December 2, 2023 • 25 mins
Tired of useless work conversations? Well, in today's episode of the RecruitingDaily Podcast, William Tincup talks to Christian Sutherland-Wong, the CEO of Glassdoor, about how to raise the quality of work talk. The focus of our conversation is Glassdoor's innovative community features, which have been designed to promote enriching workplace conversations. This feature offers a blend of private and public forums where current employees and potential job candidates can engage in diverse & multithreaded discussions. Additionally, users have the comfort of making their contributions anonymously if they prefer.
The interview also delves into how this platform can be a dynamic tool in the realm of employer branding. It provides a platform for companies to tell their story, respond to reviews, and engage in meaningful dialogues with their employees and potential hires. The potential impact of these capabilities on strategies pertaining to diversity, equity, inclusion, and talent acquisition are also highlighted. Furthermore, Christian Sutherland-Wong provides some insight into his personal background and experiences in the field, establishing a more personalized connection with listeners.
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Transcript
Episode Transcript
Available transcripts are automatically generated. Complete accuracy is not guaranteed.
William Tincup (00:32):
This is William Tinkup and you're listening to
the Recruiting Daily Podcast.
Today we have Christian on fromGlassdoor and we're talking, our
title today is the new andimproved Glassdoor Community for
Workplace Conversations.
So everybody's familiar withGlassdoor of course, uh, but
this is actually some new, uh,new functionality and some new
things from Glassdoor.
(00:53):
So Can't wait to talk toChristian about it.
Uh, Christian, would you do us afavor and, uh, introduce
yourself and, uh, tell us alittle bit about what's going on
at Glassdoor?
Christian Sutherland-Wong (01:03):
Cool.
Yeah.
Happy to.
Thanks for having me, William.
Um, I'm Christian Sublin Wongand I'm CEO of Glassdoor.
I've been at Glassdoor for eightyears now.
I joined back in 2015, um, andtook over as CEO in 2020.
Um, I, Quick bit about me isprior to Glassdoor, I, um, spent
five years at LinkedIn, um, as adirector of product and
(01:25):
overseeing LinkedIn's premiumsubscriptions business.
Um, and, uh, originally fromAustralia, I came out to the
States in 2007, um, and thoughtit'd be a couple of years and,
you know.
I think life got away from meand here I am now, I'm a family
and two kids.
And so, um, yeah, certainly, um,set my roots in, uh, in the U S,
(01:45):
um, and, uh, and, uh, yeah, abig chunk of my time in the U S
has been working with thisamazing company, Glassdoor.
And, um, yeah, excited to tellyou what we've been up to.
William Tincup (01:52):
And, and there's an amazing Australian, uh,
community in, in NorthernCalifornia, in particular, it's
kind of crazy when you talk to alot of entrepreneurs, it's like,
yeah, I'm from Australia.
I'm like, where it's eitherBrisbane or Sydney or, you know,
wherever it's wherever it is,it's, uh, uh, but it's
fascinating because it's like,there's a great tech community
in, obviously in Australia, butalso a lot of folks that come
(02:15):
over.
I don't find them coming overand like ending up in New York
or Chicago or something likethat, like something about
California.
I mean, I know it's closer, uh,proximity, but there's just, uh,
this is a really wonderful techcommunity as well.
So.
Christian Sutherland-Wong (02:30):
Yeah, I spent a bit of time in the
East Coast and I definitely feelmore at home on the West Coast.
So, I can, yeah, for some reasonwhy there's probably more
Aussies
William Tincup (02:39):
out here.
It's crazy.
Where, what city were you from?
What region were you from?
I was from Sydney.
Christian Sutherland-Wong (02:44):
Yeah, yeah, yeah.
Near, yeah, right on the EastCoast of, um, very close to
Bondi Beach.
Oh my gosh.
Uh, yeah, I miss, that's thepart of Australia that I really
miss is the The beach lifestyleand, um, you know, San Francisco
is a city by the bay.
It's, it's, it's very different.
There's not, no, no,
William Tincup (03:03):
no, no, no, no.
There's a restaurant that'sright there.
Icebergs that has a wonderfulrestaurant, wonderful
restaurant.
But my wife and I, the last timewe were there, we were
fascinated because the kids weredoing a surf surf camp.
So we sat on the beach and wejust watched them and you know,
they're all small.
I mean, these are like littletykes and they're all running
out into the waves and they'reall doing their bit.
(03:26):
And I'm like, wow, like it's,it's so different.
Uh, yeah.
Well, tell us, tell us about,um, tell us about this, uh,
community for workplaceconversations.
Tell us a little bit about that.
What are you doing?
Christian Sutherland-Wong (03:38):
Yeah, so I'm sure your listeners will
know about Glassdoor and, youknow, over the years how we've
established ourselves as theleading platform for workplace
ratings and reviews and salarysharing and really the go to
resource that people use whenthey're thinking, Hey, I've got
a job change that I'mconsidering, um, and, you know,
I want to do some research onwhere I, where I could go.
(03:58):
Um, but we recognize that 15years on.
The world has changed.
The world of work has changed alot since when Gloucester was
first founded back in 2008.
Um, I think one thing we all seein a post COVID world is how
much the workplace has changedwith people working from all
different locations.
(04:19):
Um, whether that's fully remoteor even if your company wants
you to come in the office,typically it's more of a hybrid
situation.
Um, so what we see on ourplatform on Glassdoors platform
is people talking about this,um, this change, but also
talking about some of theimpacts of this change it's
having on people around peoplefeeling disconnected from the
workplace or feeling lonelywork.
And so we saw a reallyopportunity there to kind of be
(04:41):
able to try and create morecommunity.
And we also at the same timehave seen.
Uh, this newer generation ofworkers wanting to bring all
aspects of themselves to workand be able to talk about all as
all forms of topics at work,whether that be, you know, what
we traditionally think is worktopics, but also increasingly
social topics and everythinggoing on in our broader lives,
bringing as a workplaceconversation.
(05:02):
And so with that, we saw anopportunity that we could be
expanding glass.
Store to be more in the space ofworkplace conversations and
allowing people to have realtalk with their colleagues that
could be private conversationswith just with your colleagues
of things that's going on in atyour company or even across
across companies and people inyour industry or people have
(05:25):
similar interests to you.
And so that's we've recentlyrolled that out on our platform
over the last couple of months.
And I'm really excited to beable to allow people to now be
using Glassdoor in this way.
