Latest news with #ZipRecruiter
Business Wire
13 hours ago
- Business
- Business Wire
ZipRecruiter Launches Breakroom in the U.S. to Bring Job Seekers Real Workplace Insights
BUSINESS WIRE)-- ZipRecruiter® (NYSE: ZIP), a leading online employment marketplace, today announced the U.S. launch of Breakroom, a workplace rating platform purpose-built for frontline industries like retail, hospitality, logistics, and more. With more than one million ratings and counting, Breakroom gives job seekers a clear look at what it's really like to work for different employers—helping them make smarter decisions and find jobs that fit their lives. Before most job seekers hit 'apply,' they've already formed an opinion about potential employers. 70% of frontline workers research companies first, and 84% say employee reviews influence whether they'll apply. However, nearly half (40%) question the trustworthiness of those reviews. 1 That uncertainty often leads to disappointment: only one in three frontline workers say their job very closely matched their expectations 1, with misaligned expectations ranking among the top three reasons they quit within the first 90 days. 2 Breakroom closes that gap by giving workers clear, reliable insights into the things that matter most: pay, schedules, team culture, work conditions, and more. 'Frontline jobs account for over 70% of jobs in America. Breakroom brings fresh data on what these jobs really demand—from customer interaction, to time on your feet, to how and when you're paid,' said Ian Siegel, Co-founder & CEO of ZipRecruiter. 'In the months ahead, we plan to integrate Breakroom's insights directly into ZipRecruiter to help job seekers find the right jobs for them—and help employers hire candidates who are more likely to stay and succeed.' Unlike traditional employer review sites, Breakroom doesn't rely on open-ended reviews, which often skew negative or subjective. Instead, current employees anonymously answer a 30-question quiz, which generates an objective 1–10 rating of their employer. These worker experiences are then aggregated to give job seekers role- and location-specific insights, whether they're considering a warehouse job in Dallas or a call center role in Detroit. 'A year after joining forces with ZipRecruiter, we're bringing Breakroom to job seekers and employers across the U.S. as we seek to fundamentally transform how frontline workers find the right job for them. We're creating a cycle of transparency – empowering workers to shape better workplaces, giving job seekers a real look at life on the job, and providing employers a window into how their workplaces are truly experienced,' added Anna Maybank, Founder & CEO of Breakroom. As part of the launch, ZipRecruiter is introducing its inaugural Breakroom Workplace Index, a new research report tracking workplace trends across frontline industries. The report found that while worker sentiment is improving – driven by better access to paid leave, healthcare, and career development – a major gap remains: only 23% believe senior leadership understands their day-to-day reality. Likewise, wage growth has been largely flat, with a median wage of $20.00 per hour, though pay is rising in historically lower-wage cities as they compete for talent. When it comes to the workplace experience, 61% of frontline workers report having access to health insurance, 67% receive paid time off, and 51% have some choice in their shifts. ZipRecruiter acquired UK-based workplace rating platform Breakroom in 2024. Since its launch in 2020, Breakroom has built a platform that resonates authentically with the rising digitally native workforce. Breakroom has operated, and we expect it to continue to operate, as an independent brand. To view the full report, including additional data insights and methodology, please visit: About ZipRecruiter ZipRecruiter® (NYSE:ZIP) is a leading online employment marketplace that actively connects people to their next great opportunity. ZipRecruiter's powerful matching technology improves the job search experience for job seekers and helps businesses of all sizes find and hire the right candidates quickly. ZipRecruiter has been the #1 rated job search app on iOS & Android for the past eight years 3 and is rated the #1 employment job site by G2. 4 For more information, visit 1 ZipRecruiter online unbranded survey of n = 1,031 frontline workers with no college degree (18-64 years old) in the U.S. currently employed in roles that involve direct interaction with customers, patients, products, or physical tasks. Survey conducted 7/23-30. 