Learn About our Vetting Process

  • ✓ Key green flags are representation of all gender identities, BIPOC employees, and an overall culturally competent staff at all levels of your company (i.e. executive leadership teams, board of directors, etc.), transparent hiring processes, salary transparency, investments towards employee wellness, and more.

  • ✓ We value connecting our job seekers with grassroots organizations, cooperatives, and movement building organizations advocating and advancing social, economic, gender, and/or environmental justice, and other work advancing justice for issues disproportionately affecting members of our community (I.e. advocating for the rights for current and/or formerly incarcerated people, trans rights, LGBT2SQI+ rights, decriminalizing sex work, decriminalizing drug offenses, safety for asylum seekers, and more).

Additionally, we value connecting our community with companies and organizations embodying the following values:

Our vetting process includes an extensive evaluation of your company culture, including but not limited to the following:

  • ✓ We have a partnership with inside voices to capture BIPOC voices and their experiences in current and/or former work cultures.

    ✓ We also review Glassdoor, Indeed, InHerSight, and other employee review platforms and experiences to learn more about your work culture.

    ✓ Key red flags for us are reports of racism, anti-Blackness, misogynoir, transphobia, homophobia, ageism, xenophobia, nepotism, anti-semitism, white supremacy, ableism, fatphobia, sexism, lack of accountability, lack of safety for BIPOC folks, hostile work environments, lack of consideration towards employee wellness, and lack of efforts for repairing harm with your team.

  • ✓ Anti-blackness continues to cause harm to our communities, so if we witness signs or reports of white colonialism and white supremacy, these reports will be taken into consideration as red flags.

    ✓ We review any accountability call-out statements other organizations may have made to hold your company accountable for harm towards Black people, disabled people, trans people, queer people, gender fluid people, two-spirited people, and other members of the LGBT2SQI+ community. Your responses and actions for change should be accounted for and shared publicly. Lack of response from your company will be noticed and taken into consideration for our vetting process.

    ✓ We review your partnerships, investments, and programming to measure your efforts in reaching underserved and underrepresented communities. However, investments and partnerships aren't enough to show your commitment to maintaining equitable workplaces. We also review how you implement anti-oppressive principles and policies into your work culture to maintain inclusivity, equity, and liberatory practices for your team.

  • ✓ We research and review any history with layoffs at your company and take note of how they were handled, including reviewing direct reports from employees that were laid off.

    ✓ We review community reports and take them into high consideration, even after jobs are initially approved for posting, to ensure your company maintains your commitment to upholding anti-oppressive principles and the safety and well-being of our community members. At our discretion, job postings may be removed based on community reports