by Mikko Leo Selg | Oct 26, 2020 | HR
When hiring top talent, your employer branding plays a hugely important role.
People want to work in a company with a beautiful office, fun team members, and a list of perks (snacks in the kitchen, flexible working hours, company retreats).
As you post your job openings on a job board website, it will most likely be a plain text page. That’s quite boring and doesn’t really show how cool it is to work at your company.
When hiring through the MeetFrank app, you can set up an attractive company profile in 5-10 minutes.
As you share your MeetFrank job offer, people will also see your pictures, benefits, and can learn more about your brand.
See an example of a job offer published with MeetFrank here.
Up next, we will share the tips & hacks for creating a stunning company profile in the MeetFrank Employer portal.
Your company profile will be visible to everyone looking at the job offers in the MeetFrank app. Also, you can share your MeetFrank job offers on your own via social media and email.
To edit your company profile in MeetFrank, log in to the MeetFrank Employer portal and select “Company” in the left-hand menu.
1. Upload a high-quality logo and profile picture
Your logo and profile picture are the first things that the job-seekers will see.
You can either upload a product photo, stock photo, or a high-quality picture of your team.
Here are the recommended measurements:
Logo: 512 x 512 pixels
Profile image: 1024 x 500 pixels
Tip: We recommend using a colourful profile image. Also, the profile pictures with people generally work the best (companies with such profile images get the most applicants per job offer views).
2. Fill in your mission statement
The mission statement allows you to say in 1-2 sentences what your company is doing.
Are you here to revolutionise an industry? Are you looking to improve people’s lives? Let the potential applicants know!
Here’s MeetFrank’s mission statement:
“Our mission is to bring transparency to the job market and help talented people be aware of and find exciting opportunities in top companies.”
Best practices for writing your mission statement:
- Mention your one most important goal as a company
- Make sure your company vision is inspiring
- Keep the copy short and clear
For inspiration, see this article: 17 Truly Inspiring Company Vision and Mission Statement Examples – HubSpot blog
3. Add some facts about your company
We have defined some key questions that job-seekers usually have about the companies. Such as the size of the team, the amount of investment, annual revenue, etc.
You can quickly fill in some additional fields to give additional context about your business.
Here’s how the facts about your company will look in the MeetFrank app:
4. Tell more about your product
The top talent wants to make an impact and work on purposeful projects.
Telling people about your product and what’s cool about it helps to get them excited about working with you.
We recommend mentioning the following things:
- What product/service are you building?
- What is your product’s main benefit to its users?
- Why is it exciting to work on the project?
5. Boast about your office perks
Who wouldn’t want to work in a company with flexible working hours, snacks in the kitchen, extra vacation days and free gym membership?
You can list all the cool perks about working in your team.
Here’s a list of all the benefits that can be mentioned:
⏳ Flexible working hours
🌎 Remote work
🎡 Team events
☕ Free coffee
🍪 Free food
🚗 Free parking
🌴 Extra vacation
🏖️ Company retreats
💰 Tuition assistance
💪 Gym membership
👶 Free day-care
🦄 Stock options
👩⚕️ Health insurance
👩🎓 Student loan assistance
The more perks you can list, the higher the chance that people will get excited about working with you.
6. Showcase the media coverage
One company profile section we’re especially happy with is the media coverage sharing. You can link to other publications’ articles of your brand.
We recommend adding between 2-4 links of media coverage.
Tip: You can also use this section to link to your own blog articles.
7. Link to your social media profiles
Last not least, you can link to all of your company’s social media profiles. Only add the ones that are up to date and look great.
8. Use the MeetFrank job offers as a Careers page
Once you have filled in your company profile, hit the “publish” button and you’re all set.
If you put a decent amount of effort into your MeetFrank employer profile, you can use your MeetFrank job offers instead of a Careers page. After all, it has a professional layout and lists all the relevant information a job-seeker might have.
To publicly share your MeetFrank company profile, publish a job offer through MeetFrank and copy its link.
Et voila! You’ve got yourself a job offer 2.0 with high-quality images, lots of context and all social media profiles included.
by Mikko Leo Selg | Oct 12, 2020 | HR, StartupsMeetFrank is not a traditional job board, which means that you can create and target your job opening quickly and delightfully. Your company can also highlight it’s culture through the personalised job description, images and social media links. Without further...
by Kristel Kont | Feb 14, 2023 | Announcements
It is in MeetFrank’s DNA to improve the hiring process for both sides – the company and the applicant. Now we have opened a live marketplace of people currently open for headhunting. The Talent Agent connects the top companies with best talent even more efficiently.