2 ZipRecruiter online unbranded survey of n = 300 professionals involved in employee attraction, hiring, or retention in the U.S. at companies that employ frontline workers and have at least 5,000 employees. Survey conducted 7/23-30. 3 Based on job seeker app ratings, during the period of January 2017 to January 2025 from AppFollow for ZipRecruiter, CareerBuilder, Glassdoor, Indeed, LinkedIn, and Monster. 4 Based on G2 satisfaction ratings as of January 10, 2025. About Breakroom Breakroom is a workplace rating and job marketplace platform. Featuring more than one million ratings of U.S. employers, Breakroom's proprietary data on pay, hours, flexibility, and culture are sourced straight from job seekers to help candidates learn about and apply to the right roles and employers. With a focus on frontline workers, employers can use their enhanced profiles to showcase what it's really like to work for the company and attract more engaged candidates. For more information, visit Forward-Looking Statements This release contains forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995. All statements contained in this press release that do not relate to matters of historical fact should be considered forward-looking statements, including statements regarding the planned integration of Breakroom's insights into ZipRecruiter, the information Breakroom provides to job seekers and employers, and the expected operation of Breakroom as an independent brand, and other statements that reflect ZipRecruiter's current expectations and projections with respect to, among other things, its financial condition, results of operations, plans, objectives, future performance, and business. These statements may be preceded by, followed by or include the words "aim," "anticipate," "believe," "estimate," "expect," "forecast," "intend," "likely," "outlook," "plan," "potential," "project," "projection," "seek," "can," "could," "may," "should," "would," "will," the negatives thereof and other words and terms of similar meaning. Such forward-looking statements are subject to various risks and uncertainties. Accordingly, there are or will be important factors that could cause actual outcomes or results to differ materially from those indicated in these statements, including our ability to attract and retain employers and job seekers; our ability to compete with well-established competitors and new entrants; our ability to achieve and/or maintain profitability; our ability to maintain, protect and enhance our brand and intellectual property; our dependence on macroeconomic factors, including potential unfavorable changes in U.S. trade or other policies, such as U.S. tariff policies, and the potential negative economic consequences thereof; our ability to maintain and improve the quality of our platform; our dependence on the interoperability of our platform with mobile operating systems that we do not control; our ability to successfully implement our business plan during a global economic downturn that may impact the demand for our services or have a material adverse impact on our and our business partners' financial condition and results of operations; our ability and the ability of third parties to protect our users' personal or other data from a security breach and to comply with laws and regulations relating to consumer data privacy and data protection; our ability to detect errors, defects or disruptions in our platform; our ability to comply with the terms of underlying licenses of open source software components on our platform; our ability to expand into markets outside the United States; our ability to achieve desired operating margins; our compliance with a wide variety of U.S. and international laws and regulations; our reliance on Amazon Web Services; our ability to mitigate payment and fraud risks; our dependence on our senior management and our ability to attract and retain new talent; and the other important factors discussed under the caption 'Risk Factors' in our Annual Report on Form 10-K for the twelve months ended December 31, 2024 and Quarterly Reports on Form 10-Q for the three months ended March 31, 2025 and June 30, 2025, in each case that we filed with the U.S. Securities and Exchange Commission. There is no assurance that any forward-looking statements will materialize. You are cautioned not to place undue reliance on forward-looking statements, which reflect expectations only as of this date. ZipRecruiter does not undertake any obligation to publicly update or review any forward-looking statement, whether as a result of new information, future developments, or otherwise.
