You’ve heard of Glassdoor. Your candidate has heard of Glassdoor. Both of you may even have tabs open with the same Glassdoor article right now (if it’s Chrome, you should check out our new Chrome Extension).

When you reach out to candidates, Glassdoor is going to be one of their first and last stops in their decision-making process. When you’re recruiting for a client or your own company, this website will become a large factor in the candidate’s evaluation of your offer. So what’s stopping you from also benefiting from its deep library of information

Truth vs fiction

If you say you’ve got a great opportunity at a company with a terrific culture, your candidate will cross reference that claim with the information on Glassdooor. So if they find 500 reviews that say the environment is stifling and the managers don’t know what they’re doing, how do you think that recruit will view your credibility? Do you think they’re going to take your word over the crowd-sourced rating of the entire Internet?

The fact is this: you may be the contact point for this recruit, but you’re not the only source of information.

This huge recruiting elephant sits squarely in the middle of the HR office, so let’s address it. This article is part 1 of what we’re calling our Glassdoor Series. In this series, we’re going to explore Glassdoor’s best-reviewed companies and what you can learn from them.

  • Who are these companies?
  • What do they do?
  • How do they recruit?
  • What lessons can you adopt in your own recruiting practices?

There’s a wealth of information sitting out there. We’re excited to dig in and share all of the best parts that will help you in your recruiting experience. These are companies with the highest recruiting ROI, so let’s see what they can do for you.

Glassdoor’s Top 10 SMB Places to Work

10. Demandbase

4.6 Stars

Demandbase enables B2B companies to identify and target the accounts they value most, and then market to them across the entire funnel.

Our take:
These guys are growing fast and place a huge premium on recruiting people who fit their culture. We’re going to see this idea show up pretty often in the series. Culture seems to be king these days.

What you can learn:
Growth is always challenging (just like recruiting). As soon as it feels easy, odds are, things have become stagnant. If you focus on recruiting for fit, those challenges become skill-based and not personnel-based.

People can learn skills. People rarely learn to change their personalities to fit jobs they don’t passionately want to do.

9. Fast Enterprises

4.6 Stars

Fast Enterprises, LLC is an industry leader in the development and installation of software for government agencies.

Our take:
FAST desribes their mission as being,

“committed to being a premier provider of software and consulting services to government agencies.”

In their pursuit, they appear to have created an environment where their employees can thrive.

What you can learn:
FAST doesn’t jump off the page like an Airbnb or Google, but they’ve proven that nailing the basics can still pay off in the long run. Employees reference great pay, overtime, benefits and the chance to do meaningful work. Those are strong selling points in any market, at any time.

8. PresenceLearning

4.6 Stars

PresenceLearning is the leading provider of online special education services for early intervention and K-12 students in the United States.

Our take:
MEANING. MEANING. MEANING. MEANING.

What you can learn:
PresenceLearning provides “anytime, anywhere” access to learning. Recruiting for such a niche role with these niche skills (how much do you know about special education policies?) can present a whole slew of challenges. But remember, you’re helping a company that helps children. Meaning in one’s profession can provide an enormous driving factor and help you attract great applicants.

If you’re offering a position with a strong moral cause, use that in your sourcing messaging.

7. Health Catalyst

4.7 Stars

Health Catalyst was founded by a team of healthcare veterans that wants to bring its collective expertise and learning to every healthcare system in the country.

Our take:
We’ll let the featured review do the talking:

“Great mission and purpose. Knowing that my work is making a difference in so many lives is great. Benefits are secondary, but they are amazing as well! The people I work with every day make this job amazing. Great people, great culture, great future.”

What you can learn:
Sell your open position with mission first and benefits second. If someone is accepting an offer only because of the money, it’s only a matter of time before they’ll be accepting another one for slightly more.

6. Venterra Realty

4.7 Stars

Venterra Realty is an owner/operator of multi-family apartments focused on the Sunbelt States with properties located in Texas, Georgia, Florida, North Carolina and Tennessee.

Our take:
Venterra promotes their integrity and employee appreciation at every turn. They’re looking for individuals who want to excel.

