YouSaid · the spoken record

Robert Hohman

lines on the record: 102
first: 2018-08-15
most recent: 2018-08-15
sittings or episodes: 1
sources: podcast

Every line below is reproduced as it was said and linked to the record it came from. Nothing here is summarised or generated. Directory · Search · Corrections

“The worst stuff is probably around accusations of sexual harassment. Like, I guess the one I'm, yeah, okay, Non is jogged. Company, and then we agonize over a lot of Austin site, and we did allow it. Someone said, look, the CEO only hires blondes, and they disappear into his office for hours on end, and rumors fly. You know, and it's like, okay, are we going to allow this? Are we not going to allow it? Does it belong? Well, it kind of matters if you're a woman, a blonde woman, thinking to go to work here. And so we allowed it.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Meetings that we have where we get together. And we will pull over Is that okay? Or is it not? That is a great management meeting to have. I think I would like to be in that. It's funny, man. You like to Like the office, right?”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Well, okay. So, I mean, we get, can I just tell you on this topic some of the funniest, most memorable moments I have at Glassdoor are the content moderation meetings that we have where we get together like every couple months to revise the rules. And we will pull a review, by the way. We'll pull a review and we'll put it in front of us. We'll be like, does it belong or does it not belong? And like we have seen everything. We have seen more ways to spell fuck than you can imagine. And like we were debated it. We're like, well, if it's PHUCK, is that okay? Yeah. Or if it's a euphemism for it, is that okay? Or is it not? That is a great management meeting to have. I think I would like to be in that. It's funny, man. You like to pull them out. And then, of course, you get the really, really serious accusations, but like most of it's pretty funny.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“I don't know. Maybe Jeff believes that. I don't think he does, though. I mean, he's about connecting people with economic opportunity. In many ways, they have a broader mission in some ways. Yeah, we're kind of focused on a more narrow slice of it of like, we want to help people get jobs. And that was recruits mission and indeed's mission. And so, you know, that all aligned really, really well.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“What's that owned by Microsoft? Hopefully a little distracted, you know, off integrating their data into all kinds of other things. I will say this. Amazing data, I don't know if in their bones they're a recruiting company. So, the thing that drew me to recruit is like in our bones, we are helping people find jobs. That's why we get up in the morning.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Fundamentally, hiring is a matching problem. You're taking a company and you're taking people and you're being like, who would do well? And that fundamentally is a data problem. And data problems fundamentally are typically scale problems. And we're pretty big. We see 60 million people a month to our service, but we're not as big as recruit or indeed. And so having indeed as a sister company and being a part of the recruit portfolio and allowing us to begin to think about ways that we can use our mutual scale to do this, we can begin to, I think, help people find jobs at levels that”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“You know, Asia could be different. Asia is something we'll tackle probably in the next year or two, and that may be where we begin to see our first real deep cultural differences. We'll see. That's big for us. So obviously. We agreed to be acquired by recruit just a couple months ago. And so that's exciting because”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“It turns out they do, right? It's exactly almost exactly the same. And, you know, the French are pretty much the same in the UK. With a lot more.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Uh... Rudderless companies that don't seem to know where they're going, what do people typically complain about? We don't study bad that often. We study the things that make companies great. So I'm trying to think anecdotally what I've heard. You know, again, a lot of it'll go to the leader. You know, people will complain a lot about just a hypocritical leader that just You know, says one thing and does something completely differently, and nothing tilts people as much as that.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“So that's one. So, you know, clear direction, clear leadership. It's a key one, too. It's not just the CEO. People talk a lot about senior leadership as a group, who the CEO allows into that circle. Really speaks volumes about what they truly believe and can't be underestimated. That one shows up again and again again too.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“The consistent themes that we see around, I'm drawn to the leader because it typically has a lot to do with the leader. Clear communication around a bold mission and vision, like Trump's wins, not that Trump wins the day again and again and again. And you can just point to these leaders who are just really good at saying that's where we're going and communicating it again and again again. Everybody understands that and they feel like they're a part of it. And they could be making, they're not tech companies. Like I remember like in 2008 Caterpillar, the company that makes backhos and stuff laid off had a huge layoff and their ratings went up because their leadership did such an amazing job actually outlining like this is the mountain we're climbing. Those of you that are left, this is what we're going to do and like people deeply appreciated it.