Yahoo
2 days ago
- Business
- Yahoo
ZipRecruiter Announces Second Quarter 2025 Results
Quarterly revenue of $112.2 million Quarterly net loss of ($9.5) million, or net loss margin of (8)% Quarterly Adjusted EBITDA of $9.3 million, or Adjusted EBITDA margin of 8% Company announces $100 million increase to share repurchase program authorization SANTA MONICA, Calif., August 11, 2025--(BUSINESS WIRE)--ZipRecruiter® (NYSE: ZIP), a leading online employment marketplace, today announced financial results for the quarter ended June 30, 2025. ZipRecruiter's complete second quarter results, financial guidance, and management commentary can be found by accessing ZipRecruiter's shareholder letter on the quarterly results page of the Investor Relations website at "While the broader labor market remains soft, ZipRecruiter's financial performance shows early signs of momentum. Quarterly Paid Employers have grown sequentially since Q4'24, and the midpoint of our guidance would mark the first time since 2021 that revenue grows sequentially from Q2 to Q3. These trends reinforce our belief that a return to modest year-over-year revenue growth in the fourth quarter is an increasingly likely scenario," said Ian Sigel, CEO of ZipRecruiter. "Through the past three years of this historically challenged labor market, ZipRecruiter has continuously improved our product for both sides of the marketplace, leveraging our brand and financial strength to operate with a long-term focus. We believe we are well-positioned to emerge from this period as a stronger company, poised to capture outsized market share with both employers and job seekers in the years ahead." Additionally, the company announced that its Board of Directors has authorized a $100 million increase to its share repurchase program under which ZipRecruiter may repurchase shares of its outstanding common stock. ZipRecruiter believes investing in undervalued equity is an attractive option in its balanced capital allocation approach. Conference Call Details ZipRecruiter will host a conference call today, August 11, at 2:00 p.m. Pacific Time to discuss its financial results. A live webcast of the call can be accessed from ZipRecruiter's Investor Relations website at An archived version will be available on the website two hours after the completion of the call. Investors and analysts can participate in the conference call by dialing +1 (888) 440-4199, or +1 (646) 960-0818 for callers outside the United States and use the Conference ID 9351892. To listen to the telephonic replay, available until Monday, August 18, 2025, please dial +1 (800) 770-2030 or +1 (609) 800-9909 for callers outside the United States and use the Conference ID 9351892. Forward-Looking Statements This release contains forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995. All statements contained in this press release that do not relate to matters of historical fact should be considered forward-looking statements, including statements regarding our financial performance showing early signs of momentum, our expected growth and market share, and other statements that reflect ZipRecruiter's current expectations and projections with respect to, among other things, its financial condition, results of operations, plans, objectives, future performance, and business. These statements may be preceded by, followed by or include the words "aim," "anticipate," "believe," "estimate," "expect," "forecast," "intend," "likely," "outlook," "plan," "potential," "project," "projection," "seek," "can," "could," "may," "should," "would," "will," the negatives thereof and other words and terms of similar meaning. Such forward-looking statements are subject to various risks and uncertainties. Accordingly, there are or will be important factors that could cause actual outcomes or results to differ materially from those indicated in these statements, including our ability to attract and retain employers and job seekers; our ability to compete with well-established competitors and new entrants; our ability to achieve and/or maintain profitability; our ability to maintain, protect and enhance our brand and intellectual property; our dependence on macroeconomic factors, including potential unfavorable changes in U.S. trade or other policies, such as U.S. tariff policies, and the potential negative economic consequences thereof; our ability to maintain and improve the quality of our platform; our dependence on the interoperability of our platform with mobile operating systems that we do not control; our ability to successfully implement our business plan during a global economic downturn that may impact the demand for our services or have a material adverse impact on our and our business partners' financial condition and results of operations; our ability and the ability of third parties to protect our users' personal or other data from a security breach and to comply with laws and regulations relating to consumer data privacy and data protection; our ability to detect errors, defects or disruptions in our platform; our ability to comply with the terms of underlying licenses of open source software components on our platform; our ability to expand into markets outside the United States; our ability to achieve