Glassdoor计划于2020年将全球总部迁至旧金山
新总部提供世界级的协作工作空间，以支持长期发展；旧金山将创造数百个新的就业机会
世界上最大的就业和招聘网站之一Glassdoor今天宣布，计划在2020年秋季将其全球总部从加州米尔谷迁至旧金山。Glassdoor计划在未来五年内在旧金山湾区再创造300个就业机会。
Glassdoor总裁兼首席运营官克里斯蒂安•萨瑟兰-王(Christian Sutherland-Wong)表示:“我们很高兴能将旧金山作为我们新的全球总部。”“随着我们继续快速的全球增长，旧金山是我们下一个篇章的理想环境，因为它为我们提供了更多接触顶尖人才和前沿办公空间的机会，帮助各地的人们找到他们喜爱的工作和公司，并实现我们的使命。”
Glassdoor的新全球总部将位于Mission Street 300号，目前名为50 Beale Street。Glassdoor最初将租用四层楼，可容纳多达800名员工，分布在执行领导层、运营、工程、产品、销售、客户成功、营销、行政和其他团队。该空间将以旧金山湾景观为特色，设计和布局支持创意、协作和生产力。300 Mission的建筑也获得了LEED黄金认证，这是美国建筑可持续发展的最高评级之一。
作为这一举措的一部分，Glassdoor将在2020年秋季将目前位于旧金山萨克拉门托街353号的团队并入新总部。Glassdoor还将继续在马林县保留一间办公室。
“Glassdoor十多年前在马林县成立，该地区一直是我们公司和雇主的核心组成部分，”萨瑟兰-王(Sutherland-Wong)说。“我们感谢更大的马林社区多年来一直给予我们的支持和伙伴关系。我们期待着继续保持在马林的存在，以容纳那些把该地区称为家的员工。”
Glassdoor于2008年推出，为190个国家的约90万家公司提供了超过4900万份员工评论和见解的最新职位。Glassdoor网站 欢迎6700万独立用户,平均每个月的桌面和移动平台。
Glassdoor在全球18个市场拥有本地化的网站和移动应用程序，最近还扩展到了新加坡、香港和新西兰。Glassdoor在全球拥有近900名员工，在旧金山、加州米尔谷、芝加哥、俄亥俄州坎顿、伦敦、都柏林和圣保罗都设有办事处，最近还在巴黎开设了办事处。Glassdoor所有办公室都在招人。
以上为AI翻译，内容仅供参考
原文链接：Glassdoor To Relocate Global Headquarters To San Francisco In 2020
Glassdoor
2019年05月29日
Glassdoor
Fairygodboss筹集了1000万美元，用于雇佣女性求职者
Fairygodboss是一个自称为职业头脑的女性社交网络，今天宣布已经筹集了由GSV Accelerate和Signal Peak Ventures共同领导的A系列融资1000万美元。这是继2018年5月300万美元的风险投资之后，纽约创业公司的总资本增加到1400万美元。该公司表示，新资金将使Fairygodboss“增强”其现有产品套件并扩大其团队。
Fairygodboss--由道琼斯老将Georgene Huang和Romy Newman于2015年共同创立 - 初始时是一个像Glassdoor一样的匿名评论门户网站，逐步开始成为一个普通的职业网站。除了工作列表和雇主档案外，它还提供个性化的每日供稿和众包数据库，以满足公司的利益。
与LinkedIn或CareerBuilder不同，Fairygodboss直接面向构成美国劳动力的7200多万女性。前任和现任女性员工分享有关哪些雇主有慷慨的产假政策或平衡工作与生活的信息，他们的评论被公布于Fairygodboss，并定期更新最佳女性公司名单。
Fairygodboss是免费的 - 它的大部分资金都是为客户编写赞助内容并为他们提供竞争对手的见解 - 每月有超过300万的访问者。黄和纽曼认为这种势头部分是由于产妇福利的耻辱所致。根据Fairygodboss在2015年进行的一项调查，65％的女性表示在采访中询问产假细节时感到不舒服，80％的女性表示他们在没有充分了解这些政策的情况下加入公司。此外，根据审查数据，Fairygodboss表示，与用户相比，只有61％的用户表示女性被公平对待，而21％的用户并未将女性与男性平等地提升。
该网站显然做得对。Fairygodboss声称它在两年内用户增长了30倍 - 达到2400万女性 - 并告诉VentureBeat它拥有超过100家企业合作伙伴，包括埃森哲、苹果、通用汽车、家得宝、希尔顿、摩根大通和南方等家喻户晓的品牌。
“我确实认为公司需要明白，人们——无论他们是否为人父母——需要在工作之外有自己的生活，”Huang在Fairygodboss最近在纽约举办的激励论坛上对《纽约时报》副总编丽贝卡·布鲁门斯坦说。“为了在实现性别平等方面取得进展，我们必须如实讲述我们的职场经历。对于女性来说，直接听取其他女性的意见意义重大。”
以上为AI翻译，内容仅供参考
原文链接：Fairygodboss raises $10 million to match female job candidates with employers
未来10种改变游戏规则的现代招聘技巧--你不可不知道作者：Alastair Brown是 BrightHR的首席技术官
数字革命改变了招聘。在过去十年的时间里，人们已经从传统的工作网站转向创新的新的令人兴奋的招聘工具和技术。(2018中国招聘科技论坛可见一斑)
但是，改变游戏规则的招聘技术将会影响您未来的招聘策略？
为方便你快速了解。我们简单介绍下，整体可以看我们AI翻译带来的内容。如果你不喜欢AI翻译的内容，可以访问 HRTechchina.com 阅读英文原文。
1、人工智能
在招聘技术方面，人工智能已经在企业寻找新人才的方式中发挥着重要作用。
它的崛起如此迅速，它在世界领先的媒体出版物中被报道。例如，福布斯在1月份发表了一篇题为人工智能如何改变招募游戏的文章。在这篇文章中，它承认招聘是现代企业最艰难的工作之一。人工智能可以减轻大部分的努力工作。
