He explains why we don't want labor markets that are cold, which most of us easily understand, but also why we don't want labor markets that are red hot, which some of us might not understand as well. We also get into a discussion about the differences between the labor markets in the European Union, United Kingdom, and United States of America and how those impact our businesses.

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter for this strategic discussion with one of the world's foremost experts on labor markets so that you'll be better equipped to make preparations for what might be coming months or even years from now.

Today, cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter interview Tracey Parsons, the founder of Flockity, which is taking an entirely different approach. Instead of buying traffic from other career sites, it pays influencers -- many of whom are ordinary people whose friends and family trust them -- to share job postings they think will be of interest to their friends and family.

Tracey is an industry veteran and flocking interested in partnering with more traditional sites that are looking for a new way of serving their customers.

So, what's the secret sauce for DirectlyApply? In short, focus on building the best possible product, meaning doing a really, really good job of matching candidates to jobs. Do they think that their model is superior to those of more traditional aggregators that both buy and sell candidate traffic? 

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter as we talk with Dylan about their model and where he sees the business growing over the next few years.

Viewers may know Julie Sowash as the Executive Director of Disability Solutions, Co-Founder and CEO of Catch 22 Consulting, or wife of Chad Sowash. Viewers may also know of Chad as Co-Host of The Chad and Cheese Podcast and Co-Founder and President of Catch 22 Consulting. But what they likely don't know is that Catch 22 just acquired JobBoardDoctor LLC from Jeff Dickey-Chasins. 

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter for this breaking news episode to learn what's next for JobBoardDoctor, Jeff, and the Sowashes.

Sending thousands, tens of thousands, or even more emails a day is massively challenging as the rules from Gmail and other email service providers (ESPs) are constantly changing, as are the best practices for ensuring that your emails get into the inbox, opened, and the job ads clicked on.

Cohost Peter M. Zollman of AIM Group wasn't able to join us for today's episode, but cohost Steven Rothberg of College Recruiter discusses with Chris his three tips for ensuring success plus a bonus recommendation at the end.

Today, global staffing company, Randstad, announced that it was ceding majority ownership of its Monster property through some kind of vague "combination" of the two job board organizations. Is this an acquisition? Apparently, no. Is this a merger? Apparently, no. Is this a joint venture? Apparently, no.

Interesting, the same announcement was not made by Apollo Group's CareerBuilder, which cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter have some fun with.

Tune in to learn what we know, and also to hear which one of us is stunning and which one is unsurprising.

The gents also discuss what sites should be doing now as we head into the summer and, for many, a time when business slows down. 

Oh, and if you think that Peter and Steven see eye-to-eye on all of these topics, well, think again. No fists are thrown, but there is some disagreement.

Today's guest is Evan Herman of HRmanomics, which provides fractional, on-demand recruiting support to employers but, more importantly for our discussion, sales and other advisory services to talent acquisition technology companies including job boards a/k/a recruitment marketplaces.

Join us as Evan and Steven talk about the importance of understanding the problem that your customer is trying to solve, whether they're a recruitment agency or employer. Evan also shares with us what those problems typically are.

Most in the world of job boards and recruitment marketplaces know that some of their employer users are sourcers and other recruiters, but it may not be all that obvious just how differently those two groups use our sites. Jim defines for us what a sourcer is, how they use our sites, and the products we should offer to them if we want to win their business in this new age of artificial intelligence. 

His answer to that last question may surprise you.

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter as we discuss how tech providers can't merely point the finger at their employer clients or vice versa. As Workday is finding out now and DHI Group (parent of Dice) before, the U.S. government considers screening to be a staffing function, and if you're a staffing company then you're just as liable as your employer client.

Did Glassdoor deliberately display her name? Was it user error? Was there a technical snafu? We don't know. But it seems likely that Glassdoor's acquisition of social networking site, Fishbowl, has caused it to collect personally identifiable information (PII) directly from its users and indirectly from unnamed, third parties. And that data is now accessible via subpoenas and hacks.

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter as we learn from Aaron Mackey, attorney with the Electronic Frontier Foundation, about how Glassdoor might be shifting from being a powerful privacy advocate into a potential source of very sensitive information about its millions of users.

Steven and Jeff interview Rodion Telpizov, CEO of SmartJobBoard to learn about how artificial intelligence and large language models are being used by job boards large and small. We also dig into how buying or leasing software from providers such as SmartJobBoard makes that feasible for many in our industry.

Ryan has a couple of decades of experience buying, managing, and advising others on their recruitment advertising campaigns. In today's episode, he shares with us some of the key facets that healthcare employers care most about when deciding which job boards to use as sourcing tools.

Jim has been on just about every side of the recruitment marketing desk, including as a talent acquisition leader, at one of the world's largest recruitment process outsourcing (RPO) organizations, and now at the helm of Respondable Recruitment Marketing. 

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter as we unpack the rumors about Indeed sending out letters to ad agencies (and perhaps others) telling them that organic (free) traffic is ending and all postings will need to be sponsored (paid). If Indeed matters to you, and it should, so will this episode.

Today's guest, Tuck Hauptfuhrer, identified that problem when working for CreditKarma and was determined to find a solution. That solution became EarnBetter, an AI-powered job search agent that is free to candidates. It provides job search advice, resume writing help, and other such services and generates revenue from job posting ads.

Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter dive into the discussion with Tuck. The only regret? Not nearly enough time to learn everything we (and probably you) would love to know about this exciting new venture.