desired operating margins; our compliance with a wide variety of U.S. and international laws and regulations; our reliance on Amazon Web Services; our ability to mitigate payment and fraud risks; our dependence on our senior management and our ability to attract and retain new talent; and the other important factors discussed under the caption "Risk Factors" in our Annual Report on Form 10-K for the twelve months ended December 31, 2024 and Quarterly Report on Form 10-Q for the three months ended March 31, 2025 that we filed with the U.S. Securities and Exchange Commission and our Quarterly Report on Form 10-Q for the three months ended June 30, 2025 that we will file with the U.S. Securities and Exchange Commission. There is no assurance that any forward-looking statements will materialize. You are cautioned not to place undue reliance on forward-looking statements, which reflect expectations only as of this date. ZipRecruiter does not undertake any obligation to publicly update or review any forward-looking statement, whether as a result of new information, future developments, or otherwise. Non-GAAP Financial Measures This release includes certain non-GAAP financial measures, including Adjusted EBITDA and Adjusted EBITDA margin. We define Adjusted EBITDA as our net income (loss) before interest expense, other income (expense), net, income tax expense (benefit) and depreciation and amortization, adjusted to eliminate stock-based compensation expense. Adjusted EBITDA margin represents Adjusted EBITDA as a percentage of revenue for the same period. Management and our board of directors use these non-GAAP financial measures as supplemental measures of our performance because they assist us in comparing our operating performance on a consistent basis, as they remove the impact of some items not directly resulting from our core operations. We also use these non-GAAP financial measures for planning purposes, including the preparation of our internal annual operating budget and financial projections, to evaluate the performance and effectiveness of our strategic initiatives and to evaluate our capacity for capital expenditures to expand our business. Adjusted EBITDA and Adjusted EBITDA margin should not be considered in isolation, as an alternative to, or superior to net income (loss), revenue, cash flows or other measures derived in accordance with GAAP. These non-GAAP measures are frequently used by analysts, investors and other interested parties to evaluate companies in our industry. Management believes that the presentation of non-GAAP financial measures is an appropriate measure of operating performance because they eliminate the impact of some expenses that do not relate directly to the performance of our underlying business. These non-GAAP financial measures should not be construed as an inference that our future results will be unaffected by unusual or other items. Additionally, Adjusted EBITDA and Adjusted EBITDA margin are not intended to be a measure of free cash flow for management's discretionary use, as they do not reflect our tax payments and certain other cash costs that may recur in the future, including, among other things, cash requirements for costs to replace assets being depreciated and amortized. Management compensates for these limitations by relying on our GAAP results in addition to using Adjusted EBITDA and Adjusted EBITDA margin as supplemental measures of our performance. Our measures of Adjusted EBITDA and Adjusted EBITDA margin used herein are not necessarily comparable to similarly titled captions of other companies due to different methods of calculation. RECONCILIATION OF GAAP NET INCOME (LOSS) TO ADJUSTED EBITDA (UNAUDITED)(in thousands, except net income (loss) margin and Adjusted EBITDA margin data) Quarter Ended June 30, 2025 GAAP net income (loss) $(9,506) Stock-based compensation 12,612 Depreciation and amortization 3,393 Interest expense 7,401 Other (income) expense, net (4,953) Income tax expense (benefit) 396 Adjusted EBITDA $ 9,343 Net income (loss) margin (8)% Adjusted EBITDA margin 8% About ZipRecruiter ZipRecruiter® (NYSE:ZIP) is a leading online employment marketplace that actively connects people to their next great opportunity. ZipRecruiter's powerful matching technology improves the job search experience for job seekers and helps businesses of all sizes find and hire the right candidates quickly. ZipRecruiter has been the #1 rated job search app on iOS & Android for the past eight years1 and is rated the #1 employment job site by G2.2 For more information, visit 1 Based on job seeker app ratings, during the period of January 2017 to January 2025 from AppFollow for ZipRecruiter, CareerBuilder, Glassdoor, Indeed, LinkedIn, and Monster.2 Based on G2 satisfaction ratings as of January 10, 2025. View source version on Contacts Investors: Emilio SartoriInvestor Relationsir@ Corporate Communications: Claire WalshPress Relationspress@ Sign in to access your portfolio
Business Wire
2 days ago
- Business
- Business Wire
ZipRecruiter Announces Second Quarter 2025 Results