简化流程至关重要。这是AI特别擅长的一件事。但是什么类型的工具将引领它？以下是一些最强大的选项：
聊天机器人：快速访问候选人，确保合适的候选人，并指导他们找到合适的角色。他们是处理大量优秀人才的被动方式 - 已经很强大，他们有可能为招聘人员节省大量时间。
情感 分析：可用于在偏见或偏见语言的情况下调整工作规范。
人才 重新发现：通过ATS（申请人跟踪系统），AI可以扫描您的数据记录并找到符合该法案的先前候选人。
未来的招聘技术将越来越多地使用AI。
2.虚拟现实
VR是一个令人兴奋的前景。一些行业的VR头戴式耳机旨在比以往更大程度地与候选人接触。
利用VR显示您的业务是技术前沿的创新者。它发出了积极的信息，即使它与你的招聘策略相结合是及时和昂贵的。
来自LinkedIn的这篇文章强调了它的创新性和永远改变招聘的潜力。
许多品牌正在尝试独特的体验来改变其招聘流程 - 例如，在线商店Jet提供其商业文化的VR演示。如果他们选择在那里工作，考生可以从世界上任何地方远程访问这些，以查看他们的存储内容。
未来十年还会有更多这样的事情 - 您的企业如何将其整合到您的招聘策略中？VR的魅力在于它可以为您恰好所处的行业提供独特的解释。
3.被动候选人的崛起
已经发现了未开发的潜在候选人资源！角色中有才华的工作者并没有考虑职业变化。
以诱人的新可能性为目标 - 例如更高的工资和更多的责任 - 可能足以获得他们的兴趣。近年来，确保“被动”候选人的受欢迎程度已经大大增加，因为它可以帮助针对那些没有从一个角色跳到另一个角色的工人。
或者你可以直接找到一个受到你所提供的东西诱惑的顶级天才，或者至少让你在未来几年内放心。
4.视频面试
无论候选人居住在200英里以外还是完全在另一个国家，拖延候选人参加面试的非常古老的做法即将结束。
当我们都可以访问Skype，FaceTime，Google Hangouts以及各种其他形式的即时通信时，浪费时间和金钱。
对于所有相关人员来说，这是一个节省时间的方法 - 您可以在简短的筛选电话后删除不太合适的候选人，然后在您有一两个真正开启之后引入您的最佳选择。
如果你有潜在的海外候选人，他们可能不太热衷于参加第一阶段的面试，这一点尤其有用。
5.社交媒体
这不是最具启发性的观点，但是，是的，社交媒体可以成为招募新人的好地方。
无论是Facebook，Twitter，Instagram，Tumblr，还是LinkedIn等专业网络，您都可以找到各种易于联系的专业人士。
在招聘技术方面，这一项对于针对千禧一代和Z世代特别有效，他们倾向于使用社交媒体而不是X世代及以上。
6.申请人跟踪系统
随着大型和小型企业的兴起，ATS迅速成为招聘软件的领导者。对企业有什么好处？好吧，总结一下：
效率：在一个系统中记录所有招聘活动和候选人信息。
候选人 数据：随着人才将他们的详细信息添加到您的系统中，您可以在将来随时访问任何类似角色的工作人员库。
候选人 经验：对候选人来说更容易，因为您可以满足新的招聘期望，例如基于移动的应用程序环境。
管理员 减少：再次，取消文件柜并通过一个招聘中心简化一切 - 在办公室里不再存在多余的文件！
7 - 开放式职位
您的标准职位描述也在发生变化。一些招聘人员正在尝试新的策略，例如放弃职位。其他人甚至没有特定的规格。
其背后的想法是鼓励所有相关人员雇用高于技能的人。在最近的过去，选择具有最多经验的候选人是很常见的，因为他们必须确保这是最好的选择。
然而，经验并不能解释自然的热情，也不能说明个人是否会自然地融入您的商业文化或现有团队。如果他们非常适合您的办公室，那么培训这样的个人超过六个月或更长时间可以获得长期的回报。
8 - 新的面试技巧
新的招聘技巧带来了新的面试技巧。LinkedIn在其2018年全球招聘趋势报告中指出，旧的面试问题需要进行审核。没有更多“你在五年内看到自己在哪里？”以及更多挑战候选人思考方式的技巧。
FTSE 100人才总监Simon Armstrong在2018年5月透露，他要求候选人在采访中唱歌。如果他们不这样做，那就是面试概述。
虽然极端的例子很多工人，特别是更多内省的工人，都不会有吸引力，但还有其他的策略可供选择。让面试非正式，例如，在咖啡馆 - 喝咖啡，正确地了解你的候选人。
如果你更喜欢西蒙·阿姆斯特朗的方法，你可以随时要求他们进行霹雳舞以完成面试。
9 - 工作面试
如果您渴望测试一些重要角色的顶级候选人，那么工作试镜将为您提供一些额外的见解。
这并不理想，因为你的候选人可能会紧张或不开心你不相信他们的简历中所表现出的专业精神，但它可以提供他们如何开展工作的基本见解。
为了吸引候选人参加试镜，您可以支付他们工作的一天，为他们提供免费午餐，并确保他们在您的工作场所经验丰富的一天为他们提供指导。
10 - Glassdoor
在招聘领域出现的是这项工作搜索，并且至关重要的是公司审查平台。是的，现在是前任或现在，工作人员可以自然地审查业务，这可能导致一些心怀不满的工人离开你时，你的业务私人运作可能不会过于自豪。
该网站越来越受欢迎。它可能成为许多年轻工人的首选来源，他们正在寻找有关为您的企业工作的深刻细节。他们是否因加班而获得报酬？工作/个人生活平衡是什么样的？如果犯了错误，首席执行官是否喜欢向员工扔东西？所有这一切现在都可以揭晓，所以现在是解决企业日常工作中任何挥之不去的缺陷的好时机。
作者：Alastair Brown是 BrightHR的首席技术官 The company is a leading HR and employment law specialist, with offices in Manchester city center. He’s responsible for leading innovate HR projects that help clients to streamline their day-to-day activities.
