recruit Sales ProfessionalsGlassdoor
This document summarizes a Glassdoor webinar on recruiting sales professionals. It discusses where sales professionals find jobs, effective recruitment tactics like using social media and meetups, and attributes sales professionals value in recruiters like transparency. It also covers compensation insights, with different age groups prioritizing certain elements differently. The document concludes with a case study of Salesforce's recruitment practices like knowing their position in the market, building their sales organization, and defining target profiles.
Vancouver Rebels of Recruiting Roadshow | Garrett Fitzpatrick DemoGlassdoor
Almost two-thirds of job applicants, and 65% of millennials, are more skeptical now than in 2011 of claims made by employers. The job advertising landscape has evolved from newspapers to online job boards and social networking sites. Glassdoor provides a career community where people can find jobs and companies they love based on reviews of workplace culture and jobs. It helps candidates make employment decisions by providing insights from both peers and employers.
The document summarizes a presentation given by Kelly Payne of Glassdoor about the company's services. The presentation discusses how Glassdoor provides reviews and insights about companies and jobs to help job seekers make informed decisions. It also explains how employers can use Glassdoor to build their employer brand, advertise jobs, and respond to reviews to influence job candidates. Key topics included the importance of employer branding, optimizing for mobile, and responding to reviews on the company's profile.
How Deloitte Approaches Global Employer BrandingGlassdoor
This document discusses Deloitte's approach to developing a global employer brand. It outlines how Deloitte defined its employer value proposition based on internal and external research. It then details how Deloitte developed globally consistent yet locally relevant branding materials and messaging. Finally, it discusses how Deloitte leveraged various platforms and encouraged innovation to drive adoption of its global employer brand approach across its operations worldwide.
How LeadMD Doubled Qualified Leads & Opportunities Using Predictive MarketingLeadMD
The idea of too many leads is a dream for most sales and marketing teams. But if your team can’t laser-focus on your optimal audience to drive conversion in your pipeline, that dream quickly turns to a nightmare.
In this deck, you'll learn:
1. What are Predictive Analytics?
2. How can you benefit from Predictive Marketing?
• Define the buyer
• Understand the actions that lead to purchase/win
• Replicate: Rinse, repeat
3. What are the simple next steps to get started?
How LeadMD Doubled Qualified Leads and Opportunities with Predictive MarketingEverString
LeadMD doubled their qualified leads and opportunities through predictive marketing provided by EverString. EverString uses data on over 11 million accounts to build customer models for companies. They integrate with a company's CRM and marketing automation systems to perform audience selection and deliver scores and new prospects. LeadMD worked with EverString to better understand buyers through demographic, behavioral, and psychological data, which increased their lead scoring ability from 2% to 85%. This allowed them to better align marketing and sales around buyer personas.
Here are some of the key takeaways you’ll get from this webinar recording:
Optimize your job ads, by choosing the right titles, keywords and distribution channels so the talent you’re looking for can find you, too. We’ll look at processes and best practices for improving the quality of your applicants and make extending and accepting offers more efficient.
Taking Your Job Advertising beyond traditional job boards with new and emerging solutions, from social media ad retargeting, to better sourcing.
Extending Your Employer Brand through better job ads can attract twice as many qualified applicants and drive cost-per-hire down by up to 30%. Learn the role job ads play in building an effective employer brand, and solutions that can help you make the most out of your job advertising efforts.
Durring this session at MarTech West 2019, Mediacurrent's Director of Marketing Adam Kirby shares his approach to transitioning a 2K person SaaS organization from almost no KPIs to a multi-touch attribution model supported by sales, marketing, and the technology departments. You'll learn from his mistakes and walk away with a clear set of next steps to guide your organization to marketing attribution.
Client Training: Glassdoor's New Job Search ExperienceGlassdoor
This document summarizes Glassdoor's new job search experience. It includes an agenda for a webinar on the topic presented by Kelly Payne. The new experience features a more intuitive job search interface that allows users to view more job descriptions. All jobs will now be hosted on Glassdoor, including employer ratings, reviews and salary information. Sponsored jobs can include branded employer content within the job description. Key benefits are attracting informed candidates, increasing employer brand awareness, and helping employers stand out from competitors.
