At Snagajob, 81 percent of employees say their workplace is great.

EMPLOYEE RATINGS

     

This review is based on 295 employee surveys, with a 90% confidence level and a margin of error of ± 2.52. It was published on Jul 13, 2017. 16626 Visitors

What Employees Say

I am able to take time off from work when I think it's necessary.
92%
 
People celebrate special events around here.
92%
 
People care about each other here.
92%
 
I feel good about the ways we contribute to the community.
91%
 
This is a fun place to work.
88%
 

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, 23060 US Sites: 4
Major Locations: Oakland, California, 94612; Arlington, Virginia, 22209; Charleston, South Carolina, 29403 US Employees: 410
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)


Charleston Office

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.

  • Diversity & Inclusion: Snagajob strives to develop an environment where individuals are treated fairly and respectfully and have equal access to opportunities and resources. Snagajob recently launched Unconscious Biased workshops and out@Snagajob, our employee resource group for LGBTQIA Snaggers.
  • Snaggers Care: Snaggers Care is a group that was created to promote the spirit of service to others and to create opportunities for Snaggers to join together in supporting those in need in the local community. Snaggers are given 16 hours that they can use each year to volunteer within their community. Our philanthropic activities are tied to the company mission statement.
  • Culture Squad: Culture is important to Snagajob, so important that there is a Culture Squad, which does everything from planning office events to addressing culture concerns with senior leadership. Every Snagajob department has at least one member on the Culture Squad, and these representatives are charged with relaying information from their team to the Culture Squad – and vice versa – to make sure we’re promoting a fun and fair environment throughout the company. In fact, the Culture Squad motto is: “To serve as advisors and doers in creating a positive, energizing and fun work environment that: Reinforces our shared values; Brings out the best in every Snagger; Builds affiliation, commitment and satisfaction”
  • Women@Snagajob: Snagajob recognizes that it is important to grow a diverse workforce. Diverse perspectives, backgrounds, and experiences lead to better outcomes. The more we can learn from each other, the more we can grow as a company, as teams, and as individual contributors. Women@Snagajob is all about growth and learning. It exists to increase engagement in the company and provides a forum for mentorship, sponsorship, professional development, and networking for women.
  • 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 their area. 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.
  • Adopt a Seeker: Around the holiday season, Snagajob asks job seekers what they would do with $50 for the holidays for our Adopt a Seeker initiative. We receive thousands of submissions, ranging from people who wanted to buy gifts for loved ones to parents trying to afford groceries for their family. Snaggers read these submissions and sponsor entries, individually and on teams, in an effort to help make the season brighter for those in need, with monetary and gift donations. This initiative gives Snaggers a chance to connect with the seekers on our site in a more personal way, while providing a glimpse into the lives of the people who rely on us to find work they need throughout the year.
  • Fireside Chat: We are an organization that prides itself on having important questions and critical dialogue bubble up from those in the trenches working alongside our job seekers and employers. Our leaders are there to help shape, guide and act on these conversations. While we’ve worked hard to cultivate an open atmosphere in which management is always approachable and accessible, we also have several designated opportunities for Snaggers to engage their leaders. For example, our CEO, Peter Harrison,regularly meets with each department during a “Fireside Chat” to not only build continued rapport with the team, but to ensure he has total transparency into all that the organization is taking on.
  • Internship Program: Our summer internship program is an action-packed 10 week program designed for undergraduate college students (rising sophomores, juniors, or seniors). Our interns work on initiatives not just for their own teams, but also on a collaborative, cross-functional project with the other interns that they present to the company at the end of the summer.
  • Product Discovery Meetings: Every week, we host product discovery meetings, and all Snaggers are encouraged to attend. At these meetings, product owners introduce what we’re doing from a product perspective; it is an opportunity to share the “why” of what we’re doing and for everyone at the company to give feedback and ask questions about work that’s in progress. We want everyone at Snagajob to feel like they are a part of product decisions, and that they feel proud of the work we are doing.

COMPENSATION BY THE NUMBERS

50% Match of employee’s 401(k)/403b contribution up to 6% of salary76% Company-paid health coverage for employees
65% 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 $1,500 Maximum Tuition Reimbursement

COMPENSATION PROGRAMS

  • 401(k) or 403b Program
  • Stock options
Mission & Vision Statement

WORK-LIFE BALANCE BY THE NUMBERS

31 days Paid time off after one year of full-time employment 7 days Paid time off after one year of part-time employment
20 days Paid sick days after one year of full-time employment 31 Days Paid time off as of first day of full-time employment

FAMILY CARE BY THE NUMBERS

80 days Job-protected maternity leave (including FMLA/STD) 30 days Fully-paid maternity leave (does not include personal vacation or paid time off)
70 days Average length of maternity leave new mothers take60 days Job-protected paternity leave (including FMLA)
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
60 days Job-protected parental leave for adoptive parents (including FMLA)10 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
  • Lactation room(s)
  • Paid sick leave to care for a child or relative

HEALTH INSURANCE COVERS

  • Mental health care
  • Alternative treatments (such as acupuncture, homeopathy, or chiropractic)
  • Fertility treatments

Community and Environmental Impact

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

Diversity

  • Sr. Director, Snagger Services is responsible for the success of formal recruiting and retention diversity goals
  • Written policy prohibits discrimination based on (at a minimum) age, disability, race/ethnicity, religious beliefs, gender and sexual orientation
  • Formal programs (such as resource groups, mentorship, networking, or other affinity groups) support professional development for: Under-represented racial/ethnic minority groups; Women; Lesbian, gay, bisexual or transgender employees
  • 10 events a year connect employees with peers from different racial/ethnic, religious or country-of-origin identities
  • Non-birth parents in same-sex relationships can take parental leave
  • Medical care covers gender confirmation surgery

Leadership Diversity

 

Workforce Diversity

 
DC Office

DEMOGRAPHICS

 

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 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 at all of our four office locations. 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, Twitter and Instagram 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

235 Forecasted positions to fill in coming year 110% Job Growth
38 Average applicants per opening 8,149 Total job applicants
38% New hires by employee referrals 29% Openings filled by current employees
2 Recent graduates hired 21% Voluntary turnover for full-time employees
* All figures refer to 12-month period prior to reporting, unless otherwise noted.

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