The digital revolution has transformed recruitment. In the space of a decade, there’s been a move away from traditional job websites to an innovative world of new and exciting recruitment tools and techniques. But what are the game-changing recruiting techniques that’ll shape your hiring strategy in the future? Here’s an expert insight.
1. AI
When it comes to recruiting techniques, Artificial intelligence is already playing a huge role in the way businesses find new talent.
Its rise has been so meteoric it’s being reported in the world’s leading media publications. Forbes, for instance, ran an article in January titled How AI is Changing The Game For Recruiting. In this piece, it acknowledges recruitment is one of the toughest jobs modern businesses have. AI could alleviate a large proportion of the hard work.
Streamlining the process is essential. That’s one thing AI is exceptionally good at. But what type of tools are going to lead its charge? Here are few of the most powerful options:
Chatbots: Quickly access candidates, secure suitable candidates, and can direct them to the right role. They’re a reactive way of dealing with the mass of excellent talent—already powerful, they have the potential to save recruiters a lot of time.
Sentiment analysis: Can be used to adjust job specs in the event of biased or off-putting language.
Talent rediscovery: With an ATS (Applicant Tracking System), AI can scan your data records and find previous candidates who fit the bill.
Future recruiting techniques will increasingly use AI.
2. Virtual reality
VR is an exciting prospect. Some industries have VR headsets designed to engage with candidates to a greater extent than ever before.
Utilising VR shows your business is an innovator at the cutting edge of technology. It sends out positive messages, even if it’s timely and expensive to integrate into your recruitment strategy.
This post from LinkedIn highlights its innovative nature and potential to change recruitment forever.
Many brands are trying out distinctive experiences to shake up their hiring process—online store Jet, for instance, offers a VR demonstration of its business culture. Candidates can access this remotely from anywhere in the world to see what’s in store for them, should they choose to work there.
Expect a lot more of this in the decade to come—how could your business integrate it into your hiring strategy? The beauty of VR is it allows for unique interpretations for whichever industry you happen to be in.
VR is one of the recruiting techniques that could change recruitment forever.
