Recruiting When Your Company Has a Bad Reputation

Attracting new talent is a piece of cake if your company has a sterling reputation in the industry and is associated with driving innovation or hosting industry leaders. But what happens if that’s not the case? Company reputation plays a key role in recruitment – even in tough economy, many unemployed people would never consider working for someone with a bad reputation. If you find out that your company’s reputation is not exactly great, here are some tips to help you work on it and attract top talent.

Tailor your LinkedIn profile

Revamp your LinekdIn profile with one message in mind – you need to show that you’re a recruiter who specializes in recruiting the type of talent you’re looking for. You can expect talents to vet you as much as you vet them. They will check out your profile to see how influential you are in their industry. If you show yourself as a general recruiter, talents will see that you’re not well-versed in recruiting their skill sets – your connection request will most likely be denied.

Use social media

Take advantage of platforms your employees are using to get in the game. Manage your profile and you’ll gain a degree of control over your reputation. Create an image of the company by sharing company photos, engaging followers and employees, promoting interesting industry content and linking to key resources in your posts. All of this will positively influence your reputation.

Create interesting job stories

Instead of offering typical boring lists of requirements, try to create interesting job stories which help candidates visualize the position and attract them to the opportunity. Sketch their role in the organization, help them imagine the kind of environment they’ll be working in and draw a vision of a fantastic job opportunity. Job stories in place of job descriptions will help you to build a positive image of your employer brand.

Turn your employees into brand ambassadors

Showcase what’s good about your organization by allowing employees, collaborators and customers share their stories and experiences which show your business from a positive side. Their feedback will be far more believable to potential job candidates.

This is especially true for employees – take advantage of this powerful resource and use their help to build your company reputation. Encourage them to share honest opinions about what’s working and what still requires some work at the organization. Ask new hires during their onboarding to leave reviews about their experience. Remember to make your internal brand ambassadors feel appreciated.

Address negative opinions

If you spot a negative opinion on platforms like Glassdoor, as a company you’ll usually have a possibility of responding. Monitor your online presence and as soon as you spot a negative comment, prepare to address it. Ignoring such an opinion means that you don’t care about what others say about you, you cannot defend yourself (because the negative content is actually true) or aren’t smart enough to know that you can respond.

How to respond to negative reviews? Be aware that they often come from employees who didn’t fit the company culture, so the more you display what it takes to succeed at the organization, the better. You can share stories that explain what kind of people are most satisfied working at the company.

Address a wider group of professionals

If you’re still struggling to attract perfect candidates, it might be smart to broaden the scope of your search and take a chance on candidates who wouldn’t be put off by your reputation. They might not have worked in the sector before or have the exact experience the hiring manager asked for – but those candidates might bring a value to your organization.

Recruiting for a company with a bad reputation isn’t easy, but those tips will help you to work on your employer brand and successfully attract talented candidates.

Simone Smith writes for Online Courses Australia, where she shares enriching stories about business development and careers. In her free time, she enjoys reading self-improvement literature.

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Kacie Sommers

Creative Design Manager

Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Chris Igou

Vice President of Sales

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Andrew Robinson III

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Natalie Morgan

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Leslie Chamberlain

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Brad Pilot

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Canaan Davis

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Ashley Garia

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Ashley Johnson

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Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

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Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

Engineering Manager

Joe Lepis

Engineering Manager

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.