What you can learn:
Identifying hunger, desire or drive in an applicant couldn’t be more difficult. Is someone who leaves jobs every 6 months great because they want to excel or terrible because they don’t want to commit.

We suggest following up on references for these high-growth touting, eager-applicant seeking, companies. Venterra seems to hold pretty high standards- interviewing many and accepting very few. This process can be a grind, but if you have the resources, this thorough approach to meeting and greeting applicants is a great way to really have a feel for who you’re recruiting.

5. WillowTree

4.7 Stars

WillowTree is a mobile design and development agency whose mission is to bring together a team of smart, motivated people who take pride in their work and strive to be the best in mobile.

Our take:
Interview reviews left by past would-be candidates paint a mixed piture for this firm, but it’s hard to argue with their overall rating.

What you can learn:
It just goes to show you that a great company can overcome a recruiting process that is in the middle of being perfected. This group has shown impressive growth with a strong stable of customers, so it proves to know what it’s doing and who’s doing it with them.

4. Insructure

4.9 Stars

Instructure makes smart software that makes smarter people.

Our take:
The featured review:

“I was contacted via email by the recruiter to set up a phone interviewer. I moved on to an in-person 6 person panel interview. It was very laid back. They asked very good questions pertaining to the role. I felt I was a great fit, but in the end they went with someone else. I was very impressed with the entire process.”

Well that pretty much sums up an ideal process.

What you can learn:
Everything. Use this smooth 2-week process, panel-interviewing style for your own recruiting. A recruiting process that leaves applicants who don’t get the job this satisfied is clearly doing something right.

3. CloudLock

4.9 Stars

CloudLock wants to transform cloud security into a business enabler.

Our take:
CloudLock brings a sense of humor and a sharp sense of talent to the market. It seems to be working if you take a look at their growth.

What you can learn:
Your (or your client) should be at the core of all business activities- maybe none more so than HR and recruiting. Your firm’s personality should be so obvious that the candidate knows from the start if they’re a good fit.

2. Grand Rounds

4.9 Stars

Grand Rounds combines technology and healthcare to improve outcomes for patients across the country.
Our take:
Here’s another company with a strong mission and purpose. It’s not afraid to use either of these tools in its pursuit of great employees and growth.

What you can learn:
Like a few companies above, a strong mission will do most of your recruiting work for you. Your company’s purpose may not be as obvious as Grand Rounds, but don’t be afraid to dig into what your company does and pull out its best parts.

1. Madwire

4.9 Stars

Madwire provides world-class digital marketing software & highly skilled professional marketing services through a single, powerful, integrated platform.

Our take:
Glassoor’s reviews paint Madwire as a pretty straightforward process. They’re growing fast and want the best talent that matches their culture. We feel like a broken record at this point, but if you haven’t noticed the trend here being a tremendous emphasis on company culture, you may want to read this list again.

What you can learn:
This company is growing fast, is reportedly stressful at times, but is passionate about the market space it occupies. Its employees care about their work and each other.

So as a recruiter, does that make your life any easier? Sure. If there is a big takeaway we all can learn from Madwire (and every successful company), it’s that recruiting around culture and fit are paramount to success. You can use that same mentality in your recruiting. You’re looking for people who are going to love going to work.

Conclusion

So culture is king, fit is queen and the best SMBs in the land attract great talent by instilling a sense of community and mission in their employees. It’s that ol’ “lead by example” that’s working. These impressive companies make one great list of success stories that are making their names around their respective industries. We’re proud to include each and every one of them here.

But what about the big boys? Next week we dive into the top 10 large companies (500+ employees) to see what we can learn from their Glassdoor reviews. We’ll share what they do, how they do it and how you can improve your recruiting practices with their lessons.

Be sure to tune in next week. Oh, and while you’re at it…

Jobjet + Glassdoor Twitter Chat

We are hosting a twitter chat on May 19th 2016 at 8 PM EST that will explore the role of Glassdoor in recruiters’ lives and workdays. We’re gearing up for a great discussion with some talented recruiters and industry insiders, so follow along with the hashtag #jobjetchat. Learn more here.