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As 2022 began, many companies emerged from pandemic slowdowns with aggressive goals. Competition grew into a candidate-driven market as talent flexed their power and compensation rose.
Then, as job reports boasted pre-pandemic levels, inflation entered the chat. Spending decreased and sales faced greater scrutiny. Headlines broadcast layoffs and some companies initiated return-to-office policies (RTO).
These events threatened strides made in equitable hiring by moving past location or other barriers. This makes a values-driven hiring strategy more important than ever.
For the Top 10 Lists, we studied metrics on the Hired marketplace using criteria we believe are integral to successful employer brands and long-term success. We applied values of Equity, Efficiency, and Transparency to traditional recruiting and hiring metrics and crunched the data to determine Hired’s Top Tech Employers of 2022.
We believe, and the data agrees, these are critical values for attracting, hiring, and retaining top talent in 2023 and beyond.
An equitable hiring process seeks to open up the talent pool to diversity in background, experience, and thought process. Breaking up the status quo and hiring people with different educations, work histories, and life experiences stimulates innovation. As one of our top employers put it, "our customer base is diverse. So it makes sense to have the people building our product diverse, too, in order to build the best product for our market."
In this context, Equity means how many underrepresented candidates companies interview and hire. We illustrate this using:
• What percent of interview requests (IVRs) were sent to underrepresented candidates (URGs)?
• What percent of final offers were given to underrepresented candidates (URGs)?
Learn more about wage and opportunity gaps from our research team in State of Wage Inequality in the Tech Industry: Hired’s 2022 Impact Report.
An efficient hiring process captures the momentum of a new opportunity and carries it, like a wave on the ocean, all the way to onboarding.
In this context, Efficiency means how efficient companies are in interviewing and moving candidates through the hiring funnel. We illustrate this using:
• How often a candidate responds to an interview request? (Response Rate)
• How many candidates accept an interview request? (IVR Acceptance Rate)
• How many candidates accept the final offer given by companies? (Final Offer Close Rate)
• How long it takes for a candidate to accept an offer from the start of the recruitment process? (Time to Hire)
Need help aligning stakeholders around a role’s description, duties, and which topics to cover in the interview? Use the information and free email template in this eBook.
As it turns out, transparency creates equity and efficiency. When employers are upfront on compensation, it levels the field and builds trust and goodwill within the employer brand - for candidates and employees. Salary transparency also helps reduce wage gaps, saves time in the hiring process, and optimizes the candidate experience.
In this context, Transparency means how transparently companies indicate concrete salaries or salary bands during the hiring process. We illustrate this using:
• How much variation exists between the initial salary disclosed in the interview process versus the salary in the final offer? (Variation in IVR salaries)
Aggressive hiring goals in early 2022 saw companies expand into remote and hire more underrepresented talent. As hiring slowed some big names called for a return to the office. We caution employers against trying to recreate 2019.
Remote work is just as, if not more productive for many roles. Work schedule flexibility continues to be a huge draw for candidates, while Gallup reports 60 million of the 125 million full-time jobs in America can be done from home.
Our survey indicated 50% of employees believe their current employer hasn’t satisfactorily maintained DEI efforts this year. Don’t let this hiring market erode progress.
Don’t fall into taking a short-term view, by saving a month or two of salary and benefits, because efficiently filling roles is better. An orderly hiring process keeps candidates informed, excited, and eager to be part of a well-organized company. Their enthusiasm reinvigorates their teams.
For a productive experience, align team members on the role, job description, and KPIs, as well as their part to play in the process because no one likes to interview with four people and cover the same topics four times.
Skip proctored technical interviews and use asynchronous tools like Hired Assessments instead. This makes it easy to quickly evaluate a greater number of candidates over multiple time zones. It also provides flexibility for candidates’ schedules and reduces the stress of face-to-face interaction.
During the pandemic, many workers moved from high to lower-cost-of-living areas while performing at the same level and with the same skills, leading the majority of survey respondents to agree that pay should be based on the role, not a zip code. This includes remote salaries based on the cost of living in the employee’s location.
Our data shows Transparency (or salary offer variability) remained consistent year-over-year to date. Meaning, all 2022 top 10 companies in the US and UK showed more transparency or listed salaries with significantly less deviation from the interview request to offer stages.
Let’s take a deeper look at some of the Top Tech Employers on our lists and learn from them. Whether global corporations or rising startups, everyone is capable of adopting strategies to make hiring more equitable, efficient, and transparent. Let’s begin…
Nurturing a diverse, equitable and inclusive team - starting with the hiring journey
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.
Giving candidates what they need to be, feel, and do their best
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.
Customers’ mental health starts with employees’ well-being, and supportive work culture and leadership
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.
The data tells us North American small businesses in the top 10 stood out for their diversity efforts this year. SMBs heavily prioritized DEI in the hiring process in 2022, setting them up for great strides in innovation, crucial for startups.