3. The rise of passive candidates
An untapped source of potential candidates has been discovered! It’s the talented workers in roles who aren’t considering a career change.
Targeting them with tempting new possibilities—such as a higher wage and more responsibility—may be enough to gain their interest. The popularity of securing “passive” candidates has shot up in recent years, as it can help to target workers who aren’t jumping from role to role.
Or you could just outright snag a top talent tempted by what you have to offer, or at least place you on their radar for the years to come.
4. Video interviews
Whether a candidate lives 200 miles away or in another country entirely, the terribly archaic practice of dragging candidates in for interviews is coming to an end.
It’s a waste of time and money when we all have access to Skype, FaceTime, Google Hangouts, and various other forms of instantaneous communication.
It’s a time saver for all concerned—you can remove the less suitable candidates after a brief screening call and then bring in your top selection once you have one or two you’re really set on.
This is particularly useful if you have potential candidates abroad, who might not be too keen on getting a flight in for a first stage interview.
Video interviews can significantly increase your candidate pool.
5. Social media
This isn’t the most revelatory point to make but, yes, social media can be a great place to head to recruit.
Whether it’s Facebook, Twitter, Instagram, Tumblr, or professional networks such as LinkedIn, you can find all manner of professionals who are easy to get in touch with.
In terms of recruiting techniques, this one’s particularly effective for targeting millennials and generation Z, who tend to use social media more than generation X and above.
Social media can be a great source to find candidates.
6. Applicant Tracking Systems
On the rise with large and small businesses, the ATS has rapidly emerged as the leader in recruitment software. What are the benefits for businesses? Well, in summary:
Efficiency: Log all your hiring campaigns and candidate information all in one system.
Candidate data: With talent adding their details to your system, you have ready access to a pool of workers for any similar roles in the future.
Candidate experience: It’s easier on candidates as you can cater to new hiring expectations, such as mobile-based application environments.
Admin reduction: Again, do away with filing cabinets and streamline everything through one recruitment hub—no more excess of files lying about in your office!
An ATS can be very useful when it comes to talent acquisition.
7 – Open-ended job posts
Your standard job descriptions are also changing. Some recruiters are trying out new tactics, such as leaving off job titles. Others have even left off specific specifications.
The idea behind it is to encourage all concerned to hire people above skills. In the recent past, it’s been common to choose the candidate with the most experience, under the belief this must, surely, be the best option.
Yet experience doesn’t account for natural enthusiasm, nor whether an individual will naturally fit into your business culture or your existing team. If they’re a great fit for your office, training such an individual up over six months or longer can reap dividends in the long-term.
8 – New interview techniques
With new recruiting techniques come new interview techniques. LinkedIn has noted in its 2018 Global Recruiting Trends report that old interview questions need reviewing. No more “Where do you see yourself in five years?” and plenty more techniques to challenge the way candidates think.
FTSE 100 Talent Director Simon Armstrong revealed in May 2018 he asks candidates to sing during interviews. If they don’t, it’s interview overview.
While an extreme example a lot of workers, particularly more introspective ones, wouldn’t find appealing, there are other tactics available. Make the interview informal, for instance, at a café—over a coffee, get to know your candidate properly.
If you prefer Simon Armstrong’s approach, you could always ask them to perform a breakdance to conclude the interview.
9 – Job auditions
If you’re eager to test out a few of your top candidates for an important role, then a job audition will provide you with some extra insights.
It’s not ideal, given your candidate might be nervous or unhappy you don’t trust the professionalism indicated on their CV, but it can provide essential insights into how they go about their job.
To tempt candidates into taking the audition, you could pay them for their day at work, provide them with a free lunch, and ensure they’re mentored through the day by an experienced hand at your workplace.
10 – Glassdoor
Emerging on the recruitment scene is this job searching and, crucially, company reviewing platform. Yes, now former, or current, staff can review a business—naturally, this can lead to some disgruntled workers leaving you with a scathing 1/5 with private workings of your business you might not be overly proud of.
The site is becoming increasingly popular. It could become the go-to source for many younger workers looking for insightful details about what it’s like working for your business. Do they get paid for overtime? What’s the work/personal life balance like? Does the CEO like to throw things at staff if they make a mistake? All can now be revealed, so it’s a good time to iron out any lingering foibles in your businesses’ daily workings.