Yet many argue that searching for jobs in general and via job boards in particular is broken. Some believe that it has always been, is, and always will be broken until something fundamental changes. Others believe that job search need not be broken and that the solutions are at hand. 

Today's guest, Cory Kapner of Recruitics, falls into that last group. Yes, job search is largely broken but we can and must fix it. Our Cohosts, Peter M. Zollman of the AIM Group and Steven Rothberg of College Recruiter, unpack these issues with Cory and, together, help reveal Cory's vision for a better future.

Oyster helps employers hire and employ people globally, whether they're legal employees or contractors. With the help of Oyster and others like it, employers can hire the best talent available, regardless of geography as it is Oyster that takes care of complying with the myriad of employment laws, offering compelling benefits, and even sending payments.

So, is Oyster a job board or recruitment marketplace? Not as your Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter, would define them. But are there opportunities for those in our industry to partner with Oyster? Yes, and our guest, Tony Jamous, CEO of Oyster, tells us how.

Today's guest, Leon Zussner of Jobvibe.io, shares with us some ideas for how video, whether it is branding about the employer or specific to a role, can create a new win-win-win for you as the media partner, the candidate using your site, and the employer who is seeking to reach, engage, and hire new talent. Especially younger talent. Oh, and if the idea of building out a whole new video-related product isn't something you're anxious to do, Jobvibe can partner with you to provide a turnkey solution. 

Cohost Peter M. Zollman of AIM Group was unable to join us but our other Cohost, Steven Rothberg of College Recruiter, did okay going solo. Do you agree?

Our guest today, Tobias Zimmermann of The Stepstone Group, is one of those rare people who are both passionate and have tremendous expertise for the job board / recruitment marketplace industry globally. He shares with us what he sees coming over the coming months and years in various markets. Spoiler alert: he's optimistic.

We also dive a little into the recent news about Google killing its Job Ads product before it could even get into beta and discuss the importance of keeping Tobias well-hydrated with some delicious beers local to Dusseldorf, Germany.

Google has yet to confirm the news, but those in the know are reporting that it is killing the product-like ads that it was testing adjacent to the Google Jobs interface. 

Join Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter for this breaking news episode of the Inside Job Boards and Recruitment Marketplaces Podcast to learn what we're learning in real time. We don't think that this will be a date that will live in infamy, but it will be a date that those in our industry will be talking about for a long time.

Today's guest is Jelmer Ziudema of Roadtrip Agency, which helps employers and other job advertisers save money by better understanding where their best applicants are coming from. Clicks from a job board / recruitment marketplace to the job on the ATS are nice, applications are better, and applications that are moved forward in the ATS are even better. With Roadtrip, employers have that data at their fingertips, and can share that with their media partners so they can do a better job of sending better qualified candidates to their employer clients.

Each event has its pros and cons. Some are primarily attended by those who are local to the venue while others attract attendees from around the world. Some focus on the content delivered by the speakers while others emphasize their exhibit halls. Some are low-cost, low-budget affairs while others are expensive and held in swanky venues. And the focus can vary from being just about our industry to the broader talent acquisition technology industry to the broader recruiting industry or even to just about anything related to human resources.

But which are the best? In today's episode, our Cohosts talk candidly about why they go to some, and why they avoid others. Some of what they share may surprise you.

Ani's years of experience in our industry and work with one of the few global aggregators provide her with great insights into the growth and decline of our industry, players in our industry, and products sold by those employers. What caused the 2023 recession in our industry? Are we now out of it? Does that differ in different areas of the world? And why does Jobrapido use a fundamentally different way of matching candidates to jobs than its competitors?

Will it be the best of times? Will it be the worst of times? Will we be sued by the estate of Charles Dickens? No one can know, until they watch the episode, that is.

Join Cohosts Peter Zollman of AIM Group and Steven Rothberg of College Recruiter as they do their best, which shockingly may be good enough, to peek around the corner and reveal what we can all expect over the coming year.

Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter are joined by Jeff Dickey-Chasins a/k/a The Job Board Doctor, for what promises to be a lively and perhaps even informative discussion about why Indeed is reversing course and the ramifications for them, the industry, and other stakeholders.

Job seekers use a blue tick verification to prove their credentials and have ownership and control of their personal data. Recruiters programmatically source and invite qualified applicants to apply to jobs.

Job seekers are rapidly adopting generative AI, CV data can no longer be trusted, matching tech is failing, and employers are being overwhelmed with floods of generic-looking CVs. To solve these issues, Richard's team is building trust through verifications of skills, qualifications, and experiences.

Cohosts Peter Zollman of AIM Group and Steven Rothberg of College Recruiter also learn how that entire, core, programmatic sourcing product will be automated: advertisers will simply provide a feed or API of their jobs, budget, and how many qualified applicants they would like on each.

Since 2020, 700,000+ employees have rated 5,000 UK employers on the site. Breakroom uses that data to help candidates understand what a job might really be like before they apply and supports employers in communicating and distributing their employer value proposition.

If learning more about frontline employment and Breakroom's impending expansion to the U.S. isn't interesting enough, wait until you hear about how Breakroom is seeing wild success on TikTok.

Before Breakroom, Anna sold her last startup, an editorial software company, to Condé Nast and co-founded Bethnal Green Ventures, one of the first impact VCs in Europe.

