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    DEIB in 2024: No Longer Important in Tech Hiring?

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    One step forward, two steps back: the consequences of deprioritizing DEIB initiatives

    It’s common knowledge these days that companies that prioritize DEIB initiatives are more successful. Diversity, equity, inclusion, and belonging (DEIB) foster innovation, drive company growth, and entice the best talent. Yet, as companies reduce budgets in response to hiring market shifts, DEIB initiatives become ‘nice-to-haves’ as opposed to ‘must-haves.’ 

    In an interview with a Forbes contributor, Abi Williams, founder of Lead Not Lag, encourages accountability to drive DEIB forward. She says, “There are consequences for not hitting revenue numbers or for not shipping products in time, so why not for teams or leaders that aren’t driving inclusion efforts? Accountability and the prioritization of DEIB need to happen both top-down as well as bottom-up.”

    Often, DEIB is mistaken as a short-term initiative or even a trend. Instead, it should be infused with long-term strategy during both the good years and the tough ones. Cultivating DEIB takes commitment and consistency. Without that, we risk progress in team diversity and lose the benefits that come with it.

    Hired predicts deprioritizing DEIB positions and goals reduces progress in tech team diversity.

    First, Indeed reported a growth of DEIB job postings of 56.3% from September 2019 – 2020. LinkedIn reported 168.9% growth in Chief Diversity & Inclusion Officer positions from 2019 – 2020. 

    Then, 1 in 3 DEIB professionals lost their roles in 2022, according to a study by Revelio Labs.

    “Mass layoffs of DEI professionals and less investment have meant that DEIB initiatives have seen significant rollbacks in the last two years,” says Hired CEO Josh Brenner. “With public policymakers scrutinizing DEIB programs more closely, organizations that were nominally committed will prioritize it even less in 2024. 

    Those who continue to foster safe spaces for open dialogues, be transparent and accountable to DEIB initiatives, and encourage inclusive representation will be best positioned to benefit from a stronger talent pool and increased innovation (McKinsey 2020).”

    Unfortunately. 20% of tech employers surveyed told Hired they plan to deprioritize or discard ‘Diversity Hiring Rate’ as a recruiting metric in 2024. On the plus side, 27% said it was one of their top hiring KPIs in 2024.

    Hired’s survey also revealed that 31% of tech employers do not have a person or team dedicated to DEIB. However, 65% predicted they would a year later. 

    Why DEIB? It’s important to jobseekers and employees

    It’s not just corporate and social responsibility. When defining “diverse” in terms of education, background, race, gender, experience, etc. the majority of surveyed tech workers, 63%, said working on a diverse team was a top priority to them. 

    Ready to invest in achieving DEIB goals? Download our eBook, 10 Things You Can Do to Reach DEI Goals, for actionable steps.

    Want more women in tech?

    We frequently hear from employers, partners, and the industry at large that we need more women in tech roles. But according to a 2023 CIO article, half of the women who enter the tech field leave by age 35.

    Besides competitive compensation and benefits, the three most important things to surveyed female tech workers are: 

    1) the option to work remotely, 

    2) work-life balance, 

    3) career growth and advancement 

    Because women prefer remote work and flexible scheduling, as do many other tech workers belonging to underrepresented groups, the more employers insist or pull back on remote roles, the harder it will be to recruit, retain, develop, and promote them into leaders.

    Related: Want to Hire More Women? Focus on Performance Feedback

    Renewing focus and committing to DEIB 

    When planning how to attract more talent from underrepresented groups, our partner Workable cautions organizations from relying too heavily on a singular strategy, such as inclusive employer branding, diversity-centric recruiting events, or incentivized employee referral programs. 

    According to Workable’s Senior Content Strategy Manager Keith MacKenzie, “Diversifying one’s employee base is a broad strategy that can’t be solved with one or even more than all of the above. There are numerous variables in attracting more ‘underrepresented talent’ – for instance, what aspects of underrepresentation is a company hoping to address? 

    Going into 2024, companies will increasingly recognize DEIB as four distinct elements of an overall strategy. As the overall concept of DEIB matures, the strategy of attracting underrepresented talent will increasingly be addressed differently through each of those four lenses.” 

    Getting buy-in from stakeholders

    To illustrate the importance of DEIB initiatives in your strategy to stakeholders, Abi Williams recommends emphasizing the common goal. “A positive and engaging work environment, happy customers, and excellent revenue numbers. Investors want ROI on their investments. And ultimately, really investing in your DEIB goals is going to get you to all of these goals.”

    How are tech employers planning to find underrepresented talent in 2024? 

    Overall, surveyed employers indicated their top five tactics include: 

    Inclusive employer branding (46%)

    Diversity-centric recruiting events (44%)

    Employee referral program with incentives (42%)

    Internship and mentorship programs (37%)

    Collaboration with diverse communities and networking groups (37%)

    When broken down by the number of employees, smaller companies (1-299 employees) are prioritizing inclusive employer branding while larger companies (300+ employees) favor diversity-centric recruiting events. 

    Only eSMBs (less than 100 employees) broke from the pack to include flexible work policies and diversity-focused job portals in their top five (tied with some of the other tactics). 

    Hired helps companies of all sizes with recruiting events including virtual candidate events and coding challenge campaigns as part of our employer branding solutions.  More

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      in Talent Acquisition

      4 Ways Women Can Get the Salary They Deserve

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      Although we’ve made tremendous strides in gender equality, data shows we still have a long way to go, especially when it comes to pay. The gender wage gap represents the difference in salaries between men and women. Pew Research Center shared that it hasn’t changed much in the past two decades in the US. In fact, the gap is still narrowing so slowly that at its current rate, it’s not expected to close until 2088.

      When it comes to equitable compensation, particularly as it relates to gender, one important piece of the puzzle is the fact that women, on average, ask for lower salaries than men. This is often referred to as the expectation gap.

      Hired platform data tells us the wage gap has widened for all except white and Asian women, driven by a widening expectation gap. We also see Black women had the widest wage gap in 2021 and again in 2022.

      When we surveyed tech talent, we learned only 25% of women, compared to 39% of men, felt they had adequate knowledge or resources to request compensation in line with the market, their role of interest, and their skills and experience. Nearly 25% of women admitted they need a lot of help in this area compared to 18% of men. Combined, 68% of men and women say they could use help, ranging from “some,” to “a lot.”

      Glassdoor recently published research indicating some women they surveyed hesitated to negotiate salary offers.