William Tincup (05:36):
You know, we, we, oftentimes we talk about
the, the positive side,especially since COVID, but even
before we talk about the, thepositive parts of being remote
and even hybrid, but we rarelydo we talk about, okay, you
know, when everyone was in thesame box, yeah, there were,
there were pros and cons to thattoo.
Fair.
Got it.
But it, but one of them wasn'tthat we didn't get to see each
(05:58):
other talk or, you know, runinto each other in the hallways,
et cetera.
So I can kind of, I can reallysee this.
How with the early customers,what did they, what kind of
feedback are you getting?
Christian Sutherland-Wong (06:09):
Yeah, I think people see the
opportunity and I also thinkthat, you know, you've also seen
the pendulum swing back where Ithink employers are also
worrying that people aren'thaving those hallway
conversations or those watercooler conversations.
They're not strengtheningrelationships.
They're not sparking creativityand new ideas.
And so I think everyone'sstarting to see that this is
(06:29):
something that needs to getaddressed.
Um, and.
The product we've rolled out,the initial feedback has been
really strong.
We see, um, people have come toGlassdoor for different things.
They're probably coming for themore traditional use cases of
Glassdoor to look at a company'sratings or reviews or salaries,
and then they're discoveringcommunity.
And many of those people whodiscover a community are finding
it very engaging.
(06:50):
And we're seeing that those, theusers who, um, people who engage
with the community early on arethe ones who then end up
engaging with Glassdoor.
Far more frequently than theywould have historically when we
just thought of as a ratingsreviews platform.
Um, so that's really, reallyencouraging and, but it's still
very early days, um, but I stillthink this is, you know, any
really important problem for,for Glassdoor to be part of
(07:11):
helping solve in the workplace.
So,
William Tincup (07:14):
so for the audience, um, or employees,
let's say, uh, we'll just pick alarge company so that we won't
even say it can name, butbasically a large company
employees of that company canuse this.
You can use this platform toprivately message other is, is
that is it privately or is it.
Is, is some of it more of apublicly facing kind of
(07:35):
communications?
Christian Sutherland-Wong (07:37):
Yeah, it's both.
Um, and so a couple of things tokind of describe that's
important to understand thecommunity.
So the level of identity youshare is also in your control.
Oh, cool.
In many cases, people arechoosing anonymous, which is
very similar to the way ourreviews used to work.
And that provides a lot ofsafety to people to be able to
speak their mind.
(07:57):
Um, and it also has this reallygreat effect of democratizing
voice where, you know, if youcome in with your title of who
you are, often that, you know,depending on where you sit in
the ladder, it kind of colorshow that comment is received.
And so like.
Taking that out of the equationactually is really, really
powerful, we've noticed.
And so people can choose.
So I'd say about 70 ish percent,maybe 80 percent of the
(08:19):
conversation is anonymous on ourplatform.
But if a person wants to say,hey, you know, who they are,
could be their name or could betheir job title, they can choose
to share that as well.
And so we give people theoptions on how they share.
Um, and the second thing is,there's different what we call
bowls.
For where you want to havediscussions.
So there's a private bowl, whichis just your company employees,
(08:40):
and you have to be verifiedthrough using your, you know,
your work email address that youactually work for this company.
And so you know that everybodyin this bowl is just employees
of your company.
And again, I think it allows youto speak more candidly about
what's going on.
And, you know, it governs thetypes of topics that pop up.
And then there are more publicbowls, which is anybody could
come join the conversation.
And that could be for aparticular industry or an
(09:02):
interest area like women in techor working moms.
Or, or things of that nature, orit's, or it's tech or it's
finance or it's legal and, um,and people, you know, talk about
topics of conversation and, andit ranges the gamut from things
that are very specific aboutwork life to things that have
been a pretty casual as well,which is mimicking, you know,
exactly how we often operate in,in an office environment, or
(09:25):
even if we're having a, anetworking event with people
outside of our company is that,you know, a whole range of
topics come up and, um, that'show the, that, that's kind of
what we're designing theplatform
William Tincup (09:34):
for.
Okay.
Well, I could see this beingextremely valued for both
employees on the, on the privatebowl side.
So that that's becomes a kind ofa place for them to communicate
again, anonymously, like Slack'sa great, you know, it's a tool
as well, right?
You can't be anonymous unlessyou create another profile,
which is a different issue.
(09:54):
Uh, but, but like it's you.
Communicating to whomever you'recommunicating to, um, so the,
the anonymous part that getstaken out so I could see the
private for the corporate side.
I could see a lot of value therefor people to be able to say
whatever's on their mind.
Good, bad, all that stuff.
Um, and on the for a candidate.
(10:14):
To be able to interact with thecompany and kind of see some of
the community discussions thatgo on in that bowl, whether or
not it's ERG or SIGs or, youknow, things, things that are
like, what's, what's, what'swork like, like, I've always
been fascinated with.
Uh, the, that part of employerbranding of, you know, what's
behind the veil.
Like I apply to a job at, youknow, big co whatever.
(10:38):
And it's like the jobdescription only gets me so
much.
The career site gets me someglassware informs me here, but
what's the job like?
Like, what's the, you know,what's the team like, what's
the, you know, what is it reallylike?
I mean, I know what's stated,but what's it like?
And, uh, it seems like to me,like candidates can get a lot of
value out of havingconversations, whether or not
(10:59):
they're anonymous.
I guess both the candidate canbe anonymous, so can the, uh,
the person that works at thecompany, but they could also not
be anonymous.
Christian Sutherland-Won (11:08):
That's right.
That's right.
Yeah, I 100 percent agree thatthat's, that's such a powerful
use case.
And I think of typically thecandidates would have come to
look at Glassdoor reviews.
And I think that's a greatsource of information.
But if you have a specificquestion or you want to kind of
engage in a conversation, notjust read a, a single review,
this, this community concept isgoing to be more powerful.
(11:30):
And, you know, coming back tothe other side of it, just for
the private bowl for employees,our own experience, even a glass
door is where I've seen it as a,a transformational tool for how
we communicate within thecompany.
Um, and how employees connect,connect with one another, our,
our own glass door, privatecompany bowl.
(11:50):
I'm confident every one of ouremployees is in it and using it
frequently, um, typicallyanonymous and they're bringing
up conversations, which couldbe, you know, fun stuff, but
also bring up stuff that they'refinding challenging or
challenging to hear.