Marketing Operations ROI: It`s Simpler and Way Harder Than You ThinkClearAction Continuum
This document discusses marketing operations and ROI. It begins with an introduction to the author, Gary Katz, who has over 20 years of experience in marketing operations. It then discusses why measuring marketing ROI is difficult, noting there are too many metrics to track. It outlines various types of metrics used to measure different parts of marketing like advertising, sales force, customer management, and organizational metrics. The document argues that achieving meaningful ROI requires marketing operations maturity across areas like metrics, processes, guidance, infrastructure, management, technology and alignment. It positions marketing operations as key to demonstrating marketing accountability and ROI.
How to Access and Share Powerful AnalyticsGlassdoor
The document discusses 5 ways companies can use talent analytics to improve recruiting and hiring. It recommends using analytics to 1) forecast hiring needs and budgets, 2) develop supporting programs like referrals and branding, 3) understand candidates' experiences, 4) refine employer messaging, and 5) create reporting timelines. The rest of the document provides examples of analytics reporting on reviews, sources of hires, and comparisons to competitors that can help companies assess what is and isn't working in their recruiting. The overall message is that talent analytics can provide insights to make recruiting programs and employer brands more effective.
Becoming Digitally Fit for The Future of WorkGlassdoor
This document contains a discussion between representatives from Glassdoor and Carve about preparing for the future of work. It discusses how technology is redefining interactions and the implications for employers. It also addresses topics like the importance of transparency and leaders preparing organizations for changes by enhancing reputation, talent relationships and results through social media with Carve's help. Glassdoor serves 46 million users monthly by providing jobs, salaries and company reviews to help people find jobs and employers hire informed candidates at scale.
Analyst Tips for Finding Quality Candidates in 2018Glassdoor
The document discusses tips for using talent acquisition strategies and Glassdoor data to strengthen an organization's talent pipeline. It provides three tips: 1) understand the informed candidate journey, 2) deliver the content informed candidates need about compensation, culture, reputation and values, and 3) use Glassdoor data to track candidate behavior, ratings trends, and benchmark the interview process against competitors. The presentation aims to help talent acquisition functions source higher quality candidates.
Everything You Need to Know About Glassdoor ReviewsGlassdoor
Effectively responding to reviews on Glassdoor is an important part of any solid employee engagement and recruiting strategy. Uber shared its approach to managing feedback and writing effective responses to reviews and how you can to.
The VIP Treatment: Elevate Your Candidate ExperienceGlassdoor
The document discusses improving the candidate experience through three key areas: making an employer brand irresistible, improving the hiring process, and using data. It provides tips for understanding the candidate journey, delivering necessary information, and making a strong first impression. Additionally, it outlines three steps to improving the hiring process: building relationships with hiring managers, branding the candidate experience, and using data to continuously optimize the process. The goal is to attract and hire the best talent by treating candidates as valued partners throughout their journey.
Glassdoor UK: Responding to Negative Reviews ReviewsGlassdoor
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
With 61% of Glassdoor users seeking out company reviews and ratings before deciding to apply for a job, make sure you add your “employer perspective” to the conversation.
Especially when addressing criticism about your company, its leadership, benefits and salary information or even your applicant interview process.
Learn the art of handling unfavourable feedback by joining us for "How to Respond to Negative Reviews,” where we'll explore who should respond to company reviews, how often and why critical opinions aren’t necessarily a bad thing.
Live Demo, Managing your Employer Brand UKGlassdoor
The document discusses how job seekers today extensively research companies online before making decisions. It notes that job seekers use an average of 18 sources and read 7-8 reviews before applying to a job. The document then defines what an employer brand is - the reputation and perceptions people have about a company based on employee reviews, ratings, salaries and more. Finally, it provides an overview of Glassdoor's solutions for companies to enhance their employer brand through features like an enhanced company profile, job advertising, and analytics.
The Candidate Journey Isn't Linear: How to Craft Content AccordinglyGlassdoor
This document discusses how to craft content for each stage of a candidate's journey:
1) The Awareness stage focuses on expanding reach and gaining attention through thought leadership, company news, awards, and advice for skills improvement.
2) The Consideration stage aims to share employee stories, project highlights, awards, company initiatives and checklists to help candidates consider the company.