SANTA MONICA, Calif.--(BUSINESS WIRE)--ZipRecruiter ® (NYSE: ZIP), a leading online employment marketplace, today announced financial results for the quarter ended June 30, 2025. ZipRecruiter's complete second quarter results, financial guidance, and management commentary can be found by accessing ZipRecruiter's shareholder letter on the quarterly results page of the Investor Relations website at 'While the broader labor market remains soft, ZipRecruiter's financial performance shows early signs of momentum. Quarterly Paid Employers have grown sequentially since Q4'24, and the midpoint of our guidance would mark the first time since 2021 that revenue grows sequentially from Q2 to Q3. These trends reinforce our belief that a return to modest year-over-year revenue growth in the fourth quarter is an increasingly likely scenario,' said Ian Sigel, CEO of ZipRecruiter. 'Through the past three years of this historically challenged labor market, ZipRecruiter has continuously improved our product for both sides of the marketplace, leveraging our brand and financial strength to operate with a long-term focus. We believe we are well-positioned to emerge from this period as a stronger company, poised to capture outsized market share with both employers and job seekers in the years ahead.' Additionally, the company announced that its Board of Directors has authorized a $100 million increase to its share repurchase program under which ZipRecruiter may repurchase shares of its outstanding common stock. ZipRecruiter believes investing in undervalued equity is an attractive option in its balanced capital allocation approach. Conference Call Details ZipRecruiter will host a conference call today, August 11, at 2:00 p.m. Pacific Time to discuss its financial results. A live webcast of the call can be accessed from ZipRecruiter's Investor Relations website at An archived version will be available on the website two hours after the completion of the call. Investors and analysts can participate in the conference call by dialing +1 (888) 440-4199, or +1 (646) 960-0818 for callers outside the United States and use the Conference ID 9351892. To listen to the telephonic replay, available until Monday, August 18, 2025, please dial +1 (800) 770-2030 or +1 (609) 800-9909 for callers outside the United States and use the Conference ID 9351892. Forward-Looking Statements This release contains forward-looking statements within the meaning of the Private Securities Litigation Reform Act of 1995. All statements contained in this press release that do not relate to matters of historical fact should be considered forward-looking statements, including statements regarding our financial performance showing early signs of momentum, our expected growth and market share, and other statements that reflect ZipRecruiter's current expectations and projections with respect to, among other things, its financial condition, results of operations, plans, objectives, future performance, and business. These statements may be preceded by, followed by or include the words "aim," "anticipate," "believe," "estimate," "expect," "forecast," "intend," "likely," "outlook," "plan," "potential," "project," "projection," "seek," "can," "could," "may," "should," "would," "will," the negatives thereof and other words and terms of similar meaning. Such forward-looking statements are subject to various risks and uncertainties. Accordingly, there are or will be important factors that could cause actual outcomes or results to differ materially from those indicated in these statements, including our ability to attract and retain employers and job seekers; our ability to compete with well-established competitors and new entrants; our ability to achieve and/or maintain profitability; our ability to maintain, protect and enhance our brand and intellectual property; our dependence on macroeconomic factors, including potential unfavorable changes in U.S. trade or other policies, such as U.S. tariff policies, and the potential negative economic consequences thereof; our ability to maintain and improve the quality of our platform; our dependence on the interoperability of our platform with mobile operating systems that we do not control; our ability to successfully implement our business plan during a global economic downturn that may impact the demand for our services or have a material adverse impact on our and our business partners' financial condition and results of operations; our ability and the ability of third parties to protect our users' personal or other data from a security breach and to comply with laws and regulations relating to consumer data privacy and data protection; our ability to detect errors, defects or disruptions in our platform; our ability to comply with the terms of underlying licenses of open source software components on our platform; our ability to expand into markets outside the United States; our ability to achieve desired operating margins; our compliance with a wide variety of U.S. and international laws and regulations; our reliance on Amazon Web Services; our ability to mitigate payment and fraud risks; our dependence on our senior management and our ability to attract and retain new talent; and the other important factors discussed under the caption 'Risk Factors' in our Annual Report on Form 10-K for the twelve months ended December 31, 2024 and Quarterly Report on Form 10-Q for the three months ended