Diversity staffing services

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Be intentional about diversity and inclusion

The first step toward increasing diversity in any organization is deciding to do something about it. If you’re ready to increase the diversity of your candidate pool and remove bias from hiring, our team is ready to help you along the way.

Key steps to improving diversity

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Specialized sourcing

Specialized sourcing

If you want a more diverse talent pool, you've got to start at the source. That's why we go beyond posting to job boards and reach out to our direct network of qualified talent that we've built up through engagement with women and minority professional communities. This small but intentional step at the very beginning of the recruiting process has an outsized effect on the quality and diversity of the candidates we attract to a job.

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Prioritized Skill Sets

Prioritized skill sets

Before we take any action on recruiting, we work with our clients to establish and rank a set of skills that a candidate needs to succeed on the job. Science shows that when a hiring team determines success factors ahead of time, they are less likely to be swayed by inherent personal biases down the line. This process keeps everyone honest and is the first step toward eliminating bias in the hiring process.

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Inclusive job descriptions

Inclusive job descriptions

We all know the importance of choosing our words carefully, but did you know that seemingly benign words like “huge” and “driven” can have a cumulatively negative impact on your ability to attract female talent? We go the extra mile by using sophisticated algorithms to craft inclusive job descriptions that attract a more gender-balanced pool of qualified talent. With hiring, every word counts.

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Blind resume reviews

Blind resume reviews

Research confirms that candidates with names perceived as different or foreign are statistically less likely to be hired, while candidates who share a neighborhood or university with the hiring manager are more likely to be hired, regardless of qualifications. Our team uses a third party to remove personally identifying information from resumes—the net effect is a double-blind review that gives every candidate a fair shake.

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Structured interviews

Structured interviews

The interview is arguably the most important part of the hiring process, but it is also the most vulnerable to inherent bias. Studies show that we cast aside a candidate’s experience and aptitude when we perceive them as different. It's called "looking glass bias," and we actively work to overcome it with highly structured interviews that keep fitness for the job front and center and minimize the impact of superficial social cues.

Diversity matters

Diversity, equity, and inclusion (DEI) have always been tenets we believe in, but it took a lot of research and even more work before we could integrate effective practices into our recruiting process. We learned firsthand that knowledge is power when it comes to diversity, so we’ve dedicated resources to sharing our insights and signal boosting important research and thought leadership from across the globe in DEI.

Read Insights
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Contact us

Got a tough project? Need a hand? Our experienced account managers are experts at matching the right talent solution to the challenge you face. Tell us more about your needs, and someone from our team will be in touch with you shortly.