We've all seen the many news reports detailing the proliferation of fake news. Fake news sites, spreading fake news on Facebook and other social media sites -- especially considering evidence suggest that the fake news phenomenon impacted the recent Presidential election. (According to Pew, 44% of American adults get their news from Facebook). In my book, that's terrifying.
Which is a cleaver lead-in to this: How reliable is anonymous user-submitted data on sites like Glassdoor?
In an SHRM article written by Caryn Freeman, titled, Companies Fight Bad Online Reviews with Lawsuits, she writes, "As social media continues to impact consumer decisions - 67 percent of people are influenced by online reviews, according to SEO consultancy Moz-some companies are taking legal action against negative reviews on websites."
I'm sure many of you who've followed the growth and popularity sites like Glassdoor, Salary.com, and LinkedIn are aware of a number of lawsuits and subpoenas being filed to reveal the identities of anonymous users.
Welcome to a HR Tech/TA Technology Channel Podcast on TotalPicture Radio, I'm your host, Peter Clayton.
Joining me is Jason Nazar,co-founder and CEO of Comparably, a tech startup taking on Glassdoor, LinkedIn, and Salary.com as the best new online destination for job monitoring, transparent salary, and culture data. The word disruptive has become cliché - I almost hesitate to use it... but I believe disruptive is the only adjective to accurately describe what Comparably is up to.
Jason, welcome to TotalPicture Radio.
In addition to your leadership role at Comparably, you're something called 'Entrepreneur in Residence' for the City of Los Angeles - tell us about your background.
What is the value proposition for Comparably for employers, and how does Comparably differ from Glassdoor?
Is your focus exclusively on technology companies?
I've often thought of anonymous review sites as bifurcated: Meaning you attract people who absolutely love their jobs and company, or hate their boss, think their job sucks and can't wait to find a new job. Leaving most employees completely out of the equation. What's been your experience?
Speaking about clients, according to your PR material, an impressive list of companies use the site, namely: Netflix, Uber, Intuit, Salesforce, Twitter, Priceline, SpaceX, PayPal, eBay, and Airbnb - what attracted these tech savvy heavyweights to your service?
What differentiates your service from Salary.com?
So let's shift 180 degrees and look at Comparably from a job seeker's perspective, same question - what do you offer that's different (or better) than Glassdoor?
Back to the beginning for a moment - and the SHRM article. Quoting an attorney, "I think a first caution to those making comments online is that free speech does not protect all speech, and certainly [not] false statements." What's your take on this issue, and what is Comparably doing -- if anything -- to monitor your site for user submitted reviews the are clearly fake, malicious, or libelous?
How can job seekers use Comparably to better understand their market value?
Is Comparably a job board?
What haven't we covered that's important to know about Comparably?
Jason Nazar - TotalPicture Radio Transcript
Welcome to TotalPicture Radio. Today's HR and TA Technology podcast featuring Jason Nazar is sponsored by Jobs in Pods, the cleverest way to advertise your jobs. Jobs in Pods is a podcast, a jobcast, a blog and a YouTube video, all on one platform. Visit jobsinpods.com where real employers talk about their jobs and how to get them. Mention TPR when you book your first jobcast for a $50 discount. That's jobsinpods.com.
Now, here's our interview with Co-founder and CEO of Comparably, Jason Nazar.
Welcome to TotalPicture Radio. We've all seen the many news reports detailing the proliferation of fake news, fake news sites spreading fake news on Facebook and other social media sites, especially considering evidence suggesting that the fake news phenomenon impacted the presidential election. According to Pew Research, 44% of American adults get their news from Facebook. In my book, that's fairly terrifying, which is a clever lead into this.
How reliable is anonymous, user-submitted data on sites like Glassdoor? In a SHRM article written by Caroline Freeman titled "Companies Fight Bad Online Reviews with Lawsuits", she writes, "As social media continues to impact consumer decisions, 67% of people are influenced by online reviews, according to SEO consultancy Moz. Some companies are taking legal action against negative review on websites."
I'm sure many of you who followed the growth and popularity of sites like Glassdoor and Salary.com and LinkedIn are aware of the number of lawsuits and subpoenas being filed to reveal the entities of anonymous users.
Welcome to an HR Technology podcast on TotalPicture Radio. I'm your host, Peter Clayton. Joining me today is Jason Nazar, Co-founder and CEO of Comparably, a tech startup launched in March of 2016, taking on Glassdoor, LinkedIn and Salary.com as the best, new online destination for job monitoring, transparent salary and culture data.
