Diversity, Equity & Inclusion
at Hired

Building an equitable future

As a company, Hired strives to build an inclusive, equitable and diverse workplace. We aspire to have each and every one of our employees love their jobs and feel that they belong. We want to recognize, acknowledge and celebrate how our individual differences and diverse experiences add value to our team. To make this possible, we must strive to ensure that our workplace, and the decisions we make about it, are equally inclusive and that we allow for different perspectives to flourish — they make us stronger. If we do this, then the values on our platform and in our workplace will mirror each other, leading to innovations and product decisions that best serve our clients and candidates, everywhere.


The way we recruit and develop talent at Hired is fundamental to our continued growth and success. Just as we strive to make our product one that sources a diverse set of exceptional talent, we must do the same in the reflection of our company.

External & community engagement

We engage with a variety of organizations to help support Hired’s Diversity, Equity & Inclusion mission and values. These partnerships provide an extension of our Diversity, Equity & Inclusion goals, connect them to the greater external population, and help us reach and impact a broader community.


We aim to create a company culture where our team members are connected, can thrive and feel empowered to be their authentic selves at work. We strive to foster a culture of inclusion and belonging, leveraging our differences as strengths.


Our platform is intended to fundamentally democratize access to opportunity and level the playing field for all job seekers. As we build our product, we continue to approach our engineering and design with inclusion in mind.

Making progress in 2017

At Hired, we strive to make our product one that sources a diverse set of exceptional talent, and understand we must do the same in the reflection of the demographic makeup of our own company. We believe that in order to be successful, we must internally mirror the demographic diversity of people who are job seekers. From there, we can leverage inclusion so that diversity can naturally and organically influence everything we do as a company.

Throughout 2017, we implemented many new and built on many existing practices that continue our commitment to diversity, equity and inclusion, identified and addressed systematic vulnerabilities, and partnered with organizations to help us ensure that we are building a diverse and inclusive workforce and product. Here is some of the progress we have seen in the past year:

Laying the foundation

Designing fair and inclusive hiring practices.

Strengthening our interview process

We evaluated our interview process and made adjustments to manage biases and increase objectivity. In 2017 we rolled out a number of initiatives including creating evaluation rubrics across various roles and replacing our ‘culture fit’ interview with a ‘values fit.’

Company-wide interview training

We are conducting interview training for our interviewers, managers, and recruiting team to better educate members of the Hired about best practices for inclusive interviewing.

Using tools to understand our applicants and hires

We invest in internal tools that help us better understand our candidate pool and increase our sourcing capabilities for underrepresented candidates.

Writing more inclusive job descriptions

We have updated our job description formatting and language to be more inclusive and inviting of candidates from all backgrounds and walks of life.

Redefining growth & development

Committed to investing in our people

Access to self-directed educational stipend

In addition to internal professional development workshops, employees and managers have access to an educational stipend for internal and external workshops, conferences, interests and classes.

Supporting our managers

Our managers run our business and walk the talk of our values and culture. Still at an early stage, we are using internal, external and self directed tools and strategies to continue to train, grow and evolve our managers' leadership skills.

Defining career ladders early

Early on, we spent time clearly defining our philosophies, guidelines and processes around Performance & Talent Management, Career Paths and Internal Mobility.

Performance “reviews” to performance feedback

Individuals and teams benefit most from timely feedback that aligns with their work cycles. We have intentionally transitioned from bi-annual “reviews” to regular monthly feedback check-ins. This has helped support our “real-time, real talk” approach to working together and has helped us build this important muscle faster together.

Leading with transparency

Open door policy and real talk

In order to transform hiring practices and promote equal access to opportunity worldwide, we know we must hold a mirror up to ourselves and be transparent and critical about what is happening within our own walls and within our product. We have led by being public about our internal wage gap data and publishing reports on industry trends around the state of tech salaries and the gender pay gap.

Hired's Wage Gap Data 2017

This visual compares average salaries of Hired’s male and female employees by level and function.

Wagegap17 engineering

Engineering: 5.5% gap — women paid more

Wagegap17 marketing

Marketing: 1.2% gap — women paid more

Wagegap17 sales

Sales: 0.3% gap — women paid more

Wagegap17 talent

Talent Advocacy: - 1.3% gap — women paid less

Last year, we ran our gap analyses within our four core functions: Sales, Talent Advocacy, Marketing and Engineering as an aggregate report. This year, we took a different approach. We ran separate gap analyses within our four core functions. Overall, the data shows that women are paid more on average in our Sales (0.3% gap — women paid more), Marketing (1.2% gap — women paid more) and Engineering roles (5.5% gap — women paid more), while men are paid more on average in Talent Advocacy roles (-1.3% gap — women paid less)

Gaps reflect outcomes of our internal talent assessment processes and will be reviewed every six months with our talent review cycle. Our ultimate goal is pay equality and objectivity and we are dedicated to continuing the conversation internally to move us towards this goal.

