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Based in Mountain View, California, Google’s mission is to build products that help create opportunities for everyone, so it’s no surprise that the company values and shines in making the employee experience as equitable as possible. The workplace culture leader has created a diverse, equitable and inclusive culture, starting with its own hiring process.

In 2022, nearly half of job offers on Hired sent by Google were sent to candidates from underrepresented groups – including racial minorities, women, and LQBTQ+ jobseekers – almost 10 percentage points above the median rate of the top 10 North America-based enterprise companies.

How does Google ensure that all employees and new hires are well-represented during the interview process? Google has done an outstanding job in supporting underrepresented candidates from the very start of the recruitment journey.

The company’s recruiting teams work closely with internal DEI (diversity, equity, and inclusion) and employee resource groups, such as the Black Googler Network, to constantly iterate on and improve hiring, progression, and retention for underrepresented employees and potential new hires.

As a way to double down on Google’s commitment to supporting Googlers of color, the company is constantly expanding mental health resources and internal mentorship programs for underrepresented employees. These initiatives include the recently established Stay and Thrive program, which helps underrepresented Googlers navigate challenges in their current role or connect them to a new internal opportunity that could be a better fit.

According to Melonie Parker, Chief Diversity Officer, Google is committed to hiring more Googlers of color in its key growth sites, which include New York, Atlanta, Chicago, Washington D.C. and London. Parker noted the company is also working with external partners, such as Minority Serving Institutions – universities that enroll a significant percentage of underrepresented students – to strengthen pathways to careers in tech for individuals who have been historically excluded from the industry.

Google also collaborates with outside initiatives focused on nurturing underrepresented young individuals who have the potential to become future Googlers. Google understands the benefits of maintaining a diverse, equitable, and inclusive workforce, and strives to provide such an environment for its employees from the interviewing phase and beyond.

Based in London, Thriva offers personalized at-home finger-prick blood tests and a B2B fulfillment platform that enables individuals to track and improve their health easily. This year, the growing company has stood out by ensuring underrepresented candidates are given an exceptionally high number of interviews and offers, caring for employees with transparent and notable compensation offerings, and ensuring an efficient hiring process.

In 2022, Thriva sent 35% of total interviews and 45% of its final offers to underrepresented candidates. By investing in maintaining and nurturing equity in its hiring practices and the employee experience, Thriva is able to sustain its mission to put better health into people’s hands.

Thriva’s extensive compensation and benefits offerings further position the company to be an attractive employer for both existing and new candidates. A few of the many beloved perks at Thriva include a competitive salary, share options, a pension plan, hybrid working, engaging team socials, office perks, volunteer days, and a “treat yourself budget”. The company strives to help its employees do their best, be themselves, and enjoy working with their team – which also resonates with people looking for their next move.

Thriva’s Lead Talent Partner, Adam Grant, has encouraged the engineering teams to get the basics right to streamline the hiring process and progress candidates quickly. Acknowledging that interviewing is a two-way experience, candidates learn about Thriva’s values at every stage. Adam says early investment gives everyone a great introduction to Thriva.

Ultimately, Thriva understands that the time and resources companies put into recruitment will be reflected in the value they receive in the end. Employers that invest in the right hiring tools – especially those that bolster equity, transparency, and efficiency in recruiting practices and the employee experience – will be rewarded with great talent.

Path is a fully remote, mission-driven US health tech company dedicated to making mental healthcare work for everyone. Founded on the belief mental health should be treated with the same respect, rigor, and focus as any physical condition, the company strives to empower patients to find care quickly from a trusted provider easily and affordably.

The company understands it’s an audacious vision, with every step of the way as challenging as it is rewarding. To evolve it into reality, Path has successfully built a diverse team of focused, dedicated people by upholding exceptional equity in its hiring practices and sending strong final offers to candidates.

In fact, 60% of Path’s interview requests on Hired were sent to underrepresented candidates as well as nearly 70% of the company’s final offers. In addition, an outstanding 100% of candidates who received final offers accepted them.

In a male-dominated industry, where the benchmark for software engineering is ~20% women, Path is well above it. They demonstrate a strong gender balance across the organization, especially within Engineering and Product.

In 2019, founding members SVP Product Anand Subramani, CEO Josh Bruno, and Gabe Diop chose to build a diverse team from the very first hire. To support this commitment, Path devoted resources to its recruitment team, including the hiring of Natalie Lynch-Clark, Path’s Head of Talent Acquisition. One strategy is to only bring on recruiting solutions that support the hiring of underrepresented groups. By doing so, Path continues to set the bar higher to encourage more diversity in tech, an industry with historically poor representation for women and other underrepresented groups.

In 2022, Path challenged itself to create new efficient hiring practices. It’s part of Path’s culture to focus on doing fewer things better, especially when interviewing talent.

During the kick-off process, Path’s hiring managers put extensive thought and intention into creating brief but transparent hiring guides and incorporating input from relevant teams and Executives. They include day-to-day responsibilities, definitions of ‘good work,’ and relevant KPIs for each role.

The hiring guides also outline the competencies needed for each role. Identifying this early builds relevant questions and tests into the interviewing process according to each role and team’s specific needs.

This thoughtful kickoff process helps Path’s hiring team ensure its job descriptions are engaging yet concise. It optimizes the candidates’ experience from the beginning, by removing unnecessary fluff, generic language, and buzzwords.

Investing effort into hiring guides and sharing the entire organized interview process for candidates are equitable practices that save both Path and talent valuable time and resources in the long run. Lynch-Clark notes all candidates consistently go through the company’s hiring process and have the opportunity to demonstrate more than coding skills during interviews with members of the team. Path’s hiring team does its best to ensure all candidates, and existing employees, are on the same playing field. Lynch-Clark says hiring and fostering an attractive and supportive company culture “isn’t rocket science, it’s discipline.”

Finally, Path has an ongoing commitment to ensure its employees prioritize their own well-being as well as to support them with their corporate environment. As a mental health company, they’ve taken the lead to foster Path’s meeting-light, asynchronous work culture because evidence proves excessive meetings negatively impact mental health and productivity. In such a mission-driven company, it’s Path’s people who make an impact on the world. To set these teams up to thrive and succeed, a workplace must help them grow, while inspiring them to take on big challenges in healthy ways.