Jason, welcome to TotalPicture Radio. I'm really excited to have you on the show.
Jason: Thanks Peter.
Peter: So in addition to your leadership role at Comparably, you're something called an Entrepreneur in Residence for the city of Los Angeles. Tell us a little bit about your background.
Jason: Mayor Garcetti's really just done an amazing job of reaching out to the business community and the tech community, and he modeled what a lot of venture capital firms do by having an Entrepreneur in Residence. So this year, myself and an amazing woman named Eva Ho are the two EIRs for the city of L.A and it's our job to liaison between the mayor and his office and the entire business community. Then we each do one large project for the year.
So in my case, on January 26, we're doing the largest ever tech job fair in L.A. So 200 of the top L.A. tech companies will be out there. We're going to get 2500+ job seekers coming out for the day. I'm taking on that project and then just really working to help bridge between the city, the mayor and the entire business community at large in Los Angeles.
Peter: That's really exciting. What a great idea.
Jason: Yeah. The mayor's a really exceptional person and we're all really proud to have him leading the charge here in Los Angeles.
Peter: Great. Alright, so to Comparably, what is the value proposition especially for employers and how does it differ from what Glassdoor is doing?
Jason: Absolutely. Comparably, we monitor the job market to help people find the best careers, compensation and companies. So we have a value prop for anybody working today, which is we think we can meaningfully help you and your career by making sure that you're paid fairly, by understanding what it's really like to work in different companies, and matching you to the best companies.
We launched in March of 2016. We're off to a really fast start. Lots of people are using the platform and what we have is a set of tools and solutions for employers that do three main things.
So you can go to comparably.com today as an employee and sign up to get everything for free. You can go as an employer and sign up and get everything for free. For employers, we do three main things. One, we give you access to our entire database of salary records, which is extremely robust and helps you find specific comparables that you couldn't anywhere else.
The second is that we give you competitive culture analytics where not only you can see how your own employees are rating you in-depth, but how you compare to your competitors in the market and get deep insights on where you need to improve as an organization.
And then the third is we let you post jobs for free but more importantly, we just automatically match great candidates to your company. So we help surface thousands and thousands of quality tech candidates that want to work at your organization and provide all of those candidates to companies for free.
So it's a pretty valuable proposition and to your original question, we've got a ton of respect for Glassdoor. Obviously their mission is similar to ours, which is to help make workplaces more transparent, to help people in their careers. I think what you'll see with our platform is we're just taking a very different product approach.
They started in 2008 or 2009 when I started my last tech company, and their platform is still largely centered around that first thing that they built. We have a completely new approach. We focus more on structure data. We have a different and unique way to match candidates, so we think that we've got something that people are going to continue to really gravitate towards.
Peter: So what was your previous tech startup?
Jason: My last company was Docstoc that a lot of people know about.
Jason: I started in 2007. I sold it at the end of 2013 to Intuit and Docstoc was the largest ever content site for small businesses. So at our peak, we were doing 30 million unique visitors a month. We had 50 million registered users when we sold the company to Intuit, a lot of them that were paying monthly subscribers. We provided basically any document you ever needed for your business, legal, financial, business as well as content, videos and articles to help you start and grow a small business.
Peter: So what was the inspiration for you in starting Comparably?
Jason: It was a couple of things. After I had sold Docstoc, I basically spent a decade of my life helping people start and grow their business. I'm pretty well-known for speaking and writing on that topic. I write a lot on Wall Street Journal and Forbes, and Business Insider and Fortune and I really try to help you as much as I could in their pursuit of following their dreams of starting their own company. I think for me, I wanted to do something at a level even bigger than that and try to help employees and organizations of all sizes.
And then I had my own personal journey which is, I started Docstoc when I was 27 and I really made a lot of mistakes, especially when it came to team building and culture. I was very - I often thought that culture was something that just didn't matter, especially in an early stage company and I couldn't have been more wrong. I couldn't have become a bigger convert towards the importance of culture.
So the impetus of starting Comparably was how to make work dramatically more transparent so to make company cultures better and we also felt that in that process, one of the things that was super important about transparency is pay. There are two big things that everybody cares the most about at work: what are they getting out of the experience in terms of quality, fun, learning advancement and how are they compensated for their effort, time and energy?
