
In "Get Hired Now," ZipRecruiter CEO Ian Siegel reveals why 75% of resumes are read by robots, not humans. This data-driven job search bible became essential reading during the 2021 pandemic upheaval. Want the unfair advantage employers don't want you to have?
Ian Siegel, visionary entrepreneur and CEO of ZipRecruiter, leverages his expertise in AI-driven recruitment technology in Get Hired Now – a career development guide blending cutting-edge job search strategies with proven hiring insights. As co-founder of the employment marketplace connecting over 1.8 million employers with 500 million job applicants, Siegel distills 15+ years of executive experience at Stamps.com, Rent.com, and eBay into actionable advice for modern job seekers. His sociology background from Oberlin College informs the book's human-centered approach to resume optimization, interview techniques, and algorithmic matching systems.
A frequent commentator featured in the Los Angeles Times and on The Investor’s Podcast, Siegel bridges corporate HR practices with candidate psychology. Get Hired Now extends his mission to democratize hiring through AI – a concept he pioneered through ZipRecruiter’s industry-disrupting platform. The book’s methodology reflects real-world validation from over 430 million job seekers who’ve used his tools since 2010.
Get Hired Now! by Ian Siegel is a step-by-step guide to accelerating job searches, offering data-driven strategies for resume writing, interview preparation, and salary negotiation. Drawing from insights as ZipRecruiter’s CEO, Siegel explains how employers hire and provides actionable tactics to stand out, from optimizing LinkedIn profiles to following up post-interview.
This book is ideal for job seekers at any career stage, including recent graduates, career changers, and professionals aiming for promotions. It’s particularly useful for those navigating competitive industries or seeking clarity on modern hiring practices, such as leveraging social media and acing virtual interviews.
Yes—readers praise its practical, no-fluff advice rooted in employer data. The Wall Street Journal bestseller provides frameworks for avoiding common job-hunting pitfalls, and multiple reviews highlight success stories of landing dream roles using Siegel’s methods.
Key strategies include:
Siegel emphasizes creating an ATS (Applicant Tracking System)-friendly resume by mirroring language from job postings, quantifying achievements, and avoiding generic summaries. He advises splitting resumes into “Core Skills” and “Career Highlights” sections to quickly showcase relevance.
The book details how to:
Siegel recommends delaying salary discussions until after receiving an offer, using sites like Glassdoor to benchmark rates, and negotiating non-monetary benefits (e.g., remote work options) if pay flexibility is limited.
Unlike generic advice, Siegel leverages ZipRecruiter’s employer data to debunk myths—like the inefficiency of “spray-and-pray” resume submissions—and emphasizes speed, with strategies to shorten job hunts by 30–50%.
Some reviewers note the advice leans toward corporate roles over creative industries. Others mention that experienced professionals may find portions repetitive, though the data-driven insights still offer value.
With remote hiring and AI-driven applicant tracking systems now standard, Siegel’s focus on digital optimization (e.g., resume keywords, virtual interview prep) remains critical for cutting through modern recruitment noise.
A standout principle is “Your resume isn’t about you—it’s about the employer’s needs.” Siegel stresses reframing accomplishments to solve specific employer pain points, such as reducing turnover or boosting sales.
Yes—it includes tactics for transferring skills across industries, rewriting career narratives for pivot roles, and identifying “bridge opportunities” to gain relevant experience before applying.
As ZipRecruiter’s co-founder and CEO, Siegel has overseen 130+ million job matches. His expertise stems from analyzing hiring trends across 1M+ employers, giving the book unique credibility on what actually works in today’s market.
Siente el libro a través de la voz del autor
Convierte el conocimiento en ideas atractivas y llenas de ejemplos
Captura ideas clave en un instante para un aprendizaje rápido
Disfruta el libro de una manera divertida y atractiva
The traditional job search model is broken.
Modern job searching isn't just about having the right qualifications.
Your primary goal is no longer impressing a person.
Quantification is key.
Your online presence has become an extension of your resume.
Desglosa las ideas clave de Get Hired Now! en puntos fáciles de entender para comprender cómo los equipos innovadores crean, colaboran y crecen.
Destila Get Hired Now! en pistas de memoria rápidas que resaltan los principios clave de franqueza, trabajo en equipo y resiliencia creativa.

Experimenta Get Hired Now! a través de narraciones vívidas que convierten las lecciones de innovación en momentos que recordarás y aplicarás.
Pregunta lo que quieras, elige la voz y co-crea ideas que realmente resuenen contigo.

Creado por exalumnos de la Universidad de Columbia en San Francisco
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Creado por exalumnos de la Universidad de Columbia en San Francisco

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Picture a high-stakes competition where 95% of participants are guaranteed to fail-not because they lack talent, but because nobody ever taught them the rules. That's the modern job market. We spend years preparing for careers through education and training, yet the critical skill of actually landing a job? That's something we're mysteriously expected to figure out on our own. It's like being handed a complex board game with no instructions and being told your livelihood depends on winning. The frustration you feel when applications vanish into digital black holes isn't your fault-it's a systemic problem born from a fundamental disconnect between how we think hiring works and how it actually operates. Between 60% and 85% of jobs are filled through networking-not formal applications. This staggering statistic reveals an uncomfortable truth: the job market isn't a meritocracy where the most qualified candidate always wins. It's a social ecosystem where being known often matters more than being skilled. Many positions never get posted publicly because managers create roles specifically for candidates they already know or who come recommended by trusted contacts. The average person knows about 600 people, creating a vast potential network if properly leveraged. Your next opportunity isn't hiding in some impossible-to-find corner of the internet-it's waiting for someone who understands how the game is actually played.