At Snagajob, 80 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 210 employee surveys, with a 90% confidence level and a margin of error of ± 2.75. It was published on Jul 25, 2016. 15155 Visitors

What Employees Say

I feel good about the ways we contribute to the community.
93%
 
People celebrate special events around here.
91%
 
People care about each other here.
91%
 
I am able to take time off from work when I think it's necessary.
90%
 
I can be myself around here.
90%
 

What They Do

We asked Snagajob to explain what they do. Here is what they had to say.

We connect workers with hourly jobs and employers with hourly workers. Since 2000, we’ve grown to be America’s #1 spot for hourly work. We got here simply because we love helping people find jobs they love.

About this Company

Website: www.snagajob.com Industry: Professional Services
US Headquarters: Glen Allen, Virginia US Sites: 5
Major Locations: Glen Allen, Virginia; Arlington, Virginia; Charleston, South Carolina US Employees: 450
Corporate Structure: Private Founded: 1999

Snagajob has been awarded:

Best Small Workplaces 2015 (ranked 24)

Best Small Workplaces 2014 (ranked 19)

Best Small Workplaces 2013 (ranked 8)


Snagajob Cares

Perks and Programs

We asked Snagajob to share a few programs they feel really capture what's unique about their workplace. Here is what they had to say.

  • Transparent monthly TownHall meetings: Snagajob takes it a step further than traditional company meetings. Each month, we participate in a TownHall where we start with companywide shout outs to recognize those excelling in their jobs, we then recap where the company is our yearly goals and end with a question and answer segment for senior leadership. For complete transparency, Snagajob even gives employees the opportunity to submit questions anonymously beforehand as a way to encourage Snaggers ask about anything they may be questioning.
  • Commitment to community: Part of Snagajob’s mission is to help people “live more fulfilling lives” and proves that by giving each Snagger 16 paid hours a year to volunteer. To make it easy, we provide opportunities throughout the year to use this time. This includes things like teaching job search classes to the homeless, taking underprivileged children back to school shopping, working at food banks, teaming up with high schoolers to prepare for job interviews, cheering on athletes during the Special Olympics, and more. During the holiday season, Snaggers can “Adopt a JobSeeker” and support our members who need extra help by supplying them with gifts and monetary donations. There’s even a cross functional team dedicated to coming up with ways Snagajob can help in the community.
  • Commitment to healthy Snaggers: Snagajob encourages all Snaggers to stay in good physical shape and provides resources to make that happen. We not only have an on-site gym and locker rooms, but we also reimburse Snaggers for 50 percent of their gym memberships. There’s a trainer that comes to the office twice a week and hosts group workouts to make it easy for Snaggers to stay in shape throughout the year. Snagajob is also constantly sponsoring and participating in local races, competing in volleyball and frisbee tournaments and even has a kickball team. Taking it a step further, Snaggers are provided with a free biometric screening each year and are given the opportunity to meet with a consultant to pick the right Primary Care Provider for their family.
  • Snagger Sidekick program: We know how hard it can be to start working at a new company; we even make tools to help our customers make it easy. At Snagajob, we practice what we preach. This initiative pairs new Snaggers with a more experienced peer, otherwise known as the Sidekick. The Sidekicks go through an orientation to help guide and orient the new Snaggers during their first few months at the company. This helps give the new employee someone outside of their immediate department to bond and gives the experienced Snagger the opportunity to share their knowledge of how everything works. They spend a week introducing the new hire to each department and even takes them out to lunch, on the company’s dime!
  • Employee Referral Program: Every Snagger takes ownership of ensuring we have the right people with the right makeup in the right roles. It’s even in our mission - “to put people in the right-fit positions”. One way this happens is through internal referrals, which fuel 52 percent of our new hires. If employees are happy, they are more likely to want their friends and former colleagues to work here too. Sure, the referral bonuses are nice, we offer bonuses ranging from $500 to $2,000. But it’s about more than the monetary reward; it’s about having a such a strong passion for your job that you want to seek out the people in your life who will help you build an even better future for Snagajob.
  • Snaggerversary recognition: Snagajob appreciates the dedication and contributions of every Snagger and values their continued tenure with the company. On achieving a five or 10 year “Snaggerversary”, Snaggers receive special rewards for their service. At year five the Snagger is given a weekend at a luxury resort in Virginia. At year 10 the Snagger is given a four night trip to a resort in the Dominican Republic! In addition, a special recognition video for the Snagger is put together by their manager and coworkers and shown to the entire company at a celebratory happy hour thrown in their honor.
  • Full service office: Care for an onsite massage? No time to stop at the dry cleaner? Putting off washing your car? Need to recharge that electric vehicle? Stressful day and want to unwind with ping pong, foosball or video games? Interested in learning how to paint after hours at the office? Snagajob provides a number of onsite services to help save time and gas, relieve stress and bond with coworkers, and we’re always open to new ideas.
  • Dedication to new parents: Having a new baby (we call them Snaglets) is something Snagajob celebrates and works with each new parent to make sure they have what they need to make the transition as easy as possible. New moms are given up to 8 weeks of fully paid leave and new dads and partners have 2 weeks of paid time to focus on their family. As one less thing to worry about, Snagajob also provides the new parents with a week of chef-prepared meals. Because we know things can happen at the last minute, Snagajob gives parents 3 days of emergency back up childcare a year through a partnership with College Nannies and Tutors.
  • Hackathons: This all-day, company-wide, collaborative and competitive session is not just a way for the company to gain new tools and resources that may not be part of the roadmap, it’s a way for Snaggers’ to step out of their current day-to-day responsibilities and work cross functionally with other teams that they typically wouldn’t work with, and break out of their traditional roles and disciplines. Many of these projects from all departments have been put into place and have caused our website to run faster, customers to be more organized and job seekers to have more transparency in their search. There are no limits at Hackathon.
  • Costumes Galore: At Snagajob, we look for any excuse to dress up in costume. Our Office Olympics tradition puts Snaggers in costume for a full week. The entire company is divided into countries and compete in events like staring contests, human hungry hungry hippos, chair dancing, mechanical bull riding and a scavenger hunt...all in costume. This year we welcomed Japan, Ireland, France and Brazil to the office. Our executive team often dresses up to announce new initiatives in products. We’ve seen leadership dressed as Doc Brown, Hercules, Marie Antoinette and a Disney princess. In addition, the Halloween costume competition might be one of the most anticipated traditions and gets more competitive each year. In 2015 we saw trophies, Snoopy, 90s yearbook pictures and Disney movies.