Learn about the changes and their likely impact on your business in this breaking news episode. Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter are joined by Alex Chukovski, Founder of crypto-careers.com; author of the forthcoming book, "ChatGPT Undressed & Unadorned"; and consultant to employers, job boards, and job board software providers.

Telstra's mission is to invest in market-leading, high-growth technology companies. They target innovative companies that: (i) are typically in the enterprise SaaS, mobile, cloud, marketplace, analytics, Fintech, cyber security, IOT, media, consumer, etc sectors; (ii) are managed by lighthouse entrepreneurs; and (iii) typically have between $2M to $50M in revenue. They have invested US$700M+ and generally invest US$3-12M per deal. 

In today's episode, Cohosts Peter M. Zollman of the AIM Group and Steven Rothberg of College Recruiter learn why Telstra has taken positions in several companies in our industry.

Over the past four years, it has acquired programmatic job ad distributor, Perengo; employee referral program, Firstbird; candidate relationship management (CRM) Ascendify; and today virtual career fair Brazen.

Cohosts Peter Zollman of the AIM Group and Steven Rothberg of College Recruiter discuss on this breaking news episode the impact of Radancy's moves on the job board / recruitment marketplace industry.

Similarweb ranks Jooble in the top 10 websites in the world in terms of traffic in the Jobs And Employment segment.

Dmytro Gryn is CEO of Job Aggregation for Jooble. In today's episode, he shares with us the trends he sees in job aggregations and what plans Jooble has to further grow its business in an already highly competitive space. 

Oh, and you'll love his answer to Cohost Peter M. Zollman's question about when Jooble will overtake Indeed. Well, at least Cohost Steven Rothberg did, but he thinks you will too.

The acquisition sent shockwaves through the world of employment advertising agencies, as suddenly many found themselves relying on technology controlled by what had been a software company but was now also a direct competitor. Appcast, however, brilliantly reached out to every one of its employment ad agency customers just prior to the announcement to explain it and offer three-year contract extensions under the same terms.

Yet there was silence from Appcast about its job board customers who also used the same software to buy traffic from Appcast the same way. Why? Sometimes, silence speaks volumes. If you've been wondering why Appcast was silent to its job board customers, this is an episode you can't miss.

Your favorite Cohosts, Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter get together in this episode for a chat about all of the great recruiting conferences that happen at this time of the year, and some of the conferences that somehow happen at other times of the year.

If getting together with your friends and peers at other organizations sounds appealing to you, then this is an episode that you won't want to miss. And, speaking of missing something, which conferences do you like?

Jobindex is an outlier. While almost every site in our industry wants more, organic (free) traffic from Google either through its traditional, search results or its Google for Jobs interface, Jobindex is fighting Google to try to stop it from including in its search results job content from Jobindex.

Louise and Louise share with us a little about their backgrounds and how they came to partner together on the London-based events. We then discuss how the relaxed, chill atmosphere is deliberate so that attendees don't feel that they're constantly being pitched to by vendors and potential partners. Finally, we have a good discussion about what to expect at this year's annual event, which will take place on October 12th and that, at the time of the recording, only 10 tickets remain available.

Brad talks a little about his career journey; why College Recruiter has chosen to take a more global, programmatic approach than many of its competitors; and what we can each do to make the industry work better for both of our customer groups: candidates and employers.

Public Insight provides to staffing and recruiting firms, talent acquisition professionals, and career and workforce development planners the data to obtain a 360-degree view of the most recent job market data across job postings, resumés, market skills and education, compensation surveys, employer ratings, and educational programs. 

In today's episode, Cohosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter discuss with Dan questions such as the role of market data in recruiting and recruitment technology and how much of the publicly available data is unreliable due to poor methodology.

Adam, like many (most?) new site owners, chose to license his software to minimize the time and capital required to launch. We've interviewed several solution providers but not Adam's choice, which was AlphaPlex, Inc. - Designers of MarketGrabber Classified Ad, Job Board and Directory Software.

This is a must-watch episode if you're trying to figure out whether to launch a new site, have decided to do so but are not yet live, recently went live, or work with owners of new sites and want to better understand the decisions and struggles they face.

- Alex Fourlis of Broadbean Technology / Veritone;

- Alexander Chukovski of crypto-careers.com;

- Arno Schäfer of VONQ;

- Chris Russell of RecTech Media;

- Corey Hurwitz of Careers In Government;

- George LaRocque of WorkTech;

- Jeff Dickey-Chasins of Job Board Doctor;

- Jennifer Johansson of Placed App;

- Joseph Stubblebine of Lensa;

- Joelle Pang of FastCo Malaysia;

- Jonathan Kestenbaum of AMS;

- Lia Mancini of Shaker Recruitment Marketing;

- Mark Parent of Job Hub Central / Ment Digital; 

- Mikhil Raja of SonicJobs;

- Nicholas Cosgrove of Upwork; and 

- Tom Chevalier of Appcast.

In this Rapid Fire Round Robin, special episode, each of our guests gets a minute to talk about a problem they see in our industry and then present their proposed solution.

Joblift, based in Berlin, Germany but with a Pan-European focus, chooses to focus on blue-collar jobs and candidates. In this interview, we discuss why blue-collar versus other niches and why it is far better to be a bigger fish in a smaller pond than a smaller fish in a bigger pond.

Also, Peter has some interesting news about Monday's acquisition by Appcast, Inc of Bayard Advertising Agency. In some ways, it will very much be business as usual for their clients. In other ways, a lot is already changing.