For example, North American small businesses sent 15% more IVRs to underrepresented candidates in 2022 versus 2021. Hired helps companies of all sizes improve DEI with custom features to surface more underrepresented candidates and reduce bias.
Path is a mission-driven healthtech company dedicated to making mental health and behavioral health treatment more equitable, accessible, personalized, and effective.
Getlabs enables healthcare organizations to make informed medical decisions remotely by sending nearby medical professionals to patients to collect diagnostic tests including labs, vitals, biometrics.
theSkimm is a mission-driven digital media company that makes it easier for millennial women to live smarter.
YCharts provides the analytic power of a financial terminal, but with the ease of use and accessibility of a modern website.
Flex is changing the way the world pays and collects rent. Flex helps you pay rent on time, improve cash flow, and build your credit history.
Logikcull is a cloud-based eDiscovery company on a mission to make discovery easier, faster, and more affordable for all.
Tinybeans is a go-to resource for all things parenting and the only personalized platform trusted by parents to help them raise amazing kids.
Praxis Labs is increasing inclusion and belonging through virtual reality based learning experiences.
HDVI brings telematics and data together with commercial trucking insurance. They provide fleets with a solution that empowers them to save money, mitigate risk, and increase operational efficiencies.
Rocket Money (formerly known as Truebill) is a leading personal finance app with a mission to empower people to live their best financial lives.
Data in our benchmark report shows North American medium-sized businesses in our top 10 had the fastest median days to hire (31 days) across all business sizes. With more resources than the average SMB, but fewer layers than the average large enterprise, medium-sized, or mid-market businesses kept candidates’ interest piqued and reduced the cost of the vacancy.
For actionable strategies from successful businesses of all sizes, check out this eBook, 8 Ways to Hire Faster While Building a Better Employer Brand.
Devoted Health is a new healthcare company serving seniors. Their mission is to dramatically improve the health and well-being of older Americans by caring for each and every person like they are family.
Capital Rx is reinventing the way pharmacy benefits are priced and evaluated. They’re shifting the industry’s attention from validating price to delivering value.
Cadent provides marketers, agencies, operators, and media owners with data-driven solutions for buying and selling TV advertising.
Vena is a cost-effective, user-friendly and easy to implement corporate performance management solution that ties the power and flexibility of Excel to a secure, centrally managed application.
Greenhouse is a hiring software company helping businesses become great at hiring through their powerful hiring approach, complete suite of software and services, Hiring MaturityTM methodology and large partner ecosystem.
Presence is the leading provider of online speech and occupational therapy, behavioral and mental health services, and software for K-12 districts for children with special needs.
BARK is a company building products, experiences, and entertainment for dogs and the people who love them.
SolarWinds builds best-in-class observability products to give organizations the power to monitor and manage the performance of their IT environments, whether on-premises, in the cloud, or in hybrid models.
Integral Ad Science (IAS) is a global technology and data company that builds verification, optimization, and analytics solutions.
Peloton is the largest interactive fitness platform in the world using technology + design to connect the world through fitness and empower people to be the best version of themselves.
Overall, ‘time to hire’ was down in 2022. While it’s been a year of tremendous highs and for some, staggering lows, closing top talent fitting an immediate need and open roles remains critical.
Remote hiring – including the expansion outside of saturated traditional tech hubs – widened the talent funnel for companies. This strategy increased their ability to source and quickly extend offers to talent before competitors as well as diversify teams.
Google is on a mission to organize the world’s information and make it universally accessible and useful.
Yum! Brands is building the largest restaurant digital commerce engine in the world and is on a mission to build the world’s most loved, trusted and fastest-growing restaurant brands.
Maximus enables citizens around the globe to successfully engage with their governments at all levels by delivering innovative business process management and technology solutions
By bringing together online, mobile, social and their 10,000 stores around the world, Walmart is creating a seamless experience that lets customers shop in the way most convenient for them.
Insider is one of the world’s most popular and influential news brands, covering the news and stories of interest to the digital generation.
SAP is one of the world’s leading producers of software for the management of business processes, developing solutions that facilitate effective data processing and information flow across organizations.
American Express is the global services company that offers talented individuals challenging work with purpose, infuding a desire to serve the success of customers into every part of the workplace experience.
Optum is a leading information and technology-enabled health services business modernizing the health care system and improving the lives of people and communities.
Paramount is a leading media and entertainment company that creates premium content and experiences for audiences worldwide.
iHeartMedia is the number one audio company in the US and has a greater reach than any other media company in the US.
It’s common for smaller businesses to have to work harder to recruit and stand out when competing against larger, more well-known brands.
Top SMB employers on our list, however, achieved offer acceptance rates equal to large enterprises. How? It starts with clearly communicating your brand, culture, and other aspects important to candidates. If you need assistance with developing your unique value proposition as an employer, check out this eBook for scaling startups.
Thriva is a digital health business offering tests to put better health in your hands so you can feel your best today and long into the future.
Multiply is an app that gives you a personal financial plan to follow, all for free.