So those are the two things that we focused on to start, and really it's our goal from a high level mission standpoint to make work transparent and rewarding for both companies and employees. We just want to do something that meaningfully helps people find their best careers in a different and unique way.
Peter: Jason, your journey sounds very similar to that of Tony Hsieh at Zappos, who I interviewed several years ago and who had the same sort of epiphany about the importance of culture. Of course, Zappos is one of those companies that is always referenced when you talk about the importance of culture and how employees fit in and draw off of each other's experiences.
Jason: Perfectly well said. Tony was a huge influence on me. I've known him over the years. I get to run into him every so often at different conferences. I'm a huge fan of his. I did a big interview with him on stage at Las Vegas a couple of years ago that you can look up. Just put in my name and his and YouTube. His book on happiness had a profound effect on me, not only on a personal level but on really wanting to make sure that I built a company culture from the ground up where people were happy and engaged. And we went the extra mile in every way to make sure our customers and users were having the best experience and I think there's almost nobody that does customer service better than Zappos. I mean it is literally just the gold standard bearer for the best customer service, especially in the category of e-commerce. And I think that there's a lot that we can learn from him.
Peter: Absolutely. When you talk about the customer service piece of this, I mean most businesses that are focused on using call centers, the metric is how fast can I get this person off the phone. That's completely the antithesis of what they're doing at Zappos. They really want to engage you, which I think is something else that, talking about what you're doing with Comparably and what so many other companies are doing today that are in the recruiting and HR, and talent acquisition space is trying to engage with their audience.
I think that's something that Facebook has done really well with its groups. My experience with Facebook now is I'm far more engaged with the Facebook groups than I used to be in LinkedIn Groups, making their platform so accessible that it's easy to create these relationships.
Jason: Absolutely agree.
Peter: So back to Comparably, is your focus exclusively on technology companies?
Jason: No, but definitely try to make sure to have a big focus there to start in terms of employee base. So if you look at the kind of companies that are getting rated and reviewed, they're all over the board. So Ford, PepsiCo, and then some traditional tech companies like Google, Facebook, Uber.
If you look at the kind of candidates that we're focused on driving, we still are largely focused on driving in tech candidates. And what that means is that as far as the kind of ratings and reviews and salary data that we have overall, you find a lot of that outside of the tech.
But for the third part of our value proposition, which is matching great candidates to great companies, we are largely focused on tech candidates to start, and that's simply a function of resources. We can't do everything all at once for a young, small company, there's 10 of us full time. We've raised quite a bit of money, but I think we're thoughtful and judicious about how we build a really massive business, and in our case, focusing on that one candidate set and delivering really excellent tech candidates to companies is in our best interest and the best interest of the platform.
Even if you're not a tech company, you're often hiring these tech candidates. That's what our focus overall for the moment.
Peter: To that point, whose most in demand almost universally are tech people, right? Geeks out there that are very hard to find, very hard to engage with, very, very difficult. I mean most of them aren't even on LinkedIn because they just got tired of all the inmails they were getting from recruiters. I think that's a smart decision on your part, is to focus on something that is so critically important today and so needed in so many different types of organizations. That's a good sweet spot for you guys.
Jason: Thank you.
Peter: So this anonymous reviews thing, I've often thought of that as being bifurcated, meaning that you attract people who absolutely love their jobs and love their companies or absolutely hate their boss and think their jobs suck and can't wait to find a new job, leaving most employees, like 85 to 90% of them out of the equation. What's been your experience since you started Comparably with the anonymous reviews?
Jason: I absolutely agree with you and that's why we try to do something really different than what everybody else did. So if you go to comparably.com and in our header click on Companies, you'll see that the way that we do reviews of companies is different than anybody else. What we largely do is focus on structure data.
What that specifically means is we ask people to anonymously review a company, but we ask them specific yes and no questions. We ask them to rate a company on different categories from 1 to 10. We give them multiple choice options and by starting there, what we believe is that you don't get the kind of folks that are just coming to a webpage to publicly trash their company. Or on the other side, somebody that was asked to go there by their manager to leave a glowing review.
And we have a lot of written reviews, but in our case, the written reviews complement the structure data that we have and explain why somebody is rating a company highly or poorly, and you have no one employee that can just completely trash a company and make it seem like the worst place ever.
So one of the things that was really important to me when we started the company is I didn't want to be just another site that let people just vent about their experience. I think seeing lots of written reviews is very helpful. Myself, I enjoy reading about what people are saying. But you miss out on a lot of the context. You can't see at a glance what people at different departments think about the company, which is a really big deal.
