When people talk about diversity in tech, they often only consider gender diversity. True diversity includes diversity of age, background, level of experience, education, race, sexual orientation, and citizenship too. If you want to work with and learn from people who are different from you, start your job search by finding teams that value diversity beyond a single metric.
Below are the engineering teams that listed diversity as one of their key values. Not only is diversity top of mind for these companies, but they also celebrate the diverse perspectives represented on their team.
We know employing a team rich in diverse lived experiences allows our employees, our product, and our community to flourish. We recognize diversity is more than the common categories of gender, race, and physical ability.
While we could rattle off a list of boxes our team checks, to us, diversity is more complex than a box – boxes don't account for intersectional identities, nor does seeking a specific number within each box help individuals thrive once they've arrived in our organization: that's where inclusion and belonging come in. We also reflect on our processes regularly to incorporate feedback and address evolving needs. So, here's how we show up:
Respect and integrity are really at the core of how we hire, how we work together as a team, how we treat our customers, and how we engage with our greater communities. We believe in teams, not fiefdoms.; leaders, not tyrants. We believe that teams do it better, and the best teams are built on the diverse experiences and skills of a rich mix of people. We recognize that great individuals make even greater teams, and we celebrate the many backgrounds and stages of life we come from and belong to.
18 Open Positions
We are proud to be a diverse company with a female CEO and co-founder. We believe that the strongest teams have many different backgrounds, interests, and perspectives, so we work hard to eliminate bias from our recruiting and hiring practices. Our company strategy for fostering an inclusive culture also includes compensation transparency, learning and development opportunities, and an employee working group dedicated to justice and equity.
Engineers on our team span across different age groups and experience levels; some have worked at startups before and others have only been at large, publicly traded companies; some are parents and some aren’t; and some are far along in their careers where others are just starting out.
We know that great talent can come from anywhere, so we aren’t looking for brand-name universities or certain companies on your resume. Instead, we make sure to source candidates from all walks of life and give each person an interview process that sets them up for success (no surprise whiteboarding here!). We are constantly evolving and improving our approach to sourcing, recruiting, and hiring to ensure that we are building a team where anyone can belong.
Our team works on the edge of VC, defining the future of the industry as a whole. To do this successfully, we constantly seek out original ideas. Doing so requires bringing a diverse set of people and backgrounds together – something we’re looking to improve on with our future hiring. Currently, our team members span the globe from Australia to California, New York, Colorado, India, Canada, and beyond. Some folks have kids (around 40% of the engineering team are parents) while others are just starting their careers. Whether you have a PhD in computer science or chemistry or are completely self-taught – we welcome all different types of backgrounds. Compensation is not based on your title, but rather on the impact you bring to the company. We’re also testing out an engineering fellowship model to work with more engineers who have non-traditional backgrounds.
When it comes to our product, we embrace our unique role and opportunity as an open venture platform in a historically exclusive industry. One of our four company values is “Build a Safe and Trusted Place for our Community.” In practice, we strive to keep AngelList open and inclusive to a broader set of investors and founders compared to other alternatives, which means we always prioritize the safety and trust of our users. We regularly ask ourselves: "Will this encourage more activity on our platform from new and existing investors or alienate them?" "Are we proud to put our name/brand behind this decision?" While we always champion bold ideas, we're mindful of making a positive contribution toward a future we want to live in.
Our team is strong because it’s diverse: the variety of perspectives at Mode results in more ideas to explore. Diversity at Mode comes in many forms, both visible and invisible, and we value both. Our engineering team is 40% women and non-binary folks. We report these numbers quarterly on our blog and are consistently working to make sure that mode is an inclusive place with a team that represents the country where we live and work.
Inclusion is one of our core values, and we don’t believe that it’s possible to have an inclusive team without diversity. Inevitably, homogeneous teams will fail to notice the ways in which they are not inclusive. No matter how good intentions are, there is no substitute for bringing together people from different backgrounds.
Curious about our team? Get to know us by browsing our team page.
58 Open Positions
Collaborative mapping platform for transportation planning
San Francisco, New York City, or Remote (US)
In an ideal world, this means we’d look around the table at a meeting and not be able to distinguish our team members from our customers. Seeking out diversity not only helps make our team stronger, but it also helps us build the best product possible by incorporating different perspectives and challenging bias.
Whether it’s adding more women to the team (we’re currently around 35% on the engineering team) or people of different ages, ethnic backgrounds, parenting status, and abilities – diversity is extremely important to us. We’re proud to work with people who have different professional backgrounds and experiences. Engineers on the team come from small startups and large publicly traded tech companies; some started here as interns; some with computer science backgrounds. Still, we recognize that creating a diverse team is an ongoing process and one that we will always strive to improve upon.
Engineers on the team come from small startups and large publicly traded tech companies; some started here as interns; some are new parents. Thirty percent of the engineering team identifies as not white, and 20% as not male. We also have folks who are more extroverted and love to pair program, while others are introverted and prefer to have more heads-down time. Several of our summer interns this year came from the Brilliant Black Minds project and have decided to stay on part-time. We rely on different perspectives to challenge bias and help us build the best product possible.
