Reframing employment marketing, a Googler’s perspective
summary
Presents a practical framework that maps candidates by intent to find a job and intent to work for the company, then sizes each quadrant using internal and external data (LinkedIn, job boards, search behavior). Recommends concrete windows—use a 3-month active window for job searchers and a 12-month brand window for followers/previous applicants—then prioritize close-to-home pools (e.g., 5,000 nearby candidates vs hundreds farther out). Tactics: inclusive job descriptions, career-site conversion flows, distribute/promote jobs, use branded vs non-branded search, social conversion messaging and PR to move people toward application.
AI-written summary · about
chapters (14)
- 0:00Introduction
- 7:04Mapping the candidate market
- 8:29Why not
- 10:50Why now
- 13:05Brand
- 14:20Amazon example
- 15:07Desire
- 15:50Intent
- 19:23Candidate Needs
- 27:55How to Succeed
- 30:07Be Present
- 32:52Timing
- 35:57Why me
- 39:17Relevance to a career
related talks
58mBest Practices for World-class Recruitment
14mLeveraging key learnings in UA to happily grow your studio- 14mLeveraging key learnings in UA to happily grow your studio
37mKickstarting Your Web3 Career
45mRethinking Recruiting: Effective Hiring Practices to Close the Skills Gap
33mLinkedIn Growth Tactics for Startups
29mIf You Build it, They Will Come: But Will They Stay?
51mLeveraging LinkedIn in your QA Job Search