Often, how a sales department thinks about a company versus an engineering department is drastically different. You can't easily on other platforms how male versus female employees rate it. You can't see how people with different ethnicities think about their experience. You can't see how people that have worked at companies at different periods of time, of a different tenure think about it. And that's exactly what we do.
We give these really insightful, easy-to-digest snapshots based around structure data and then complement it with written data. So we're trying to solve exactly what you brought up, which is to not be a platform that just has the most glowing reviews about a company and the most awful reviews and you're left wondering, okay what does this really all mean? I think one of the reasons you're seeing so many employers gravitate towards using our solutions is because they can get this really insightful data that they can't find anywhere else. So we're really proud of the fact that we are doing something different and better I that category.
Peter: To what you were just talking about, let's face it, the old song is that employees don't leave companies; they leave their bosses or their managers.
Jason: Very well said.
Peter: Right? So back to my intro of this interview, when I was talking about the proliferation of fake news sites and fake news reports. How do you vet this to know that the people that are submitting these information are credible?
Jason: We do a couple of things. First off, we have double opt-in verification, which a lot of other platforms don't. So what that means is you can't just go and leave any comment on a company page and not even verify that you're a real person or just somebody that doesn't have malintent. We do a lot of IP matching to make sure that if someone says, hey I work in this area, I work in wherever, in New York, San Francisco, Los Angeles, that it matches up and we use it as a qualification.
But the biggest thing is if you look at our platform, we don't really create any incentive on the platform itself to want to go and trash a company. The site's not set up that way. I know that there are some other platforms that really encourage kind of all sorts of reviews, and in some cases negative reviews. Because Comparably is centered around structure data, there's almost no incentive to go in and lie because your data set just becomes one of a larger part of many other people, and you can't stand out as one person that reviewed to either make the company seem amazing or to make it seem horrible.
So we're really happy about the fact that we think on our platform, there's an extremely low amount, if any at all, of folks that are lying about who they are because there's just no incentive on the platform to do so. And we also have lots of checks and balances to prevent it from happening.
Peter: I want to talk to you about a number of you early adopters of the employers using your site, which is a really amazing list: Netflix, Uber, Intuit, Salesforce, Twitter, Priceline, SpaceX, PayPal, eBay, AirBnb. What attracted these savvy heavyweights to your service specifically?
Jason: I think a couple of different things. I mean I'm biased, but I'm hopeful that people see that the product experience we're building is different and better. So again, to what I was saying, we really provide a different level of insight and data to companies because we focus on so much structure data. So they get something different they can't find other places.
The second component, really quite honestly, is part of our team. Our code between the four co-founders that started Comparably with me, we've started 6 companies. We sold 5 of them. We recently brought on the president of eHarmony to be our CMO. So I think (A) there's a lot of personal relationships that we have, but there's also a lot of credibility that we started off with day 1 that gave these larger companies comfort.
Then I think that it doesn't hurt for the fact that the tools are free. We're focused on growth right now, so we're providing - there are a lot of companies that we've sent thousands of candidates too, and it hasn't cost them a single dollar. And they haven't even had put in a single job posting. They just show up there like magic. And these are great, quality candidates: engineers, product managers, designers, folks in marketing.
We give a really amazing set. We just had launched our latest version of our culture analytics and there's a big write-up on TechCrunch about it that drove in a lot more employers. For folks that are using our solution, I think they see there's nowhere else that you can go in and get competitive analytics on how you're doing versus your competitors in the market where you can see how your product department is rating your company and your CEO, versus your five biggest competitors; where you can see how your female employees, what kind of experience they're having versus your competitors; where you can see how folks of different education levels and people of different tenure, what kind of experience they're having at your company versus your competitors.
So I think the mixture of the product value proposition, our credibility as a founding team and the relationships we have, and the fact that these tools and solutions are still free and will be so for quite a bit longer, help a lot of these folks want to start using our solution.
Peter: So is the long term goal here, once you start charging for your service, is this similar to what Glassdoor is doing with charging the employers for access to your databases, your information and your candidates?
Jason: We'll have a set of paid solutions for employers and it will really be geared around helping them find great quality candidates. So it's a pretty good value prop. I've used recruiters for many years and there's a lot of roles I hire where I have to pay $20,000/$30,000/$40,000/$50,000 bounty for the candidate. So if we're able to meaningfully driving those same candidates to companies at a fraction of a cost, I think that's a pretty good deal.