📱App view for Talents
Headhunting app MeetFrank matches UNIQUE talent like you with QUALITY recruiters. The RELEVANT offers approach you – not the other way around. How does it work?
In our standard service, the applicant profile is only disclosed when the talent replies to the company’s request. The default profile status is set to anonymous.
With the new Talent Agent you can find out who wants to hire you – without applying to jobs. Without sticking a notable post-it on your forehead “I WANT A NEW JOB”, Talent Agent spreads that message discreetly by making your profile available to relevant headhunters. Let the dream job find you – on your terms. Not the other way around.
How does it work?
- ✅ Set your profile “Visible” – answer a few quick questions and add your LinkedIn profile.
- 👀 We’ll show your profile to relevant recruiters.
- ⭐ Recruiters themselves will pitch you new job opportunities. Just pick the best offer!
Think of MeetFrank as your career assistant (without any fees) – figuratively knocking door to door and finding out who wants to hire you and how much they are willing to pay.
Although the service breaks new ground, MeetFrank always commits to the core value – we put you, the talent, always first. You, and only you, decide if your profile is visible for recruiters or if you wish to hide it from certain companies. If you decide to remain anonymous, your profile is disclosed to the recruiter only if you start a conversation with them.
💻 Web view for Recruiters
The time, when recruiters could lazily sit back and wait for the applicants to roll in, is over. Actions must be taken immediately, or else you will lose the top talent.
Nobody has time to write every profile on LinkedIn or talk to everyone at a nosy business cafeteria. No worries, we got you sorted!
As always, MeetFrank does the initial verification for you. We will ease the headhunting progress by gathering RELEVANT and QUALITY talent, who are actually open for talks.
- Open MeetFrank for Business and click the “🌏Source” section
- Insert “Location” or any keyword, and start browsing 🔍
- Find suitable candidates and make them a direct offer 🎯
- Make the 🔝 steps part of your routine. New people – currently open for headhunting – are added daily.
With the new Talent Agent feature, companies have access to a high-level talent pool. People who are currently open for headhunting.
TOP3 reasons why MeetFrank’s talent-driven marketplace is the solution:
Life’s too short to spend it hating Mondays.
🤫 DISCRETION – the current employer remains unaware of your new career wishes.
⏱️ TIME SAVER – Nobody has the time to keep checking job ads. Sit back and relax, MeetFrank brings offers directly to you.
🤝 CUSTOM-MADE – No vacancy available? Your profile inspires them to open one (or some companies are just secretive).
⏩ FASTER AND CHEAPER HIRE – drop the traditional platforms and let MeetFrank ease the recruitment process.
🚀 ENGAGED TOP TALENT – get instant responses and attract people, who may not have applied for the role, but are open for talks.
⭐ WIDER SAMPLE OF CANDIDATES – MeetFrank offers them discretion (they don’t want to add the notable “I want a new job” tag on LinkedIn).
How to access the new feature?
Sourcing and headhunting app MeetFrank makes the recruitment process easier, faster, and more fun.
by Martin Peet | Aug 29, 2022 | Companies, Global, Latvia
Entain Baltics & Nordics is the largest iGaming operator in the Baltics with an ambition to expand well beyond, becoming one of the leading online gaming companies in other regions of Europe as well. The company offers iGaming products through many of its brands and is a truly diverse company with more than 720 people from more than 15 countries working from 7 different offices all across Europe.
We talked to Oleg Karpušenko, the head of the HR department at Entain Baltics & Nordics, about how to build a great company culture that values diversity and inclusiveness and what are the essential elements for creating a friendly and down-to-earth company culture.
🔵 Let’s start with the first question. What exactly does Entain Baltics & Nordics do?
Previously known as Enlabs we are now known as Entain Baltics & Nordics and we represent the iGaming industry, which is well developed in the Baltics. We’ve been in this business for nearly twenty years by now, ever since 2006.
We offer our customers five key products.
- Online casino with a variety of games.
- Live casino with an actual dealer on the other side of the screen who communicates with players.
- Sportsbook, where it is possible to bet mostly on sports, but on specific occasions – also on elections, Eurovision, Academy Awards, etc.
We have a variety of brands with different products. “Optibet” and “Ninja Casino” are the biggest ones which perhaps you might have heard of. In total, we have eight brands as part of our company portfolio.
Essentially, we’re offering the purest form of entertainment. Compared to many illegal operators, which don’t have a license to operate on the market, we operate in the licensed and regulated markets with governmental institutions supervising and controlling our operations. We are on good terms and relations with these institutions, and we comply with every market’s rules and regulations.