      The impact of salary transparency is promising

      While still early in the journey, there is emerging evidence salary transparency is effective. More cities and states have initiated laws mandating the disclosure of salary bands to some degree. As a metropolitan area, New York City’s legislation became effective November 1, 2022. It requires employers to disclose the compensation or range in any ad for a job, promotion, or transfer opportunity.

      In New York City, Hired’s data shows a positive effect, as the gender wage and expectation gap

      narrowed. Representation also increased for women in NYC.

      As companies and employees alike think about how to create a more diverse and equitable environment, addressing both the expectation and wage gaps should be a top priority. 

      Now, let’s dive into some of the key ways women can advocate for themselves and combat the gender wage gap.  

      1. Know your worth and advocate for it

      The first step is understanding your own value in the job market. (As a reminder, companies are not allowed to ask about pay history during the interview process.) Research industry standards and salary benchmarks for your role and level of experience. You’ll find out what a fair salary should look like. 

      Armed with this knowledge, confidently negotiate your salary during job interviews and performance evaluations. Don’t shy away from discussing compensation, and be prepared to articulate your accomplishments, skills, and the value you bring to the organization. Remember, negotiation is a standard part of the hiring process, and advocating for fair compensation is not only acceptable but expected.

      Women with specialized jobs may find accurate information on sites like PayScale, Glassdoor, and Hired’s Salary Calculator. These will provide valuable insights into salary ranges for similar positions in your geographical area. Consider asking about the company’s compensation philosophy and whether they publish their internal wage gap stats.

      In addition, understand the potential for career progression with the company — and how salary growth mirrors this. This is an important part of evaluating whether the role can help you stay competitive from a salary perspective. 

      Related: How to Ask About Growth Opportunities During an Interview 

      Even if the initial salary offer is not exactly what you expected, you must be able to grow (both in terms of role and salary) within the company. This will put you in a better position when you make your next move.

      Lastly, remember to calibrate for more than just salary as you’re negotiating with potential employers. Particularly as you progress in your career, additional factors beyond the cash compensation offer may become more valuable to you. These could be helpful leverage as you advocate for fair treatment. 

      Those in more senior roles, for example, may be offered significant amounts of stock compensation. While some companies won’t budge on their salary offer, you may be able to argue for a better overall compensation package by being flexible in your cash requirements.

      2. Leverage your network 

      Cultivate relationships with mentors, peers, and industry professionals who can provide guidance, support, and valuable opportunities. Attend networking events and industry conferences, and join professional associations relevant to your field.

      Hired is a great resource as we regularly hold events and summits to support jobseekers in fostering connections with employers and fellow tech professionals. Keep an eye out for upcoming events. 

      Networking not only opens doors to new job opportunities but also provides access to insider information about salary trends, job openings, and negotiation strategies. Additionally, a strong network can serve as a source of encouragement and empowerment, helping you navigate the complexities of the workplace with confidence.

      3. Don’t stop learning 

      Continuously investing in your professional development not only enhances your skills and expertise but also increases your market value. Identify areas for growth within your field and seek out training programs, certifications, and workshops to expand your knowledge base.

      By acquiring new skills and staying abreast of industry trends, you position yourself as a valuable asset to employers, deserving of competitive compensation. Moreover, demonstrating a commitment to learning and growth showcases your dedication to excellence and can bolster your negotiating power when discussing salary.

      4. Seek out employers committed to pay equity

      When exploring job opportunities, prioritize organizations that demonstrate a commitment to pay equity and gender equality. Research prospective employers’ policies and practices related to compensation, diversity, and inclusion initiatives.

      Look for companies that conduct regular pay audits, have transparent salary structures, and actively work to address gender disparities in pay. By aligning yourself with employers who value fairness and equality, you increase the likelihood of receiving the salary you deserve and contribute to broader efforts to close the gender pay gap.

      Related: How to Identify Value-Driven Employers in the Job Search

      Advocate for equitable treatment and equal pay 

      While much of the onus is on companies to be sure that they are paying both genders equally, women jobseekers can play an important role in narrowing the gender gap. If there’s a willingness to progress toward equality, women just need the information to get there.

      By holding companies accountable, you not only position yourself to receive fair pay but also give the company a chance to rise to the occasion and combat the gender wage gap. 

      Originally published April 2017. Updated March 2024. More

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      in Workplace

      Revitalizing Workplace Morale: Innovative Tactics for Boosting Employee Engagement in 2024

