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Bring your whole self to work. And to your next interview.
We know great people come in many shapes, sizes, colors, come from diverse backgrounds, and all have story to call their very own. When you hire these diverse folks on your team you bring diverse perspectives that enable innovation. We’re dedicated to helping companies build these diverse and inclusive dream teams — and we’re building a diverse, equitable, and inclusive workplace ourselves that reflects and empowers the world we’re building for.
We are Clovers.
We are for the people
We want Clovers to be a place where diversity truly thrives. And that begins with our people. We aspire to be a known employer for diverse talent who fosters an inclusive culture where differences translate to innovation. Talent from underrepresented communities have opportunities to develop their careers to match our growth as an organization.
“We want to make sure that everyone is heard and can make a difference. Building this empathy-led culture from the beginning is the most important goal I have.”
Doug Leonard, CEO CLOVERS
How we’re weaving inclusion into our culture
Here’s how we’re working internally at Clovers to promote inclusivity, create a culture of belonging and embrace diverse perspectives.
Talk openly and constantly
We regularly discuss our commitment in website branding, inclusive job descriptions, during the interview process, in all-hands meetings, during onboarding, and more.
Collect—and act on—feedback
We work to get employees involved through employee surveys and show their feedback is heard and feel their opinions are valued.
Customers & candidates first
Our strategy is driven by a people first approach. We create personal connection and listen to customers, candidates to evolve our business.
DEI education budget
We sponsor employees to attend DEI conferences, and offer training and coaching to help interviewers, managers, and leaders recognize biases and make fair decisions.
Diversity in hiring practices
We use diverse job boards, partner with Historically Black Colleges, incentivize diverse employee referrals, and interview training.
Accessibility- minded
We strive to create thoughtful technology, so that everyone feels empowered, regardless of how they access technology or experience the world.
Creating tools that build inclusive companies
Here’s how we’re unlocking the potential of people and companies by building a product that helps companies reduce bias in hiring:
DIEB for the Recruiter
Interview Guides provide a structured framework for best-in-class interviews assessing only factors that will make them a success in the role.
Complex O*NET job mapping suggests competencies, interview questions, and evaluation criteria—all backed by science.
Library of competencies built by IO Psychologists and independently audited for more fair and equitable interviews.
DIEB for the Hiring Team and Hiring Managers
Automated interviewer coaching to scale sound interviewing practices including personalized feedback to every interviewer about how they’re running conversations.
Resource-strapped teams can share videos recordings internally (and externally) thus extending the hiring team and likelihood of picking the right candidate.
Recorded and shareable interviews holding interview teams accountable for performing fair and consistent interview.
DIEB for the Candidate
Ability to assess interview responses according to the same job-related criteria which gives candidates a more equitable opportunity to demonstrate their qualifications and shine.
Intelligent Interview Guide allows a pre-prep step for the hiring team to be informed about the candidate which aids a vastly better and more inclusive candidate experience.
People representation
Company gender data
55%
Males
40%
Females
Gender on executive team
40%
Males
60%
Females
Ethnicity data
63%
White or European
10%
Hispanic or Latinx
10%
Black or African American
10%
Other
7%
Decline to self identify
Caregiver status
45%
Caregiver to child(ren) or adult(s)
48%
No
7%
Decline to self identify
LGBTQ+
10%
Yes
85%
No
5%
Decline to self identify
Disabilities
7%
Yes
88%
No
5%
Decline to self identify
Age data
10%
18-24
30%
25-34
35%
35-44
17%
45-54
4%
55-64
A few important things to note: All data was gathered in November 2021, we recognize that our current data is limited in that gender is presented as a binary, we know that gender identity isn’t binary and will explore how to better reflect this moving forward, and due to rounding, some figures don’t total 100%.
Help us fix the way the world hires
We’re creating tools that help companies build diverse and inclusive workforces by reduce bias within their hiring process. That’s why creating an empathy-led culture that focuses on building DE&I into our product has been our priority from day one. Join us and fix the way the world hires.
