Monster was one of the first job boards during the early days of the internet. A few years later, as the market leader, the job and résumé site ran a television ad during the Super Bowl in 1999. As a young recruiter, it was my go-to site to post job listings and conduct searches for candidates. Over the years, the recruiting platform has faced an onslaught of competition. Three major players, LinkedIn, Indeed and ZipRecruiter, a host of other niche and aggregation sites, along with new entrants, like TikTok, stole market share from the once-dominant Monster.
With an M.B.A. from MIT and 30 years in the tech industry under his belt, Scott Gutz was brought aboard three years ago to take Monster to the next level—after some turnover with CEOs. In a press release about his hiring, Gutz said, “Monster’s history as a disruptor in the recruitment industry is undisputed, and I’ve been an admirer of the brand for many years.” He added, “As I’ve started to learn more about the team and current state of the business, it’s clear that Monster has a unique opportunity to return to its position as industry leader. I’m honored to join a team that is poised to shake up the industry once again by delivering quantifiable value for job seekers and employers.”
I had the pleasure of interviewing Gutz to get his take on the job market. I also wanted to gain a sense of whether or not he had a plan to unleash the monster inside of him to take back the lead in the recruiting industry.
Within under a minute, it’s clear that Gutz eschews the hubris typical of many big-shot CEOs. He comes across as down-to-earth, friendly and authentic. He was excited to share what’s going on in the job-search space and his plans to bring back the former glory of the brand.
The Focus On Gen-Z
One of his initiatives is catering to the up-and-coming Gen-Z cohorts who are entering the job market, as well as younger Millennials. He’s betting that this generation will be vastly different from Baby Boomers. They have seen or heard about their parents losing their jobs during the financial crisis in 2008 and the Covid-19 pandemic. They’ve learned at a tender age that there’s no such thing as corporate loyalty. Our parents’ and grandparents’ age of sticking with one or two companies throughout the entire duration of their working lives is over.
Gutz understands that this younger generations desires meaningful jobs and careers that serve a greater purpose. They also want to work at companies that share their social and political ideals. It’s important for them to have job flexibility, including hybrid and remote-work options. If they’re not happy or feel unappreciated, they’ll switch jobs. Gutz predicts that someone who is now in their early 20s may end up