We have also introduced different programs to address customer protection issues, and we have a department where our employees track the behaviour of players. If we see abnormalities, for example, someone is playing and losing non-stop, then we act upon it and limit or even restrict their activity. We have always said that we are up for fun, and as soon as the element of fun for our customers disappears, no one is winning.
🔵 Entain Baltics & Nordics operates globally, with offices in Tallinn, Riga, Marbella, Vilnius, Helsinki, Stockholm, and Valletta. In your opinion, what are the biggest advantages of a diverse workplace?
There are many aspects to it, but one peculiar thing is that a team consisting of diverse people will definitely help create better results, translating them into success for the company.
It has happened organically for us. There’s a reason why we have an office in all those locations. Having those gives us many opportunities and advantages. For example, people get to travel between different offices, change their environment, meet other people and exchange ideas.
🔵 What steps have you taken in your organisation to make Entain Baltics & Nordics a diverse and inclusive workplace?
Firstly, the decisions which have shaped Entain Baltics & Nordics into what it is today are because of actions the company has executed from top to bottom. One of the main key success factors is our CEO George Ustinov who has always supported all the crucial changes and trusted me as Head of HR as well as an entire function of HR and what it can bring to the table. There are quite many companies where CEOs see HR function only as a cost or as an administrative function tasked only with preparing employment contracts and doing the paperwork. I am happy and proud to say this is not the case with us.
We would never prefer to hire people from one specific country/region, only because it’s harder for us to relocate them or have a prejudice that they will not perform well. Sadly, if we look at this aspect broader, I think this kind of mindset seemingly exists in the heads of directors of departments and sometimes even CEOs. We have infused our philosophy and attitude into everyone within our company. That’s the first layer of diversity at our company.
Because of this trust from the top and a heavy support from my HR team, as well as fellow peers (heads of departments), we built the HR function the way I thought it had to function in the company. There is no internal company “culture” where there is a need to receive a formal approval for every little thing. I have heard and witnessed myself, from my previous experience, that in other companies there is a very high level of bureaucracy and over-formalised twenty-five layers of approvals to manage even the simplest things. This requires to go through unnecessarily plenty of approval stages, making it hard to get things done fast and efficiently.
Every day in our company we make an utmost effort to treat our people like they would want to be treated – we actually listen to them and make an effort to satisfy their needs when/if possible. We have built a very collective and friendly team where people communicate easily, openly and transparently. Yes, there is a certain hierarchy and a rational, logical, efficient organisational structure, but there aren’t too many unnecessary hierarchical levels which usually tend to complicate things. All our heads of departments/functions are friendly, down-to-earth, helpful, approachable and supportive. We do operate an “Open Doors” policy and, for example, if a junior level employee needs to talk to our CEO, they can just come in and do that. No need to “apply for an appointment” or operate other silly corporate “bs”.
Four and a half years ago, when I joined the company, we had under 200 employees. Today we are a Team of over 720 people. People choose to stay in the company and our employee turnover rate is healthy. Also other key HR KPIs such as overall engagement and motivation scores, as well as eNPS (Employee Net promoter score) are very good. This growth of the business and actual HR KPIs allow me to believe that everything I have just described about our culture, diversity, and inclusiveness is working in real life and correlates with reality and is just not existing in my utopian imagination.
🔵 In your opinion, why is diversity and inclusion in the workplace important?
Ultimately, it gives people the opportunity and an environment where they feel good, safe and protected. HR department employees, with a strong support of other heads of departments, are actively participating in creating this environment. The more diversity and inclusivity initiatives we do, the more present and happy people we get to have in our company. This directly translates into their output and performance and this in turn – directly into the company’s results and success.
I will gladly give another example of how we embrace, promote and celebrate diversity in our company. June, as you probably know, was the worldwide month of Pride celebration. For the first time in the history of our company this year we started talking candidly and openly about this topic with our employees, inviting the director of the LGBT Association in Estonia to discuss this topic during an open forum.
My logic is telling me – even if it is just one person who feels unsafe or insecure, and the same person sees or notices this effort from the company, my guess is that this person would think, “Okay, that’s good to know – I’m actually working in a company where they accept you being gay, lesbian, queer or transgender.”. If, let’s imagine, this employee comes back to their family and friends, and says “You know what? I am working in this awesome 21st century-minded company where they openly talk about these things!”, then for us in HR it is totally and completely worth our entire effort.