Peter Zollman of AIM Group, paused his vacation in Utah to talk about the acquisition with his Cohost, Steven Rothberg of College Recruiter. Together, they provide a little background on each organization and are even able to work into the conversation a reference to the 1985 hit movie, "Back to the Future".

From 2005-20, he led the growth of BCjobs.ca, establishing it as the premier job board in western Canada, secured over $1 million in non-dilutive funding through government grants and tax credits, and sold the company to a private equity firm.

Today, he works as an advisor fractional leader through StGermaine Consulting. Its clients are primarily startups and SMBs.

Today's guest, Nicholas Cosgrove, was one of the leaders in partnerships for ZipRecruiter and is now in partnerships and growth for Upwork. We'll discuss some job board software options, when those make sense, and how job boards of all sizes can best partner with each other.

Covering more than 180 countries, serving 3,000+ clients and integrated with over 100 ATS, the acquisition of Broadbean will expand Veritone’s AI-powered human resources solutions offerings and will build upon Veritone’s acquisition of programmatic job ad distributor PandoLogic in 2021.

Cohosts Peter Zollman of AIM Group and Steven Rothberg of College Recruiter interview Ryan Steelberg, CEO and President of Veritone, and Alex Fourlis, President of Broadbean, about the acquisition.

In today's episode, Peter, Steven, and Mark will dive into the massive changes recently announced by Google, including that it is now (finally!) selling cost-per-click (CPC) job posting ads adjacent to its Google for Jobs search results (or is it?) and that the pages of ranked listings that we've become accustomed to for decades appear to be going away in favor of Wikipedia-like pages, meaning users will soon typically see paragraphs with citations (or will they?).

Yesterday, Ken Shafer of Job Hub Central shared on LinkedIn some of the first images of Google's new, search engine results pages (SERPs) in the wild. Google has shared mock-ups of these but it appears that, suddenly, they're now rolling out to enough users that job boards, recruitment marketplaces, and all other organizations and individuals are going to experience more revolution than evolution.

In today's breaking news episode, Ken will break down not just the changes we're starting to see and which will soon be commonplace, but the significance of those changes to our industry.

Minutes ago, Veritone, the parent company of programmatic job ad distributor PandoLogic, announced it has acquired the Broadbean asset from Careerbuilder.

Months ago, Careerlink announced that it planned to raise $20 million through a relatively new crowdfunding fundraising vehicle: the U.S. Securities and Exchange Commission (SEC) Regulation A+. It is far more involved than crowdfunding through a platform like GoFundMe, yet far less than a traditional IPO. 

In today's episode, Phil discussed with Cohosts Peter M. Zollman and Steven Rothberg what Careerlink does; why his leadership team chose Reg A+ to fund their future growth and increase the likelihood of an eventual, successful exit; and the success they're having.

1. It is selling off its international business.

2. It laid off approximately 60 percent of its staff.

3. It has a new CEO.

Cohosts Peter M. Zollman of the AIM Group and Steven Rothberg of College Recruiter dive in with their own thoughts and analysis in this can't miss episode.

Chris, Peter, and Steven also get to talk a little about how Indeed's recently announced pricing changes impact not just the job boards and recruitment marketplaces that compete with Indeed for advertising dollars, but also Google for Jobs which, at the moment, is far more focused on helping candidates find the right jobs than helping employers find the right candidates.

In today's can't miss episode, Cohosts Peter M. Zollman of AIM Group (Marketplaces / Classifieds) and Steven Rothberg of College Recruiter job search site interview Commissioner Keith Sonderling of the EEOC about how decades of state, federal, and international civil rights laws apply to the increased use of artificial intelligence and other technology by employers, job boards, and recruitment marketplaces.

Peter and Steven piece together, more or less, how Indeed started to force its small- and medium-sized business (SMB) customers to pay per application instead of per click months ago and was about to do the same with its enterprise-sized customers but, to its credit, backed off when it became evident that some of its customers were not yet ready to make the migration.

CareerBeacon is one of Canada's leading job boards. Historically, it has been focused on serving the Atlantic provinces of Newfoundland, Prince Edward Island, Nova Scotia, and New Brunswick. None of these provinces are what most would describe as having high population growth, yet Serge shares how they've managed to triple their traffic over the past year despite the increasing competition from much larger general and aggregator sites.

Six years later on February 24, 2022, Russia again invaded Ukraine but this time its goal was to conquer the entire country. Ukraine, with substantial aid from other nations, fought back but at a terrible price with tens and perhaps hundreds of thousands killed and wounded on both sides and likely hundreds of billions of dollars in property losses. Yet, despite the war, there have been heartwarming stories. Some of those involve the adaptation by Ukrainian businesses and ordinary citizens in how they lead their lives and help their friends, family, and neighbors. Relocate.me, a Ukrainian job board for those seeking to work in other countries, is a prime example, as is its founder, Andrew Stetsenko. The business continues to operate under the leadership of Andrew even while he spends a substantial amount of his time procuring humanitarian supplies at border crossings and then delivering it to Ukrainian citizens, many of whom would have suffered greatly and perhaps even died without Andrew's volunteer efforts.

In this special episode, co-hosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter talk with Andrew about what business and life was like before and since the invasions and what those of us outside of Ukraine can do to help.

In today's episode, we attempt to get to the bottom of the situation including presenting Indeed’s statement to the AIM Group about the new pricing model. The statement does not shy away from admitting that the roll-out wasn’t smooth:

Indeed’s mission is to help people get jobs, and one of our values in support of our mission is pay for performance. As part of this, we are continuing our transition to a model of pay for results, which includes pay per application and pay per started application. Employers have given feedback that they would prefer to be charged when they see greater value, which is getting them closer to the hire with an actual application instead of a click.