招聘市场上游过滤器，「职人鲨」带你领略别人家的薪水、福利和老板，Glassdoor 中国门徒这一次命运会如何求职者接到面试通知时，除了欢呼雀跃和内心的小悸动，大多数人还会在百度上搜索即将面试的公司。而很多中小企业，其信息往往散落在天涯海角，给用户造成了不小的麻烦。
职人鲨有点像招聘界的企查查，将关于公司的所有数据信息如融资情况、产品、团队、竞品、新闻动态里程碑、环境、岗位薪资，及外界对该公司的评价如访问数、求职攻略、面试评价，全都聚合在职人鲨网站。
网站：http://www.zhirensha.com/
除了能让客户全面了解目标公司外，这样完整的信息架构也容易被搜索引擎爬取从而在搜索结果中获得靠前位置。用户百度时，很可能进入职人鲨网站了解目标企业。团队也会运用其他 SEO 手段，如频繁的信息更新，在外网中加入职人鲨链接，使职人鲨在百度搜索结果中更靠前，以尽可能获取 C端流量。
为了让求职者对公司有一个更直观、形象的体会，职人鲨结构化处理了上文提到的公司基础数据信息，从中提炼出了6个维度，包括公司发展潜力、团队背景、福利待遇、企业文化、综合口碑和风险评估，并以图表形式呈现。
这种规律的数据排列方式，无疑符合百度等搜索引擎的胃口。俗话说背靠大树好乘凉，靠着百度这棵大树，职人鲨可以说是天然的用户流量挖掘机了。
如果说数据可以使求职者从客观维度来评价这家公司，那么基于现员工、前员工、面试者或者干脆是路人对这家公司所做的评价，打造出的“社区板块”，则帮助用户从主观维度来了解企业。
此外，职人鲨还创造出内容社区以增加用户粘性，比如“面试的经验和套路”、“为什么有些企业一定要985、211院校毕业的？”“校园招聘和社会招聘的不同？”。而这种 UGC 形式的社区又会反哺“数据板块”，进一步完善公司的基础数据信息。
职人鲨当然不是职场内容社区的尝鲜者，在《脉脉的2500万用户之路：既然做不好社交，那就做个实名内容社区吧》一文中，励志要成为“工作版微信的”脉脉，早已是一个主打职场内容的社区了。
但正如文中所说，除了内容社区，脉脉还带有社交属性。只有填写更完善的身份信息，发布更契合自己身份的动态，才能实现人脉拓展的需求。换句话说只有先对职场内容社区添砖加瓦，贡献出有价值的内容，别人才更容易加你。
从这个逻辑看，用户似乎缺乏在职人鲨上发布职场内容的动力，码字毕竟是件苦差事。也许只有通过前期的 PGC 精品内容带来大批流量，再引来后期各种 UGC 式的职场八卦了。
基于每个公司、每个岗位的数据，职人鲨做了一个更加宏观的数据分析岗位指数，从整个行业维度去了解各个职位的薪资情况和需求量。
举个例子，凭岗位指数，求职者可以知道一个3-5年的产品经理近两年的薪资趋势和幅度，在什么类型、行业、融资轮次公司的薪资会更好，岗位需求量更大。
公司目前主要面向 B 端收费，包括会员制（人才的优先推荐）和从高端猎头服务中抽取佣金。未来会通过在“社区”板块植入广告及撮合 C 端用户和供应商的方式（包括简历优化、求职辅导）来盈利。
产品自2017年11月底上线以来，已经积累了46万+的企业数据，120万+有效职位，6.5万 PV、3.2万 UV。
打招聘界企查查和大众点评主意的显然不是职人鲨一家公司，Boss 直聘的前身看准网、国外的职场匿名打分网站 Glassdoor 都是这个路数。
Glassdoor 是职场点评类服务，产品形式是匿名的雇主点评和职场信息分享平台，企业员工可以在其上曝光工资、公司信息和雇主情况以供他人参考。Glassdoor 鼓励用户生成 UGC 内容的方式是 “给即是得（“give-to-get” model）” ，用户贡献的内容越多，能看到的评价也就越多，从而形成社区氛围。
我咨询了一些职场领域的专业人士，大都觉得如果数据抓取、更新的速度都足够快且全面，是可以给 C 端用户提供价值的。但正如上文所说，如何让用户主动发表 UGC 式的职场言论、冷启动职场社区是个难点。
相比于看准网和 Glassdoor，除了点评板块职人鲨还搜集了企业的基础信息如融资情况、产品、团队等，并从中提炼出发展潜力、团队背景等6大因素。
然而问题在于简单通过规模、融资这些基础信息来判断企业是否有发展潜力不太容易，要知道 C 轮死亡的公司也有很多。此外国内招聘平台如 51，智联，猎聘，拉钩每家都有其目标用户，也都开放了针对特定职位的点评板块，如何迁移用户是该公司不得不面临的问题。
所以很多新兴的招聘公司开始从产业链上游发力，比如我曾经报道的项目IUMind、麦穗和亿封简历，大都是帮 HR 们一键在各大平台上发布职位、管理来自各个平台上的简历或利用人工智能技术做到更为精确的人岗匹配。
Glassdoor 的首位中国门徒看准网这么多年来一直都是不温不火的状态（倒是转型 Boss 直聘后相对成功），很多人说是由于招聘本身的低频性，再加上窥探别人家公司信息这件事情也不是刚需（当然我个人觉得出于猎奇和对比心理，大多数人还是会对别人家的薪水、领导感兴趣），而这一次添加了公司、行业基础信息维度的职人鲨命运究竟会如何，还有待时间给出答案。
Glassdoor
2018年03月05日
Glassdoor
玩魔兽的独角兽Glassdoor创始人Robert ---How playing World of Warcraft every day for a year led Robert Hohman to found a $1 billion startup以下由AI翻译完成：
Glassdoor联合创始人兼首席执行官罗伯特·霍曼（Robert Hohman）是第一个承认自己是主要的极客的人。