March 31, 2025 that we filed with the U.S. Securities and Exchange Commission and our Quarterly Report on Form 10-Q for the three months ended June 30, 2025 that we will file with the U.S. Securities and Exchange Commission. There is no assurance that any forward-looking statements will materialize. You are cautioned not to place undue reliance on forward-looking statements, which reflect expectations only as of this date. ZipRecruiter does not undertake any obligation to publicly update or review any forward-looking statement, whether as a result of new information, future developments, or otherwise. Non-GAAP Financial Measures This release includes certain non-GAAP financial measures, including Adjusted EBITDA and Adjusted EBITDA margin. We define Adjusted EBITDA as our net income (loss) before interest expense, other income (expense), net, income tax expense (benefit) and depreciation and amortization, adjusted to eliminate stock-based compensation expense. Adjusted EBITDA margin represents Adjusted EBITDA as a percentage of revenue for the same period. Management and our board of directors use these non-GAAP financial measures as supplemental measures of our performance because they assist us in comparing our operating performance on a consistent basis, as they remove the impact of some items not directly resulting from our core operations. We also use these non-GAAP financial measures for planning purposes, including the preparation of our internal annual operating budget and financial projections, to evaluate the performance and effectiveness of our strategic initiatives and to evaluate our capacity for capital expenditures to expand our business. Adjusted EBITDA and Adjusted EBITDA margin should not be considered in isolation, as an alternative to, or superior to net income (loss), revenue, cash flows or other measures derived in accordance with GAAP. These non-GAAP measures are frequently used by analysts, investors and other interested parties to evaluate companies in our industry. Management believes that the presentation of non-GAAP financial measures is an appropriate measure of operating performance because they eliminate the impact of some expenses that do not relate directly to the performance of our underlying business. These non-GAAP financial measures should not be construed as an inference that our future results will be unaffected by unusual or other items. Additionally, Adjusted EBITDA and Adjusted EBITDA margin are not intended to be a measure of free cash flow for management's discretionary use, as they do not reflect our tax payments and certain other cash costs that may recur in the future, including, among other things, cash requirements for costs to replace assets being depreciated and amortized. Management compensates for these limitations by relying on our GAAP results in addition to using Adjusted EBITDA and Adjusted EBITDA margin as supplemental measures of our performance. Our measures of Adjusted EBITDA and Adjusted EBITDA margin used herein are not necessarily comparable to similarly titled captions of other companies due to different methods of calculation. About ZipRecruiter ZipRecruiter® (NYSE:ZIP) is a leading online employment marketplace that actively connects people to their next great opportunity. ZipRecruiter's powerful matching technology improves the job search experience for job seekers and helps businesses of all sizes find and hire the right candidates quickly. ZipRecruiter has been the #1 rated job search app on iOS & Android for the past eight years 1 and is rated the #1 employment job site by G2. 2 For more information, visit 1 Based on job seeker app ratings, during the period of January 2017 to January 2025 from AppFollow for ZipRecruiter, CareerBuilder, Glassdoor, Indeed, LinkedIn, and Monster. 2 Based on G2 satisfaction ratings as of January 10, 2025.
USA Today
6 days ago
- Business
- USA Today
Feeling underpaid at work? Here's how to navigate salary frustration in 2025.
Many American workers still feel they're not paid what they're worth, despite modest improvements in compensation trends in 2025. According to new data from HR tech company Energage, just 69% of employees feel their pay is fair — making pay one of the least satisfying parts of the workplace experience. What's behind the frustration? Economic pressures like inflation and rising costs are eroding perceived gains. 'Salaries aren't keeping up with inflation,' says Sam DeMase, a career expert at ZipRecruiter. 'While workers may feel like they're earning more due to pay increases, their purchasing power remains stagnant.' With job growth slowing and fewer open roles, KPMG notes that companies have limited room for wage hikes. Here's what workers and employers can do to close the gap. What employees can do when pay feels unfair DeMase says workers can increase their odds of getting pay raises with these strategies: 'Consider all your skills, experience, software knowledge and certifications,' DeMase says. 'Mapping out what you have to offer and how that compares to what a role requires can help you advocate for the pay you deserve.' Next, access fair workplace compensation data through ZipRecruiter's salary estimator or by comparing job descriptions for similar roles. This research will show if you're likely to be underpaid. It also provides the salary transparency you need for effective discussions. 