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      This year it has become increasingly evident that the success of any organization hinges upon its most valuable asset: its people. As the modern workforce continues to evolve, it’s imperative that employers acknowledge the pivotal role employees play, particularly when it comes to the success of their companies. One pressing issue that demands attention and has the power to threaten profitability right now is employee satisfaction.
      Recent studies show that job satisfaction ratings are shockingly low, with nearly 22% of professionals describing their job satisfaction as excellent. This distressing figure dwindles further to 13% among non-supervisory employees. This stark contrast underscores the pressing need for employers to address the growing dissatisfaction among their workforce.
      To reinvigorate workplace morale and supercharge employee engagement, organizations must take a people-centric approach to achieving their desired results, and prioritize employee well-being and satisfaction as a strategic contribution to long term success.
      Well-Being Over Salary
      In recent years, it has become clear that people are placing a heavy importance on work-life balance. Surprisingly, well-being has taken precedence over salary as the top contributor to job satisfaction with more employees seeking balance between their professional and personal lives.
      Outdated views of traditional success, solely measured by financial compensation, are evolving and organizations that recognize the significance of fostering environments where employees can flourish both inside and outside the office are better equipped to attract and retain talent. By developing innovative policies – such as flexible work hours, remote work options, enhanced leave policies, and upskilling, reskilling programs – organizations can create more inclusive and adaptable workplace culture. These types of initiatives not only benefit individual employees but also promote a diverse and engaged workforce.
      Embracing the concept of success as a multifaceted endeavor that includes personal growth, work-life balance and skill development aligns with the changing dynamics of the workforce. As a result, forward thinking companies are not only investing in their employees’ professional development but also in their overall well-being, leading to increased loyalty, productivity and revenue.
      Redefining Performance Reviews
      Standard performance reviews aren’t cutting it as new data strongly supports creating new standards to evaluate employee performance as annual or semi-annual reviews no longer align with the pace of most workplaces. Instead, to cultivate a sense of engagement and transparency, more frequent and goal-oriented performance reviews prove more effective for both employees and managers alike. Instead of waiting months to provide feedback, organizations are shifting toward continuous performance assessments, allowing for real-time adjustments, growth, and development.
      It is crucial to create awareness of an individual’s impact on company goals and their peers. By shifting away from merely evaluating an individual’s performance to assessing an employee’s impact, you can help connect their work to strategic priorities and those around them. People who discuss their effects on overall objectives and peers are 2x more likely to rate the performance of the organizations as excellent and to feel recognized by leaders.
      Fostering Inclusivity and Cultural Harmony
      Despite being at the forefront of the larger corporate agenda for some time now, many diversity, equity and inclusion (DEI) initiatives still miss the mark when it comes to creating truly inclusive environments. A glaring issue is the notable lack of focus on empathy, which can have a detrimental impact on an organization’s culture and morale.
      To have an inclusive workplace, one that emphasizes belonging, business leaders need to break down the walls that stereotypes have built. Successful DEI programs excel in cultivating a culture that fosters open, sincere, and introspective conversations. These are the types of dialogues that can amplify eagerness and motivation to collaborate—enhancing overall engagement, retention, and success. But oftentimes, it can be difficult to have these conversations. To combat this, organizations need to ensure their workplace is that of an outward mindset, one where individuals can develop a genuine appreciation for diversity and actively seek ways to dismantle systemic barriers.
      To truly change an organizational culture, leaders need to address the harmful beliefs and behaviors that hold people back. By shifting mindsets, organizations can pave the way for real change to create inclusive workplaces that embrace diverse perspectives and make everyone feel valued and included.
      Embracing Collaborative Technology
      With remote and hybrid work arrangements becoming the new norm, these changes present a need for effective collaboration in a dispersed workforce. Organizations must embrace collaborative technology that empowers employees to work seamlessly whether they are in office, working fully remote or somewhere in between.
      Tools, including video conferencing platforms, project management software, and virtual whiteboards, are essential for fostering productive teamwork across physical boundaries. As well, encouraging a culture of digital collaboration through providing training and resources is essential to maximize the potential of these technologies. Effective collaboration not only enhances productivity but can reinforce a sense of unity and engagement among employees, regardless of their physical location.
      Cultivating a Positive Culture
      More than a buzzword, crafting a positive company culture can be a catalyst for employee engagement and productivity. United by shared values, a sense of belonging, and a greater focus on well-being, employees are more likely to feel motivated and committed to their work and the organization’s goals. A sense of purpose can significantly diminish feelings of isolation, or alienation and can make the workplace a more fulfilling environment.
      Revitalizing workplace morale in the year ahead will require outside the box thinking and tactics like prioritizing of work-life balance, fostering empathy-centric DEI initiatives, redefining performance reviews, embracing collaborative technology and the cultivation of positive cultures to propel companies toward a brighter future of increased employee engagement and satisfaction. By embracing people-centric approaches, organizations can create workplace environments where employees are not only productive but also genuinely fulfilled.
      The Arbinger Institute is the innovator of leadership and professional development that empowers leaders to transform their organization’s culture to achieve lasting business results. 
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      in Workplace

      How to Improve Workplace DEI Through Payroll Management 

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      Diversity, equity, and inclusion (DE&I) are near the top of the list of many issues that concern employees today. ADP’s People at Work study reports that 76% of employees would think about finding a new job if they discovered an unfair gender pay gap or learned that their company doesn’t have a DE&I policy. It’s a particularly critical concern for Gen Z, who are set to make up over half the global workforce by 2030.
      This places DE&I as a top concern for employers too. Many businesses are publishing policy statements on the topic, but practical changes are far harder to implement. McKinsey observes that UK companies struggle to simultaneously achieve gender and ethnic diversity.
      Moreover, many women in tech feel, and sometimes are told directly, that they are token “diversity hires”. Others talk about not being taken seriously, even when hired or promoted on their own merits.
      HR professionals are taking all kinds of steps to address DE&I, like examining recruitment policies and wording recruitment ads in ways that appeal to women, members of underrepresented ethnicities, and disadvantaged groups. Many workplaces are investing in professional development for BAME and female employees and cultivating welcoming workspaces.
      But pay gaps remain a significant problem, placing payroll front and center for DE&I issues.
      Pay equality
      Understandably, pay equity is still a primary issue in the quest for workplace equality. The pay gap is narrowing, but it indeed hasn’t disappeared. A survey by ADP found that 60% of women think that they are underpaid for their roles, compared with 46% of men, and significantly more women than men are unhappy with the pay they receive.
      Part of the solution is to commit to pay equality, but that’s only possible when workplaces have accurate data about pay equality. Staying organized with payroll processes results in more reliable data, which can be used for pay reviews and to check pay disparities.
      Automation also helps ensure that employees receive all the pay they are entitled to and there aren’t “hidden” pay gaps. Often, overall compensation includes disparate aspects like bonuses, overtime, and paid leave. If pay is not calculated and paid in full and on time, the real-world experience of take-home pay could be very different.
      For example, if 5% of an employee’s pay is due to overtime, and manual payroll processes mean that overtime calculations consistently lag two or three months behind regular salary payments, the employee might not be receiving the full pay they expect, even if their compensation package looks great on paper.
      Pay transparency
      Without transparency, it’s impossible to achieve real equality, so this goes hand in hand with the previous point. Transparency matters a lot to employees, with a recent report noting that job ads that include salary details attract six times as many applicants, while increased pay transparency does effectively narrow the gender pay gap.
      Transparency also promotes trust in the company, which makes employees feel safe, secure, and included — the ultimate goal behind DE&I policies.
      An awareness of this lies behind the EU’s Pay Transparency Directive. While the UK doesn’t yet have similar legislation, companies that stay ahead of the game could have an edge in attracting top talent. Given that remote work is commonplace, candidates could choose to work for EU companies with more transparent payroll processes.
      Conversely, companies with opaque, confusing, and inefficient payroll processes lack transparency into who receives what compensation in actual terms. That’s particularly problematic in companies where employees commonly work shifts, overtime, and/or on a contract basis, making it difficult to compare real-world compensation. These organizations can also use automation to make payroll more reliable, trusted, and transparent.
      Pay flexibility
      Flexibility is essential to everyone nowadays, but it’s particularly crucial for women.
      Women are still more likely to bear the majority of the childcare and elder care burden. In some ethnic minorities, such as Bangladeshi and Pakistani communities, families still expect that women will care for extended family members.
      When people think about flexibility in the workplace, working hours and remote work options are the first things that come to mind, but payroll and compensation play a key role. Streamlined payroll management practices make it far easier for companies to support flex work, because it lightens the burden of calculating compensation for irregular working hours.
      Automated payroll also enables companies to support flexible payment arrangements, like if an employee prefers to be paid weekly or bi-weekly rather than monthly for the sake of easier budgeting. This way, the company can accept such requests without worrying about the payroll team getting overwhelmed.
      Pay reliability
      Getting paid on time and in full isn’t often mentioned as a DE&I issue, but it’s worth pointing out in this context. According to LinkedIn’s Future of Recruiting, compensation remains the top priority for jobseekers, despite ongoing concern for work-life balance and flexible working arrangements.
      Employees from middle-class backgrounds are more likely to have enough financial stability that they won’t worry if the pay is a day late or overtime payments come through a couple of months down the road. But a delayed paycheque could be disastrous for those living under financial stress.
      BAME employees and single-parent families, which women more often head than men, make up a disproportionate percentage of employees who desperately need to be paid bang on time. They can’t afford to wait for even a portion of their expected income.
      This is where efficient, automated payroll processes come in, guaranteeing that employees receive their full pay when they expect it. With this kind of assurance, employees who are facing financial stress can take overtime or extra shifts with the confidence that they’ll be paid this month and not four months down the road when they finally finish their calculations.
      Payroll can add to your DE&I efforts
      For as long as pay gaps continue to dominate DE&I conversations, payroll will play a significant role in driving equality and inclusion in the workplace. Impressive statements and revised policies have their place, but taking practical steps to improve payroll processes and care for every employee’s financial needs speaks louder than a thousand announcements.
      By Sabrina Castiglione, Chief Operations Officer, Pento.
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      in Talent Acquisition

