How to Hire New Employees During the Coronavirus Outbreak

corona recruiting

  • Only 16% of HR professionals report feeling prepared to go fully virtual with hiring practices.
  • To kickstart your recruiting process, make sure people know you are hiring. Ask your employees to spread the word on social media.
  • Recruiting new employees remotely is challenging, but companies should develop plans, prioritize remote working skills and consider passive recruitment strategies.

If your company is hiring, the process may look a little different now from what you are used to, with in-person interviews or conversations needing to shift to video chat. You will also need to adapt your recruiting practices to keep your candidate pipeline full. This guide will provide you with five strategies you can implement now to help your business effectively recruit, hire and onboard new employees as a remote team, which will help your company continue to recruit top talent that can fill your staffing needs.

A new study by Doodle revealed that only 16% of HR professionals in the United States said they were prepared to go fully virtual with their recruitment and onboarding programs. The study also found that remote meeting tools tend to be low-priority items in HR budgets despite the surge in remote meetings, that new employees who were onboarded virtually had a hard time feeling like part of the team, and that HR managers struggled with employee engagement and effectively integrating them into the corporate culture.

The future of business and the hiring process as it relates to the COVID-19 pandemic is uncertain, so small businesses will need to be flexible and adjust their usual practices until face-to-face business is again possible. Here are five steps you can take now to adapt your hiring practices.

Many qualified candidates who were looking for jobs before the pandemic hit may assume that most companies are not hiring during the crisis, so you must make it well known that your company is actively seeking new employees.

“Companies need to first let the public know that they are still open, still hiring and moving forward,” said Chris Vennitti, mid-Atlantic president at Addison Group. “The available candidate pool will gravitate towards those firms active in outreach.”

Make sure all of your current job postings are listed on your company’s website, and call attention to your open positions on social media and your other marketing avenues to help find the right candidate.

“Companies should refresh and cleanse their job postings online – new postings will get the most traction, and ones posted even a month ago will be viewed as potentially not relevant anymore,” said Vennitti.

You can also draw upon your current employees to help get the word out by leveraging their own social media, said Clair Kim, CEO at Clairly Creative. “Encourage your company staff to share the job posting on their social media. The more shares, the bigger the reach. Bonus points for any company staff that can share why they love working for that company within the job opening post!” [Read related article: How to Find Good Employees]

If you are hiring during the coronavirus pandemic, you need a detailed and well-thought-out procedure or recruitment plan in place before you begin the process. Hiring completely remotely will be a very different experience from hiring in person, and it is your responsibility to the company and to potential employees to make sure you have a process that will work.

“Make certain you have a system in place to test out your technologies ahead of time, and ask the interviewer to do the same,” said coach and realtor Chantay Bridges. “Anything you can do ahead of time to make sure everything goes smoothly is a good start.”

Much of the preparation for hiring a new employee will be the same as if you were hiring in person. You will compile a list of candidates, narrow them down and choose which ones you will interview.

When you extend the invitation for a video interview, make sure you detail exactly how the process will go and what the candidate should expect.

  • Include all necessary information, such as time, date and who will call whom.
  • Provide a link to the video meeting.
  • Tell them whether this position is permanently or temporarily remote.

“Remote recruitment has to involve giving plenty of information to prospective candidates and ensuring you’re vetting the applications that come in,” said Jennifer Walden, director of operations at Wikilawn. “There’s bound to be a sea of them. Set strict standards for what you want in an applicant, make those clear on the job posting, and cut anyone who doesn’t meet them. It’s crucial to being able to go through this process remotely.”

It is a very uncertain time for businesses and employees alike, so when you are hiring, be sure that your company can support a new employee with no reservations or modifications.

“When you’re hiring during a crisis, I think you need to be very conscious of what you can offer,” said Walden. “Make sure it’s going to be a long, permanent position – to the best of your knowledge – complete with competitive pay and benefits.”

If you think or know that circumstances will change after the crisis has passed, such as the employee shifting to in-office work, lay all of that out when you give the job offer.

“Whether it is a permanent position or temporary, ensure that the new hire and the company are on the same page,” said Kim. “Things are different now and will be different after the crisis. Company leaders must have clear plans.”

Because many Americans are working remotely indefinitely, it is in your company’s best interest to place a special focus on skills for remote work when you are hiring. Effective communication, organization, conscientiousness and self-direction are all useful skills in remote work.

While your company may not be fully remote forever, specifically seeking these skills in job candidates can make their transition into your company easier and increase their initial productivity, since there may be less of a learning curve to adjust to remote work.

