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Business Overview
We operate three reportable segments, HR Technology, Matching & Solutions and Staffing. Each Strategic Business Unit (SBU) collaborates to lead our three business strategies: Simplify Hiring, Help Businesses Work Smarter and Prosper Together.
Please refer to here
for our latest leadership presentations on each of our three business strategies.
HR Technology SBU
Business Model
- Two Platforms, Global Two-sided Talent Marketplace
Within the HR Technology SBU, the Indeed and Glassdoor platforms have partnered to offer a suite of products and services for job seekers that make getting a job simpler, faster, and more human. These products and services include job search, resume posting, company information, community features, and scheduling and conducting video and phone interviews. Each platform brings unique services to the partnership, creating a global talent marketplace.
For employers, both Indeed and Glassdoor offer solutions to recruit and hire qualified talent in an easier and more efficient way. Employers can post and advertise jobs and build their company's employment brand across both platforms, reaching a broad and diverse job seeker audience. Together, they provide an efficient source of candidates through a pay-for-performance pricing model and provide a range of products for employers to source, screen, interact with, and interview candidates. In addition, offering real-time conversations and communities enables employers to make more informed decisions.
The scale of the two-sided marketplace created by the Indeed and Glassdoor partnership is evidenced by the 3.5 million employers*2 that use Indeed each year to hire, the 350 million Unique Visitors*3 that visit Indeed, and 55 million Unique Visitors*4 that visit Glassdoor each month to search for jobs, create resumes, research and engage in real-time conversations about companies and jobs.
- *1Source: comScore, Total Visits, March 2024
- *2Source: Internal data, based on the last 12 months of activity as of March 2024
- *3Source: Internal data, an average of each month’s total of distinct cookie IDs visiting Indeed’s site between October 2023 - March 2024
- *4Source: Internal data based on Google Analytics, an average of each month’s total of distinct cookie IDs visiting Glassdoor’s site between October 2023 - March 2024
Delivering more value to job seekers and employers
In HR Technology, we are automating many of the steps in the hiring process to make it faster, easier, and more cost efficient for job seekers and employers to connect in our talent marketplace.
More engagement on our platforms will allow us to improve the quality and speed of matching.
Main Products
![Indeed Ads Capture]()
Sponsored Jobs
Promote your job post
to reach the right
candidates faster![Indeed Resume Capture]()
Indeed Smart Sourcing
Instantly match and connect with quality talent from Indeed’s pool of millions of job seekers
![Indeed Hiring Platform Capture]()
![Glassdoor Branding Capture]()
Employer Branding with Indeed and Glassdoor
Reach new candidates
by promoting
your brand
Sponsored Jobs
While employers can post their job for free, if they need to hire someone quickly, they can sponsor their job to get greater visibility in relevant search results, and get immediate access to quality candidates they can invite to apply.
Employers only pay when a candidate clicks on or applies to their Sponsored Job. Indeed works with them to set their expected budget based on job title and location. We don't have long-term contracts, and they can start, stop, or pause their job at any time.
Pricing Model of Sponsored Jobs
Pay Per Click
With Pay Per Click (PPC) pricing model, employers pay for every click made on their job post.
Employers can specify a budget to be used over varying lengths of time depending on how long and for how much they would like to advertise their job.
Please visit this link to learn more about PPC pricing model.
Pay Per Started Application
With Pay Per Started Application (PPSA) pricing model, employers do not pay for clicks on a job post, but are only charged when a candidate undertakes an activity to start the application process by clicking the call-to-action button to apply. This button may appear as Apply, Apply now, or Apply on the company site.
PPSA pricing is determined by a live auction model, meaning actual costs are driven by the talent marketplace. The budget will be spent dynamically, to match candidate demand.
Please visit this link to learn more about PPSA pricing model.
Matching & Solutions SBU
Business Model
Simplify Business Processes
In Japan, the Matching & Solutions SBU offers HR matching services through HR Solutions and one of the largest online matching platforms through Marketing Solutions, as well as Software as a Service ("SaaS") solutions for business clients.
HR Solutions operates HR matching services which help individual users get jobs and supports business clients' hiring activities. The services include matching platforms such as job boards for new graduates, mid-career and part-time job seekers and placement services. Revenue for HR Solutions is generated from pay per click and pay per post advertising models, and employment placement fees.
Marketing Solutions provides solutions which support business clients' operations such as customer acquisition, customer relationship management, and payments in a variety of industries, such as Housing & Real Estate, Beauty, Travel, Dining, and Others. The pricing models for Marketing Solutions, the marketing matching platforms, are primarily advertising models while the pricing models for Travel and other services are pay for performance models.
In addition, Marketing Solutions offers cloud-based SaaS solutions that utilize technology and data to improve the efficiency of the day-to-day management and operations of clients' businesses. The pricing models for SaaS solutions are primarily subscription models and transaction-based models, while some services are provided for free.
Staffing SBU
Business Model
The Staffing SBU offers comprehensive temporary staffing services tailored to the needs of job seekers and business clients through two major operations in Japan and Europe, US, and Australia.
For the Staffing SBU, revenue includes the personnel cost for temporary staff, which is also accounted for as cost of goods sold (“CoGS”), and consequently CoGS as a percentage of revenue is higher compared to other SBUs.
As a result, adjusted EBITDA margin, calculated by dividing adjusted EBITDA by revenue, is lower compared to other SBUs. However, the ratio of adjusted EBITDA to total gross profit, calculated by subtracting CoGS from revenue, is similar to the adjusted EBITDA margin of the other two SBUs, underlining the Staffing SBU's high productivity and profit generating capability.
Management System
The Staffing SBU implements the Unit Management System, which divides an organization into smaller units based on differences in the markets they serve. Each unit is regarded as a distinct company, and the Unit Manager is given authority to make decisions to maximize each unit's profitability.