      How to Identify Value-Driven Employers in the Job Search

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      Values are the principles guiding actions and decision-making. Company values not only shape the workplace and culture but the hiring process too – and in turn, your job search. As this turbulent hiring market tests employers and their commitments, jobseekers should understand which companies remain dedicated to their values. 

      Three pillars of hiring: equity, efficiency, and transparency

      At Hired, we believe the most successful companies are guided by strong employer brand values and fair hiring practices. Our observations of successful companies tell us equity, efficiency, and transparency are key to making hiring better for everyone.

      Equity levels the playing field to open opportunities to a diverse range of talent and reduces the wage gap by offering fair pay. Efficiency expresses how streamlined companies are when advancing candidates through the hiring funnel. Transparency refers to how openly companies communicate salaries or salary bands to candidates, as well as insights into the hiring process and expectations. 

      On Hired, we find that transparent expectations through detailed jobseeker profiles and openness about jon preferences lead to better matches and is a productive use of both parties’ time.

      Why equity, efficiency, and transparency matter to jobseekers

      Equity

      The challenges of 2023 – economic uncertainty and layoffs to name a few – put DEIB at risk. Some companies scaled back DEIB efforts when budgets shrank. However, the best employers and those who will succeed in 2024 are the ones who continue to prioritize and stay accountable to DEIB initiatives. Forward-thinking companies know that bias-free processes lead to more innovation, higher retention, and better performance. 

      Underrepresented jobseekers often face systemic biases and barriers that prevent equitable access to opportunities. This is frustrating and often disheartening, especially as it affects overall career advancement. 

      Equitable hiring keeps companies accountable and creates fair and unbiased opportunities for jobseekers to succeed. Equitable companies foster inclusive cultures where employees feel respected, valued, and supported to reach their full potential. They enact policies that provide access to growth opportunities and flexibility so employees thrive personally and professionally. Fair hiring practices speak volumes about the supportive, fulfilling work environment you’d experience as an employee. 

      Efficiency

      The hiring process is already stressful as is. Jobseekers certainly don’t need an unorganized interview process on top of that. Have you spent time jumping through hoops just to reschedule last minute – or worse, be ghosted entirely? Even experienced talent are facing inefficient, opaque hiring processes that waste time, generate anxiety, and create barriers to career advancement. 

      The good news is that companies with efficient hiring processes are out there and they’re fostering positive candidate experiences. An efficient hiring process shows a company respects jobseekers’ time, has an organized culture, and uses best practices to facilitate skills-based hiring.

      The companies that streamline their processes value your time and energy. When you experience an organized, fast, and respectful interview process, you know that culture carries through the entire company. Consider an efficient hiring process a first look into:

      Work culture

      How organized a company is

      How decisions are made

      What working cross-functionally is like

      Transparency

      Talking about money shouldn’t be uncomfortable – especially when it’s employers discussing salaries with candidates. Luckily, 2023 brought meaningful progress in salary transparency, thanks to laws enacted across the country. 

      Salary transparency leads to fair, equitable pay and informed negotiations. This fosters trust and advocates for merit-based recognition. Open compensation practices empower employees through insight into growth trajectories and ensure they are valued competitively. 

      Many companies are now publicly sharing salary ranges for open roles, which empowers jobseekers to advocate for fair pay. When candidates know where they stand, they can confidently step into a role that recognizes their worth. Plus, companies that post salary ranges and openly discuss compensation philosophies are more likely to pay employees fairly, award merit and advancement, and eliminate wage gaps.

      How to evaluate an employer’s commitment to these values

      Ideally, every company will embody equity, efficiency, and transparency in their actions and not just words. Unfortunately, that’s not always the case. The hiring process and day-to-day culture may not reflect what’s outlined on the company website. So how can jobseekers assess how committed employers really are to these values? 

      Signals to look for from employers

      To find out whether an employer is equitable: 

      Listen for specific, detailed responses from an interviewer to equity-related questions. Can they give examples of what they’re doing to drive DEIB forward? 

      Research company policies on DEIB, their track record in hiring and promoting diverse candidates, and initiatives to support a diverse workforce

      Take the details into account: How serious are they about representation? Are you only being interviewed by white men? Are you interviewed by women but realize they’re the only ones at the company?

      Read company reviews online to get a feel for their current/former employees’ thoughts on equity

      Review if they have won awards, are involved with charitable giving, or have employee resource groups

      To get a feel for how efficient an employer is, look for these cues: 

      A clear and concise interview structure

      Prompt follow-ups and responses

      Well-organized communication from the company

      No last-minute cancellations or rescheduling

      An interview panel that is up to speed and doesn’t waste time

      Clear information is provided about the role and company 

      Instead of ghosting, they communicate clearly and honestly (and don’t leave you waiting indefinitely!) 