直到今天，他还是白天经营着450人的创业公司，并且在晚上仍然亲自编码。Hohman告诉我们，他的工程负责人“跟我来”，然后解释说他仍然是“一名优秀的软件工程师”。
当没有经营公司或编码网站时，他正在和两位专家级的儿子玩“星际争霸”。事实上，如果不是“星际争霸”的姊妹游戏“魔兽世界”，Glassdoor甚至不会介入。
我花了一年时间玩魔兽世界。每天。我会每天早上拍拍孩子们的底部，送他们去学校，然后我会主宰一个兽人战士。
那是因为在2006年，霍曼辞去了Hotwire的总裁一职，除了玩游戏之外别无选择。全职。一年。
而第二个他击中最高的水平，痒的发挥被抓，他需要一个新的东西来迷恋。所以他启动了一个创业公司
用他的话说：“我花了一年的时间玩”魔兽世界“，每天早上我都会把孩子们拍到底，把他们送到学校去，然后我会主宰一个兽人战士。
他补充说：“我玩了一年不停，然后在魔兽世界达到了最高水平，我疯狂追逐这个目标，直到第二天我创办了Glassdoor公司。
“社区”的含义
魔兽世界的一年帮助他决定了
他想要建立的那种公司。
“我从玩魔兽世界了解到了社区，这是我第一次真正感受到网络社区的一部分，我早上起来，看到我的公会很兴奋，不是那么讨厌吗？他笑了。
他发现，网上社区与现实社区有不同的特点。
他说：“有一个空间和时间的转移。“真正的”社区是由时空的正常规则来管理的，但是网络并不是这样，它发生在世界各地的日夜之间的所有时间。
罗伯特·霍曼（Robert Hohman）和他年轻的家庭在这一年中担任全职兽人兽人战士（WoW Orc Warrior）。 罗伯特·霍曼
现在，他转到了“星际争霸”，而现在他与两个未成年的儿子竞争。
“我和我的孩子们现在都玩，我们刚刚从比赛回来，我的儿子们相当不错，想成为职业电子游戏玩家，现在这是一件事情，”他说，显然希望这是“一件事”他花了一年的时间玩。
如果他的儿子选择成为职业电子游戏玩家的话，“我绝对支持它，我觉得它太棒了，星际争霸就像国际象棋，每小时十万公里，我12岁的时候比我快，他处理战略信息的速度比我，“他说。
作为微软的早期日子
当霍曼离开火线成为全职兽人战士时，他可以“负担得起”，他向我们承认。
罗伯特·霍曼和他的家人。他十几岁的儿子梦想成为职业电子游戏玩家。 罗伯特·霍曼
他从大学直接加入了微软。
“22岁的时候，我去了微软工作，当我告诉年轻人今天，他们看起来好像对我很尴尬，而且我必须告诉他们：不，不 - ，或Facebook，这是1993年。“
这些都是微软全盛时期，1986年上市后不久。微软的股价暴涨， 它的早期员工变成了百万富翁。
在微软，他加入了建立Expedia的团队，这个团队开始成为微软公司内部的旅游网站。
Rich Barton。 Rich Barton / Twitter
微软将Expedia分拆出去，然后在网络泡沫时代的高潮中把它公之于众。它仍然是唯一的微软公开上市。
在IAC拥有的一段时间之后，Expedia再次独立出来，并与IAC的其他一些旅游网站（如Hotwire）一起脱身。
Hotwire被送到了Hohman担任总裁。
总而言之，Hohman在微软，Expedia，Hotwire及其相关网站工作了大约十年，然后才放弃了全职玩WoW。
受乔布斯启发
但是，霍曼告诉我们，他的真正梦想始终是成为一名创业CEO，这个梦想始于16岁，受到乔布斯的启发。
Glassdoor员工在加利福尼亚州米尔谷的总部工作。商业内幕/ Julie Bort
霍曼告诉我们：“我读了约翰·斯卡利（John Sculley）关于史蒂夫·乔布斯（Steve Jobs）的一本书。（1987年出版的史考“ Ø dyssey：百事苹果：冒险，思想之旅，以及未来的危机 ê ”。他在其中谈到了乔布斯如何引诱他从百事到苹果）
他说，这本书使得霍曼希望“成为一家公司的明星”。“我喜欢从零开始创造东西的整个想法。”
所以在WOW获得最高分的那一天，他和理查德·巴顿（Richard Barton）进行了一次对话。
巴顿是Expedia的首席执行官，也是微软时代以来的朋友。（Barton同时也是Zillow的创始人之一，此时正在担任Benchmark的VC。）
霍曼告诉他，有了Yelp这样的网站，人们可以分享有关牙医和水管工的各种信息，但是仍然没有办法分享关于更重要的事情的评论：他们的工作。
他想为求职者建立一个Yelp。
转折点
霍曼说，当时的大恐惧是企业如何应对一个让人们谈论薪酬和工作环境的网站。
他精心策划了很多其他的细节。比如，为了给这个网站带来一些初级工资和审查数据，创始人给每个他们认识的工程师打了电话，并向他们询问他们的工作，为他们提供了一个赢得免费iPod的机会。
Glassdoor创始人Robert Hohman，Tim Besse，Rich Barton。玻璃门
在霍曼和巴顿之间，还有他们的第三个联合创始人Tim Besse也是来自Expedia的，他们知道很多工程师。
他说：“工程师会告诉你任何一件免费的电子产品。我们发现这一点。
最大的困难是搞清楚商业模式。最终，霍曼和团队发现招聘人员是他们的目标市场。事实证明，向已经研究贵公司的人展示招聘广告的广告成功率很高，他说。
当他知道Glassdoor取得成功的转折点时，一位首席执行官亲自发电子邮件给他，反驳他在网站上的低“CEO评级”。CEO不高兴，希望改变。霍曼婉言拒绝。
这些电子邮件现在快速而愤怒。