You may also consider making certain roles that you are hiring for completely remote.

“Remote hiring allows organizations to access more candidates than ever in the comfort of their own homes,” said Kim. “Many companies that are hiring during coronavirus are hiring specifically remote or freelance positions.” [Read related article: Communication Technology and Inclusion Will Shape the Future of Remote Work]

Many companies have pools of candidates who have previously submitted applications and may be seeking a job during the crisis. If you’d like to avoid an active recruiting campaign, you can shift your focus to this existing pool of candidates and hire from there.

“We’re focusing more on passive candidates – i.e., existing candidates, potential candidates we’ve been keeping an eye on, unsolicited applications,” said Kim. “Optimizing an existing talent pool [gives companies something] they can tap into as they are executing their crisis exit strategy.”

Kim said that this approach can give companies the space and time to recruit the right employees who will go full force on new initiatives once the crisis has passed and businesses have resumed their normal activities.

WORKPLACE DIVERSITY IS STILL A MAJOR PROBLEM ALTHOUGH NEARLY 80% OF HR PROFESSIONALS BELIEVE THEIR COMPANY IS DIVERSE

workplace diversity problem

Just 17% of workers at companies across America support increased recruiting of underrepresented racial and ethnic groups, a new survey by Clutch shows.
Simultaneously, merely 20% of employees value hiring women in leadership positions and just 14% find value in boosting LGBTQ awareness and sensitivity at their companies.
The findings are thought-provoking as Clutch’s new data about diversity in the workplace overall revealed that 79% of people believe their company is diverse. However, observers contend employees perhaps are misjudging the strength of their company’s diversity status greater than what it actually may be.
While a diverse workplace may not seem like a top concern for companies in today’s business climate, Clutch maintains it should be. Clutch content writer and marketer Seamus Roddy also reported that “as businesses weather the COVID-19 pandemic, they are more likely to use remote technology and training to diversify their workforce.”
The survey showed 74% of employees believe their workplace is committed to improving diversity. Yet, if only 17% of that sample believe that recruiting underrepresented groups is valuable, it shows that there’s a massive disconnect in people’s minds about diversity, a Clutch spokesperson says.
Clutch surveyed 505 human resource professionals in January to learn if they consider their workplace diverse and which business diversity initiatives are important to them. Notwithstanding COVID-19, 57% of people report their company has become more diverse in the past year. Experts contend this may stem from  U.S. businesses employing workers from different countries as well as a larger, diverse American workforce altogether.
With some 79% of people believing their workplace is already diverse, a Clutch spokesperson noted, that may suggest in employees’ minds they’ve already “finished” with diversity. That could mean that they don’t see any value in heightening racial/ethnic diversity, women in leadership, or LGBT sensitivity.
People overestimate the diversity of their workplace for a couple of reasons, Faizan Fahim, content marketing lead for IT firm ServerGuy, told Clutch. Here’s why:

1. The company is diverse in some ways but not others

A company may have a balance of male and female employees and people from a range of races and religions. But, if the business doesn’t employ workers of varying ages and sexual orientations, it may not be as diverse as employees believe.

2. Employees think one employee represents the entire company

Workers who are familiar with even a single colleague who is LGBTQ, from a different country, or from an underrepresented group may consider their business diverse because of that employee. In reality, a strong level of diversity goes beyond one employee’s experience.

Other intriguing statistics showed some 19% of those surveyed are unsure if their company is devoted to diversity in 2020. Plus, only 8% believe their company isn’t bound to creating a more diverse workplace this year.

And training is the top initiative HR professionals want at their companies. Roughly a quarter of people (24%) say their preferred diversity initiative is employee diversity training and discussions where they work. Businesses may do well to find guidance from companies taking such actions. Take major consulting firm Accenture for instance.

Clutch reported Accenture approaches diversity training via these distinct categories:
  • Diversity Awareness: Helping people understand the benefits of working with a diverse team.
  • Diversity management: Working to help leaders manage diverse teams
  • Targeted professional development: Enabling women, LGBTQ people, and racial minorities to build the skills needed to do their jobs well.

Employers Get Creative with Hiring During Coronavirus Pandemic

creative employers

The COVID-19 pandemic has sparked innovations in recruiting, hiring and onboarding, from drive-up I-9 verifications to matching furloughed workers with open positions at like companies.

A panel of HR leaders shared their lessons learned from working in this new reality, as well as other talent acquisition strategies being explored for the remainder of 2020, at the Society for Human Resource Management’s first virtual Talent conference.

The panel was moderated on April 20 by Tony Lee, SHRM’s vice president of editorial.