And, and as a leader, it can beat times, you know, tough to
kind of see when people arepushing back on something that,
(12:11):
you know, we've, we've rolledout or, you know, a comment
we've said.
But on the flip side, it's sucha gift as well on it.
Increasingly, when I think ofwhere do I go to get my finger
on the pulse of what's going onat my company?
Uh, where do I go to guide mycommunications to the company
and what I should be hittingwhen I have my next company town
(12:31):
hall?
It's our company bowl.
And it is this incredibleresource that I just am so
excited for leaders all aroundthe world at other companies to.
be able to have one day, um, asthese company models start
getting activated, um, incompanies everywhere.
William Tincup (12:46):
So give us, uh, as we're talking on an audio
podcast, give us kind of avisual idea of what the
community looks like.
Can, can a candidate We'll,we'll do the public one first
and then we can do the privateone.
I'm sure they behave much thesame way, but, uh, can a
candidate ask a question?
Uh, like, like what's, what'sit, does it, is it, does it look
(13:07):
like more like Reddit andthere's just all kinds of
different topics and kind oflike that type of feel or is it
more, um, just kind of, youknow, like stream of conscious,
not stream of conscious, butmore of a, uh, based on time,
like what, what's it, how's itorganized?
Christian Sutherland-Wong (13:25):
Yeah, it is, it is.
So I'd encourage people todownload the app or, um, or even
just go to glassdoor.
com on the website and you'llsee on the homepage experience
about the app and website.
You'll see the feed of, ofcomments and posts from people
in the community.
And so, you know, Reddit is a,is a reasonable comparison.
It's, um, people post what's ontheir mind.
(13:46):
It's often posted as a questionbecause they're looking for
support in answers.
It can be related to, um, thingsgoing on in a job search
process.
It can be related to thingsgoing on in, you know, their,
their work life experience.
Um, it's, it's really the wholegamut of, of different types of
topics and then people comment.
And so it's asynchronous.
Um, in, in the communicationmedium on, you know, people
(14:10):
comment asynchronously and itgoes back and forth.
You see these really rich, um,and wonderful conversations.
We have community guidelinesaround keeping it as a positive
and constructive space.
Um, we allow, we havemoderation, um, that we do
ourselves and we allow thecommunity to moderate as well.
But I think people see that byand large, it's a very, very
positive and constructiveexperience.
Um, and so as a candidate, yeah,you could go on and you could
(14:33):
search for, um, for contentaround a particular company, um,
or you could just post yourquestion and you can also tag
the company in your post andthat will typically push it out
to the employees of that companywho will then see that there was
a comment was asked about theirquestion was asked about their
company and more often than notyou'll see employees from that
company coming in to offeradvice and I think one of the
(14:55):
cool things is that most peopleenjoy their job.
Otherwise they wouldn't bethere.
And they, you know, they feelproud of their company.
And so when they see anopportunity for a candidate
who's looking, investigatingtheir company, that they, they
would love to be helpful.
Um, and so that's, you know,that's a, it's a great use case
among many of how people areusing the community.
Um, as a lot of people using thecommunity, not even in the job
search, just to, you know, justto talk and connect with other
(15:16):
people, but you know, the oneyou described with the candidate
is certainly a way people havefound value in the community.
Well, I
William Tincup (15:22):
mentioned ERGs earlier and it's, I've been
talking about ERGs, podcastingabout them for, for years, but
finally I got an ERG.
On a podcast from Sineos Health,a friend of mine runs a Global
Head of Talent Acquisitionthere.
And he said, would you, wouldyou do ever consider doing a
podcast on this?
I think it was people withdisabilities, uh, uh, ERG and
(15:44):
I'm like, yeah, I've alwayswanted to talk to ERG and, uh,
cause I always think thatinformation's trapped inside of
an ERG.
You know, like the, the, there'speople like minded people get
together and kind of do somereally cool stuff.
And it's like, how do youcommunicate?
To the rest of the company, allthe cool stuff that you're
working on, that you're doing,advancing, et cetera.
(16:04):
So it was a great podcast.
So first of all, I had fourdifferent people from all over,
you know, two leadershipadvocates, two people running
it, you know, and it was just afantastic kind of exchange of
like, what all they're doing,where they started, where
they're going, like all thatstuff.
Great.
Siloed off and kind of trappedin the, in the, in, and again,
(16:25):
in that ERG.
And so I could see a lot of thatstuff being put, brought
forward.
Uh, and, and, and to made morepublic, I've been, so again, so
in the private bowl, they can becommunicating all the kind of,
here's where we're at, you know,all that kind of the, the, you
know, stuff like that, but alsoto the, to, to the broader, can
I say it's a prospect orcandidate universe is really
(16:48):
kind of just talking about allthe cool work they're doing.
Cause they're programmatically,I think that a lot of ERGs.
Are doing really cool things andit's like, how do you get that,
how do you, how do you get thatinformation out?
And I can see candidates wantingto know, especially Gen Z, but,
but candidates in general wouldlike to know that about the
(17:08):
company.
It's just a, like, this is agreat mechanism for them to be
able to market.
Uh, all of the cool stuff thatthey're doing in their company.
Christian Sutherlan (17:17):
Absolutely.
You know, I think we have acouple of spaces which we
support the, um, messaging forARGs and more broadly how we
help companies think aboutdiversity, equity and inclusion
within their companies.
We've, we're from the beginning,you know, if I rewind back even
to 2008 when Glassdoor launched.
From the beginning, one of themost talked about topics in
(17:39):
reviews was topics related todiversity, equity, and
inclusion, um, inside of their,their workplace.
And we've obviously seen evenmore of an explosion of that in
recent times has really becomeon the forefront of our minds.
And so things we've done even toenhance our core product, uh, is
within the company pages.
We now, um, allow companies totalk about what they're doing
(18:02):
when it comes to DEI.
And in particular, you know, alot of companies find talking
about their employee resourcegroups and their investments in
various communities within theircompany, um, and, and bringing
that to, to, to light for othercandidates who might be
considering them.
We also have, um, Uh, ratingsnow by, um, for diversity,
equity, inclusion.
(18:23):
And we also allow, um, withinthe U.
S.
populations for people to, um,optionally, if they choose, to
tell us their, um, to tell us,you know, relevant background
information so that we can alsoprovide ratings and tell people
what the ratings by, you know,different from backgrounds of
different people.
