Careers Page Teardowns

Rapid7

.com

While most candidates won’t come through the homepage, stil l nice to see the careers page link getting some love

The Rapid7 careers page, in all its glory

The Rapid7 careers page, in all its glory

Fairly clean and modern

The Rapid7 careers page, in all its glory And at a high level, the page

fol lows a typical product/landing page structure: nice image at top, social proof, testimonials, benefits,

and call-to-action (CTA) Fairly clean and modern

Why is this a good thing?

Because it thinks of the workplace as a product (which

it is) and candidates as consumers (which they are)

But the devil is in the details, so let’s dive in

Visuals are critical when you’re trying to get a candidate to picture

themselves working at your company, so this image

seems like a promising start…

But looking more closely…

…hold on, let me rub my eyes…

Nope, it’s just a blurred out office (I

think?) photo

Nope, it’s just a blurred out office (I

think?) photo

It’s a missed opportunity to get the candidate in the right frame of mind from

the get-go

Also, hope this announcement goes away as I scroll down. Waste of

screen real-estate, as it’s probably not too relevant for most candidates

Doh!

At least they let you close it, so that’s good. Would stil l

prefer to keep the careers page focused

on the candidate experience

At least they let you close it, so that’s good. Would stil l

prefer to keep the careers page focused

on the candidate experience

P.S. there ARE ways in which product-related content on the careers page can help. We’l l

get into that in future teardowns – stay tuned

Ok, that’s better

Boom

When you have awards and recognition,

showcase them. Social proof is powerful

Boom

Oh, you can click on the

l ittle left-right arrows to see

more…

And more

And even more

In general, don’t hide your assets – and awards are definitely an asset. At the

very least make them auto-rotate. Better yet, put them all in a l ittle

collage and drop that in

Rapid7 is neither super

well-known nor in a sexy industry. So this l ittle intro helps

Could use an extra sentence

or two (or a visual depiction)

on what “information

security” is. That, and/or an example to bring it to l ife

Would avoid clichés l ike “fun” and

“work hard, play hard” – most companies say

something l ike this, which makes these

phrases a l ittle empty

Put differently: if you had 10 seconds to explain to a candidate what’s different about Rapid7 vs all those

other employers, would “fun and inviting” be your go-to?

Would avoid clichés l ike “fun” and

“work hard, play hard” – most companies say

something l ike this, which makes these

phrases a l ittle empty

Nice CTA here…

Though a minor nitpick could be that it’s a l ittle too soon – have we even cleared up yet

what Rapid7 does?

Oooh! A video!

Hopefully it’s more than just a

polished testimonial by the CEO tell ing me how

great the company is…

What’s this? Who is Omega Management Group Corp.?

More Omega…? What’s going

on?

Hmmm…the CEO is

talking now, but I think(?)

it’s scripted…

I ’m also hearing soft, generic music in the background…

Hmmm…the CEO is

talking now, but I think(?)

it’s scripted…

Attention…

I ’m also hearing soft, generic music in the background…

Hmmm…the CEO is

talking now, but I think(?)

it’s scripted…

Attention…

…is…

I ’m also hearing soft, generic music in the background…

Hmmm…the CEO is

talking now, but I think(?)

it’s scripted…

Attention…

…is…

…wavering… I ’m also hearing soft, generic music in the background…

Hmmm…the CEO is

talking now, but I think(?)

it’s scripted…

Phew, ok! Think we’re off script

now…just the CEO having a chat with us. Or someone in the room there

Problem is we’re 30 seconds in already. Most viewers wil l

zone out well before 60 seconds, so the first 30 seconds of my attention

span (if I’m really focused) have been spent on two

irrelevant corporate intros and a scripted opening by

the CEO…

Unfortunately, unless the CEO is the second coming of Steve Jobs,

you’re better off featuring people who

are closer to the work the majority of your

candidates wil l be doing

People join people, not companies…and it’s REALLY

hard (trust me) to get a CEO to be “one of us” on film

Unfortunately, unless the CEO is the second coming of Steve Jobs,

you’re better off featuring people who

are closer to the work the majority of your

candidates wil l be doing

Plus…this all just FEELS l ike an ad. Soft

background music, high level business jargon, the

top person in the company…etc.

What happens when we feel l ike we’re watching

an ad? We tune out

Ok, let’s keep roll ing through the clip

Lots of talking…

“At the second level, we thought about what are

the programs that we have, and programs rea l ly have two

dimensions…it ’s the act iv it ies and the structures of the programs themselves, but j ust as important ly

i t ’s the metr ics that go around how do we eva luate whether we’re mak ing progress and be i n g s u ccessf u l f r om a

c us t o mer p e r s p e c t i v e . ”

Lots of talking…

Where am I?! Wil l this be on

the final exam?

We’re closing in on 7 minutes! I’d l ike to see the stats on the

percentage of viewers who watch all the way through

Aaaaand we’re done. Let’s keep moving

Aaaaand we’re done. Let’s keep moving

(Hi, Omega Management Group Corp.!)

Digging the navigation

(moves you to the associated section when

you click)

And nice way to let the candidate

focus on their particular area

Let’s check out Marketing…

Now THAT’S what I ’m talking about!

Friendly face in a natural environment

Name and title! Nice. Feel l ike I’m starting to get to

know this person!

A little insight into what she l ikes about

working there

This employee spotl ight is a great start. Give me more! Tell me what

your day-to-day entails, what challenges you encounter, what

you do for fun, etc.

This is a GREAT way to personalize a workplace, because you’re

focusing on…(wait for it)…people!

Also, cool that every department gets its own

employee spotl ight

This section warms my heart. While the text below could be

tightened up, I LOVE the focus on values.

And this sentence…a stroke of genius. I’ve seen thousands of careers pages, and this is one of

the very few that have made the explicit connection between culture fit and values.

Because values are at the heart of culture fit

(NOT “whether you can grab beers with someone after work”). Standing ovation for this.

Hover with your mouse and you see the details

on each value. Nice

From this page, I get the sense that Rapid7 takes

their values seriously. And that’s a good thing

Good to keep this more detailed benefits-related stuff toward the

bottom. It’s important, but not something to lead with

Probably can tighten up the text a bit.

Great opportunity to supplement this stuff with photos. An event where a stuffed Moose and cash prizes get

handed out…?! Pics, please!

Nice, clear CTA

Though kind of surrounded by a whole bunch of other stuff

But notice how the l ink takes you to a DIFFERENT page. That means the careers page leads with the important stuff – the

company’s culture

And that’s it. Overall…nice work, Rapid7! Room for improvement, but a great

foundation on which to build more people -focused and visual content that engages

the candidates that land here