Bewertungen für ZipRecruiter

Pros

There are so many positives that I can put here. The one thing that holds true about Zip (like many things in life) you truly get what you put in. I started at ZipRecruiter about 3 years ago and I have been challenged in more ways than I could ever imagine. I originally started as an entry level AE and worked my way to our top sales team at the time. See Zip uses an incredible promotion system based on... promotional credits. So you promote YOURSELF with YOUR performance. I always wanted to be a leader in my sales career, so I vocalized that with our leadership team. At that time I was not ready to be a leader, but I kept coming back asking for advice and things that I needed to work on. During this time every one from my manager to our Senior VPs were more than open to help me out in my goal to be a leader. In most sales orgs there are leaders that would not even entertain that conversation with me but not at Zip. After a few months of seeking guidance and reading a plethora of recommended books I became a leader. I was a leader at Zip a bit longer than I was actually a representative, so I really had a good understanding of both worlds. Zip has promoted many reps to be managers from within (I personally have promoted 3 people), so if you are looking for career growth you are at the right place. Being a leader at Zip taught me so much about how to grow a business, but the most important lessons I learned was how to be an effective leader. My directors really took the time to invest in my development and to make sure that I was able to fill the cups of my representatives on a daily basis. During my time at Zip I worked with a myriad of leaders in some sort of capacity. The thing I can tell you from my experience is that they all care. Zip has some of the best people managers in the industry. These guys and girls all work their tails off everyday and truly want to see the best for their representatives. Between contests, taking teams to Medieval Times, WWE events, and swanky dinners these leaders continuously go above and beyond to curate a positive culture at Zip. This is a top down initiative coming from the CEO himself. At the end of the day I could not have asked for a better tenure at a better company. The guys and gals that I worked with at Zip were some all world class. Ian, Will, Joe, and Ward (Ziprecruiter founders) truly care about every single employee and they have built an excellent team around them that carry the same sentiment.

Kontras

There are not many Cons about working at Zip. Ziprecruiter is great for people that want to be challenged every day, that are curious, and have a good work ethic. The company is constantly changing and innovating (it feels like daily at times). At Zip it is literally like putting a rocket together in mid-flight. There will be days, weeks, and months that you will feel the pivots harder than others. Always know that... people are working feverishly behind the scenes to make things better. If you are someone who struggles with these things then Zip may not be the best fit for you.

Rat an das Management

Continue to innovate and build a World Class Organization. I will leave you with advice that was told to me by an amazing leader "Mission First People Always".

Pros

Health Insurance, other benefits and perks: lunch and snacks provided daily, unlimited vacation, covered parking...

Kontras

Zip lacks a quality product on both the employer and job seeker sides. Sales reps are pushy, aggressive, and misleading. The product for job seekers is essentially useless (trust me, I’ve attempted to use it a few different times in my career). The culture is very toxic, unhealthy, un-collaborative, fake, and there are ample “protected” or “chosen ones” who could probably get away with murder (OG employees or... essentially anyone in Santa Monica (especially CA HR team members)). Communication is horrendous; as a company, between departments, within departments, between HR and other departments. Managers within Inside Sales don’t even know each other or interact! They work on the SAME floor, just yards away, but don’t even speak. If someone tells you about collaboration during the interview process they are lying big time. Because of this there is a lot of finger pointing, a lack of responsibility and of leaders (and certain HR employees) refusing to hold themselves accountable and own up to their stuff. You WILL find yourself (or your department) thrown under at least a few busses, so gear up... Aside from initial sales training, training is non-existent. Why they have a team of 10 or so people in L&D NO ONE KNOWS, literally no one has a clue... It really is all about money, money, money for anyone and everyone in a sales-based role, especially upper management. Some HR team members do attempt to truly care about employees but they tend get sucked up in the toxicity and BS too. Don’t bring too much attention to Zip’s shortcomings though or they will make sure that you find your way out the door. Long story long, I would not recommend working at ZipRecruiter as its shady, full of smoke and mirrors, and doesn’t really have the products to back any of it up. How they have 3.4 starts on here I have no clue... I believe that many of the 5 stars are fabricated, read them and compare them to the lower reviews and you’ll see...