'Armed with this information, negotiate with a focus on your business impact and results rather than making it personal,' advises DeMase. Tip: To negotiate a pay raise in 2025, don't cite cost-of-living concerns. Instead, connect your experience to employer needs. Say something like, "You mentioned a priority for this role is to hire, train and retain a team. I did this successfully in my last position, and I'm excited to bring my expertise to this role." Then make your ask: "Can we get my total compensation closer to $100,000?" Beyond knowing market rates, DeMase suggests targeting positions that align with your strongest skills. 'Your superpowers and your results are your unique value proposition,' she says. 'If you don't know your value proposition, potential employers don't, either.' When applying and writing your cover letter, highlight how you'll deliver on the job requirements: "I know you're looking for someone who is a builder, and that is exactly what I do best." Tip: To clarify your value, DeMase recommends using this template: "Based on my background in X and skills in Y, I help companies/teams/clients achieve Z." Then support your claims with powerful examples and measurable results from your past work. What employers must understand about today's pay reality Pay frustration isn't just an employee issue. For companies hoping to attract and retain talent, compensation clarity and transparency are essential. Here's what employers often miss and how to start fixing it. 'Meeting or exceeding market rates will attract and retain the highest quality candidates,' explains DeMase. But competitive pay alone won't solve trust issues if managers make vague promises about future raises. For example, 'if a leader says, 'We'll revisit your raise next quarter,' without further explanation, the employee will be demotivated,' she warns. To avoid this, DeMase recommends being direct about what workers need to do to earn raises. Do they need to upskill? Do they need to take on specific projects, and if so, which ones? Do they need to achieve particular business results, and what, exactly? 'Employees crave clear and honest feedback,' she emphasizes. 'Keep yours in the know, and be willing to have open and honest conversations.' 'If the promotion process is murky, your team will lose trust,' DeMase cautions. Great leaders provide a clear skills roadmap for each level. Outline exactly what employees need to do to move from manager to director to C-suite roles. Beyond preventing confusion, this transparency builds loyalty. DeMase encourages promoting from within whenever possible and sharing those success stories. 'Employees crave — and ultimately trust — a company that doesn't exclusively hire externally for higher-level roles,' she explains. What is USA TODAY Top Workplaces 2025? Do you work for a great company? Each year, USA TODAY Top Workplaces, a collaboration between Energage and USA TODAY, ranks organizations across the U.S. that excel at creating a positive work environment for their employees. Employee feedback determines the winners. In 2025, over 1,500 companies earned recognition as top workplaces. Check out our overall U.S. rankings. You can also gain insights into top-ranked employers by checking out the links below.
Yahoo
01-08-2025
- Business
- Yahoo
How Much Do Financial Influencers Make? What Money Advice Is Really Worth
Around 20% of American adults rely on social media to get their financial information and advice, according to a Gallup survey. Half of these individuals receive that advice from financial influencers — that is, those who specialize in putting out financial information for their audience. For the individual, the value of that money advice varies based on how accurate, timely and effective it is. But what are the financial influencers getting paid for their services? Here's a breakdown of what these influencers — or 'finfluencers' — could be earning across popular social media platforms. Check Out: Read Next: What Financial Influencers Really Make According to ZipRecruiter, the national average salary for a social media influencer is $57,928, and $131,874 for a TikTok influencer. YouTube content creators earn an average of $120,226 annually. But the top influencers in the financial field could easily be earning much more than that. Learn More: Erika Kullberg Last year, money lawyer Erika Kullberg reported her earnings across all social media platforms in a TikTok video. Numbers are based on posting content across these platforms for two years: 9.2 million followers on TikTok with 542 million total views: $5,756 total 4.5 million followers on Facebook: $20,251 total 5.3 million followers on Instagram with hundreds of millions of total views: $0 2.05 million subscribers on YouTube with 273 million total views: $353,000 For context, this is before taxes and doesn't include sponsorships. Humphrey Yang Former financial advisor and currency full-time content creator Humphrey Yang shared his earnings from YouTube AdSense in an interview last year: $15,000 to $20,000 in 2020 (first year of taking content creation seriously) $100,000 in 2021 $120,000 in 2022 $300,000 in 2023 This is primarily from monetizing long-form content. Vivian Tu Vivian Tu, or Your Rich BFF as she's known on social media, is pulling in millions of dollars from her personal finance videos. In an interview with Erik Siu, she shared that she earned over $3 million in one year from her business and paid herself roughly $300,000. Notably, this isn't just money from social media videos. Vivian Tu did start out posting financial tip videos on TikTok, but she's also built up a successful business since then. Graham Stephan A self-proclaimed personal finance enthusiast and real estate investor, Graham Stephan has roughly five million subscribers on YouTube, 462,500 followers on Instagram and 949,200 followers on TikTok. A few years ago in a YouTube short, he shared his earnings on the platform with 3.6 million subscribers: 109.1 million views in 2021 12.7 million watch time (hours) $4,000 to $6,000 daily Just over $2 million in one year His lifetime revenue since getting started on the platform back in 2016 was $5.4 million. Andrei Jikh Andrei Jikh, a professional YouTuber in the finance space with just over 2.67 million subscribers, posted a video during his second year on the platform. These are his shared earnings: $122,952 from ad revenue by the end of 2019 $663,303 from ad revenue by the midway point of 2020 He also shared that in 2020 he earned money from: Patreon: $176,793 Affiliate marketing: $872,174 Referrals and other sources of income: $18,555 In a more recent update, Jikh shared that he earned the following in 2021: Ad revenue: $1,164,236 Affiliate revenue: $1,747,145 Sponsorships: $187,525 Patreon: $214,474 Other or miscellaneous: $108,257 He hasn't updated since then. Social Media Earnings: By the Numbers Earnings vary widely across platforms. For example, here's how much TikTok influencers could earn per sponsored post: $20 to $150: 1,000 to 10,000 followers $30 to $400: 10,000 to 50,000 followers $80 to $1,650: 50,000 to 500,000 followers $150 to $3,500: 500,000 to 1,000,000 followers $1,200 or more: 1 million or more followers On TikTok, finfluencers can also earn money in other ways like the Creator Rewards Program and TikTok Live. And then there's Instagram. On this platform, it comes down to more than just follower count. It's also about engagement and earning strategy. According to Influencer Marketing Hub, here's what influencers on the platform could earn per post: $10 to $100: Under 10,000 followers $100 to $500: 10,000 to 100,000 followers $5,000 to $10,000: 100,000 to 1 million followers $10,000 or more: 1 million or more followers On X (previously Twitter), those with a high engagement rate and large number of followers are likely to earn the most for their money advice. Ways to earn run the gamut from sponsored posts and affiliate marketing to video monetization and in-stream ads. Some data puts the possible earnings for sponsored tweets at $0.5 to $1.50 per 1,000 followers. This means a financial influencer with 100,000 followers could earn between $50 and $150 per sponsored tweet. Last but not least is YouTube, which continues to be a popular way for financial influencers to connect with their audience — and for good reason. Influencers can earn money in a variety of ways. According to Influencer Marketing Hub, here's how much an influencer might make based on view and subscriber count: $500 to $1,500: 10,000 subscribers $5,000 to $15,000: 100,000 subscribers Depending on the platform, there are other ways to earn on social media, like: Affiliate marketing Brand deals Ad revenue Product sales (like courses) Sponsored posts Are the Numbers Justified? This comes down to a matter of opinion, of course, but some experts don't think so. 'I would say for most cases, the earnings aren't justified. Many influencers make money through affiliate marketing, sponsored content or platform payouts from places like YouTube or TikTok. There is a saying that if you're not paying for the product, then you are the product,' said Chad Gammon, CFP®, owner at Custom Fit Financial. 'That doesn't mean all influencers or their advice are bad,' Gammon continued. 'Some share helpful, motivating content. But it's important to understand the incentives behind what you're seeing. Especially if they're pushing products or strategies.' Other experts say there should be certain safeguards in place for those giving financial guidance or advice, particularly when that advice could affect people's retirement, debt or investing decisions. 'While some financial influencers earn impressive incomes, I believe their compensation should be tied to the quality and accountability of their advice,' said Jake Falcon, CRPC®, founder and CEO at Falcon Wealth Advisors. 'That includes being licensed, regulated and ideally acting as a fiduciary. Without those safeguards, there's no guarantee the advice is in the best interest of the audience.' More From GOBankingRates Clever Ways To Save Money That Actually Work in 2025 This article originally appeared on How Much Do Financial Influencers Make? What Money Advice Is Really Worth Error in retrieving data Sign in to access your portfolio Error in retrieving data Error in retrieving data Error in retrieving data Error in retrieving data