“你会惊呆了，有多少”财富“500强CEO给我发电子邮件，他们会质疑CEO的评价，我们正在计算它的错误，因为它不符合他们自己的内部分析，我必须向他们解释我们有我们的自己的内部算法，“霍曼说。
快速增长
今年早些时候，根据comScore的数据，Glassdoor在通过美国网站访问者方面超过了CareerBuilder，成为另一个里程碑。它 说，它现在是网上发展最快的职业网站 。
霍曼和他的魔兽杯。 商业内幕/ Julie Bort
谷歌资本（Google Capital）领导的1月份投资7000万美元。该公司估值接近10亿美元。（迄今为止共募集了1.6亿美元。）
Glassdoor现在有36,000家公司积极参与该网站（在该网站上市的40万家公司中），超过2100家付费雇主客户使用该网站进行招聘（包括约三分之一的“财富”500强），3000万注册用户190多个国家共享了800多万份评论和薪水。
目前，霍曼甚至与白宫合作提供就业数据。
而且他还有他的魔兽杯。他把它放在他的办公室里。
Glassdoor cofounder and CEO Robert Hohman is the first to admit that he's a major geek.
To this day he runs his 450-person startup by day, and still personally codes for it at night. His head of engineering "puts up with me," Hohman tells us, and then explains he's still "a good software engineer."
When not running the company or coding the site, he's playing StarCraft with his two expert-level sons.
In fact, Glassdoor wouldn't even be around if it weren't for StarCraft's older, sister game, World of Warcraft, he tells us.
I took a year off and played World of Warcraft. Every day. I would pat the kids on the bottom every morning, send them to school and then I would dominate as an Orc Warrior.
That's because in 2006, Hohman quit a fabulous job as president of Hotwire to do nothing but play the game. Full time. For a year.
And the second he hit the highest level, the itch to play was scratched, and he needed a new thing to obsess over. So he launched a startup.
In his words: "I took a year off and played World of Warcraft. I would pat the kids on the bottom every morning, send them to school and then I would dominate as an Orc Warrior."
He adds, "I played for a year nonstop and then I hit the maximum level in WoW. I was maniacal in chasing this goal and literally the next day I started a company, Glassdoor."
The meaning of 'community'
The year of WoW helped him decide the kind of company he wanted to build.
"I learned from playing WoW about community. It was the first time I really felt part of a online community. I'd be up the morning and be excited to see my guild. Isn’t that nerdy?" he laughs.
An online community has different characteristics than a real-world one, he discovered.
"There's a space and time 'shift,'" he describes. "A 'real' community is governed by normal rules of space and time, but online is not. It happens across all hours of days and night and across all parts of the world."
