CareerBuilder Put in Play By Its Broadcast Owner

When Monster announced a few weeks ago that it was being bought by Randstad, the only surprises were the buyer and the price, $429 million.

But this morning’s announcement that CareerBuilder is in play was a surprise.

“It’s stunning,” said Peter Zollman, founding principal of AIM Group, a global consulting group to the print and digital classified advertising industry. CareerBuilder, and a second property, which will be spun off, “seemed to represent the future of the company more than the legacy business, the TV stations.”

Now, though, the decision by CareerBuilder’s majority shareholder, broadcaster TEGNA, that it and the other two owners — Tribune Media and The McClatchy Company — “will evaluate strategic alternatives for CareerBuilder, including a possible sale” raises the prospect that we are witnessing the beginning of the end for the traditional job board industry.

If that seems a little too dramatic a conclusion, consider the evidence:

  • In less than a decade, Indeed upended the job board business model, became profitable, and now tops all career sites in traffic. It is the No. 1 site for seekers searching job postings. In June, it closed on the purchase of its failed competitor, SimplyHired.
  • LinkedIn may not have invented online networking, but it took it to a professional level. Today it has 450 million members and is the go-to site for recruiters. At last report, it had more than 30,000 customers for its Recruiter tools.
  • More and more, companies are using their own websites as recruiting tools, attracting potential candidates by distributing their jobs, often for free on job aggregators, but increasingly on social media sites like Facebook.
  • The last time CareerXroads released a source of hire study (2014), job boards accounted for 15 percent of external hires. The 2016 SilkRoad source of hire study gave job boards only a 12 percent share.

Not Headed to Extinction Yet

None of this is to say that job boards are about to go extinct. Niche sites like Dice, Aunt Minnie, and BigTruckDrivingJobs have a future because they are highly specialized, attracting just the professionals that employers seek. Yet they can’t stand still, but must continually innovate because, as Peter Weddle, head of TA Tech, a trade association that includes the job board industry, says, “The market is supersaturated with options for both job seekers and recruiters.”

The dominance of the traditional job board has been eroding for years. Indeed and the imitators it spawned scoured the web collecting job postings everywhere they could find them. Once critical mass was achieved, they introduced a pay-per-click model for employers, upsetting the pay-to-post model that still lingers, but is rapidly falling away.

Besides Indeed, which still looks very much like a job board, LinkedIn gives recruiters a way to seek out candidates easily, facilitating their ability to reach the much-valued “passive” candidate. Employer branding programs give job seekers a glimpse into the company, letting them know what it might be like to work there.

A potentially potent, and rising talent acquisition force is social media — especially Facebook and, to a lesser extent, Twitter — where recruiters can have actual conversations with job seekers and the merely interested, before anyone has to declare an intention. Having friends pass along opportunities is a powerful attractant, especially to the millennial generation which is now entering the workforce in numbers.

Why TEGNA Decided to Divest

Just why TEGNA, which owns 53 percent of CareerBuilder, and all of, decided to divest itself of these digital properties to focus on TV isn’t entirely clear. In a statement, the company said it “will benefit from dedicated focus on opportunities specific to broadcasting, including further innovation around programming and content, investments in adjacent businesses and acquisitions.”

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As much as the recruitment advertising and services industry is in transition, betting on the future of broadcast TV is not a sure thing at all. One look at the sheer number of cable offerings makes clear how many choices consumers have, and then there’s the growing share of audience captured by premium services such as Netflix, Hulu, and Amazon.

However, it may be that even the aggressive CareerBuilder move away from job postings and to becoming a talent management service isn’t enough.

Just yesterday, when CareerBuilder announced it was acquiring benefits administration and talent management software company Workterra, CEO Matt Ferguson said the company had “reinvented who we are as a company over the last few years … This acquisition is a defining moment because it enables us to step beyond recruitment and become an end-to-end human capital management firm.”