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Recruiting company at the end of the day. We help companies hire We do, so we make most of our money by helping companies hire on the platform. So they list jobs, they can sponsor jobs, they can have a why work for us section on Glassdoor, explain their mission, vision, values. Because job seekers will tell you they really value what the community says, but they want to hear from the company too. They know that that's the other side of the coin. And then sure, like”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Right. So, where does it go from here? Where does it go? You guys make money. How? How was the. We're recruiting companies at the end of the day. To help companies hire. Hire. And giving them insights into what people think about their company, correct? We do.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Relative to the guy next to you on the assembly line, you were not interchangeable anymore. And that meant your opinions were something that had to be dealt with.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Oh, sure. Again, the force of transparency in the world. And also, what's happened to, you know, is this balance of power, especially in knowledge workers? So if you go all the way back to the 1950s, right, like, you know, the labor economy, labor was completely interchangeable. And if you didn't like what was going on here, I'll just replace you because on the assembly line, I just need you to do this thing. As we became a tech and knowledge economy over the last 70 years, talent began to matter. You actually could make a big difference”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Speaking up. I get that. I was just using the Trump as an example. I get that, and I think that's absolutely their right. I mean, my father-in-law refused to serve, he flew peacekeeping, he flew food aid missions because he refused to drop bombs. And I think that's your right, right? That's just an extension of something that happened in the 50s. That's a personal decision.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Plac Get real value for. Place, I don't think. I don't think that's what it is. I'm talking about they have opinions, these employees have opinions on doing work, like Google people don't want to work on defense department things. They don't want to, like, there's a lot more.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Evolution and extension of that. Now, this is a very small group of companies, and we should acknowledge that, but I think that's what we're seeing is that people are bringing more of their entire worldview to work. Now, I think it's a very complicated, like, you know, sticky subject. Like if you're CEO of a fact is, if you're CEO of a company of any size, you've got dramatically different worldviews. You've got people that have voted for Trump, you've got people that didn't vote for Trump. You've got people that are everywhere in between. And you can't claim to be an inclusive environment if you're going to tell people who voted for Trump that they have no place in your workplace.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yes, for sure. Well, I think at a macro point, here's what I think has happened. I think that. In our parents' generation, and I even to a degree in our generation, you were expected to sort of check your heart at the door on your way in and come do your work and pick your heart up on the way out on your way out the door. Your philanthropic work, you do good work, whatever you felt was important was supposed to be separate and from work. I think starting with the millennial generation, it's called people under 30, we definitely see this clearly in the data too. They are demanding that companies break down that dichotomy. And in fact, they're rewarding companies who are able to align their work with positive impact in the world. They want to know, like, you know, I'm working 40, 50, 60, 100 hours a week. Tell me how I'm making the world a better place and I'll give you incrementally those companies can pay a little less. They get real value for that. I think this is just the next.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“It's not even a first world problem. I don't even know what world it is. It's a fantasy world problem. But I like that the idea of complaining to the boss, like the flat structure. Talk about that concept, like the idea it's been around this concept of complaint, but right now people are not just complaining, they're wanting to do something about it, like Google going into China. There's a huge hubbub going on internally at Google and a very vocal group of employees who do not want this to happen. Same thing with Microsoft and ICE using ICE or people at Google. Just all over the place. employees are sort of rising up and they are really the base if you want to use a political term of these CEOs.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“I've been at many of them. I think there is. The coffee, the coffee, whatever. Limited coffee flavors. Whatever. I've gotten that one”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Demanding this Lots of companies now have all these message boards, they've got all these internal ones, just like what you're doing, where I've written about ones at Yahoo, ones about Facebook and different things like that. People can be very, very clear about what they don't like. And I think a lot of these companies like Google and others have encouraged that. Real complaints, and I remember Sir Ganny had started their Friday scream at Sergeant Larry sessions, essentially, which I liked. I've been at many of them. I think they're astonishing what people complain about. It's usually like the pudding wasn't good. I'm like, stop it. I know. The coffee. The coffee. Whatever. Limited coffee.