Our work is all about making life-changing products available to anyone, anywhere. We understand how structures in society can restrict opportunity. Angaza is committed to removing and countering bias in our hiring practices so that candidates from underrepresented backgrounds are evaluated fairly.
We can also share the results of a simple gender survey. Women are:
We don’t focus on pedigree. Engineers on our team have had backgrounds in public planning and policy, fine arts, classics, Arabic, French – and more traditional computer science education, too. We welcome anyone who believes in our mission: increasing access to life-changing products for anyone, anywhere.
1 Open Positions
That’s why we act on our responsibility to build and support a team that authentically represents the diversity of anyone that comes to our platform, today and in the future. Our team consists of approximately 57% cisgender women, 40% People of Color, and 26% non-native English speakers.
Currently, our team is over 200 people spanning nine countries and we have aggressive plans to continue growing in order to support the success of the business. We craft roles from an outcomes perspective and leverage structured interviews to foster a diverse pipeline. For open roles, we work closely with our employee resource groups such as Change.noire, People of Color, and WHOA (Women Helping Others Achieve) for referrals. In addition, we make it a priority to post on diverse job boards, participate in various online career fairs, and have partnered with Jopwell. Check out our careers page to learn more about the perks of working at Change.org and to see where we’re hiring.
16 Open Positions
Folks on our team have incredibly varied backgrounds. Some come from medicine, some from bootcamps, and some were founders. We have people with biomedical PhDs designing reactors and fermentation engineers building slackbots. People of different backgrounds bring different perspectives to the table; at Culture we celebrate that – our cross-disciplinary approach has allowed us to build an amazing product.
In terms of diversity beyond just background, we’re quite diverse at the company level, but it’s something we are actively looking to improve within our small engineering organization. We’re working extremely hard to create a diverse hiring pipeline as a company. Our founders Matt and Will have pledged support and resources to recruit from beyond the usual places and have pushed hiring managers to reach out to underrepresented groups.
We recognize that great talent comes from everywhere, so when hiring we're not looking for brand-name universities or a big G on your resume. If you’re kind, curious, and interested then we want to talk with you.
15 Open Positions
The challenges we face are incredibly complex and it will take people with a wide variety of backgrounds, experiences, and perspectives to solve them. Our technology impacts how information and identities are controlled online and only by having different viewpoints can we avoid blind spots and build the strongest products possible.
Currently, we span the U.S. and Europe, though we’ve lived in dozens of different countries (and even on a sailboat). Team members have founded tech startups, written books, authored patents, created Ethereum standards, advised F100 CEOs, and more. Hobbies and passions also include everything from music (one of us is in an indie band) to ju-jitsu and meditation (our CTO, Joel, has meditated daily for 8 years).
Still, we recognize there’s room for improvement and our current team isn’t yet representative of the global population we aim to build for. That’s why we’ve openly shared our commitment and the steps we’re taking to build a more diverse and inclusive team, pipeline, and community. We welcome your input!
When you join Curai, you’ll be working alongside parents, athletes, music fans, cooks, Ivy League computer science grads, and engineers who took non-traditional paths. Building a diverse and inclusive team is an ongoing journey for us, and we feel we are never finished. Currently our engineering team is 45% women and 65% people of color, numbers which we'd like to continue to improve upon.
In order for us to succeed, we must build a team that reflects the diversity of the patients we serve. We believe our patient care and business will be better if those of us building it come from a variety of backgrounds. As a team we also recognize that diversity is only a piece of the puzzle; equity and inclusion are key as well. We want everyone at Curai to find a sense of belonging and be able to access the same opportunities. For example, one of the ways we foster equity is by having salary bands for our engineering roles. Our leadership also completes an annual compensation disparity audit.
In the words of Neal Khosla, our CEO, "Creating space and opportunity means making a concerted effort from the top down to help build a more inclusive organization. We're a company that is trying to build a more equitable healthcare future, and to do that we're going to need an organization with broad representation. We have to build an organization for everyone and that starts with a conscious effort to recruit, retain, develop, and create space for everyone to be successful in our org."
We walk the talk when it comes to all people practices, starting from continuously improving our interview processes to promoting equal career growth opportunities within engineering to ensuring a culture where everybody can truly be themselves at work. We do this by raising the bar, and we aspire to be a leader in creating a fair and safe environment for everyone to grow with our team.
10 Open Positions
As a company that makes recruiting software, we believe diversity at Lever starts with hiring. We have carefully designed our interview process to mitigate bias by training every interviewer and balancing the skillsets we hire for. We pair technical interviews with ones that focus on how candidates work on projects with others, run mock code reviews, and give and receive feedback.
Just looking at the stats:
Beyond the numbers, we also represent a diversity of professional backgrounds (four-year CS programs, bootcamps, entirely self-taught, and pretty much everything in between). Before Lever we were teachers, product managers, FBI security experts, and designers. We came to Lever with different experiences, communication styles and preferences. As a result, our team has worked towards having better overall communication practices that ensure that everyone can effectively communicate and work well with one another.
17 Open Positions
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