We remain committed to helping employers with this change and have taken comprehensive steps to communicate with employers throughout the rollout, including via email and within the product as they use it on Indeed. We encourage employers with questions to contact Indeed Support.

When posting new job ads, employers are prompted to customize how they want to receive applications. This is designed to help ensure they stay within a budget that works for their needs.

- Determine a price: Before an employer spends on their job ad, they review and approve a price per application. The price is based on historical hiring data from jobs similar to the employer’s and the estimated number of applications the employer will likely need to help make a hire.

- Set application limit: For each job post, an employer has the option to set an application limit. Once the limit is reached, the job post will automatically pause. Employers can also manually pause or close the job at any time.

- Automatically reject unqualified candidates: Indeed offers the option to automatically reject an application if the applicant doesn’t meet predetermined requirements marked as ‘deal breakers.’

- Reject and replace applications: The employer will have 72 hours to reject a candidate’s application and not be charged by Indeed.

For a small handful of employers, there have been some instances where they did not have the option to set their budget limit or application limit with the new pricing model. We have since updated the product to ensure all employers now have these options. For affected employers, we are working with each of them on an individual basis.

We’re confident that Indeed’s pay for results model will bring the industry forward by both reducing the time it takes to hire and the quantity of applications to review by employers. We’re already starting to see signals that our pay for results model is providing greater value to employers. According to Indeed U.S. data, employers have 23% fewer applications to review per job for pay per application jobs than pay per click jobs. Employers also have 35% fewer applications to review per hire reported for pay per application jobs than pay per click jobs.

We expect that this won't be the end of the conversation. Instead, we're likely just at the beginning. More stories will come out from employers and Indeed will likely make changes to the program, hopefully with plenty of advance notice and clear communication. Employers and representatives of Indeed who wish to be a part of future episodes where we continue the discussion are encouraged to reach out to us at podcast@collegerecruiter.com.

FastJobs aims to create equal access to jobs opportunities for everyone by focusing on the recruitment of customer-facing, entry-level and operational roles via a mobile-first job platform.

FastJobs launched in Malaysia in 2017. It now has:

- 1,500,000 registered jobseekers and growing

- 250,000+ active jobseekers searching and applying for jobs monthly

- Over 15,000 job applications daily

- More than 15,000 Malaysian brands and companies providing job opportunities

- Received the Best New Recruitment Solution Provider Award in 2018

Joelle has over 12 years of experience in technology start-ups in the e-commerce, recruitment, mobile and on-demand space, which includes founding two startups, one of which she exited after leading it to become Singapore's leading fashion e-commerce platform. Through FastCo Malaysia, she's currently playing her part in connecting low-wage jobseekers to meaningful employment opportunities in both full-time employment and the gig economy through hiring innovation and leveraging opportunities in the endemic times. She was named the 2019 Entrepreneur of the Year at the inaugural Women in IT Asia Awards.

One of the key differentiators between HigherEdJobs and other niche and general job board and recruitment marketplaces is their non-job content including blogs, webcasts, and the relatively new podcast. Another key differentiator is that HigherEdJobs has figured out how to look at that content as more of a profit center than an overhead item as it measures and therefore is able to manage the return on investment that it generates by adding new content.

In today's episode, we'll talk about how the country in which Shelley lives, Canada, shares a lot of cultural and business traits as its neighbor to the south, the United States, yet in other ways is more similar to the social democracies common in Europe. Recruiting professionals and talent acquisition technology in Canada follows suit: it is neither the same nor entirely different from what you find in the United States or Europe but, instead, a hybrid of the two.

In today's episode, Joe discusses some of the innovations coming out of Lensa, including its FastTalent Direct product as well as his vision for how buyers and sellers of candidate traffic can better work together. Hint: he strongly advocates a far more collaborative and transparent relationship than most are currently comfortable with.

In this episode, you'll roll your eyes probably more than once at some of the jokes co-hosts Peter M. Zollman of AIM Group and Steven Rothberg of College Recruiter throw back-and-forth, but mostly you'll walk away better informed about how building a thriving community first and then adding a job board component later can pay massive dividends for both sides of the double-sided marketplace: the candidates and the employers.

In June 2022, Dennis Van Allemeersch transitioned from his role as Director of Job Classifieds and Programmatic Recruitment for the parent company, DPG Media, and became the COO of subsidiary Aimwel.

Manjinder's background in design, leading an EdTech start-up, and now as the Head of Product for a high-traffic, job search site have allowed her to act on her passion to improv and impact the life chances of others.

In today's episode, Malcolm dispels some of the myths around what investors and acquirers are looking for right now and also looks ahead to which business models he feels offer the greatest potential for growth and which are destinated for extinction.

Kristin Schrader is the Director of Partnerships at Parker Dewey, an organization dedicated to making the path from college-to-career as equitable as possible. Kristin's team has created partnerships with more than 500 colleges and nonprofits to connect students and employers via micro-Internships.

Job boards, recruitment marketplaces, and other organizations should look to Jooble as a case study in crisis management. Are your executives, managers, and line employees prepared to overcome a crisis that threatens the existence of your business and safety of your employees?

He's also active on LinkedIn, where he has written about his desire to see job boards and other sourcing technologies better align their interests with those of their employer clients by migrating from traditional, duration-based to performance-based pricing, ideally pay-per-hire.