Stacker lets you create the digital tools you need to engage your customers, partners and company, all powered by the data in your Airtable or Google Sheets.
Plum is powered by automation, and acts like an autopilot for your money. Plum’s making your savings and investments work for you.
FundApps is a SaaS scaleup that helps investment managers monitor and comply with worldwide regulations.
Triptease is creating one direct booking channel for hotels. Their industry-leading products bring the right guests straight to the right hotel so they can get the best price direct.
Vinehealth leverages AI and behavioural science to optimise cancer outcomes through rich patient-generated data.
YLD is a fast-growing, London-based software engineering and design consultancy specialising in helping large enterprises grow their digital capabilities.
By offering tools that allow the facilitation and distribution of personalized financial services, Tarabut Gateway enables financial institutions to build a new world of financial services in MENA.
WhoCanFixMyCar is the quick and simple way to compare the prices and reputation of garages and mechanics near you
Our benchmark report research showed Top 10 UK companies were more equitable but less efficient in 2022 than in 2021. While sending more offers to underrepresented candidates, UK employers took longer to hire. One could argue this may reflect more intentionality than inefficiency.
In our panel discussion, Reece Batchelor, Manager, R&D Talent for Tray.io shared that “it depends on your company’s goals.” While tracking time to hire is important, at Tray they focus more on time spent in stage.
“Meaning,” explains Batchelor, “how long does a candidate stay in each stage of the interview process? We’d like them to move through each one in no longer than three days. It drives us to book people quickly and to get and give feedback as quickly as we can.”
Zopa is a financial services company offering personal loans, car finance, credit cards, savings and peer-to-peer investments, all managed online.
Tray.io is ushering in the era of automation. We’re building something that enables anyone, from any organization, to get above the cloud, and do their best work.
Multiverse is building an outstanding alternative to university and corporate training through the power of professional apprenticeships.
Zoopla is a property website and app helping people make intelligent decisions about their homes by digitising the home lifecycle.
Bark is the UK’s largest & fastest growing services marketplace, helping people find the right professional for their project in over 1,500 unique categories.
GoCardless is a global leader in account-to-account payments, making it easy for merchants to collect both recurring and one-off payments directly from customers’ bank accounts.
Trainline is an innovative, tech business with a mission to bring together the world’s rail, coach and other travel services into one simple experience.
RVU is empowering consumers to make confident home services and financial decisions via their brands Uswitch.com, Money.co.uk, Confused.com, Mojo Mortgages, Tempcover, LeLynx, and Rastreator.
Funding Circle is a financial services company delivering an amazing experience for small businesses powered by machine learning and technology.
G-Research is a leading quantitative research and technology company. They analyse the world’s data using the latest mathematical techniques and cutting edge technology to predict movement in financial markets.
Similar to North America, large enterprises in the UK enjoyed considerably higher Interview responses and offer acceptance rates than small companies. This is typical, but changes in the economic climate, VC funding, and market conditions led candidates to become more “start-up shy” than earlier in the year.
Overall time to hire was slower in the UK than in North America, though, and why is unclear. Are companies taking longer to move candidates through the funnel or are they being more selective?
EF Education First is a global leader in international education, with a 50-year mission of opening the world through education.
National Grid is an energy company delivering electricity and gas safely, reliably and efficiently – working towards a clean energy future.
Skyscanner is a company on a mission to help travellers plan and book their trip with ease and confidence.
Wise is a financial technology company working to make international money transfers cheap, fair, and simple.
Tesco is one of the world’s largest retailers of consumer goods from food to fashion. Serving their customers, communities and planet a little better every day in stores and online is at the heart of everything they do.
JPMorgan Chase & Co. is a leading global financial services firm with operations servicing clients in more than 100 countries.
Vonage is a global leader in the cloud native, unified communications market making communications more flexible, intelligent, and personal.
Babylon is one of the world’s fastest-growing digital healthcare companies. They are on a mission to make high-quality healthcare accessible and affordable for every person on Earth.
ITV is an integrated producer broadcaster consisting of ITV Studios and Media & Entertainment. ITV entertains & connects with millions of people, reflecting & shaping culture with brilliant content & creativity.
IG is an online trading provider with 290,000 active traders, offering access to spread betting and CFD trading.
Hired is the most efficient way to fill tech and sales roles today. With unbiased insights, DEI tools, skill assessments, and dedicated Customer Success Managers, Hired works with over 10,000 companies around the world to match thousands of active and qualified candidates to employ their full potential. With better data, curated matches, and higher acceptance rates, employers save an average of 45 sourcing hours per role with the Hired solutions suite.
Backed by The Adecco Group, Hired is rated by G2 as a leader in Recruiting Automation, Job Search Sites, and Diversity Recruiting. Hired is committed to building equity in the hiring process through a more representative talent pool, using bias reduction features, customized assessments, and salary bias alerts to help remove unconscious bias when hiring.
For media inquiries, contact Gravitate PR at email@example.com. For the previous list, visit Hired’s 2021 List of Top Employers Winning Tech Talent.