Um, and so, yeah, we, we see abig opportunity here, here as
well.
(18:44):
I think the other thing you, youknow, you mentioned of like this
siloing of ERGs is also that.
Even an ERG within a company,even if the company's doing a
great job of promoting their ERGto candidates, I still think
there's a great opportunity forERGs across different companies
to be getting together, andthat's probably, I'd say, where
the community really comes intolight, is that we have, um, so
many, um Uh, so many interestand affiliate groups who've
(19:07):
created bowls like Blacks inTech.
And so that, you know, createsthis opportunity for us, not
just, you know, your, yourcompany Black EIG to be, you
know, for people to be gettingtogether, but now people across
different communities can be,can be, um, connecting together
and supporting one another,sharing information, which is,
you know, I think the whole goalof the EIG and the concept in
the first place.
(19:28):
And I think it's even that muchmore powerful when it's not
confined to just, you know, thecompany's little walls.
Yeah,
William Tincup (19:33):
it's almost the, you can see the pitching to the
choir deal.
So you gather, again, whether ornot it's a SIG, a special
interest group, or an ERG, youcan see kind of a cluster of
people that already have somecommon interests.
It's like outside of that commoninterest, it's usually the
people that aren't in the ERGthat need the that need the
(19:54):
inspiration or the education, etcetera.
So I can see this being used bya lot of different communities,
you know, early stage talent,college talent, you know,
they're always trying to get theinside scoop on where, you know,
where they should apply, etcetera.
And they're not afraid to typequestions, uh, into, into
something like this.
So I can see them using thiswildly, uh, because it's just a
(20:17):
great way to interact with acompany.
Uh, again, trying to kind offigure out what's not be in the.
What's not in the jobdescription, what's not in the
careers page, like, I thinkpeople are still trying to
figure out our, you know, whatis, what is this company really
about?
What are their values?
What do they stand for?
(20:37):
Etc.
Um, I know I know, I know y'allhave a wonderful back end in
terms of employer brand andhelping companies as well.
We've talked about really a lotof the community part and
especially on the candidate andemployee side, but you also, you
help employers, uh, have been,and always have kind of had, you
know, to help them kind ofunderstand their employer brand.
(21:00):
Uh, y'all, y'all, uh, Years ago,you had wonderful employer brand
conferences, et cetera.
Um, and so the question I'mreally kind of thinking about is
if I'm in recruiting at, at, atBigCo and all of a sudden I see
a candidate asking questions.
And they're just really, really,really cool questions, and maybe
their profile is turned on.
(21:21):
And so, I look them up, and I'mlike, I really want to talk to
this.
Is there a way to convert thatcandidate into a conversation,
um, in, within the system, or doyou need to, or do they need to
go outside of that to, uh, tohave a conversation with the
candidate?
Christian Sutherland-Wong (21:38):
Yeah, I mean, technically speaking,
the, the mechanism for directmessaging is still on the
roadmap, but, um, is, issomething which we absolutely
are going to roll out in the nottoo distant future.
You
William Tincup (21:49):
can see the use case,
Christian Sutherland-Won (21:50):
right?
Absolutely.
Exactly.
And that's it, is that, youknow, as we imagine this
community building, we thinkthis is going to be an amazing,
um, talent community for, um,for, for employers to search for
prospects.
And just as a.
A platform and place that youwant to manage your employer
brand and, um, today,historically, when people have
thought about managing theiremployer brand in Glassdoor, the
(22:12):
centerpiece of that was yourcompany's page, and I think that
company page will continue to beprobably one of the most
important parts of yourcompany's Glassdoor presence,
um, but that said, A lot of theconversation is going to be
happening in all these communitypages now, and I think with that
comes this incredibleopportunity for companies to
think about how they want toproactively get involved in the
(22:34):
conversation so they can promotetheir company's brand.
We're excited for companies tostart doing that, and we've seen
companies start to experimentwith that as well, but it's
still very early days.
Yeah, it's, it's,
William Tincup (22:44):
again, if you don't tell your story, someone
else will.
And I think that's what I loveabout Glassdoor is it allows the
company, you know, I, if I, if Iremember correctly, and please
correct me if I've had thiswrong, but in my mind, I don't
think a company can strike areview, but I think they can
respond to it and kind of givetheir, that, you know, thanks
for providing that feedback.
(23:06):
We'll take a look at that.
Here's what's going on.
Like they can, they can be apart of telling the story of,
okay, first of all, thanks forthe feedback.
B, here's what we're doing kindof to address that, etc.
So I, I've always liked thatpart.
of, of Glassdoor.
Again, for the employer, itisn't just one sided.
It isn't just, you know, formerpros, uh, prospects or
(23:26):
candidates or customers oremployees or et cetera, because
there for a while people would,I think, mislabel Glassdoor very
early on.
It's like, oh, this is justdisgruntled, you know,
employees.
It's like, no, I think.
I think these are actuallyactual employees, uh, by and
large.
I mean, yeah, you might havesome folks that are former, but
(23:47):
it's, I like the fact that Theemployers get to be a
participant in that story,rather than just a recipient of
the, of, of feedback.
Whether or not it's anonymous ortethered to a profile, they get
to actually be a part of thatstory.
Christian Sutherland-Won (24:03):
That's right, and you described it
exactly right in terms of the,the role the employer can play,
of its, It's not about, there isno ability for employers to
strike down a review regardlessof their relationship with
Glassdoor, um, but, uh, they,uh, they can respond to reviews.
And we want them to be part ofthe conversation that we want
them to be engaging withcandidates and their former
(24:23):
employees and their currentemployees on our platform.
And now that we're going intocommunity, this, the same thing
holds.
And I think it'll be a similarevolution in that I think
Glassdoor came out, people werea little worried around like,
well, how am I going to managethis now?
But then we saw the, the, thebest companies.
figured out that this is a greatopportunity to now connect and
to shape your employer brand andto be held accountable and to,
(24:46):
um, and to see that when youstart to do better and your, you
know, your rating goes up, that,you know, that is a really good
thing.
And so, um, it's become very,very positive and constructive.
And I think it's going to be thesame evolution with our
community products in that, um,it will take some time for
employers to get used to it.
But I think that's similar tothe way.
Myself and the other leaders atGlassdoor have found our company
(25:08):
bowl to be so valuable for us.
I'm confident that, um, leaders,uh, recruiters and people in the
talent teams and more broadlythe leadership of companies will
have the same relationship withour community over time and see
it as it's going to be a greatopportunity to engage with their
existing employees and alsofuture potential employees.