The one thing you and the employers advertising on your site can control? How you ask. Three Ears Media has mastered the ask - whether it comes in the form of a great job posting, an upgrade to traditional email templates, or team training where we show your team -- or those of your clients -- how to write.

In this episode, Steven and Peter talk a little about some of the major happenings being watched by the AIM Group and then dive into a discussion about whether there is a difference between a job board and a recruitment marketplace and the issues that matter far more to large versus small sites and vice versa.

Each episode will give you actionable takeaways, whether you're an employer looking to improve your return on investment, an investor, a job-board affiliate, or work for any of the thousands of recruitment sites worldwide.

Our hosts start the episode off with some discussion regarding IntelyCare's recent funding. Although, Jeff questions why they describe themselves as a gig site when they are a staffing firm? Steven used the site from the candidate's perspective and confirmed that there was not a job board or marketplace on the site. Our hosts come to the consensus that their usage of trendy buzzwords does not make them a legitimate job board.

Mike Corso chimes in by sharing how he got into the recruiting side of the business. Originally, his website was an online magazine geared towards adults with disabilities. After receiving an influx of emails from users asking for help to find work, Mike revamped the site into a job board. The site had very little traction in the beginning, but after receiving a grant, Mike was able to turn the website into a full-fledged job board.

Mike talks about the pros and cons of running a non-profit job board. He opens up about his difficulties with search engine optimization and Google's ever-changing algorithm. Mike also shares the importance of referral traffic and attributes disabledperson's longevity due to having 4-5 different sources of traffic leading to the site.

Check out the podcast to hear the full discussion!

Our hosts kick off the episode with some discussion surrounding the large layoffs that have been happening at Workrise. Jeff wonders how they continue to get funding despite their continuous lay offs. Steven is not amused by the large layoffs but suggests that, unlike other recessions, those who lost their job will have an easier time finding a new one in today's labor market.

Stephen joins our hosts to share his background of over 35 years in the recruitment industry and to further discuss the NORAs. The National Online Recruitment Awards initially started out as a marketing exercise, until Stephen realized how much effort and work goes into running successful award events. Job seekers nominate the sites for the NORAs and Stephen judges each site from a candidates perspective. He calls himself the hardest working job seeker in the UK, as he signs up for 600+ recruitment websites to evaluate the candidate experience on each site.

Stephen talks about the TATech events and what he envisions for the future of these events. He predicts events in the future will be hybrid, but he expects many people will still attend in-person events to meet people face to face for collaboration and partnership opportunities.

Check out the podcast to hear the full discussion!

Our hosts start the episode off by discussing how various job board sites have been responding to the tragedies occurring in Ukraine. Jubilee pulled out of Russia and Belarus, Upwork and Adzuna stopped work in Russia, and StepStone has banned all Russian jobs. On the other hand, job boards have popped up to help refugees get some sort of work to get them through this rough period of time.

Steven shares that he has been trying to encourage industry players to work collectively on a fundraising campaign to rush humanitarian aid to Ukrainian refugees. College Recruiter has donated on behalf of each of our employees toward a humanitarian aid mission led by the owner of a job board located in Ukraine, Andrew Stetsenko of Relocate.me. Steven urges other job board sites to consider doing the same.

Today's guest, Katie Mehnert of ALLY Energy joins our hosts by doing a deep dive into her background within the oil, gas, and energy sector and how she has worked to help drive environmentally friendly and equity initiatives. The company she is running today helps connects the energy industry with talent. Some of the issues that ALLY Energy is tackling surround planet change and equity. Katie says the energy industry often recycles talent and misses out on a large diverse set of candidates because of this.

The group discusses the pandemic and how it has shifted societal attitudes towards work. Many are prioritizing making a difference through their career and Katie states that this is key in the energy industry.

Check out the podcast to hear the full discussion!

Steven starts the discussion by announcing that College Recruiter's team has expanded! With the newly appointed Chief Operating Officer Brad Boggs, who had previously run the job board business for DiversityJobs and at Circa, and Matt Simpson formerly of Jobg8 is joining as the new Head of Sales and Partnerships.

Our hosts get into the usual job board industry news. There are rumors that Talent.com, the Canadian aggregator, is gearing up for an IPO. But, they have competition as the UK-based company, Adzuna, is also preparing for an IPO. Jeff says it seems like these two large aggregators are almost in a race of who will get to the market first. Steven offers his perspective by saying maybe it's better to not win this race and to learn from the mistakes of your competitor. Ultimately, he thinks that there is enough room for both of these companies in the market.

Noel joins our hosts and shares how he got into the industry after spending 15 years in the corporate world. After creating his interview coaching business, he decided to jump into a new endeavor and help revitalize Jobrack. Noel talks about the various features Jobrack offers. From vetting the candidates to ensure they are based in Eastern Europe to offering guidance to employers on how to simplify the hiring process. Jobrack has various tiers of service and can do nearly everything besides the interview itself. The shortlisting and verifying processes help make the hiring experience more efficient.

Finally, Noel discusses his efforts in helping displaced Ukrainians get jobs and how he is encouraging more employers to hire Ukrainians, during this difficult time.

Check out the podcast to hear the full discussion!

Our hosts start the episode by discussing StepStone’s announcement that they are offering employer branding and recruiting services. Jeff questions the innovation of this move. While Steven gives StepStone props for their branding, he ultimately agrees that StepStone’s new offerings might be innovative in Germany or other markets, but not in the US.