We are also aware and are openly discussing aspects where we know we are not exactly the best example when it comes to diversity. For instance, if I look at the top management team and the percentage of females represented on that level – I know for sure there is still room for improvement for us. And this is the exciting bit right here – we are aware where we can be better, and we are planning to work on that front to ensure higher gender equality and representation.
🔵 What metrics do you have in place to measure the success of your inclusiveness in the company?
We have quite a lot of metrics. Firstly, we have our key HR KPIs. We are constantly measuring and tracking our employee turnover rate (monthly, annual, voluntary, involuntary, etc.). We also consistently track our employee engagement scores, as well as eNPS. If we’re looking at more particular metrics, we have identified and set some specific diversity-related metrics, for instance, percentage of gender split.
Few other KPIs are related to pay equality. On that front – we have just done our internal analysis, and we are quite pleased with our findings. What is super important in my opinion is to measure those KPIs regularly, not doing an employee engagement survey once per year as some other companies still do. And this is exactly what we do in Entain – we follow and track our HR KPIs on a monthly, sometimes even on a weekly basis.
🔵 That’s an excellent thing! I’ve heard about companies doing their employee satisfaction surveys only once per year, usually during Christmas when everyone is happy because they received a bonus. That means they’re distorting reality.
The drawback in this situation is that most likely people in HR or heads of departments get a very tiny glimpse into employee satisfaction. They know how people felt on that specific day, once per year, giving them no valuable insights over the longer term.
We in our company are using an awesome HR tool called Officevibe, which enables us to track daily/weekly/monthly engagement rates and satisfaction, and measures happiness, relationships with peers, and a bunch of other relevant aspects. It allows employees to answer the questions completely anonymously.
Check out Entain Baltics & Nordics career page and open positions:
View all open positions
🔵 Could you name the essential insights, conclusions, or takeaways you’ve learned from the process of building a diverse and inclusive workplace?
I think the key to success here is actually quite simple: to genuinely, truthfully like and want to take care of people. Every time someone approaches you with an issue, question or complaint, it is essential to find the time and opportunity to listen to this person, give advice or consult, and help find a solution. It is vital to pay attention to your people. And the truth is quite sour in my opinion – if you are busy once and do not have time for that colleague the next time – very likely they will not come back to you. Ever.
I am hopeful that this behaviour of mine, and actions – the way I have been treating our employees throughout the years – have been noticed by my peers, superiors, subordinates, fellow colleagues, and that they have been inspired by it and have also adopted this way of thinking and the mindset of how people have to be treated in the organisation.
One more thing I will gladly share with you on a closing note – in order to build a diverse and inclusive workplace – you need to have a clear understanding, plan and a roadmap which combined will answer all of these questions: why do you want to build such an environment? What advantages will it give you? Do you have your CEO’s and colleagues’ back for it? Do you have the tools and resources for it? Are you sure it will be sustainable in your organisation? And most importantly – are people ready for it? If you have an answer for the majority of these questions – brace yourself and get ready for the journey! And I promise you it will be a very exciting and exhilarating one!
by Mikko Leo Selg | Apr 13, 2022 | Companies, Lithuania, Work in Lithuania
As businesses around the world start heading towards a data-oriented approach, they are looking for automated ways to analyze publicly available data. Such is the solution provided by Oxylabs, a company that provides data API platforms like scrapers and proxy-related infrastructure.
Recently we sat down with Zydrunas Tamasauskas, Head of Product Development, to learn about how they manage fast-moving engineering teams, their go-to technologies and the overall approach to developing new products used by Fortune 500 companies.
🔵 Tell us a bit about Oxylabs as a company. What are your products and what’s unique about them?
Oxylabs really stands as a great, fast-moving tech company developing data services. We work with world-class engineering solutions and product development activities, where uniqueness comes in many forms. Our engineering department builds solutions that are yet to be patented or even applied in practice with high load and distributed computing systems.
Our main products are proxy and web-scraping tools. To put it simply, we provide an infrastructure to gather large-scale public data using web-scraping technology. What’s distinct about our services is the quality – our clients are among the largest companies in the world, many being listed in Fortune 500.
🔵 What drives you forward in the competitive market?
Being one of the top 3 products in the field is a great motivation by itself. The question is how to move up from there?
We have no singular path forward, which is why we love to experiment, innovate and fail fast to stay competitive. I’d say this drives us the most. The notion of building something faster, more effective, and completely new to the world drives engineering teams forward and thus affects product and marketing too. This makes us feel like inventors that bring change to the market.
🔵 Are you a product or a data-driven company? How do you measure the success of your products?