      To understand how an employer values transparency: 

      Observe whether they share salaries or salary bands

      Evaluate their openness (or lack thereof) to negotiation

      Research industry standards (try Hired’s Salary Calculator!)

      Inquire about the company’s compensation philosophy in the interview process

      When evaluating an offer, consider the entire compensation package beyond just salary, including benefits and bonuses

      Research the company’s reputation regarding employee satisfaction and fair compensation

      Research news articles, funding announcements, yearly revenue growth/declines, stock filings, quarterly reports, and layoffs

      How to ask about company values in interviews

      To inquire about equity you might ask: 

      “How do you ensure fair and unbiased hiring decisions?”

      “How do you support employees of different backgrounds in their career advancement,?”

      “How do you accommodate different needs and work styles in your team?”

      “What is the company’s approach to work-life balance and flexible working arrangements?”

      “Does your company offer equitable career progression opportunities for growth of employees with varying backgrounds within the same role?”

      “Do you think the career advancement policies of the company are fair for all, regardless of their background?”

      To inquire about efficiency you might ask: 

      “What is the company’s approach to decision-making and project management?”

      “How do you ensure effective communication among teams?”

      “What systems and tools are in place for tracking progress and accountability in projects?”

      “How does the company handle deadlines and time-sensitive projects?”

      “Can you provide an example of how a typical project is managed from start to finish?”

      “What will the interview process entail and what is the expected timeline?”

      “Where would efficiency rank in terms of importance for tasks?”

      To inquire about transparency you might ask:  

      “What is this company’s compensation philosophy?”

      “How is the salary for this role determined, and how often is it reviewed?”

      “Are there opportunities for bonuses or performance-based increases?”

      “What are the KPIs that would impact my compensation?”

      “How does the company ensure equitable pay practices across all levels?”

      “How is the company communicating to its employees regarding company goals, progression to them, shifts in team structures, and market trends?” 

      “How often are company-wide meetings?”

      Top tech employers exemplifying equity, efficiency, and transparency

      Which companies walk the walk when it comes to these values? We crunched the data and are sharing which companies (many of which are actively hiring!) ranked the highest across each value:

      Note: 

      Small businesses include companies with 1-299 employees

      Medium businesses include companies with 300-9,999 employees 

      Enterprise businesses include companies with 10,000+ employees

      Equity

      North American Small Businesses

      Hazel Health

      Parachute Health

      Cogility 

      North American Medium Businesses

      Beyond Finance

      Veho 

      Lattice

      North American Enterprise Businesses

      Yum! Brands

      Acuity Brands

      Workday

      UK Businesses

      ITV 

      Zopa

      Beamery

      Efficiency 

      North American Small Businesses

      Butter Payments

      Parachute Health

      Babylist

      North American Medium Businesses

      Chegg

      Capital Rx

      One Medical

      North American Enterprise Businesses

      NBCUniversal

      Carvana

      Yum! Brands

      UK Businesses

      Zopa

      Hopin

      Education First

      Transparency

      North American Small Businesses

      Babylist

      Firstup

      Nacelle

      North American Medium Businesses

      2U

      Hudl

      Beyond Finance

      North American Enterprise Businesses

      iHeartMedia

      Carvana

      Yum! Brands

      UK Businesses

      Focaldata

      ITV 

      Ticketmaster

      Hired has specific features to help amplify companies with these values. Check out some of the features we’ve developed based on data and insights to reduce bias.

      Methodology 

      For each core value, our data team produced a sub-score based on the average across the individual metrics. From there, a weighted average across those sub-scores produced the final combined score, which was then used to determine the company rankings. Get more details on the methodology here. More

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      in Career Hacks

      Learn How The Estée Lauder Companies Champions Diversity & Career Advancement in the Beauty Industry

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      Like many industries, the beauty industry has grown to be one of the fastest evolving markets with consumers who demand authenticity, representation, and innovative products that fit their unique needs. At The Estée Lauder Companies’ (ELC), our collective vision is to be the most inclusive and diverse beauty company in the world as well as the employer of choice for diverse talent and the brand of choice for our global consumers. Because of this, we understand that talent today don’t just want to know what companies WILL do as it pertains to inclusion, diversity, and equity, but have a genuine track record and a commitment to current and future leader’s career advancement.

      Today over 80% of our work force is female, 50% of our U.S. Workforce is comprised of minorities and 59% of Global VP positions and above are held by women.

      We are consumer obsessed and because of this we focus our priorities on ensuring our employee population reflects the communities we impact by ensuring equitable access to professional development and advancement opportunities.

      Driving Professional Development within HBCU Communities

      As an organization dedicated to professional development and education, we pride ourselves in our ability to deliver on our ID&E commitments through external programs with our employee populations and HBCUs. To date, ELC has partnered with Howard University, Spelman College, and Florida A&M to provide virtual networking and career advancement programs for alumnae seeking ways to transition to the beauty industry.

      She’s Howard – ELC’s partnership program with Howard University was inspired by ELC’s longstanding relationship with the University that began in 2018 through an increased focus on HBCU recruiting. Since its inception in 2021, the program continues to be a resourceful networking tool for all Howard Alumnae. 

      Let’s Talk Beauty – ELC’s partnership program with the National Alumnae Association of Spelman College was designed to serve as a platform for ELC to connect with Spelman Alumnae through intentional conversations, panel discussions, and networking opportunities to provide career coaching and insights into the beauty industry. 

      FAMU 10-Week Travel Retail Program – ELC’s partnership program with Florida A&M University was designed to engage rising juniors and seniors by providing an inside look into the fast-paced world of Travel Retail. Participants join for a 10-week program during which 41 merit scholarships of US$10,000 were awarded to students in the University’s School of Business and Industry over the course of five years by the University on behalf of The Estée Lauder Companies. 

      Leading From Every Chair

      We believe in the power of leading from every chair and are committed to creating space for talent with unique backgrounds and perspectives to support and lead innovation. As one of the world’s leading manufacturers and marketers of quality skincare, makeup, fragrance and hair care products sold in approximately 150 countries and territories, we offer a number of opportunities for undergraduates, early career professionals and our internal community of employees to continue to challenge themselves and contribute to a number of exciting business priorities. 

      Lauder Summer Internship Program – A 10-week program that offers undergraduate students in the U.S. the opportunity to think critically in real-world corporate situations. Students have the opportunity to apply for openings in our corporate functions or at one of our brands, and they will be assigned based on their academic backgrounds and interests once they are accepted into the program. 