Sara Sutton joins the conversation by delving into her background in the job board market. After selling her first job board she then starts a new one, Flexjobs, as a way to help others who want to have more flexibility in their careers.

Flexjobs was originally a free model but most of the job listings were for poorly paid positions. She prioritized making the experience better for job seekers by using a paid model and then offering a higher quality service.

Steven applauds Flex jobs for also using a gifted industry writer, Matt Krumrie. Steven asks Sara for her SEO secrets and how she gets her pages to rank highly on google. She says she went to great lengths to create high value SEO company pages so that they rank higher. Sarah intentionally leverages SEO, marketing, and press in her company to not only rank higher, but to get her story out.

Jeff starts out the episode by bringing up Zip Recruiter's Q4 financials, which had a sizable increase in revenue. He says it's interesting that Zip Recruiter has been able to sustain this even though it appears that there are "no candidates" to fill open jobs. Steven thinks the revenue is up is due to small businesses using their platform for their hiring needs.

Ian Partington joins our hosts and shares how his entrepreneurial streak got him in recruitment marketing. He talks about his first job board website and how he quickly learned that there is an advantage to having a niche site.

Ian talks about the resiliency of the job board industry and how many companies could successfully adapt their business model to stay afloat. He also goes on to explain that due to the pandemic, the power has shifted to the job seeker and if companies are smart they will do more to appeal to their workers.

Tune in to hear Ian's predictions for what the job board industry will look like in the next 5 years, how Brexit masked the pandemic's impact, and more!

Jeff and Steven start the episode with the usual industry news recap. This week’s big news revolves around Jobcase acquiring Recruitology. Steven predicts that the deal will be beneficial for both sides. He says that from what he knows about the CEOs of both companies, their teams are going to mesh really well.

Arran Stewart joins the discussion by giving a rundown on his 15-year background in recruitment technology. From his first job board failure to becoming Chairman of HB Tech, Arran has seen it all. Eventually, after doing some research on the average job-seeker in the UK, he created his own job aggregation platform.

Steven asks about his acquisition strategy and Arran talks about some of the success he has gotten from buying staffing companies. He shares how he is able to use staffing data in order to create better job matches for candidates.

Finally, Arran explains his recent usage of the blockchain and his goal of creating the largest directory of career data to ultimately make it easier for job seekers to get a job.

Check out the rest of the podcast to hear the full conversation!

With no guest this week, our hosts ask each other questions about their background, businesses, and more.

Steven explains the Visionary component of his job title which is based on the eos operating system. Steven says that a Visionary is similar to a Chairman, as much of his role is not concerned with the day-to-day operations of the business. Being a Visionary is seeing what is coming next in the industry and being able to communicate the direction of the business to employees and customers.

Jeff explains how he went from being a job board consultant to being known as the Job Board Doctor. He also goes into his nontraditional lifestyle of moving around the country and how that allowed him to be an early adopter of remote work.

Steven, the self-proclaimed fully recovered lawyer, talks about his experience as a boss. He says he is an activator and that this execution strategy allows College Recruiter to move forward. But, he can sometimes feel impatient while waiting for his vision to come to life.

Check out the rest of the podcast to hear the full conversation!

Lee Biggins joins our hosts and details his humble beginnings in the job board industry. He shares some of the hurdles his business has been through as the industry has changed and evolved throughout the years. Jeff responds to this by stating that there is a focus on the HR side of the job board industry of trying to automate things. But with automation, comes complications.

Finally, Lee shares how he got started doing press releases regarding the happenings of the labor force and his process of measuring the effectiveness of the data. He says, "Don't do PR just for the sake of it, do it because there is a wider goal behind it."

Check out the rest of the podcast to hear the full conversation!

The episode begins with a brief discussion regarding Recruit's new app released in Japan that focuses on hiring retirees. Jeff makes connections between the Japanese and the United States labor market. He suggests that an app like Recruit might have similar success in the United States. Steven gives a shout-out to Retired Brains, a US based app that does just that. Steven shares his fear that some employers might hire retired folks as a substitute for paying and treating the traditional workforce properly.

Kasia Lynch joins the conversation and talks about her background living abroad in Japan for 8 years. She details the difficulties in finding work as a non-native job seeker in Japan and how this pushed her to create her blog, Ikigai Connections. The success of her blog led to an influx of messages regarding prospective job opportunities and thus came the creation of her job board website, NihongoJobs.

The group discusses gig websites and their place in Japan's labor market. Kasia shares the new opportunities in this realm that have become more abundant because of the pandemic. And Jeff shares his own gig experience, helping foreign job boards with their English ad postings.

Check out the rest of the podcast to hear the full conversation!

The episode begins with the usual job board industry news recap. Jeff brings up Stack Overflow getting rid of their job postings and Steven shares some of the chaos that this sudden move has caused.

Matt Lucas tells his various entrepreneurial feats throughout the years. Including how he turned his summer job working in the Alaskan fishing industry into a series of informational books and eventually a job board.

The group goes on to discuss their respective content strategies on their own job boards. Matt attributes JobMonkey's early success to its rich content and claims the material on his site remains relevant due to his utilization of evergreen content.

Tune in to hear Matt's plans for JobMonkey as we slowly climb out of the Pandemic, Steven's advice for Matt on performance-based job postings, and Jeff's possible career change.

Check out the rest of the podcast to hear the full conversation!

