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2016-04-05T00:00:00.000Z

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Wrong Ian Siegel?

Ian Siegel

CoFounder | Chief Executive Officer

ZipRecruiter Inc

Direct Phone: (310) ***-****       

Email: z***@***.net

ZipRecruiter Inc

1453 Third Street Promenade Suite 335

Santa Monica, California 90401

United States

Company Description

ZipRecruiter offers a do it yourself web based hiring solution as an alternative to recruiters. Founded in 2010, Ziprecruiter enables companies to post to multiple free job boards with a single submission and vet all applicants through simple-to-setup onl ... more

Find other employees at this company (594)

Background Information

Employment History

Vice President,. Product and Technology
Pictage Inc

Chief Product Officer
MyLife.com Inc

Education

B.A.
Sociology
Oberlin college

Web References (139 Total References)


Metis Communications

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Going Against the Flow: Ian Siegel, CEO of ZipRecruiter


ZipRecruiter expands into Tempe, adds 238 jobs | AZ Big Media

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"Arizona's deep talent pool and active lifestyle make it an ideal location for ZipRecruiter's brand, culture and growing team," said Ian Siegel, CEO and co-founder of ZipRecruiter.


Online Job-Application Systems Are Growing

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Ian Siegel, co-founder of ZipRecruiter, says the idea for creating the online service came to him while reading through a stack of résumés at a prior company. "Not only did I spend hours weeding through résumés," says Siegel, "but then I was phone-screening what looked like the best candidates on paper by asking them all the same questions. The frustrating part was - regardless of what their résumé said - many candidates obviously lacked basic skills required for the position."

With ZipRecruiter or other systems, Siegel says, each applicant answers the screening questions online. Then it's up t hiring managers to decide whether they want to pursue a candidate.
After registering with ZipRecruiter or other similar offerings, the first step that companies take is creating the online candidate interview, which can be anywhere from one to a half-dozen questions.
The second step gives companies the opportunity to post their job opening to multiple free job boards. "Many companies don't realize the volume of traffic going to free job boards," Siegel says. "The number of applicants a company can draw from these boards now compares favorably to even the largest paid job sites."
The third and final step is reviewing candidate answers and résumés online. Siegel says hiring personnel can toggle between applicants' answers and résumés online as they collaborate with staff to rate and select the best candidate.
ZipRecruiter, the co-founder says, helps hiring managers steer clear of the applicants who submit résumés to one job site after another, without stopping to determine whether an opening is a genuine fit for their abilities. "For most employers, vetting these résumés is a time-consuming, highly subjective and expensive task," Siegel says.


One Bad Business Idea Can Ruin Your Company - Fortune

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Ian Siegel

...
Today's answer to the question: What did you learn from your biggest failure? is written by Ian Siegel, co-founder and CEO of ZipRecruiter.


You've Been Fired. What Do You Tell Job Interviewers? - Fortune

fortune.com [cached]

"There is only one strategy for having been fired, and that is to immediately admit it," says Ian Siegel, CEO of job site ZipRecruiter. Since co-founding the company in 2010, he has personally hired most of his company's 335 employees, some of whom had been shown the door at other companies. "I love it when someone says, 'I was fired,'" Siegel says. "It shows me I'm dealing with an honest person."

How someone describes why he or she was given the boot, he adds, is crucial. Never badmouth a previous boss (or your old employer's new owners). "Someone who explains a firing by blaming someone else is not mature enough to work here," Siegel says. A vague reason like "It just didn't work out" won't do, either. "What I do want to hear is what you learned at your last job, and how you're going to apply it here if I hire you."
You don't say whether your job interviews are at other startups, but if so, that gives you an advantage, according to Siegel. "In the startup community, you run into lots of people who were fired or whose ventures failed. There's nothing unusual about it," he says. "What I'm listening for is what the person took away from the experience."
One product manager, for instance, was an intra-preneur who had built a multimillion-dollar business inside a larger company. "He had done brilliantly at every aspect of it-product development, marketing, the works," says Siegel. "But revenues from the business, although they were big, still fell short of what he had projected. So they fired him, even though his only mistake was an overly optimistic sales forecast. Siegel hired the guy, a move he now calls "one of the best decisions I ever made," adding that, "in our interview, he said he'd never overestimate financial results again, and he hasn't."
So your task now is to think hard about everything you learned at your last job, and how it could benefit your next employer's business. "Rehearse your answer ahead of time" to the question of why you were fired and what that taught you, as well as what else you are bringing to the table, Siegel suggests. "Then move the discussion ahead to what you can do for this company. If you prepare in advance, you can get through your work history quickly and start talking about the future."
A word about references: Since your former colleagues would apparently disagree that you're "not a team player," that will help you too-at least, it will if prospective employers dig into your references (including some they locate themselves, without even telling you) as carefully as Siegel does.
...
"These days, everybody moves around, for all kinds of reasons," Siegel observes.

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