Drops
William Tincup (25:28):
mic, walks off stage.
Krishna, I absolutely love whaty'all have built.
You've been in cooking up somecool stuff and I'm so glad for
us to talk.
Thank you for carving out timefor us.
Christian Sutherland-Wong (25:39):
Thank you for having me.
It was fun.
William Tincup (25:41):
Absolutely.
And thanks to everyone in theaudience.
Thanks for listening.
Until next time.
This is William Tinkup and you're listening to
the Recruiting Daily Podcast.
Today we have Christian on fromGlassdoor and we're talking, our
title today is the new andimproved Glassdoor Community for
Workplace Conversations.
So everybody's familiar withGlassdoor of course, uh, but
this is actually some new, uh,new functionality and some new
things from Glassdoor.
(00:53):
So Can't wait to talk toChristian about it.
Uh, Christian, would you do us afavor and, uh, introduce
yourself and, uh, tell us alittle bit about what's going on
at Glassdoor?
Christian Sutherland-Wong (01:03):
Cool.
Yeah.
Happy to.
Thanks for having me, William.
Um, I'm Christian Sublin Wongand I'm CEO of Glassdoor.
I've been at Glassdoor for eightyears now.
I joined back in 2015, um, andtook over as CEO in 2020.
Um, I, Quick bit about me isprior to Glassdoor, I, um, spent
five years at LinkedIn, um, as adirector of product and
(01:25):
overseeing LinkedIn's premiumsubscriptions business.
Um, and, uh, originally fromAustralia, I came out to the
States in 2007, um, and thoughtit'd be a couple of years and,
you know.
I think life got away from meand here I am now, I'm a family
and two kids.
And so, um, yeah, certainly, um,set my roots in, uh, in the U S,
(01:45):
um, and, uh, and, uh, yeah, abig chunk of my time in the U S
has been working with thisamazing company, Glassdoor.
And, um, yeah, excited to tellyou what we've been up to.
William Tincup (01:52):
And, and there's an amazing Australian, uh,
community in, in NorthernCalifornia, in particular, it's
kind of crazy when you talk to alot of entrepreneurs, it's like,
yeah, I'm from Australia.
I'm like, where it's eitherBrisbane or Sydney or, you know,
wherever it's wherever it is,it's, uh, uh, but it's
fascinating because it's like,there's a great tech community
in, obviously in Australia, butalso a lot of folks that come
(02:15):
over.
I don't find them coming overand like ending up in New York
or Chicago or something likethat, like something about
California.
I mean, I know it's closer, uh,proximity, but there's just, uh,
this is a really wonderful techcommunity as well.
So.
Christian Sutherland-Wong (02:30):
Yeah, I spent a bit of time in the
East Coast and I definitely feelmore at home on the West Coast.
So, I can, yeah, for some reasonwhy there's probably more
Aussies
William Tincup (02:39):
out here.
It's crazy.
Where, what city were you from?
What region were you from?
I was from Sydney.
Christian Sutherland-Wong (02:44):
Yeah, yeah, yeah.
Near, yeah, right on the EastCoast of, um, very close to
Bondi Beach.
Oh my gosh.
Uh, yeah, I miss, that's thepart of Australia that I really
miss is the The beach lifestyleand, um, you know, San Francisco
is a city by the bay.
It's, it's, it's very different.
There's not, no, no,
William Tincup (03:03):
no, no, no, no.
There's a restaurant that'sright there.
Icebergs that has a wonderfulrestaurant, wonderful
restaurant.
But my wife and I, the last timewe were there, we were
fascinated because the kids weredoing a surf surf camp.
So we sat on the beach and wejust watched them and you know,
they're all small.
I mean, these are like littletykes and they're all running
out into the waves and they'reall doing their bit.
(03:26):
And I'm like, wow, like it's,it's so different.
Uh, yeah.
Well, tell us, tell us about,um, tell us about this, uh,
community for workplaceconversations.
Tell us a little bit about that.
What are you doing?
Christian Sutherland-Wong (03:38):
Yeah, so I'm sure your listeners will
know about Glassdoor and, youknow, over the years how we've
established ourselves as theleading platform for workplace
ratings and reviews and salarysharing and really the go to
resource that people use whenthey're thinking, Hey, I've got
a job change that I'mconsidering, um, and, you know,
I want to do some research onwhere I, where I could go.
(03:58):
Um, but we recognize that 15years on.
The world has changed.
The world of work has changed alot since when Gloucester was
first founded back in 2008.
Um, I think one thing we all seein a post COVID world is how
much the workplace has changedwith people working from all
different locations.
(04:19):
Um, whether that's fully remoteor even if your company wants
you to come in the office,typically it's more of a hybrid
situation.
Um, so what we see on ourplatform on Glassdoors platform
is people talking about this,um, this change, but also
talking about some of theimpacts of this change it's
having on people around peoplefeeling disconnected from the
workplace or feeling lonelywork.
And so we saw a reallyopportunity there to kind of be
(04:41):
able to try and create morecommunity.
And we also at the same timehave seen.
Uh, this newer generation ofworkers wanting to bring all
aspects of themselves to workand be able to talk about all as
all forms of topics at work,whether that be, you know, what
we traditionally think is worktopics, but also increasingly
social topics and everythinggoing on in our broader lives,
bringing as a workplaceconversation.
(05:02):
And so with that, we saw anopportunity that we could be
expanding glass.
Store to be more in the space ofworkplace conversations and
allowing people to have realtalk with their colleagues that
could be private conversationswith just with your colleagues
of things that's going on in atyour company or even across
across companies and people inyour industry or people have
(05:25):
similar interests to you.
And so that's we've recentlyrolled that out on our platform
over the last couple of months.
And I'm really excited to beable to allow people to now be
using Glassdoor in this way.
William Tincup (05:36):
You know, we, we, oftentimes we talk about
the, the positive side,especially since COVID, but even
before we talk about the, thepositive parts of being remote
and even hybrid, but we rarelydo we talk about, okay, you
know, when everyone was in thesame box, yeah, there were,
there were pros and cons to thattoo.
Fair.
Got it.
But it, but one of them wasn'tthat we didn't get to see each
(05:58):
other talk or, you know, runinto each other in the hallways,
et cetera.
So I can kind of, I can reallysee this.