But the world has more than a few such companies and more that aspire to such a role. It’s why Randstad made an offer for Monster. It’s part of a long term strategic plan by LinkedIn to build an economic graph linking all the world’s workers to all the world’s jobs.

In “The Future of CareerBuilder,” writer Ninh Tran said, “Will another Randstad acquire CareerBuilder? Yes, there will be more M&A between recruiting agencies and job boards, because job boards are still the No. 6 source of talent for recruiting agencies.”

He predicted last month that CareerBuilder would be sold. It looks very much like he is right.

John Zappe is the editor of and a contributing editor of John was a newspaper reporter and editor until his geek gene lead him to launch his first website in 1994. He developed and managed online newspaper employment sites and sold advertising services to recruiters and employers. Before joining ERE Media in 2006, John was a senior consultant and analyst with Advanced Interactive Media and previously was Vice President of Digital Media for the Los Angeles Newspaper Group.

Besides writing for ERE, John consults with staffing firms and employment agencies, providing content and managing their social media programs. He also works with organizations and businesses to assist with audience development and marketing. In his spare time  he can be found hiking in the California mountains or competing in canine agility and obedience competitions.

You can contact him here.


5 Comments on “CareerBuilder Put in Play By Its Broadcast Owner

    1. Looks like somebody else is set to “fight” a sale…

      Legal Proceedings Regarding the Merger

      On July 15, 2016, a putative shareholder class action lawsuit, captioned Shahram Badiian v. Reid Hoffman, et al., Case No. 16CV297883, was filed in the Superior Court of California for Santa Clara County against LinkedIn and the members of the LinkedIn Board, which we refer to as the “individual defendants,” as well as against Microsoft and Merger Sub, which we refer to as the “Microsoft defendants.” The complaint generally alleges that, in connection with the proposed merger, the individual defendants breached their fiduciary duties to LinkedIn and its stockholders by, among other things, agreeing to the proposed merger with the Microsoft defendants at an unfair price and pursuant to an unfair process and by causing the July 1, 2016 preliminary proxy statement, which we refer to as the “preliminary proxy,” to be filed with the SEC with materially misleading statements and omissions about the proposed merger. Among other things, the complaint alleges that the preliminary proxy omits and/or misrepresents facts regarding: (i) the process leading up to the proposed merger, (ii) certain data and inputs underlying the financial analyses of Qatalyst Partners, LinkedIn’s financial advisor in connection with the proposed merger, and (iii) LinkedIn management’s and analysts’ financial projections that Qatalyst Partners relied upon in preparing its financial analyses. The complaint further alleges that the Microsoft defendants aided and abetted the individual defendants’ breach of their fiduciary duties. The complaint seeks an order preliminarily and/or permanently enjoining the proposed merger and/or rescission of the merger in the event it is consummated, an accounting for damages against all defendants, and an award of attorneys’ and experts’ fees, in addition to other relief. LinkedIn and the individual defendants believe that the plaintiff’s allegations are without merit and intend to defend against them vigorously.

      Oh my goodness.
      The devil in the damned details.

  1. Not surprising. With the recent announcement of Microsoft acquiring Linkedin, Randstad acquiring Monster, Indeed (since 2012) already being owned by Recruit Holdings (dominant player in Japan talent acquisition industry), I am sure Careerbuilder sees the writing on the wall. They must integrate with a bigger fish in order to compete. Who could that be?

    Google? – probably not. They already invested in Glassdoor and offer better synergies with Google’s existing businesses and practices.

    Indeed/Recruit Holdings? Perhaps…. if Careerbuilder’s data alone is viewed as valuable enough without being redudant to indeed’s existing services and data.

    More likely, as Careerbuilder is closer to being Monster than it is to being Glassdoor, Indeed, Linkedin, etc. is that a large global recruitment firm looking to expand and diversify into technology, saas, big data, seo, etc. acquires Careerbuilder. Offhand, two prospective buyers that come to mind Adecco and Manpower, or some equivalent. I suppose time will tell.

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