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, I think that's fair. And the good news is, you know, Gen Z and even millennials are demanding this. They want to work at a place that is inclusive and that is taking these things seriously. And if they're not, it'll take time, but they're going to hold them accountable.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, well. It's just like that's not okay. You can't say that. Over and over again. So at some point, it's like clean your room. You know what I mean? Like it's ultimately, I make a joke and I don't think I believe it fully. It's unconscious bias versus conscious. I think some of it's very conscious. And it's not because it never changes because once it's pointed out, it still doesn't change. And so therefore. You're aware of it, and what it happens is a CEO doesn't put it on the list of, like you were saying, it's number four or whatever it is. It's often number 14 and not number one, and it never will get to number one and therefore will never happen because it's got to come from the top down, as you know.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“I see a lot of ignorance around this topic where people are like, what did I say? Yeah, well, it's just like that's not okay. You can't say that.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Place at a company Company Right. I'm not a shrinking violet, but I've had so many imagine doing a sexist remark to me, and I've had it. So it's like, you know what I mean? And so therefore, people who have”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“That's more to do with once they're then in place at a company. Right. How, like, is there bias within the company? And I think we definitely can do better there for sure if these stories are not a string.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“It is, but it's real. So, like, you know, the blind thing doesn't resonate that much with me, only because, you know, look. If the person can code, we don't care. And I know almost everybody I work with doesn't care what color they are, what religion they are.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“I think it's a great idea, I guess. I think it's a fine idea. I guess, you know, so I think what's challenging is in the Bay Area in particular, bias in hiring right now, I think, takes a couple forms. I think it takes the form of the community or what already exists in the company. Like some workplaces are just not clearly friendly to women or that's something that has to get better. And then I think there's this massive problem upstream, which is that, you know, certain groups and women, another groups have been being told for years don't belong in these careers or whatever else. And so we're reaping the benefits of that still. And it's going to take years for that to work through. Girls in code and minorities in code and a bunch of other organizations that they're starting to fix that now is still going to take 15 years.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“That's fair. So I think it was Alan Powell who was on stage. I was talking about this idea of blind hiring. People have talked about that concept of not knowing who the candidates are. What do you think about that?”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“So, opportunities for growth is there. Confidence in your leadership is there. And it's like money is like number four or something like this. It's not even in the top three.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, I know. Well, so at Glassdoor, what we do now is we started using this. So, our economist built this model that basically looked at our, when we do reviews every six months and when we give pay raises and bonuses, now we can basically look to see, do we have gender bias once we normalize for tenure and job title? And we found that we didn't. But what's awesome is once you have that model, every time we do reviews and every time we give raises, we can see, do we introduce anything into it? Right, right. And you can look at reviews scores. You can look at bonuses. Is there any groups that have biased bias?”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“It seems to be true, yes. Yeah, yeah, which is interesting. And then you don't know what to do about it. Like, what do you do? Please ask for more money. You're not really, that's not really your business. Yeah.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, because you don't want anecdotal. Anecdotally, I can tell you, men are more aggressive asking for money as a boss. It's 100%. That's not everybody, but it certainly is a clear, you can feel it. As a broad.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yes, and that's helpful too because then that's a number that I think a lot of people go, I could see how if I weren't really paying attention, 6% could get by me”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“10% of its job title. So career sorting. Women are told sort of from an early age, you don't belong in tech, you don't belong in math, you belong here, and they tend to be lower paying jobs. When you take those, and I'm not excusing those two, but it helps to understand them. It helps to understand that like, okay, career sorting makes it this much of a difference. Then there's 6% left.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Yeah, yeah. So that was one. You know, one of the biggest ones that I think has been fascinating is because we have so much pay data. And not only in its detailed, and it's down to the person and their job title and their location and their company, we were able to unpack the pay gap in a way that I don't think anyone had been able to do before. So you've heard the data that says women are paid 76 cents on the dollar for a dollar of men. That's true, but it's a broad average, which isn't that helpful. And I think actually doesn't help the cause. Because if you say that to me or any other leader, like I think we go, I don't pay women 26% less. Like, that doesn't make any sense. It doesn't resonate. If you unpack it, it's like, I forget the exact numbers, but it's like 15% of it's like tenure. And women have typically less tenure because they drop out to have babies and for other reasons. And then the rest of it is job titles. Or another...”