How with the early customers,what did they, what kind of
feedback are you getting?
Christian Sutherland-Wong (06:09):
Yeah, I think people see the
opportunity and I also thinkthat, you know, you've also seen
the pendulum swing back where Ithink employers are also
worrying that people aren'thaving those hallway
conversations or those watercooler conversations.
They're not strengtheningrelationships.
They're not sparking creativityand new ideas.
And so I think everyone'sstarting to see that this is
(06:29):
something that needs to getaddressed.
Um, and.
The product we've rolled out,the initial feedback has been
really strong.
We see, um, people have come toGlassdoor for different things.
They're probably coming for themore traditional use cases of
Glassdoor to look at a company'sratings or reviews or salaries,
and then they're discoveringcommunity.
And many of those people whodiscover a community are finding
it very engaging.
(06:50):
And we're seeing that those, theusers who, um, people who engage
with the community early on arethe ones who then end up
engaging with Glassdoor.
Far more frequently than theywould have historically when we
just thought of as a ratingsreviews platform.
Um, so that's really, reallyencouraging and, but it's still
very early days, um, but I stillthink this is, you know, any
really important problem for,for Glassdoor to be part of
(07:11):
helping solve in the workplace.
So,
William Tincup (07:14):
so for the audience, um, or employees,
let's say, uh, we'll just pick alarge company so that we won't
even say it can name, butbasically a large company
employees of that company canuse this.
You can use this platform toprivately message other is, is
that is it privately or is it.
Is, is some of it more of apublicly facing kind of
(07:35):
communications?
Christian Sutherland-Wong (07:37):
Yeah, it's both.
Um, and so a couple of things tokind of describe that's
important to understand thecommunity.
So the level of identity youshare is also in your control.
Oh, cool.
In many cases, people arechoosing anonymous, which is
very similar to the way ourreviews used to work.
And that provides a lot ofsafety to people to be able to
speak their mind.
(07:57):
Um, and it also has this reallygreat effect of democratizing
voice where, you know, if youcome in with your title of who
you are, often that, you know,depending on where you sit in
the ladder, it kind of colorshow that comment is received.
And so like.
Taking that out of the equationactually is really, really
powerful, we've noticed.
And so people can choose.
So I'd say about 70 ish percent,maybe 80 percent of the
(08:19):
conversation is anonymous on ourplatform.
But if a person wants to say,hey, you know, who they are,
could be their name or could betheir job title, they can choose
to share that as well.
And so we give people theoptions on how they share.
Um, and the second thing is,there's different what we call
bowls.
For where you want to havediscussions.
So there's a private bowl, whichis just your company employees,
(08:40):
and you have to be verifiedthrough using your, you know,
your work email address that youactually work for this company.
And so you know that everybodyin this bowl is just employees
of your company.
And again, I think it allows youto speak more candidly about
what's going on.
And, you know, it governs thetypes of topics that pop up.
And then there are more publicbowls, which is anybody could
come join the conversation.
And that could be for aparticular industry or an
(09:02):
interest area like women in techor working moms.
Or, or things of that nature, orit's, or it's tech or it's
finance or it's legal and, um,and people, you know, talk about
topics of conversation and, andit ranges the gamut from things
that are very specific aboutwork life to things that have
been a pretty casual as well,which is mimicking, you know,
exactly how we often operate in,in an office environment, or
(09:25):
even if we're having a, anetworking event with people
outside of our company is that,you know, a whole range of
topics come up and, um, that'show the, that, that's kind of
what we're designing theplatform
William Tincup (09:34):
for.
Okay.
Well, I could see this beingextremely valued for both
employees on the, on the privatebowl side.
So that that's becomes a kind ofa place for them to communicate
again, anonymously, like Slack'sa great, you know, it's a tool
as well, right?
You can't be anonymous unlessyou create another profile,
which is a different issue.
(09:54):
Uh, but, but like it's you.
Communicating to whomever you'recommunicating to, um, so the,
the anonymous part that getstaken out so I could see the
private for the corporate side.
I could see a lot of value therefor people to be able to say
whatever's on their mind.
Good, bad, all that stuff.
Um, and on the for a candidate.
(10:14):
To be able to interact with thecompany and kind of see some of
the community discussions thatgo on in that bowl, whether or
not it's ERG or SIGs or, youknow, things, things that are
like, what's, what's, what'swork like, like, I've always
been fascinated with.
Uh, the, that part of employerbranding of, you know, what's
behind the veil.
Like I apply to a job at, youknow, big co whatever.
(10:38):
And it's like the jobdescription only gets me so
much.
The career site gets me someglassware informs me here, but
what's the job like?
Like, what's the, you know,what's the team like, what's
the, you know, what is it reallylike?
I mean, I know what's stated,but what's it like?
And, uh, it seems like to me,like candidates can get a lot of
value out of havingconversations, whether or not
(10:59):
they're anonymous.
I guess both the candidate canbe anonymous, so can the, uh,
the person that works at thecompany, but they could also not
be anonymous.
Christian Sutherland-Won (11:08):
That's right.
That's right.
Yeah, I 100 percent agree thatthat's, that's such a powerful
use case.
And I think of typically thecandidates would have come to
look at Glassdoor reviews.
And I think that's a greatsource of information.
But if you have a specificquestion or you want to kind of
engage in a conversation, notjust read a, a single review,
this, this community concept isgoing to be more powerful.
(11:30):
And, you know, coming back tothe other side of it, just for
the private bowl for employees,our own experience, even a glass
door is where I've seen it as a,a transformational tool for how
we communicate within thecompany.
Um, and how employees connect,connect with one another, our,
our own glass door, privatecompany bowl.
(11:50):
I'm confident every one of ouremployees is in it and using it
frequently, um, typicallyanonymous and they're bringing
up conversations, which couldbe, you know, fun stuff, but
also bring up stuff that they'refinding challenging or
challenging to hear.
And, and as a leader, it can beat times, you know, tough to
kind of see when people arepushing back on something that,
(12:11):
you know, we've, we've rolledout or, you know, a comment
we've said.
But on the flip side, it's sucha gift as well on it.
Increasingly, when I think ofwhere do I go to get my finger
on the pulse of what's going onat my company?
Uh, where do I go to guide mycommunications to the company
and what I should be hittingwhen I have my next company town
(12:31):
hall?
It's our company bowl.