3) The Interest stage nurtures candidates by showing career growth, employee experiences, meetings, newsletters, and personalized job alerts.
4) The Application stage provides resources like job descriptions, culture descriptions, interview tips, and expectations to help candidates apply.
5) The Selection stage assists with the interview process, feedback, and ensuring
Fueling Retention With Employee EngagementGlassdoor
Representatives from BambooHR and Glassdoor participated in a panel discussion on employee engagement. They discussed how their companies measure engagement, convey needed changes to employees, align individual and company goals, determine if engagement initiatives are working, and build sustainable engagement. They also addressed what to do with highly skilled employees in wrong roles when no other positions are available.
How to Execute a Data-Driven Social Recruiting ProgramGlassdoor
Boost your social recruiting strategy with expert tips.
Jim Conti, Director of Talent at Sprout Social
Lisa Holden, Employer Communications Manager at Glassdoor
Top 5 Recruiting Challenges and How to Solve ThemGlassdoor
The document discusses 5 top recruiting challenges and how to solve them:
1. Looking critically at competitors' hiring strategies and comparing processes.
2. Understanding candidate experience by leveraging analytics on Glassdoor.
3. Nurturing employer brand by crafting compelling value propositions and customizing company profiles.
4. Targeting informed candidates on Glassdoor, who engage throughout their job search.
5. Posting compelling job ads by including perks, reviews, and sponsoring for greater visibility and applicants.
The document summarizes a presentation by Kira Federer of Glassdoor on how companies can use Glassdoor to brand and recruit. It discusses how today's candidates extensively research companies online before applying, including reading employee reviews on Glassdoor. It then outlines Glassdoor's solutions to help companies promote their employer brand, advertise jobs, analyze recruiting metrics and compare themselves to competitors. The presentation concludes with a live demo and Q&A.
Hire and Retain at Scale: Interviewing and OnboardingGlassdoor
Learn how to develop a hiring and onboarding strategy that will help you recruit and retain the best-fit candidates for your organization. Salesforce shares their secrets on how they develop and measure their hiring strategy.
This document is a presentation by Alicia Garibaldi from Glassdoor about how companies can win talent on Glassdoor. The presentation covers building an employer brand, responding to reviews, using metrics to measure employer brand, and recruiting informed candidates. The agenda includes building the employer brand, reviewing management, discussing metrics, and recruiting informed candidates. Key takeaways are to build your employer brand profile, respond to reviews, monitor candidate activity, and optimize your presence to attract informed candidates.
Tune in to our 30-minute tutorial for a clear understanding of how to put powerful analytics to work for your company.
Alana Filipovich, Customer Success Manager at Glassdoor
10 Tips for Getting Campus Recruiting RightGlassdoor
The document provides 10 tips for effective campus recruiting. It begins with an introduction to Generation Z and what matters most to them, such as entrepreneurship, career growth opportunities, and transparency from employers.
The tips include building an authentic employer brand online, showcasing the employee value proposition, developing internship programs, making the application process easy on mobile, focusing career conversations on meaningful work, and creating clear career paths. Emphasis is placed on human connection through campus visits and follow ups with candidates.
Building Meaningful Talent Communities with AI - Heather Pysklywec - SocialHR...SocialHRCamp
Speaker: Heather Pysklywec
Digital transformation has transformed the talent acquisition landscape over the past ten years. Now, with the introduction of artificial intelligence, HR professionals are faced with a new suite of tools to choose from. The question remains, where to start, what to be aware of, and what tools will complement the talent acquisition strategy of the organization? This session will give a summary of helpful AI tools in the industry, explain how they can fit into existing systems, and encourage attendees to explore if AI tools can improve their process.
The Rules Do Apply: Navigating HR ComplianceAggregage
https://www.humanresourcestoday.com/frs/26903483/the-rules-do-apply--navigating-hr-compliance
HR Compliance is like a giant game of whack-a-mole. Once you think your company is compliant with all policies and procedures documented and in place, there’s a new or amended law, regulation, or final rule that pops up landing you back at ‘start.’ There are shifts, interpretations, and balancing acts to understanding compliance changes. Keeping up is not easy and it’s very time consuming.
