G2

Anna H.

HR Manager

Computer Software

Mid-Market (51-1000 emp.)

7/24/2026

"Spend less time posting jobs and more time hiring top talent"

4.5/5

What do you like best about ZipRecruiter?

Publishing a role in ZipRecruiter is fairly straightforward. We can start from a Job Description Template, adjust responsibilities, compensation, benefits, and requirements, then distribute the opening across more than a hundred job sites from the same workflow. From an HR perspective, that removes a surprisingly unproductive part of recruiting: logging into several platforms, pasting the same description, fixing the formatting again, and later trying to remember where each role was posted. The templates help us move faster, but we never publish them untouched. They are a starting point, not a substitute for understanding the position. Smart Matching Technology works best when the role has a recognizable title and a skill set the market describes consistently. Once the job is live, ZipRecruiter surfaces profiles that appear relevant and can invite those candidates to apply, so we are not relying only on people finding the posting among hundreds of similar results. For administrative coordinators, customer service, inside sales, field technicians, and operational supervisors, we usually begin seeing plausible candidates fairly quickly. Review collected by and hosted on G2.com.

What do you dislike about ZipRecruiter?

The matching still needs context: during a search for an HR generalist, several candidates looked strong because their resumes mentioned employee relations, benefits, and compliance alongside a recruiting background. Technically they seemed reasonable matches. During the calls, it became clear that some had only supported those areas indirectly and had never owned them. We adjusted the screening questions and started looking more closely at the depth of each responsibility instead of treating every matching keyword as equivalent experience. Review collected by and hosted on G2.com.

What problems is ZipRecruiter solving and how is that benefiting you?

A new location was scheduled to open in six weeks, and we still needed to hire supervisors, customer service staff, and two administrative coordinators. Our initial postings produced very different results depending on the role, so we rebuilt each vacancy in ZipRecruiter using job titles candidates would actually search for. Job Description Templates gave us a solid starting point, and the hiring managers helped strip out requirements that had been copied from older roles and no longer matched the day-to-day work. We added Screening Questions focused on availability, location, and specific experience, then reviewed the first batch of applicants before using Smart Matching and Invite to Apply to reach candidates who hadn’t found the job on their own. For the supervisor roles, we also searched the Resume Database, filtered for recent activity, and sent personalized messages to people who had led similar shifts. The first week brought plenty of volume, but too many applicants couldn’t work the required schedule. We turned that into a disqualifying question, which stopped us from spending review time on candidates who could never meet the basic conditions. From there, viable profiles were passed into our ATS for interview coordination and scorecards, while ZipRecruiter stayed as the sourcing and distribution layer. Overall, it helped us build the pipeline faster, cut down on low-value screening, and keep hiring managers aligned on the same criteria without HR having to manually manage postings and candidates across multiple job boards. Review collected by and hosted on G2.com.