COMPENSATION BY THE NUMBERS

50% 401(k) match of employee's contribution, up to 6% of an employee's salary76% Company-paid health coverage for employees
67% Company-paid health coverage for dependents 66% Company-paid health coverage for part-timers
24 hours Weekly hours required for part-timers to receive health insurance

COMPENSATION PROGRAMS

  • 401(k)
  • Stock options to employees
  • Pre-tax savings account

PERKS TO MAKE LIFE EASIER

  • Free beverages during the day
  • Massage therapy
  • Fitness classes
  • Dry cleaning
  • On-site package/mailing service
  • Discount ticket sales
  • Car wash
Special Olympics Volunteering Event

WORK-LIFE BALANCE BY THE NUMBERS

27 days Paid time off after one year of full-time employment 7 days Paid time off after one year of part-time employment
18 days Paid sick days after one year of full-time employment

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave40 days Fully-paid maternity leave (does not include personal vacation or paid time off)
60 days Average length of maternity leave new mothers take10 days Job-protected paternity leave
10 days Fully-paid paternity leave (does not include personal vacation or paid time off)10 days Average length of paternity leave new fathers take
10 days Job-protected parental leave for adoptive parents10 days Fully-paid parental leave for adoptive parents (does not include personal vacation or paid time off)
*Employees are not required to use all their personal paid time off before taking parental leave. Not all employees are eligible for parental leave benefits.

FAMILY CARE PROGRAMS

  • On-site or near-site backup childcare center
  • Paid sick leave to care for a child or relative
  • Lactation room(s)

HEALTH INSURANCE COVERS

  • Medical care
  • Vision care
  • Mental health care
  • Dental care
  • Prescription drug subsidy
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)

ONSITE HEALTH BENEFITS

  • Cholesterol tests
  • Flu shots
  • Fitness center (at all locations)
  • Blood pressure screening
  • Complete biometric screening
  • Subsidized offsite gym memberships

Community Involvement & Philanthropy

16 hours Paid time off to volunteer $30,000 Philanthropic donations in last year

Diversity

  • Formal programs support professional development for: Lesbian, gay, bisexual or transgender employees
  • Married employees in same-sex or heterosexual relationships receive the same benefits
  • Non-birth parents in same-sex relationships can take parental leave

Executive Diversity

 

Demographics

 
Mission Statement

How to Get Hired

We asked Snagajob for some inside information on how to get hired at the organization. Here is what they had to say.

What key characteristics tell you a prospective employee will be a great fit for your company?

Passion, accountability, and collaboration are the cornerstones to who we are, and our interview process is designed to measure those values. We love folks who are innovative, driven, love to learn and get excited about the ways we can help our customers. Do you have great experience? Awesome. Does your resume reflect a myriad of interests outside of work? Even better! Is volunteering important to you? YES. But enthusiasm, hunger, and a drive for excellence will outweigh any of those things here.  

What can prospective employees do to get your attention?

We’re fortunate that we get a lot of applicants for positions here, but there are definitely things people can do to stand out. DO know about us. Know what we do, who our customers are, how we got started, and what our products are. DON’T say you want to work here just because you’ve heard it’s fun, or because we have kegs. We work really hard to earn the fun things we have, but they’re secondary to the important work we do every day. DO be enthusiastic, authentic, and creative. We want you to be real and we want to know how your skills are going to help us meet our goals. DON’T send us your non-proofread resume. Details are a big deal around here.

Are there any positions or types of candidates you are particularly focused on hiring in this coming year?

We’re going through some pretty impressive growth, so we have openings in lots of areas. Sales, engineering, product, and UX are all hot for us. SaaS experience and data analysis are also big, and the ability to make quick decisions and work with fast paced, cross functional teams are a must!

What should interested candidates do to find out more and get started?

If you’re interested in working at Snagajob, start off by learning what we’re up to. Check out our product pages on Snagajob.com, and then visit our About Us section. Learn about our culture on our Life at Snagajob facebook and twitter feeds, and read up about the people we’re helping on our Pinterest page. Look on LinkedIn for people you know- there are a lot of us, and we love to talk about what we do! Chances are if you don’t know someone, you can introduced easily, and talking to a Snagger is always the best way to learn more.  

hiring Outlook

80 Job openings forecast for coming year 53% Job Growth
24 Average applicants per opening 4,328 Applications received
161 Positions filled in past year 47% New hires by employee referrals
44 New positions created 20 Jobs filled by current employees
Yes Recruits on college campuses 4 New graduates hired
10% Voluntary turnover for full-time employees 4% Voluntary turnover for part-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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