Rat an das Management

LOL

Pros

FYI - Had I written this review a few months to a year before my departure, it would've been 4 or 5 stars (Oh well) - Great individuals/people - Nimble team // quick and agile learning processes (they're always testing and deploying) - Innovative approach (the use of AI) - Supportive benefits (esp if you're a parent) - Growth opportunities (if you have the right profile/pedigree) - Great attention to... details (esp when it comes to office spaces, swag, and events)

Kontras

This will likely lead to no changes whatsoever but here it goes -- - New management that enters and is threatened by existing employees and devalues the same employees who often have strong institutional, value-additive knowledge. To the point where they do everything in their power to drive out top performers by labeling them sub-par with the only support for that being minute, often PETTY, micro-managing that... favors form over substance. At one point, I was told directly by my manager, that I never earned the title I worked hard for, despite many years of scaling up with numerous impactful initiatives and adapting to the trajectory of Zip's business growth. i.e starting with Zip before the company had 100 people to the entire team totaling 1000+ employees, mind you with consistent, positive growth throughout. - New management that comes in and favors certain pedigrees (MBA/consulting etc), sometimes with ZERO experience in the disciplines they're being hired for over proven skill sets and contributions. Example - Was told at one point that we needed to hire an "expert" in certain discipline to handle an emerging initiative. But it ended up that an MBA was brought on, with little to no marketing experience. They had to ask the team to define what a "lead" is (HA!) - Negligent lack of transparency around career pathing - In the later years, a stark and blatant devaluation of employee contributions as shown by compensation increases that can be characterized as downright disrespectful. Despite the extremely positive economic upside of the business which includes consistently large rounds of funding. To define, stark/blatant and disrespectful - this means providing 'merit-based' increases that barely cover the rise in inflation. - When it comes to the funding piece, this only leads me to believe that someone could be cashing out rather than investing in the people. The people likely being one of the key motivating factors in their ability to even raise $100M+ rounds in the first place.

Rat an das Management

- Value your people, especially when it comes to those with strong institutional knowledge. Especially if you're a new manager. - To expand on the above, train your people, especially if they already have the knowledge to operate efficiently within the business. Imagine, how much more impactful an employee can be if you put your confidence in them and help them grow in a productive manner? As opposed to... micromanaging them on soft skill sets that anyone and everyone needs to work on throughout their entire career. Rome wasn't built in a day. This goes without saying. but considering you all know today's job market, you can't always hire you're way out of things. - People with certain pedigrees are "great" I guess but being able to say the right things and walking the right way (i.e Form) doesn't always translate into them putting their money where their mouth is (i.e Substance).

Pros

Amazing Work-life balance, ability to grow and advance is never-ending with so much growth occurring.

Kontras

normal growing pains that a "Start-Up" company goes through

Pros

Free food... Great health care... Wear what you want...

Kontras

Low base-pay... Bad management... Rules always changing, causing people to get fired all the time... I was there for a year, and started my employment with a class of 27 people. Within 7 months, there were 3 people left (including me). I took advice from a manager and that got me fired. I found a job within a week that paid me almost 3x the base that ZipRecruiter did. Don't be fooled by free food and a "fun... environment". The environment is FAR from fun, and everyone is always stressed trying to hit their numbers. From someone who made it a year there (which is very hard to do), go to a company that will pay you more for your efforts, value you like a real person, and not try to distract what you could be earning by giving you free lunches.

Pros

- free lunch everyday and breakfast on Wednesdays - flexible PTO - free health benefits - awesome office culture - working in a brand new position that is still being fleshed out and being able to contribute to something new - awesome office location in downtown Tempe - killer management team

Kontras

The parking situation, currently have to park about a mile away at the west 6th garage and have to be shuttled in. This is not the company’s fault since Tempe does not provide enough parking. I actually applaud the ZR team for making it as best as they can.

Rat an das Management

Keep up the good work with hiring, definitely want to make sure I’m working with stellar people everyday that embrace the culture.

Pros

The managers are great. Free food, free benefits. Great compensation plan. Plenty of room to move up. Best place I’ve ever worked

Kontras

Strict on metrics... but well worth the hustle

Pros

Health benefits Free food Not much else

Kontras

Many sales roles are offered, hired & on/boarded with compensation being salaried/exempt incorrectly (outside the scope of which labor law outlines when an employee should be salaried/exempt). ZipRecruiter is effectively side stepping laws regulating when an employee should be salaried/exempt or when an employee should be compensated with hourly wages/be non-exempt. ZipRecruiter should be paying hourly wages to... sales employees who do not have leadership/managerial decision making authority AND who’s Annual On Target Earnings/OTE are comprised of less commission than base pay/frozen wage. Furthermore, due to this practice - ZipRecruiter will not pay overtime when work takes employees beyond 40 hours weekly (whether in the office or at home). The “not so legal” positioning ZipRecruiter takes when on-boarding certain sales people as exempt enables them to squeeze more than 40 hours of work per week from baseline sale employees, and to avoid paying legally earned and due overtime wages. If seeking a sales role do not accept a salary (demand annual compensation remain the same as ZipRecruiter initially offers through a non-exempt status).

Rat an das Management

Your organization operates entirely in the Human Capital industry. Hold yourselves to, at minimum, abiding by labor law to the letter and pay your employees accordingly. In addition, organize leadership training/testing. Leadership is not as simple as mimicking the CEO or being “bossy”. Sales leadership should strive to be less like Ian and more like Kevin G.