This is a particular pain point for small HR departments, or HR departments of 1, that lack compliance teams and in-house labor attorneys. So, what do you do?
The goal of this webinar is to make you smarter in knowing what you should be focused on and the questions you should be asking. It will also provide you with resources for making compliance more manageable.
Objectives:
• Understand the regulatory landscape, including labor laws at the local, state, and federal levels
• Best practices for developing, implementing, and maintaining effective compliance programs
• Resources and strategies for staying informed about changes to labor laws, regulations, and compliance requirements
Accelerating AI Integration with Collaborative Learning - Kinga Petrovai - So...SocialHRCamp
Speaker: Kinga Petrovai
You have the new AI tools, but how can you help your team use them to their full potential? As technology is changing daily, it’s hard to learn and keep up with the latest developments. Help your team amplify their learning with a new collaborative learning approach called the Learning Hive.
This session outlines the Learning Hive approach that sets up collaborations that foster great learning without the need for L&D to produce content. The Learning Hive enables effective knowledge sharing where employees learn from each other and apply this learning to their work, all while building stronger community bonds. This approach amplifies the impact of other learning resources and fosters a culture of continuous learning within the organization.
AI Considerations in HR Governance - Shahzad Khan - SocialHRCamp Ottawa 2024SocialHRCamp
Speaker: Shahzad Khan
This session on "AI Considerations in Human Resources Governance" explores the integration of Artificial Intelligence (AI) into HR practices, examining its history, current applications, and the governance issues it raises. A framework to view Government in modern organizations is provided, along with the transformation and key considerations associated with each element of this framework, drawing lessons from other AI projects to illustrate these aspects. We then dive into AI's use in resume screening, talent acquisition, employee retention, and predictive analytics for workforce management. Highlighting modern governance challenges, it addresses AI's impact on the gig economy as well as DEI. We then conclude with future trends in AI for HR, offering strategic recommendations for incorporating AI in HR governance.
Watch this expert-led webinar to learn effective tactics that high-volume hiring teams can use right now to attract top talent into their pipeline faster.
How to Leverage AI to Boost Employee Wellness - Lydia Di Francesco - SocialHR...SocialHRCamp
Speaker: Lydia Di Francesco
In this workshop, participants will delve into the realm of AI and its profound potential to revolutionize employee wellness initiatives. From stress management to fostering work-life harmony, AI offers a myriad of innovative tools and strategies that can significantly enhance the wellbeing of employees in any organization. Attendees will learn how to effectively leverage AI technologies to cultivate a healthier, happier, and more productive workforce. Whether it's utilizing AI-powered chatbots for mental health support, implementing data analytics to identify internal, systemic risk factors, or deploying personalized wellness apps, this workshop will equip participants with actionable insights and best practices to harness the power of AI for boosting employee wellness. Join us and discover how AI can be a strategic partner towards a culture of wellbeing and resilience in the workplace.
Becoming Relentlessly Human-Centred in an AI World - Erin Patchell - SocialHR...SocialHRCamp
Speaker: Erin Patchell
Imagine a world where the needs, experiences, and well-being of people— employees and customers — are the focus of integrating technology into our businesses. As HR professionals, what tools exist to leverage AI and technology as a force for both people and profit? How do we influence a culture that takes a human-centred lens?
Start Smart: Learning the Ropes of AI for HR - Celine Maasland - SocialHRCamp...SocialHRCamp
Speaker: Celine Maasland
In this session, we’ll demystify the process of integrating artificial intelligence into everyday HR tasks. This presentation will guide HR professionals through the initial steps of identifying AI opportunities, choosing the right tools, and effectively implementing technology to streamline operations. Additionally, we’ll delve into the specialized skill of prompt engineering, demonstrating how to craft precise prompts to enhance interactions between AI systems and employees. Whether you’re new to AI or looking to refine some of your existing strategies, this session will equip you with the knowledge and tools to harness AI’s potential in transforming HR functions.
Your Guide To Finding The Perfect Part-Time JobSnapJob
Part-time workers account for a significant part of the workforce, including individuals of all ages. A lot of industries hire part-time workers in different capacities, including temporary or seasonal openings, ranging from managerial to entry-level positions. However, many people still doubt taking on these roles and wonder how a temporary part-time job can help them achieve their long-term goals.
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