We have open discussions about our workplace culture and company values. We all work to build a respectful and inclusive workplace.
Everyone is welcome at Clovers
Great people come from all walks of life. They bring unique perspectives, behaviors, and ideas. And everyone has their own story and something valuable to contribute.
At Clovers, these differences are strengths. We’re committed to helping your company build an inclusive and strong team too.
Differences are our strength
We care about people
At Clovers, real people bring their real selves to work. Everyone has a seat at the table. Together, we’re more innovative, more productive, and excited to come to work.
“When we bring together unique perspectives, skills, and experiences, we build teams that are more creative and just better all around.”
Scot Sessions, Clovers President
Our Clovers culture
Learn how we promote inclusion and belonging at Clovers.
Share ideas with each other
Gather team feedback
We regularly check in with each other. We value each other’s experiences and opinions and make changes if necessary.
Prioritize people
Clovers has a people-first approach. We create personal connections with each other, our clients, and everyone we meet.
Promote education
We build a culture of inclusion at Clovers. We share resources, coaching, and research that promote inclusive leadership and mitigate bias.
Practice inclusive hiring
We built our software to support fair hiring practices. We think it’s so great that we use it for hiring too!
Design accessibly
We strive to develop technology that people of all abilities can use. We want all users to feel empowered as they engage with our platform.
Clovers builds inclusive companies
When we reduce bias and welcome diversity, people are able to reach their full potential. Here’s how Clovers can help you hire more inclusively:
Inclusive recruiting
Structure your hiring process around pre-selected job attributes to avoid biased decision-making. Assign attributes such as skills, qualifications, certifications, and job requirements.
Attract a range of applicants with optimized job posts. Ensure language is inclusive of gender, ethnicity, race, ability, veteran status, and LGBTQ+ status.
Make your screening process more objective. Remove names, email addresses, and social media handles from resumes. Invite all candidates to complete one-way video interviews and receive bias-free AI summaries.
Inclusive interviewing
Deliver more fair and consistent interviews with structured questions. Use a library of industry-specific questions to assess both soft and hard skills.
Record video interviews to ensure compliant conversations. Highlight moments for growth to improve interviewing skills.
Get ready for interviews with prep guides instead of relying on recall. Recall is subject to bias, but prep guides include candidate details and video clips of prior interviews.
Inclusive decision-making
Avoid ranking applicants based on feelings or personal preferences. Use candidate fit-grading and grouping to advance the most qualified talent through your hiring process.
Come to discussions with AI-generated insights to back up your ideas with evidence. Insights include candidate strengths, areas of concern, and attributes assessed in the interview.
Maintain a record of your entire hiring process to keep your hiring team accountable. Share accurate records with stakeholders including interview transcripts, automated notes, and video highlight reels.
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%.
Lets change the way the world hires
We’ve built inclusion into our tool from the ground up so you can hire better. Welcome talent from all backgrounds into your hiring process and take your team to the next level.