      Presidential Associate Program – An intensive, 18-month rotational program specially designed for undergraduates. This program integrates professional rotations with continuous leadership development, coaching, mentoring, hands-on practical experience, group networking opportunities, and strategic thinking initiatives to optimize talent and build business acumen and capability.

      From Every Chair Program – In June 2020, William P. Lauder, Executive Chairman, and Fabrizio Freda, President and Chief Executive Officer, shared ELC’s Commitment to Racial Equity. As part of our ongoing commitment to ensure Black employees have equal access to leadership trainings and mentorship programs with senior executives, the Global Talent team and the Inclusion & Diversity COE, in collaboration with the Network of Black Leaders and Executives (NOBLE) Employee Resource Group, created the From Every Chair (FEC) Leadership & Development Program. This 9-month Sponsorship and Mentorship program for current employees focuses on one-on-one mentoring sessions, curated professional development seminars and dedicated coaching from highly regarded executive coaches. Since its inception, the program was designed to develop and advance Black talent through enhanced programs focused on soft skills and career coaching for all participants.

      ELC Grow – In 2022, ELC launches its internal Talent Marketplace designed to connect employees to personalized recommendations for full-time roles, project and networking opportunities that can empower our community to grow their skills and careers. By matching employees with internal opportunities autonomously we encourage an environment of continued learning and fueling future career aspirations and interest.

      Head over to The Estee Lauder Company’s company profile to learn more about the company and for information on open roles! More

    • 113 Shares99 Views

      in Employer

      Want To Hire More Women? Focus On Performance Feedback

      by

      Diverse teams win. Study after study proves what savvy talent leaders have known all along: more and varied perspectives lead to better business results. Gender-diverse companies consistently outperform their less-diverse peers. The most ethnically and culturally diverse companies are 36% more profitable than the least diverse. Talent leaders in tech are constantly broadening their candidate pipelines and bringing more women into their workforces. They know that having women in the room and listening to their ideas makes teams more creative and companies more successful. But finding and retaining women in tech is a struggle. Let’s look at why performance feedback becomes key.
      Where are all the women in tech?
      Despite years of DEI commitments and broad acknowledgment that gender-balanced teams bring more value, women are still underrepresented in the tech industry. Estimates vary, but women reportedly make up roughly 28% of the U.S. technology workforce despite being 57% of the workforce overall.
      And things are moving backward. In 2021, 25% of women technologists reported they were outnumbered by men in the workplace by 75% or more. In 2023, 45% of women technologists reported this, a 20% increase over just two years.
      Things are especially concerning when it comes to Black, Latina, and Native American (BLNA) women. Despite more BLNA women receiving computing degrees in recent years—the number doubled between 2016 and 2021—their representation in tech decreased by more than 10% from 2018 to 2022.
      Women in tech are less satisfied in their jobs
      It’s not just that there are there far fewer women in tech than there should be, but also that those who do work in the industry are unhappy. That’s true even more so now than in years past. Skillsoft’s 2023 Women in Tech report showed that just 28% of women technologists say they are extremely satisfied with their jobs. Compare that to 44% in 2021. The report also found that “nearly 40% [of women] are likely to switch job roles in the year ahead.”
      Accenture data shows that women who take a tech role end up leaving it by age 35, and women quit tech jobs at a 45% higher rate than men.
      Women feel unwelcome and unsupported
      Technology is not inherently a mismatch for women. Girls get better grades in STEM subjects (and all subjects) than boys. Women appear to have stronger coding skills than men.
      It’s not technology as a discipline; it’s women’s experiences within tech workplaces that make it risky to join and difficult to stay. We’ve known this for at least a decade. One recent study looking at open-source software communities—an extreme example of gender inequity at 9.8% women representation, despite open-source constituting 70-90% of modern software solutions—found that women in tech are experiencing everything from having their contributions ignored to having their lives threatened.
      Here again, it is more pronounced for women of color. A study from the Kapor Center’s Women of Color in Computing Collaborative showed that women of color in tech were “the equivalent of 37.6 percentage points less likely than white women to see a long-term future for themselves at their companies.“ They were also “16.4 percentage points more likely than white women to report that they have left or considered leaving a company because of its culture.”
      Mothers see additional discrimination and mistreatment at work, with managers assuming moms are less dedicated because they have parental demands, and employers less willing to even interview them for the same reason. Hiring bias is increasingly prevalent — as Hired recently reported, after years of improvement, the number of roles that sent interview requests to only men increased in 2022. Not to mention, inflexible schedules and insufficient parental leave can make women decide for themselves to opt out of the field altogether.
      The thing is, despite the discrimination and harassment that are obvious detractors, what women consistently say is a major reason they‘re unsatisfied is a lack of development and growth opportunities. Essentially, managers are failing women.
      Bad and biased performance feedback is causing women to quit
      New research is putting instructive data behind the bias, mistreatment, and intent to leave that women in tech consistently report. Textio’s latest annual Language Bias in Performance Feedback study showed that women report being called “helpful” two times more often than men in performance evaluations. Meanwhile men are called “ambitious” two times more often. Women also report feeling disrespected or underappreciated 1.3 times more often than men.
      These findings matter. Biased and poor feedback prevents women from understanding how they can grow in their roles, and stunts their career trajectories. And “growth potential” and “lack of equity in opportunities” are among the top reasons women cite for being unsatisfied in their jobs and wanting to make a switch.
      Textio’s research showed that 83% of men said they understand the requirements to earn their next promotion, while only 71% of women, non-binary, transgender, and gender non-conforming people said the same. Additionally, 61% of people who said they plan to stay with their current employer agreed that they understand expectations of them, as opposed to only 21% of people planning to leave.
      The link between poor-quality performance feedback and attrition is undeniable. Textio’s report found that people who receive low-quality feedback are 63% more likely to leave their organizations than everyone else. And women (and people of color) receive the lowest-quality feedback of all.
      Between frustrating working conditions, unfair and sub-par performance management, and outright harassment, it’s no wonder we see so few women in tech. There is a trickle-down effect of women having bad experiences, women warning other women, and women opting out. As the lead researcher in the open-source community study put it: “…the individual harm that a woman faces leads to incidental harm of other women being discouraged from participation, resulting in further collective harm for the open-source software community in the form of fewer women participating. Overall, these negative experiences are detrimental to the retention of women in open-source software and the tech industry in general.”
      Hire and retain more women with high-quality performance feedback
      Toxic teammates aside, tech organizations have a huge opportunity to better support women at work with better performance management practices. Improving the quality of feedback women are receiving can directly address the lack of growth potential, insufficient managerial support, and inequities in advancement opportunities women say are top reasons they’re unsatisfied and looking to leave.
      Better experiences for women in the workplace can have a trickle-up effect of attracting more women and allowing them to grow and contribute at a higher level.
      What does better performance management look like? Fair and effective feedback at work is:

      Clear: It uses direct phrasing, and avoids clichés and exaggerations.
      Actionable: It references specific examples and gives suggestions for growth.
      Relevant: It is focused on work output, not personality characteristics.
      Unbiased: It avoids hidden bias that excludes and causes harm.