And then on top of it, we have this incredible salary database, which obviously folks are paying for similar products on salary.com and Payskill. They have all these culture analytics that I think, as I mentioned you'd be hard pressed to find exactly the way we do it in other places. So we feel good about the fact.
We've had folks offer and want to pay us for our solutions today, but we're still a young company. Our focus is on making sure we're delivering a ton of value to both employers and employees, to getting as many people using our solution as possible, and just continuing our growth. We think if we serve people's needs really well, the revenue is going to follow suit.
Peter: And on the candidate's side, are you planning on keeping that to be free?
Jason: Yeah. The product's going to stay free for employees. There are no plans to charge for any of those tools. We think we can do something really different in the way that we build a relationship with folks. And we're not just going after people that are actively looking for a job. The vast majority of people on our platform are currently working.
Jason: But we've really built the platform and we're going to continue to build the platform to monitor the job market for millions of employees and help them find the best careers proactively, help them understand what they should get paid and help them find and discover the absolute best companies that would be the best fit for them and get a transparent look into a company's culture. So there's no plans to charge on the employee side.
Peter: I would like to go back to something you were talking about a little bit earlier and just have you give us a little more context and unpack it a little bit more. And that is the way that candidates or job seekers or people that are just curious about salary compensations in different markets, what's the best way for someone who's first coming onto your platform to engage with you and to look for the information that they're trying to find?
Jason: It's a pretty user-friendly platform. We really try to design it where in just a brief amount of time, we give you access to a lot of data. So let's say you were new to comparably.com. You go there and sign up and we're going to ask you some questions about who you are. We keep every single part of your identity completely anonymous, so there's never a case where anything about your personal identity is exposed publicly on our side or shared with anybody until you proactively say that you'd want that to be the case for a job matching, for example.
Within about a minute and a half, you can get access to all of our rich salary data. And part of what makes our salary data so different is how specific we get. So for example, we can show you what people like you at a similar size company are getting paid at companies that have raised a similar amount of money of their tech companies, how that data breaks it down by gender, ethnicity, education, experience, level of the candidate, location obviously. And then even in tech, we let you know how much people are getting paid in equity and stock option grants in your role, which is data you can't really find anywhere else.
So part of what's so unique to the candidate is that we can really tell you, hey people just like you in situations very similar to you, here's what they're making so this is the best possible comp of what you should be making relative to market, that the market that's just like you.
Then after that, what we typically do is we try to engage folks around our culture surveys. So we have a huge percentage of our users that answer 20, 30, 40, 50, 60 questions on what it's like, what their work experience is like overall. It's just a really fascinating way to understand and benchmark yourself versus the market. So what kind of experience am I having at work, relative to my peers?
We all tend to think that the grass is greener somewhere else. So to give people this real, deep insight into what kind of experience they're having versus people just like them. If you're a marketing director, what kinds of experience are all other marketing directors having?
So we do a really good job of engaging people that way and giving them this really unique, fun set of surveys that they can benchmark themselves. And then by doing so, they often help create profiles on companies for us.
And then the last piece is that we get folks to engage in our career matching platform. So the big thing that we do differently on Comparably is you actually never need to apply to a job. In fact, you can do one of two things. You either (A) set up your profile for your dream job. You tell us a couple of things that you're looking for in your dream job, including salary and location and job title and work culture. And then we just make those matches happen. You don't ever have to come back and apply to jobs. We're just actively out there looking for great matches to you.
But what you can do as a candidate, whether you're currently in a job or actively looking is you can actually apply to companies. So you don't have to apply to a job, but you can raise your hand and say, I'd love to work at Uber. I'd love to work at Pepsi. I'd love to work at Facebook and then what we do is we send your information as a lead anonymously to those companies. They can see your full work profile and history, but they don't have access to your personal identity. Then we provide the opportunity for the employer and employee to match together. Then even once they're matched together, the employee's identity is hidden until they choose to reveal it.
So what we're really trying to do is tap into this anonymous profile to be able to help people feel more comfortable in raising their hand and saying, okay I want to get more job matches, but don't indicate to my current employer that I'm actively looking so that you can actually discover more opportunities that would be great for you, get matched with the best opportunities.
So I think you're seeing a lot of folks really like the product flow and the value proposition to them. And so that's kind of how it works from the employee side?