And it is this incredibleresource that I just am so
excited for leaders all aroundthe world at other companies to.
be able to have one day, um, asthese company models start
getting activated, um, incompanies everywhere.
William Tincup (12:46):
So give us, uh, as we're talking on an audio
podcast, give us kind of avisual idea of what the
community looks like.
Can, can a candidate We'll,we'll do the public one first
and then we can do the privateone.
I'm sure they behave much thesame way, but, uh, can a
candidate ask a question?
Uh, like, like what's, what'sit, does it, is it, does it look
(13:07):
like more like Reddit andthere's just all kinds of
different topics and kind oflike that type of feel or is it
more, um, just kind of, youknow, like stream of conscious,
not stream of conscious, butmore of a, uh, based on time,
like what, what's it, how's itorganized?
Christian Sutherland-Wong (13:25):
Yeah, it is, it is.
So I'd encourage people todownload the app or, um, or even
just go to glassdoor.
com on the website and you'llsee on the homepage experience
about the app and website.
You'll see the feed of, ofcomments and posts from people
in the community.
And so, you know, Reddit is a,is a reasonable comparison.
It's, um, people post what's ontheir mind.
(13:46):
It's often posted as a questionbecause they're looking for
support in answers.
It can be related to, um, thingsgoing on in a job search
process.
It can be related to thingsgoing on in, you know, their,
their work life experience.
Um, it's, it's really the wholegamut of, of different types of
topics and then people comment.
And so it's asynchronous.
Um, in, in the communicationmedium on, you know, people
(14:10):
comment asynchronously and itgoes back and forth.
You see these really rich, um,and wonderful conversations.
We have community guidelinesaround keeping it as a positive
and constructive space.
Um, we allow, we havemoderation, um, that we do
ourselves and we allow thecommunity to moderate as well.
But I think people see that byand large, it's a very, very
positive and constructiveexperience.
Um, and so as a candidate, yeah,you could go on and you could
(14:33):
search for, um, for contentaround a particular company, um,
or you could just post yourquestion and you can also tag
the company in your post andthat will typically push it out
to the employees of that companywho will then see that there was
a comment was asked about theirquestion was asked about their
company and more often than notyou'll see employees from that
company coming in to offeradvice and I think one of the
(14:55):
cool things is that most peopleenjoy their job.
Otherwise they wouldn't bethere.
And they, you know, they feelproud of their company.
And so when they see anopportunity for a candidate
who's looking, investigatingtheir company, that they, they
would love to be helpful.
Um, and so that's, you know,that's a, it's a great use case
among many of how people areusing the community.
Um, as a lot of people using thecommunity, not even in the job
search, just to, you know, justto talk and connect with other
(15:16):
people, but you know, the oneyou described with the candidate
is certainly a way people havefound value in the community.
Well, I
William Tincup (15:22):
mentioned ERGs earlier and it's, I've been
talking about ERGs, podcastingabout them for, for years, but
finally I got an ERG.
On a podcast from Sineos Health,a friend of mine runs a Global
Head of Talent Acquisitionthere.
And he said, would you, wouldyou do ever consider doing a
podcast on this?
I think it was people withdisabilities, uh, uh, ERG and
(15:44):
I'm like, yeah, I've alwayswanted to talk to ERG and, uh,
cause I always think thatinformation's trapped inside of
an ERG.
You know, like the, the, there'speople like minded people get
together and kind of do somereally cool stuff.
And it's like, how do youcommunicate?
To the rest of the company, allthe cool stuff that you're
working on, that you're doing,advancing, et cetera.
(16:04):
So it was a great podcast.
So first of all, I had fourdifferent people from all over,
you know, two leadershipadvocates, two people running
it, you know, and it was just afantastic kind of exchange of
like, what all they're doing,where they started, where
they're going, like all thatstuff.
Great.
Siloed off and kind of trappedin the, in the, in, and again,
(16:25):
in that ERG.
And so I could see a lot of thatstuff being put, brought
forward.
Uh, and, and, and to made morepublic, I've been, so again, so
in the private bowl, they can becommunicating all the kind of,
here's where we're at, you know,all that kind of the, the, you
know, stuff like that, but alsoto the, to, to the broader, can
I say it's a prospect orcandidate universe is really
(16:48):
kind of just talking about allthe cool work they're doing.
Cause they're programmatically,I think that a lot of ERGs.
Are doing really cool things andit's like, how do you get that,
how do you, how do you get thatinformation out?
And I can see candidates wantingto know, especially Gen Z, but,
but candidates in general wouldlike to know that about the
(17:08):
company.
It's just a, like, this is agreat mechanism for them to be
able to market.
Uh, all of the cool stuff thatthey're doing in their company.
Christian Sutherlan (17:17):
Absolutely.
You know, I think we have acouple of spaces which we
support the, um, messaging forARGs and more broadly how we
help companies think aboutdiversity, equity and inclusion
within their companies.
We've, we're from the beginning,you know, if I rewind back even
to 2008 when Glassdoor launched.
From the beginning, one of themost talked about topics in
(17:39):
reviews was topics related todiversity, equity, and
inclusion, um, inside of their,their workplace.
And we've obviously seen evenmore of an explosion of that in
recent times has really becomeon the forefront of our minds.
And so things we've done even toenhance our core product, uh, is
within the company pages.
We now, um, allow companies totalk about what they're doing
(18:02):
when it comes to DEI.
And in particular, you know, alot of companies find talking
about their employee resourcegroups and their investments in
various communities within theircompany, um, and, and bringing
that to, to, to light for othercandidates who might be
considering them.
We also have, um, Uh, ratingsnow by, um, for diversity,
equity, inclusion.
(18:23):
And we also allow, um, withinthe U.
S.
populations for people to, um,optionally, if they choose, to
tell us their, um, to tell us,you know, relevant background
information so that we can alsoprovide ratings and tell people
what the ratings by, you know,different from backgrounds of
different people.
Um, and so, yeah, we, we see abig opportunity here, here as
well.
(18:44):
I think the other thing you, youknow, you mentioned of like this
siloing of ERGs is also that.
Even an ERG within a company,even if the company's doing a
great job of promoting their ERGto candidates, I still think
there's a great opportunity forERGs across different companies
to be getting together, andthat's probably, I'd say, where
the community really comes intolight, is that we have, um, so
many, um Uh, so many interestand affiliate groups who've
(19:07):
created bowls like Blacks inTech.