The episode begins as our hosts discuss SeekOut reaching unicorn status thanks to recent funding. Steven foresees the future of the company not being within the talent acquisition space but rather focusing on internal mobility. He claims, “If companies can better retain talent, companies don't have to recruit as much talent and will be much more productive."

Jennifer Johansson joins the conversation by giving a quick rundown on her background in the job board space and her beginnings in the hospitality sector. She touches on staffing issues in the high turnover hospitality space and how old school job boards weren’t filling the need.

Tune in as Jennifer talks about utilizing social media to find candidates, why qualified candidates are being overlooked and Steven considers the future of College Recruiter on TikTok.

The conversation begins with some discussion around Backstage’s recent acquisition of ShareGrid and the implications of a job board purchasing a supplier rather than a competitor.

Jeff goes on to introduce Dave Jenkins and his business Wave by describing Wave as a “Swiss army knife” for recruiting companies. Dave Jenkins shares his background in the recruiting world and the humble beginnings of Wave as the first European online ad agency in 1999.

Steven briefly touches on the Great Resignation and employers who complain about a lack of talent. He states that while employers may think there is a lack of eligible candidates it’s rather a mismatch in the labor market.

Tune in, as the gang talks about implementing programmatic technology, gives insight into the UK job board market, and more!

Steven and Jeff kick off the episode with some discussion around Snagajob’s recent $65 million dollar loan. While Jeff is puzzled as to why a mature job board would need a loan, Steven comes up with a reasonable explanation.

Dom Jackman joins our hosts to share the origin story of Escape The City and its mission of helping workers get out of the corporate rat race to find meaningful jobs. Besides having job listings, the website offers a multitude of services including courses, content, and events for job seekers.

The topic of B corporations is brought up. Steven gives props to organizations that say they will make the community better and then go on to prove it. Dom explains some of the pros of being a B corporation including using B corporation guidelines to help with internal decision-making and having no issues with finding new talent for his company.

The discourse shifts as Dom details the difficulty of custom building his website. Jeff gives some suggestions to job board industry beginners on how to navigate the creation of your own job board website.

This unusual job board is one of the few in the world that is a B corp. We find out what that is, plus how content has really made a difference for Mac’s List.

Steven and Jeff speculate on why Facebook dropped their Jobs offering everywhere but the U.S. and Canada. Steven wonders what ‘erudite’ means.

Our hosts kick off the episode with some discussion around the recent shift to remote work, the unequal distribution of remote jobs, and why micromanaging bosses may view remote positions as a threat.

Steven delves into the differences between pay per click, pay per application, and programmatic. He goes on to explain the efficiencies in programmatic and why a business would want to consider using this software.

Tune in to hear more topics like issues with self-identification, programmatic trends, and why employers are using programmatic and not even realizing they are.

This episode begins with some conversation about the growth that has been taking place within the industry and some of the huge successes of 2021

Alex Murphy briefly touches on his history in the talent acquisition industry including working with several startups and eventually creating JobSync along with co-founder John Bell, in 2019

The group goes on to discuss the frustrations that the average job-seeker has to endure and how JobSync is the solution both employers and job seekers are looking for

Check out the rest of the episode to learn how JobSync creates efficiencies in the job searching process and what is in store for the future of JobSync

The episode kicks off some discussion regarding what the industry may look like in the upcoming year. While it appears that the pandemic will continue to negatively affect the industry, Steven comments on some of the positive changes including wage growth for workers.

Brad McCorkle talks about his transition from working in medical sales to eventually creating his job board site. He describes the importance of working with industry insiders in order to help source good candidates.

The group goes on to examine what it’s like for a niche job board to compete against an all-encompassing job board like Indeed and how Indeed's 'quantity over quality', isn't necessarily a good thing.

Tune in to hear topics like the impact the pandemic had on Local Eye Site, how assessments can be used to assist in the job interview process, and why Local Eye Site gets involved in job training.

The episode begins with a discussion regarding TextKernel’s million-dollar acquisition of Sovren. The three review Sovren's impressive job search technology and its effect on the job board and recruiting marketing business.

Kathleen Smith then explains her background, how she got into the business, and what type of clientele her company serves. She emphasizes the importance of relationships within the business and how cultivating these connections has allowed her to work with some customers for over 21 years.

The group goes on to consider the importance of humanizing customers in a business that sometimes refers to job seekers as, "inventory".

Kathleen describes the value of in-person career events for both the employer and the job seeker. She says, "You can shorten the overall hiring process by about 40% if a recruiter has met the candidate face-to-face and can say, "This person will meet the culture or they won't," and that's not something they can you do from technology."

And finally, Kathleen reveals how her team stepped up and found success during the pandemic.

The episode kicks off with some discussion regarding Indeed's recent record financials. After, Johnathan Samuels explains his background in the job board business and how he uses technology to address issues in the hiring and job-seeking process.

The group goes on to examine the importance of soft skills versus hard skills. Steven chimes in stating, “We can teach a candidate or an employee how to read a balance sheet, but we cannot teach them how to be a critical thinker.” He describes how employers should place more emphasis on soft skills in order to be more inclusive in their hiring process. The three discuss how employers can use these assessments as a tool to improve their diversity and inclusion efforts.

Finally, Steven reads off the early reviews of the podcast -- but something seems a little fishy!

In this introductory episode, Steven and Jeff discuss their unique backgrounds in job boards and recruiting, their varying takes on the industry, and the goals for the future of the podcast.