Peter: Are you trying to disintermediate LinkedIn?
Jason: I don't know if we'll disintermediate LinkedIn, but we're certainly competing with LinkedIn today and I think that our goal is to be able to beat everybody in the category when it comes to recruiting.
So LinkedIn's here to stay. I'm a huge fan of the product and team. Reid Hoffman's a personal business hero of mine and someone I've always been appreciative for his time and counsel over the years. But over the next 10 years, do I want us to be a bigger or better way for people to find the best careers on LinkedIn? Absolutely.
Peter: I met Reid a number of years ago. I've been doing this show for 11 years. 11 years ago, people didn't even know what a podcast was! But I met him at MIT where he was the ending keynote speaker and I was scheduled to interview him after his presentation. And of course, what happens at all of these conferences at the end is a huge queue of people lining up to speak to whoever the keynote speaker was, and generally what happens is some handler comes out about 5 minutes into it and pulls the speaker off stage. Reid stood there for 2 hours and spoke to every single person who wanted to have a conversation with him. I was so impressed by that. This guy truly is interested in people, and I guess that's why LinkedIn sold for $26 billion or whatever it was.
Jason: He's a pretty exceptional person.
Peter: He is.
Jason: Personally and professionally, and I think there's a lot that we can learn from him. He's become a pretty prolific author, books like The Alliance and he's kind of at the forefront of talking about how company cultures really do go to the next level and what's different about employment. And so I encourage everybody to go out and buy his books.
Peter: One thing I really appreciate is your focus on culture, which I know we've talked a lot about, but I think it's one of those things that especially young people, maybe their first job out of college or a jobseeker who's stressed out and looking for a job and really needs a job, kind of dismisses culture as not being important. It's one of the most important things and understanding and being successful with any kind of a career. You've got to have a cultural fit, or it's just not going to work and you're going to be miserable.
Jason: I 100% agree.
Peter: What haven't we covered, Jason, that you'd like us to know about Comparably?
Jason: I think we covered a lot. You're a great interviewer. ☺
Peter: Thank you.
Jason: The big thing I could say is for your listeners out there, just check out comparably.com. It's a minute and a half to get into the product and get access to all of our salary data and start getting matched with companies. The feedback we've got has been pretty overwhelmingly positive and for any employers that are regular listeners of yours, you can go to comparably.com. There's a big call-to-action for our free employer tools there. They're all 100% free.
We really go the extra mile to make sure we're helping employers find great talent, that they get access to really amazing, competitive culture analytics and then obviously, you get our entire salary database for free as well too.
We're just trying to get the word out there as much as possible, for folks to continue to use the platform and we really appreciate the opportunity to be on your podcast, Peter, and to get to meet smart people like you. So thank you so much for your time today.
Peter: Thank you. How can people find out more information about this tech fair that's going on?
Jason: If you go to my blog jasonnazar.com, right there at the header you'll see a big call-to-action for the tech fair. You can go ahead and sign up for it and if you're in the Southern California area, I'm a pretty easy person to find, @jasonnazar on Twitter. So for any of you folks that are going to come out, just ping me on Twitter. I'm looking forward to meeting them in person, and maybe we'll get you to do our reunion visits to Southern California in January when it's still cold there in Connecticut, and kind of hang out with us.
Peter: I'd love to do that, are you kidding? Any excuse, Jason, I'm on a plane. I'm out there. Again, thanks so much for taking time to speak with me today here on TotalPicture Radio.
Jason: Thank you, Peter. Have a great day.
Peter: Jason Nazar is Co-founder and CEO of Comparably. You'll find this interview along with many resource links to Jason's YouTube videos and other content in the HR Technology Channel of TotalPicture Radio. That's totalpicture.com.
While there, please sign up for our newsletter and subscribe to TPR on iTunes, Google Play, Soundcloud, Stitcher and just about everywhere podcasts can be found. Today's show was sponsored by Jobs in Pods. It's a podcast, a jobcast, a YouTube video, all on one platform where real employers and staffing agencies advertise their jobs and tell you how to get them.
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This is Peter Clayton. You'll find me on Twitter, LinkedIn and TotalPicture's Facebook group. Thanks for listening.
About Peter Clayton
Peter Clayton, Producer/Host, is an award-winning producer/director of radio, television, documentary, video, interactive and Web-based media who has created breakthrough media for a wide array of Fortune 100 clients.