      Your organization can ensure managers are consistently giving thoughtful, thorough, and fair feedback to support women’s careers. Software helps with this and makes it scalable across the company, so everyone is getting feedback that helps them grow.
      Show women you’re an inclusive and equitable employer
      If you’ve cleaned up your culture and feedback systems, be sure candidates know it. Often the first place they’ll hear about you is your job post. Do you know what message it’s sending? Using unbiased and inclusive language in your job posts signals that you’re a welcoming and mindful work culture. You can attract more women to your roles in the first place with better, optimized recruiting language.
      Including a pay range is another way to demonstrate your commitment to equitable practices. You may even need to by law depending on your organization’s size and location. Data from Hired shows an overall positive effect on gender wage and expectation gaps in major US cities with new salary transparency legislation. Software helps here too. Features like Textio’s pay-transparency guidance prompt recruiters to add pay information when it’s not there.
      There is much work to do to make tech a better field for women. Removing bias and increasing quality in performance feedback is a fruitful place to act. If enough employers do, perhaps we’ll see the numbers start turning around next year.
      Hire and retain more women with inclusive recruiting and equitable performance management software from Textio. Learn more. More

    • 150 Shares189 Views

      in Talent Acquisition

      How Cleo Fosters Diversity, Equity, Inclusion and Belonging (DEIB) in the Workplace

      by

      In June, Cleo sponsored Hired’s Breaking Through Bias event to help jobseekers understand the state of DEI and advance their careers despite systemic bias in hiring. Today, Cleo joins us to share how and why they are actively working to embed DEIB in their organization.  

      What tech team roles are you actively hiring for, and what differentiates a good candidate from a great one? 

      We’re actively hiring across most areas at the moment. We have open roles in Data Science, Engineering, Product Management, Design, Marketing, and People.

      You can check out our open roles here: https://web.meetcleo.com/careers#open-roles 

      In terms of what we look for in candidates, we look for people who align with our values:

      Make it Happen: we look for people who are willing to take risks. We want to see how you’ve used your initiative to solve problems.

      Learn at Speed: we look for people who don’t mind failing. We always use data, research, and A/B tests to make decisions that impact our users. Show us how you’ve done this in previous roles!

      Bring Good Vibes: we want people to bring their whole, wonderful selves to work. We’ve built an inclusive and respectful environment where we help each other, every day. We’d love to hear examples of how you’ve done so. 

      Preparation is often the key differentiator between good and great candidates. 

      We like to see that candidates have taken an interest in Cleo. Great candidates clearly demonstrate that they’ve done their research by asking interesting and probing questions across a variety of topics (the role itself, the company product/mission, etc.).

      What does DEIB mean to Cleo?

      We’re solving problems for millions of different people. We can only do that with different opinions around the table. Building a diverse and inclusive workplace is at the top of our agenda for this reason. 

      We want everyone to feel like they belong at Cleo. How do we measure this? Well, we ask. 

      When we last asked our employees, 89.5% of our employees agreed that they feel they belong at Cleo. We think that’s pretty good, but we obviously want that number to be at 100%.

      How do you foster an open, communicative environment for your employees, particularly about DEIB?

      We have an opt-in DEIB working group, who set aside 10% of their time to work on initiatives that will make Cleo a more diverse and inclusive space. This group set OKRs just like a squad would, to make sure that DEIB is a priority, not a side-of-desk activity. 

      The group focuses on topics like employee engagement, analysis of DEIB data, hiring and onboarding practices, and awareness activities. 

      We offered diversity and inclusion training from an external expert, to all employees on an opt-in basis. The sessions covered unconscious bias, allyship, and financial inequality in the US, the last of which is particularly relevant to our mission. 

      We encourage an open and transparent culture, where anyone can speak up at any time, whether that be IRL, over Zoom, or via Slack.

      What initiatives and goals does the company have around DEIB, and how do you measure their success?

      For the past couple of years, we’ve been working hard to improve the gender split within our technical teams. We’re proud to say that overall, 50.6% of our employees are women. However, we know that we have a way to go in evening out our gender split in tech, where 33.8% of our people identify as female or non-binary. 

      We are making steps towards improving this. In 2022, over 40% of our tech & data hires identified as female or non-binary. We’re aiming to maintain this high bar as we scale, and we’re happy to say that it’s going well. This quarter, 42% of our current engineering hires identify as female or non-binary.

      How does your company ensure diversity and inclusion in the hiring process? 

      Together, we’re aiming to create a more inclusive and impactful team that reflects the diverse society we’re aiming to help with our products.

      By embracing diversity, equity, and inclusion in our recruitment efforts, we aim to foster an environment where everyone at Cleo can contribute their unique perspectives, collaborate effectively, and push the boundaries of innovation. 

      How do we do this? 

      We include a DEIB statement at the top of every job advert. It belongs at the top, it shouldn’t be hidden at the bottom of the page. Oh, and we put our job adverts through gender-decoders too, to make sure the language is appealing to everyone. 

      Every interviewer at Cleo goes through two sets of interview training. The first session focuses on expected behaviours and standards, covering unconscious bias and best practices for inclusion and candidate experience. The second session is discipline-specific interview training, as each discipline’s interview process looks slightly different and is tailored to the needs of the team.

      At the interview stage, we aim to provide diverse interview panels to allow all interviewees to feel comfortable, and to have a level playing field. 

      We always ask every candidate the same list of questions, to ensure that our interview process is fair for everyone, with standardised scoring rubrics used to ensure objectivity. We never ask questions irrelevant to the role someone’s applied for. Sure, your hobbies might be interesting, but they don’t prove whether you’re great at your role! 

      Related: Want to Ace Behavioral Interviews? A Guide to Prep Jobseekers

      How does your company’s commitment to DEIB extend beyond the internal organization and into the community? 