Impact on Workforce Planning

Eoin Byrne, the chief human resource officer for grocery store chain Lidl’s U.S. operations, said that store safety is HR’s top concern right now, followed by responding to the increased demand for filling front-line positions so the stores can meet the public’s need during the crisis.

Lidl, based in Arlington, Va., is hiring over 1,000 temporary workers at its U.S. stores. It has shifted recruiters who had been working on more strategic projects at the corporate level to focus on staffing stores.

Jeff Luttrell, SHRM-SCP, senior director of talent acquisition for global outsourcing firm Alorica in Irvine, Calif., is also feeling the urgency of the moment. Alorica employs about 100,000 people in call centers around the world and has seen demand for its services skyrocket.

Luttrell has close to 300 recruiters on staff, and they’ve been hard at work hiring thousands of people to support the 24/7 demand. Another mammoth challenge for HR has been moving tens of thousands of call-center employees from their day-to-day worksites to their homes to work remotely.

“We’ve moved about half of the workforce to virtual work so far,” he said. “We’re moving about 2,000 people a day.”

Paula Harvey, SHRM-SCP, vice president of HR and safety at manufacturer Schulte Building Systems outside Houston, is dealing with a slightly different scenario as a critical manufacturer, and she feels fortunate not to have been shut down completely during the coronavirus outbreak. She said Schulte is not actively looking to hire but is looking at “talent shopping” for people who may be furloughed or laid off, in order to fill future roles when the economy picks back up.

Harvey is also using the time to re-evaluate the organization’s job descriptions, reassess the workforce to make sure the right people are in the right jobs and check to see that high-potentials are on track to progress into future leadership roles. “This would normally be the start of our busy time for recruiting and hiring,” she said. “Instead, we’re holding steady, and getting prepared for the summer.”

 SHRM RESOURCE SPOTLIGHT
Coronavirus and COVID-19

 

Mostly Everything Virtual

Organizations across the board have had to transition to a virtual recruiting and hiring process for most roles.

Lidl has adapted to a quickened pace for recruiting and onboarding new hires, Byrne said. “If you apply at a Lidl store either in-person or online on a Wednesday evening, you will be able to start on Monday morning,” he said. Part of that speed has been achieved by conducting interviews over video-conferencing platforms, but the company also had to cut out certain steps from the hiring process. “We had to break away from some of our standards to make this happen,” he said, such as dropping the requirement that each candidate is interviewed by two people and allowing new hires to start before their background check is processed.

“Part of our culture is being agile and adaptive, and COVID-19 circumstances have made sure we are living up to that,” he said. Recruiters and hiring managers trained to use a competency-based interview model have been asked to modify their practices for a completely virtual experience.

“Can we guarantee that an understanding of good customer service can be translated through a virtual interview?” Byrne asked. “I’m not 100 percent sure about that, but you can get a sense of it if you’re asking good situational judgment questions and focused on competencies. Virtual interviews are not as good as in-person. It’s OK for leaders to say that virtual recruiting and hiring is tough. We’re making the best of it, but it’s really challenging.”

The recruiters at Alorica also had to shift to an all-virtual recruiting and hiring process. Luttrell said his team is using a variety of online communication and collaboration tools to pull it off. They’ve also created videos of recruiters providing step-by-step instructions on how candidates move through the application process and adjusted the paperwork process to include electronic signatures. Recruiters have been texting more with candidates and using chatbots to serve job seekers, applicants and candidates has grown.

Luttrell and his team have also gotten better at holding virtual job fairs. “It’s been a lot of trial and error,” he said. “We had to deploy technology quickly, because [the pandemic] happened so fast. We made some mistakes in the beginning. We learned that Microsoft Teams is not so good for virtual events, Zoom is better. This will probably change recruiting at our organization.”

He said that virtual candidate experience is going to be a focus going forward.

Curbside Service

Virtual conference attendees were very interested in Alorica’s ad hoc drive-through functions. Luttrell said that the company is completing I-9 forms, handing out laptops and performing mobile drug testing at certain locations. “We set up a kiosk curbside,” he said. “The new hire drives up and shows their IDs, and our team enters the information using an electronic I-9 system. We schedule these for five-minute increments and process about 50-60 I-9s in half a day.”

Alorica is running background checks but allowing people to start the job while checks are pending. Courthouse closures have slowed the screens. “Flexibility is the key,” he said.