Salary & Wage Gap Reports

Over the past few years, Hired has published external reports reflecting trends in hiring, salary, and wage towards gender, race and sexual orientation.

Representation of women

Championing our community of women

Internally, we have seen progress over this past year. The representation of women improved across every organization and category that we track – overall, technical, non-technical and leadership positions women represented:

45 %

of all hires over the past
12 months

41 %

of leadership hires over
the past 12 months

58 %

of both promotions & internal roles moves

60 %

of executive leadership team

Strategic partners

Hired engages with a variety of external organizations to help support our Diversity, Equity & Inclusion mission and values. These partnerships help bring our mission to life by championing and problem solving for diversity, which helps us reach and impact a broader community.

Hired is an active sponsor and collaborator with Women Who Code, an organization that supports a growing community of 125K technical women around the world.

Hired partners with AnitaB.Org as a Gold sponsor at the Grace Hopper Celebration for Women in Technology.

Hired supports and partners with Lesbians Who Tech through their conferences and career fairs

Hired supports and partners with Tech Inclusion through their conferences and career fairs.

For many years, Paradigm has partnered with us to give guidance and trainings on inclusive thinking, belonging, unconscious bias, as well as general consultation on our growth and DE&I efforts.

Hired supports and partners with Management Leadership for Tomorrow through their Career Advancement Program (CAP).

Community img

Cultivating & celebrating community

At Hired, we are committed to our people. We understand the importance of creating an inclusive environment and providing resources that foster a sense of belonging so that all of our employees feel that they can bring their whole selves to work.

Benefits that matter

We believe the best work is done when people are happy, balanced, and inspired. We have taken the time to understand what is important to our team and provide a broad set of benefits that speak to those at different life stages and from different life experiences.

Celebrating diversity within

Our people come from a diversity of backgrounds and walks of life. We believe that our employees excel when they can be their authentic selves. Hired Communities are groups run by employees designed to provide a safe and inviting environment for our people to be themselves, while supporting the greater Hired community through educational and inclusive programs and events. Learn more about these groups below.

E.P.I.C community (equality, people, inclusion, culture) creates a diverse, equitable and inclusive experience for people of color and all employees at Hired.

StandOut fosters a safe and diverse community celebrating LGBTQ+ inclusion and allies at Hired.

empowHer provides a channel to celebrate and empower women to be leaders at Hired and around the world.

Where we are now

Metrics allow us to understand where we are and how to set goals for the future. Below is a snapshot of our representation as of December 2017.

We define leadership as all Hired employees with direct reports and technical as all engineering development, information technology (IT), product management, and design roles on our technology teams.

Gender & race







US Only
Native American/Alaska Native:
African American/Black:
Expanding on diversity


US Only

of people who identify as LGBTQ+ (US only)


of people who identify as a caregiver


of people who are fluent in 2+ languages


of people reporting to woman or gender non-binary


of people who identify as living with a disability (US only)


of people who identify as a veteran (US only)

Future img

Our plan for the future

We are still a small, young, evolving company, and we are proud of our committed investment in diversity, equity and inclusion early on. We know we have a lot more to do to truly reflect the growing and vast range of people who are job seekers. We need to do more to dig deeper into further diversifying our recruiting channels, build a representative board of directors, expand the conversation around diversity to highlight intersectionality and better gauge inclusion and belonging at Hired. Moving into 2018, we will continue to be thoughtful as our company grows and will focus largely on the following strategic areas:

  • Continue fostering and strengthening partnerships with organizations championing diversity.

  • Implement the diverse candidate slate approach for open roles at manager level and above, including for our board.

  • Benchmark internal inclusion and belonging metrics.

  • Expand our wage gap review to include other demographics (e.g. race/ethnicity, etc.).

  • Expand our discussion around gender to include those who do not identify within traditional gender binaries.

  • Continue to expand our product and customer experience workflows in ways that attract and support candidates from all communities including underrepresented groups, to the Hired platform.

We believe that building a truly diverse, equitable and inclusive workforce takes time — not just months or quarters, but years — and this is just one step in our long journey.

We look forward to the path ahead and hope you will join us in our next chapter.

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