      We partner with multiple organizations and meetup groups that aim to increase access to tech. This year, we’re proud to be sponsoring RailsGirls London for the third year in a row. Their two-day event sees 200 people learn to code, for free, mentored by coaches from partner companies.

      We’ve also partnered with The Early Careers Foundation, to provide mentors for 16-17 year olds from lower socioeconomic backgrounds. We hope that partnerships like this will increase the visibility of the range of careers available in tech companies. 

      Cleo is an AI money assistant on a mission to fight for the world’s financial health. Founded in 2016, Cleo has 51-200 employees and is headquartered in Bellevue, Washington. 

      Tech stack

      Ruby, Ruby on Rails, Rails, React, SCSS, Postgres, Redis, Heroku, React Native, JavaScript, TypeScript, Python, SQL More

    • 150 Shares179 Views

      in Talent Acquisition

      How Smartsheet Fosters Diversity, Equity, Inclusion and Belonging (DEIB) in the Workplace

      by

      In June, Smartsheet sponsored Hired’s Breaking Through Bias event to help jobseekers understand the state of DEI and advance their careers despite systemic bias in hiring. Today, Smartsheet joins us to share how and why they are actively working to embed DEIB in their organization.  

      1. What tech team roles are you actively hiring for, and what differentiates a good candidate from a great one? 

      Currently, we’re looking for a Senior Product Designer, Senior Machine Learning Engineers, a Software Engineer II, a Security Engineer, and both a Senior Manager and Manager of Engineering. 

      The candidates who really stand out from a recruiting perspective are those who have taken the time to research our company and the job description before the call. When a candidate tells us they are really excited about a specific aspect of our company and the position that relates to their experience, it helps us understand where their interests lie and whether that’s a good match for the role.  

      Related: Want to Ace Behavioral Interviews? A Guide to Prep Jobseekers

      When we present their resume to the hiring manager, we now have a case built for why they could potentially be an excellent team member at Smartsheet and on the team. 

      2. What are your company’s values, and how do these show up day-to-day?

      Our mission is to empower anyone to drive meaningful change for themselves, their businesses, and the world. To accomplish this mission, we are collectively committed to our strongly held values to change the way that work gets done. These values are: 

      Seizing opportunity

      Winning with integrity

      Prioritizing “we” before “me”

      Pursuing progress

      They are not just ideas, but driving forces behind our actions. 

      Our commitment to these values can be seen in various aspects of our daily operations:

      Interview processes and performance management guidelines

      Pursuit of AI resources and solutions

      Transparency during All Team Meetings

      Customer-focused annual conference, ENGAGE

      As individuals and as a company, we hold ourselves accountable to these values, they define our culture and guide us toward achieving our mission. With these values, known to employees as “The Smartsheet Way,” we have set a course to transform how work is approached and achieved.

      3. DEIB recognizes that feelings of belonging in the workplace improve an employee’s happiness and security at work, and is an essential part of a DEI strategy. What does DEIB mean to Smartsheet?

      At Smartsheet, we believe our business is only successful if we’re helping create a world where anyone can thrive. One key way to drive that meaningful change is through diversity, equity, and inclusion work. Pursuing social progress anchors our business in a greater purpose and holds us accountable to action. 

      To do that, our organization’s goal is to fully incorporate different perspectives and ideas brought by people from diverse identities. From employee engagement to product innovation, the data is clear: companies with more diversity perform better. In order to make actual progress, teams need an approach that incorporates DEI more deeply into their organizational structure, business model, and culture. 

      Our focus on DEI enables us to attract, develop, and retain top talent from all walks of life, and to build a robust company culture that inspires all kinds of people to do their best work. We need diverse ideas and perspectives to solve our most challenging problems and succeed in a complex world.

      4. How do you foster an open, communicative environment for your employees, particularly about DEIB? 

      We believe in rooting our organizational goals in a culture of DEI. This means it is even more important that all employees understand our DEI objectives, how to participate in and support them, and that our managers enable those opportunities and actively encourage that dialogue. 

      Here are a few examples:

      We have invested in a robust suite of DEI content that is being deployed across our leadership teams and is open to any Smartsheet employee. Improving our acumen in DEI as a team is ongiong and allows us to build the muscle we need to create an inclusive culture.

      We have launched several employee-led DEI committees with programmatic support from our centralized DEI team, including our Global DEI Committee, comprised of employees across a number of our regions.

      We developed and launched 7 Employee Resource Groups (ERGs) in partnership with our People & Culture team to support employees on a variety of DEI topics and inform our employee engagement approach and strategic priorities.

      5. What initiatives and goals does the company have around DEIB, and how do you measure their success?

      A percentage of our annual bonus compensation for our senior leaders ties to our DEI hiring objectives. Those objectives support our overall yearly representation goals. We update that data quarterly and it is available to view at any time by any employee.

      We recently published our first Corporate Social Responsibility (CSR) Impact Report. It outlines a number of key initiatives and achievements over the past year, with a look at our objectives over the coming years as well. 

      6. How does your company ensure diversity and inclusion in the hiring process? 

      There are a lot of different ways we work to ensure diversity and inclusion in our hiring process. We post our job descriptions to a variety of job boards including Out in Tech, Latinas in Tech, SquadJobs, and on Handshake to connect with HBCUs. We also work with many of these organizations by participating in their hosted events to directly connect with candidates. 

      At Smartsheet, we conduct all of our recruiter screens over a phone call – not a video call. This helps eliminate unconscious biases, and we offer diverse interview loops. We also take the time to look for candidates from underrepresented groups and communities. We do so through proactive sourcing and by working with companies like Hired and Blavity, which have tools in place to help recruiters diversify their pipelines.

      7. How does your company’s commitment to DEIB extend beyond the internal organization and into the community? 

      At Smartsheet, we believe our values only matter when we put them into action. Guided by our DEI Mission and the voices of our employees, we support our communities by corporate donations to employee-recommended organizations, enabling our employees to give back through volunteerism and giving our product and platform to nonprofit organizations doing meaningful work. To learn more about our CSR commitments, check out our CSR Impact Report. 

      About Smartsheet

      Smartsheet is an enterprise work management platform seeking to empower everyone everywhere to change the way the world works. Founded in 2005, Smartsheet has 1,501-5,000  employees and is headquartered in Bellevue, Washington. 

      Tech stack

      Java, JavaScript, AWS, React, Node.JS, TypeScript, Microservices, Kotlin More