Employer Partnerships

Byrne said that Lidl is collaborating with about 12 other employers to prioritize hiring each other’s furloughed and laid-off workers. “We’re partnering with employers like Hilton,” he said. “It’s simple. We send our requisitions to them, and they offer information about our open roles in their furlough process. If their employee has an interest in one of our opportunities, they apply for it on our careers page and their application is tracked in our ATS for prioritized hiring. It’s been good for us because we’ve been able to find skilled people who work in similar customer-serving industries.”

Consider Contract Employees

If committing to new full-time employees without the ability to meet them in person is unnerving for your company’s hiring managers, consider retaining experienced freelancers instead, said panelist Cindy Songne, chief people officer at Calgary-based Communo. “For executive positions, start the candidate as a contractor until travel is allowed for in-person interviewing,” she advised. “In these cases, negotiate the contractual agreement and the employment agreement at the same time, which allows the candidate to check you out also.”

Telling Your Story

Byrne said that even more important than optimizing the virtual hiring experience has been getting the word out that employees will be cared for in this precarious time. Potential hires in hotspots like New York City need to feel secure that Lidl is looking after its workforce. “We provide health care to all our employees and offer COVID-19-related health care to temporary employees,” he said. “We’ve limited the number of customers in our stores, provided PPE for all employees, massively invested in daily cleaning, and relaxed our attendance policy so that if you feel uncomfortable [coming in], you can stay home and keep your job. If you are quarantined or ill, you will receive sick pay from us.”

Sundar Pichai says Google has ‘more resources invested in diversity’ than ever after reports of cut training programs

sundar pichai 1

Alphabet CEO Sundar Pichai responded to a report that Google has dramatically scaled back diversity and inclusion programs to appease conservative critics, promising that the company remains committed. “Diversity is a foundational value for us. Given the scale at which we build products and the fact we do it locally for our users, we are deeply committed to having that representation in our workforce,” said Pichai in an interview on The Vergecast. “What we are doing in the company is constantly at our scale. We look at that first — see what works, what we can scale up better. All I can say is we probably have more resources invested in diversity now than at any point in our history as a company.”

Last week, NBC News reported that Google had ended a “well-liked” diversity program called Sojourn as well as two other programs called DEI for Managers and Allyship 101. A spokesperson told NBC that Sojourn had proven too hard to scale up globally and that Google had folded ideas from the other two programs into a different training process.

NBC News sources, however, offered a different interpretation. They said Google had shrunk the teams responsible for internal diversity and inclusion programs, outsourced diversity-related positions previously held by full-time employees, and had leaders discourage employees from using the term “diversity” or — in one case — say that “conversations about diversity could become a liability.”

They also argued that Google took these actions because it feared backlash after a 2017 controversy involving James Damore, who was fired for writing a memo that argued women were biologically less interested in technology than men. Damore and three others sued Google for allegedly discriminating against white conservative men, although he asked a court to dismiss the suit earlier this month. Some conservative politicians, including President Donald Trump, have threatened Google with penalties for making “anti-conservative” moderation decisions on platforms like YouTube.

Pichai told The Verge that, within Google, “we have definitely made efforts to make sure the company can accommodate viewpoints, and no one feels they’re not part of the company, regardless of their political viewpoints.” But he denied that concerns about conservative criticism played into diversity program decisions. “Look, our diversity efforts, we don’t bring any such lens to it,” said Pichai. “I think those are two independent things.”

 

COVID-19: Should employers report employees who don’t go back to work?

open employers

Another 3 million people filed unemployment claims this week, according to the Labor Department, adding to the enormous impact of COVID-19 on the U.S. workforce. The news comes a few days after the department said states and localities have an obligation to detect what the department called “waste and fraud” in the unemployment system.

Several states have been pushing employers to disclose when laid-off employees refuse to return to work.

About two weeks ago, the Vermont Labor Department launched a webpage for businesses to report employees who decline offers to return to work. It’s left some business owners, managers and workers in a difficult position.

Staff may not feel safe going back to work if they could be exposed to the coronavirus, but if employers report them, they could effectively kick them off unemployment insurance.

“It makes it very difficult to think that we would have to turn to the state and tell them that they should pull their aid,” said Mark Frier, who co-owns a restaurant called the Reservoir in Waterbury, Vermont.

Several other states have set up similar websites for reporting employees, including Montana, Oklahoma, Tennessee and South Carolina.

Frier laid off all of his employees in mid-March. He also took out a Paycheck Protection Program loan, which can be forgiven if he brings his headcount back up during the loan’s eight-week window.

Restaurants are allowed to do takeout, but Vermont hasn’t allowed them to fully reopen. Frier’s restaurant is closed. “We’re not rushing to bring people off unemployment when we can’t reopen our doors because of state order,” he said.