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“I've heard a lot of candidates And then they don't do well, and they're like, oh, look, we hired diversity and they didn't do well. It just goes, it's like you didn't do anything to change the way it was done. Anyway, it's an interesting. Yeah.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“I guess that's fair that companies have been slow. I heard a lot of them to invest candidates. I think that's probably fair that companies have been slow to invest in this.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Training and managing you're right. Leaving people up who aren't used to, you know what I mean? Moving those people up, they just leave them and then that's it. They think the hiring is the last stop on the...”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“That was fascinating. This is one that's fascinating. It was either the number one or number two driver of employee satisfaction was growth opportunities. And in particular it skewed. The more knowledge worker you got and the more you got into large metropolitan hubs, the more true it became because what people are doing is on the day they are dropping into a job, they're basically starting to think about their next job. And so what they're doing is they're basically saying, what can you do to help me in the two or three years I'll be here so that my next step will be a step up? And that is what can be really.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Zuckerberg. Right, right, right. Yeah, yeah, they're different. And then there's other things that work into it is where you want to go from there and it's corporate reputation and other things like that. So what else? Give me another one. That's really interesting. So that was fascinating.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Not every workplace is the same. You're dead right, and they're totally different, right? I mean, Allison's environment is totally different than Zuckerberg's.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Those rich people want to get bees. That's their beeswax. You know, you pick what you want, like you pick the kind of place you want. Not every workplace is the same. I think that's the hard part is we imagine workplaces should all be the nice, same, nice place. I mean, you pick Allison for a certain thing and you pick Google for a certain thing. I'm just picking tech companies.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“And companies. And so, like the New York Times article about The To go after this admission. Actually, that was one interesting issue I had with that. I mean, I think being sort of shocked by it, I was like, they like it and they pick there. Exactly. Exactly.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Well, so and we hired an economist to basically then begin to bring some science to bear on this. Let's see. My favorite findings on this. Did you know there is an Inverse correlation between work life balance and CEO approval rating, meaning the lower the work, it's slight, but it's there. The lower work-life balance is typically the higher CEO approval rating is. Well, as you go in unpack it, what you find is it is, people are willingly trading off work-life balance to go to work for these iconic leaders and companies. And so the New York Times article about Amazon and about Bezos, you know, slamming Amazon's work-life balance, like we had given the Times, like all this data, which kind of contradicted their article, because what it said was, yes, Amazon has terrible work-life balance. That's not the point. The point is people are willingly doing that to go after this admission. Actually, that was one of the interesting.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Interesting. We have avoided glass door speculating on these companies for conflict reasons. What we have done, though, is, and we have this great vantage point with which to say, what are the patterns we see in great companies? And we publish this best places to work list every year, and then we can look and see, like, okay, well, these 50 companies do all the same. And we publish a lot of stuff. All right, talk about that.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Right, Right, okay. That's interesting. So your goal is to get people to understand where if they're going to talk about working somewhere, you ever thought to do more editorial things where you take the synopsis of what people say and then do that? Can you talk about that? Yeah.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“You're used to the Bay Area, pulling the Bay Area for sure just because there's such a shortage of tech workers. Right. Okay. But I don't think in the general economy, and certainly outside the United States and the world economy, it's pretty balanced. You know, the bluer you go, the more push it is and the more knowledge worker you go, the more pull it is, I would say. Right. Okay.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT
“Right. Tell you what it's like there. And ultimately, the idea is to give people, place people where they belong, because it's usually a pull situation where the companies pull into, like they pull from LinkedIn or they pull versus a push situation where employees select companies they like to or not.”
2018-08-15 · Decoder with Nilay Patel · Recode Decode: Glassdoor CEO Robert Hohman · IDENTIFIED FROM THE TRANSCRIPT