And so that, you know, createsthis opportunity for us, not
just, you know, your, yourcompany Black EIG to be, you
know, for people to be gettingtogether, but now people across
different communities can be,can be, um, connecting together
and supporting one another,sharing information, which is,
you know, I think the whole goalof the EIG and the concept in
the first place.
(19:28):
And I think it's even that muchmore powerful when it's not
confined to just, you know, thecompany's little walls.
Yeah,
William Tincup (19:33):
it's almost the, you can see the pitching to the
choir deal.
So you gather, again, whether ornot it's a SIG, a special
interest group, or an ERG, youcan see kind of a cluster of
people that already have somecommon interests.
It's like outside of that commoninterest, it's usually the
people that aren't in the ERGthat need the that need the
(19:54):
inspiration or the education, etcetera.
So I can see this being used bya lot of different communities,
you know, early stage talent,college talent, you know,
they're always trying to get theinside scoop on where, you know,
where they should apply, etcetera.
And they're not afraid to typequestions, uh, into, into
something like this.
So I can see them using thiswildly, uh, because it's just a
(20:17):
great way to interact with acompany.
Uh, again, trying to kind offigure out what's not be in the.
What's not in the jobdescription, what's not in the
careers page, like, I thinkpeople are still trying to
figure out our, you know, whatis, what is this company really
about?
What are their values?
What do they stand for?
(20:37):
Etc.
Um, I know I know, I know y'allhave a wonderful back end in
terms of employer brand andhelping companies as well.
We've talked about really a lotof the community part and
especially on the candidate andemployee side, but you also, you
help employers, uh, have been,and always have kind of had, you
know, to help them kind ofunderstand their employer brand.
(21:00):
Uh, y'all, y'all, uh, Years ago,you had wonderful employer brand
conferences, et cetera.
Um, and so the question I'mreally kind of thinking about is
if I'm in recruiting at, at, atBigCo and all of a sudden I see
a candidate asking questions.
And they're just really, really,really cool questions, and maybe
their profile is turned on.
(21:21):
And so, I look them up, and I'mlike, I really want to talk to
this.
Is there a way to convert thatcandidate into a conversation,
um, in, within the system, or doyou need to, or do they need to
go outside of that to, uh, tohave a conversation with the
candidate?
Christian Sutherland-Wong (21:38):
Yeah, I mean, technically speaking,
the, the mechanism for directmessaging is still on the
roadmap, but, um, is, issomething which we absolutely
are going to roll out in the nottoo distant future.
You
William Tincup (21:49):
can see the use case,
Christian Sutherland-Won (21:50):
right?
Absolutely.
Exactly.
And that's it, is that, youknow, as we imagine this
community building, we thinkthis is going to be an amazing,
um, talent community for, um,for, for employers to search for
prospects.
And just as a.
A platform and place that youwant to manage your employer
brand and, um, today,historically, when people have
thought about managing theiremployer brand in Glassdoor, the
(22:12):
centerpiece of that was yourcompany's page, and I think that
company page will continue to beprobably one of the most
important parts of yourcompany's Glassdoor presence,
um, but that said, A lot of theconversation is going to be
happening in all these communitypages now, and I think with that
comes this incredibleopportunity for companies to
think about how they want toproactively get involved in the
(22:34):
conversation so they can promotetheir company's brand.
We're excited for companies tostart doing that, and we've seen
companies start to experimentwith that as well, but it's
still very early days.
Yeah, it's, it's,
William Tincup (22:44):
again, if you don't tell your story, someone
else will.
And I think that's what I loveabout Glassdoor is it allows the
company, you know, I, if I, if Iremember correctly, and please
correct me if I've had thiswrong, but in my mind, I don't
think a company can strike areview, but I think they can
respond to it and kind of givetheir, that, you know, thanks
for providing that feedback.
(23:06):
We'll take a look at that.
Here's what's going on.
Like they can, they can be apart of telling the story of,
okay, first of all, thanks forthe feedback.
B, here's what we're doing kindof to address that, etc.
So I, I've always liked thatpart.
of, of Glassdoor.
Again, for the employer, itisn't just one sided.
It isn't just, you know, formerpros, uh, prospects or
(23:26):
candidates or customers oremployees or et cetera, because
there for a while people would,I think, mislabel Glassdoor very
early on.
It's like, oh, this is justdisgruntled, you know,
employees.
It's like, no, I think.
I think these are actuallyactual employees, uh, by and
large.
I mean, yeah, you might havesome folks that are former, but
(23:47):
it's, I like the fact that Theemployers get to be a
participant in that story,rather than just a recipient of
the, of, of feedback.
Whether or not it's anonymous ortethered to a profile, they get
to actually be a part of thatstory.
Christian Sutherland-Won (24:03):
That's right, and you described it
exactly right in terms of the,the role the employer can play,
of its, It's not about, there isno ability for employers to
strike down a review regardlessof their relationship with
Glassdoor, um, but, uh, they,uh, they can respond to reviews.
And we want them to be part ofthe conversation that we want
them to be engaging withcandidates and their former
(24:23):
employees and their currentemployees on our platform.
And now that we're going intocommunity, this, the same thing
holds.
And I think it'll be a similarevolution in that I think
Glassdoor came out, people werea little worried around like,
well, how am I going to managethis now?
But then we saw the, the, thebest companies.
figured out that this is a greatopportunity to now connect and
to shape your employer brand andto be held accountable and to,
(24:46):
um, and to see that when youstart to do better and your, you
know, your rating goes up, that,you know, that is a really good
thing.
And so, um, it's become very,very positive and constructive.
And I think it's going to be thesame evolution with our
community products in that, um,it will take some time for
employers to get used to it.
But I think that's similar tothe way.
Myself and the other leaders atGlassdoor have found our company
(25:08):
bowl to be so valuable for us.
I'm confident that, um, leaders,uh, recruiters and people in the
talent teams and more broadlythe leadership of companies will
have the same relationship withour community over time and see
it as it's going to be a greatopportunity to engage with their
existing employees and alsofuture potential employees.
Drops
William Tincup (25:28):
mic, walks off stage.
Krishna, I absolutely love whaty'all have built.
You've been in cooking up somecool stuff and I'm so glad for
us to talk.
Thank you for carving out timefor us.
Christian Sutherland-Wong (25:39):
Thank you for having me.
It was fun.
William Tincup (25:41):
Absolutely.
And thanks to everyone in theaudience.
Thanks for listening.
Until next time.
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