Robert Hohman and his young family during his year as a full-time WoW Orc Warrior. Robert Hohman
These days he's moved on to StarCraft, which he now plays competitively with his two pre-teen sons.
"My kids and I play now. We just got back from a tournament. My sons are pretty darn good and want to be pro video-game players. That's a thing now," he says, clearly wishing it was "a thing" when he spent his year playing.
If his sons choose to become pro video gamers, "I support it absolutely. I think it's amazing. StarCraft is like chess at 100,000 kilometers per hour. My 12 year old thinks faster than I do. He processes strategic info at a speed faster than me," he says.
Early days as a Microsoftie
When Hohman walked away from Hotwire to become a full-time Orc Warrior, he could "afford it," he admits to us.
Robert Hohman and his family. His pre-teen sons dream of being professional video gamers. Robert Hohman
He joined Microsoft straight from college.
"At 22, I went to work at Microsoft. When I tell young people that today, they look as if they are embarrassed for me. And I have to tell them, 'No, no — it was like getting hired at Google back then, or Facebook. This was 1993."
These were Microsoft's heyday years, not long after its IPO in 1986. Microsoft's stock was skyrocketing and it turned 10,000 of its early employees into millionaires, the story goes.
At Microsoft he joined the team that built Expedia, which began life as Microsoft's in-house travel site.
Rich Barton. Rich Barton/Twitter
Microsoft spun out Expedia and then took it public in the heady pre-internet bubble days. It is still the only Microsoft spin out that went public.
After a stint owned by IAC, Expedia was again spun out on its own, along with some of IAC's other travel sites like Hotwire.
Hotwire was handed to Hohman to lead as president.
All told, Hohman spent about a decade working at Microsoft, Expedia, Hotwire, and its related sites, before he quit to play WoW full-time.
Inspired by Steve Jobs
But Hohman tells us, his true dream was always to be a startup CEO, a dream that started when he was 16 and was inspired by Steve Jobs.
Glassdoor employees at the Mill Valley, California, headquarters.Business Insider/Julie Bort
"I read a book about Steve Jobs by John Sculley," Hohman tells us. (In 1987 Sculley published "Odyssey: Pepsi to Apple: A Journey of Adventure, Ideas, and the Future" in which he talks about how Jobs lured him from Pepsi to Apple.)
The book made Hohman want to "star in a company," he said. "I loved the whole idea of creating something from nothing."
So the day after achieving the highest score in WoW, he had a conversation with Richard Barton.
Barton was Expedia's CEO, and his friend since the Microsoft days. (Barton also cofounded Zillow and was working as a VC for Benchmark at about this time.)
Hohman told him that with sites like Yelp, people could share all kinds of information about dentists and plumbers, but there was still no way to share reviews about a far more important thing: their jobs.
He wanted to build a Yelp for job seekers.
Turning point
Hohman says the big fear back then was how companies would react to a site that let people talk about their pay and work environment.
He had meticulously planned out a lot of the other details. For instance, to seed the site with some starter salary and review data, the founders called every engineer they knew and asked them about their jobs, offering them a chance to win a free iPod.
Glassdoor founders Robert Hohman, Tim Besse, Rich Barton. Glassdoor
Between Hohman and Barton and their third cofounder, Tim Besse, also from Expedia, they knew a LOT of engineers.
"Engineers will tell you anything for a free piece of electronics. We found that out," he said.
The biggest struggle was figuring out a business model. Hohman and team eventually noodled out that the recruiters were their target market. It turns out, showing ads for job openings to someone already researching your company has a high rate of success, he says.
The turning point when he knew Glassdoor was going succeed came the first time a CEO personally emailed him to dispute his low "CEO rating" on the site. The CEO was not pleased and wanted it changed. Hohman politely refused.
Those emails come fast and furious now.
"You’d be stunned how many Fortune 500 CEOs email me. They’ll dispute the CEO rating, dispute we’re calculating it right because it doesn't match their own internal analysis. I have to explain to them that we have our own internal algorithm," Hohman says.
Growing fast
Earlier this year Glassdoor passed another milestone, surpassing CareerBuilder in terms of US website visitors, according to comScore. It is now the fastest growing career site on the net, it says.
Hohman with his WoW mug. Business Insider/Julie Bort
This growth is fresh off a $70 million infusion of capital in January, led by Google Capital. The company has close to a $1 billion valuation. (It's raised $160 million total to date.)
Glassdoor now has 36,000 companies actively involved with the site (out of 400,000 companies listed on the site), with more than 2,100 paying employer customers using the site for recruiting (including about a third of the Fortune 500), and 30 million registered users in more than 190 countries who have shared more than 8 million reviews and salaries.
These days Hohman is even working with the White House to provide employment data.
And he still has his WoW mug from his year off. He keeps it in his office.
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