I believe as a company, we are product-led and data-informed. Data can be inaccurate and misleading, so sometimes, we just need to trust our hearts and minds. Being one of the leaders in the industry means that there are no footsteps to follow. That’s why we use our qualitative and quantitative data to get an idea of what we are going to build next.
As we strive to build better products, we measure metrics like customer satisfaction, ease of use, adoption rate, support issues, and similar. Of course, from the business perspective, product revenue always plays an important role. On a personal level, positive feedback from our customers who use the product daily and love it makes us proud and drives us to do even better.
🔵 Is there a way to predict the next big thing in the market that might just be the game-changer?
Since we are pioneers in our field, a large share of the innovation comes from our own people. Most of the developers at Oxylabs have been using proxies or data scraping at some point in their careers, so we try to build products for ourselves. This helps us figure out new product ideas and use cases. Then we start with building an MVP (minimum viable product) and check if something sticks. If it doesn’t, we scrap it and go for another big idea.
Some MVPs can be done even without writing a single line of code by using no-code or low code tools. We live by the idea of failing fast, improving faster. So, to answer the question: we don’t try to predict the next big thing. We just observe what features our users adapt and keep polishing them.
🔵 What, if any, are the go-to technologies at Oxylabs?
We don’t consider ourselves ‘tech-purists’, so we constantly incorporate something new to our tech stack, but it also depends on the hiring market.
Here in Vilnius, PHP is the most popular language, which is quite a nice language for writing APIs. We use Python for parsing, scraping, and data analysis due to its awesome libraries. In the front-end, React is a no-brainer as we also build browser extensions, mobile apps, and desktop apps (Electron, React Native). Golang is a fast language, so it was crucial to use it in our infrastructure, which gets an insane amount of load. As our front-end developers are switching to full-stack, we are now also incorporating Node.js, which gives them a lot of new cool stuff to learn.
🔵 How do you know what is the right technology to go with? How to stay relevant?
The choices depend on what we are doing with the technology, the appliances or goals that we strive to achieve, and what talent pool we have internally to use it. We already have a stable technology stack, and we evaluate new ones if we see them potentially beneficial for the product or the engineering community.
At some point, there might be a situation where previously widespread technology or framework falls in popularity, degrades in quality, or the hiring market dries up. Then we have to take action and replace it with something new and more exciting. Relevancy is an important topic for us given the scale of operations – we currently provide services in 216 countries and sell over 100M IPs while offering 24/7 service reliability.
🔵 Technology, engineering, and challenges – Is it a golden ratio for tech employees?
Yes, I tend to agree. Times have passed when you could impress potential employees with the latest hardware. For tech people to feel appreciated is to create conditions for personal growth, trying new things, and bringing new ideas to keep boredom away.
Tech talent wants to contribute, to have colleagues that support them throughout, and probably most importantly – they want to solve challenges that expand their knowledge base. People naturally want to grow. What makes you thrive as an employer is providing talent with challenges and tools so they can achieve personal growth.
🔵 How do you maintain this golden ratio? What are the management challenges?
The management challenges are relatively small. Most of the management at Oxylabs has a technology background, so they have faced similar challenges and know both inefficiencies and best practices. Specifically, in engineering teams, we thrive in a feedback culture. We listen to people, help them remove any roadblocks, and welcome all internal initiatives.
This lets us make fast decisions and allows pivoting from one technology to another if engineers are looking for a change of pace. Some examples might be switching from PHP to Golang, React.js to Node.js, Python or Django to Fast API. The best thing is the absence of a lengthy approval process – in most cases, only the Project Manager’s or Tech Lead’s approval is needed before an engineer can change the tech they’re working with, as long as it will do its job and is stable.
🔵 And what about quality & customer satisfaction? What part does it play in product development?
Quality and customer satisfaction are interrelated and cannot be separated, as we are a product-led company. At Oxylabs, we employ dedicated teams for parts of the product life cycle. Technology, product metrics, product-market strategy, sales, and all other relevant fields – these are all just pieces of a single puzzle. Our people stand united and motivated to deliver the very best possible product.
It is reflected by our Trustpilot rating of 4.7 with over 300 reviews from paid customers. Since we are led by our product and not necessarily the market, user feedback is crucial. The e-commerce self-service world is harsh, and customers tend to turn away if they are not happy. When thinking about our delivery to the end-user, we always strive to make it as user-friendly as possible.
Check out Oxylabs’ career page and open positions:
View all open positions
🔵 Thank you for the conversation! The final question: What message would you want to send to future Oxylabs employees?
Be brave enough to try, fail, and learn from your mistakes to develop the future of the data world.