One of Frier’s former employees is Sage Guggenheim, head chef at the Reservoir. She says she’d love to get back, but given the potential safety issues of returning to work, she understands that others want to stay at home. “We don’t want to force people into a difficult position where they have to choose between what they want to do and what they have to do,” Guggenheim said.

But that is the position that employers may end up in, said Frank Knapp, president and CEO of the South Carolina Small Business Chamber of Commerce. Many businesses are realizing a hard truth about their PPP loans, if they don’t bring staff back. “This forgivable loan may not be forgivable.”

For employees who have concerns about going back to work, the first step is to start a conversation with their employer, said Brian McGinnis, an attorney with Fox Rothschild who focuses on employment law issues.

“It’s important that it be a two-way dialogue,” he said. Employers aren’t necessarily going to know what concerns staff members have.

“The first step to being able to accommodate, or alleviate, the concerns is knowing what those are. The more constructive dialogue, the better it has tended to work out,” he said.

Like so much when it comes to unemployment benefits, the situation around rights, and the law, is complicated and can vary by state. A good place to start is states’ websites. For example, California’s has a Q&A page that addresses the question of being afraid of contracting COVID-19 in the workplace:

“An individual is disqualified for UI if they refuse to accept “suitable” employment when offered. Under California law, the [Employment Development Department] will consider whether the particular work is “suitable” in light of factors such as the degree of risk involved to the individual’s health and safety. For example, if your employer has complied with the state’s requirements for reopening, and any and all government safety regulations, you may not have good cause to refuse to return to work and could be disqualified from continuing to receive regular UI benefits for a designated period of time.”

There are also guidelines from the CDC and the Departments of Labor and Health and Human Services under the Occupational Safety and Health Act. They detail the steps that employers should be taking. If an employer isn’t doing so, an employee will have a stronger case to claim the employment isn’t suitable.

McGinnis says in his experience, employers are trying to get it right, and not just because they’re worried about being sued. “Employers really understand they can’t get back to business without making sure employees are adequately protected,” he said. “A lot have really taken pains to get this right.”

CHIEF MARKETERS WEIGH IN ON DIVERSITY, INCLUSION, EQUITY AND EQUALITY

 

marketing execs

Over many years, I’ve had the great fortune of learning from some of the brightest marketers in the world. As marketing is so vast and ever-changing, there is never a shortage of topics to cover. But the No. 1 topic that continuously rises to the top is growth and how to drive it for the short and long term. And the No. 1 answer is always having diverse teams and being inclusive to expand ideas and authentically connect to the colorful world we live in. It’s one of the simplest marketing concepts on the planet. Be relevant. 

Yet, after all these years of hearing the same message coming from every leader, we still find ourselves in a world that struggles to embrace diversity and is inconsistently inclusive. Micro and macroaggressions continue to persist, representation is lacking in the C-Suite and executive roles and tone-deaf ads are still being produced. It’s still a massive problem and an ongoing conversation. 

With that, we bring to you a collection of personal perspectives and great tips from some pretty amazing people who we’ve featured across the CMO Moves podcastWomen Trailablzers and Top of Mind series to help reinforce the principles we should all have permanently tattooed in our minds and building into the DNA of our teams. Let’s commit to getting this right so we can move forward, together. 

Diversity is a fact. Inclusion is a choice. Both are critical.

“We always believe that you can’t have diversity without inclusion and that you really need to work on both simultaneously in order to get the results. There’s no point in bringing in diverse people if they don’t feel included or they can’t be themselves.” – Diego Scotti, CMO, Verizon

Diversity is a fact. Inclusion is a choice. With diversity, you can count how many people from different backgrounds work at your company. … But inclusion? You have to choose it. You have to work hard so that when someone joins your company, they feel welcomed—but three months later, they feel like they belong. And that is a much, much higher bar than just counting the number of employees you have of a particular gender, sexual preference, ethnicity, etc.” – Chris Capossela, CMO, Microsoft   

It is critically important that we work on two areas simultaneously. First is representation because without representation, the conversation about inclusion becomes meaningless. And second is inclusion so that the people who are coming into our workforce are heard and can have the impact that we all want them to have in our business.”  -Antonio Lucio, Global CMO, Facebook 

Inclusivity Needs to be hardcoded Into Your DNA  

“First, it’s about leadership. Of course, it starts at the top, and we are being incredibly intentional about bringing more women and people of color to our leadership. The second is all about our employees, and we have done a tremendous amount of work to make sure that people in our teams are not just going to their Rolodex, that we are meeting people all over the industry and trying to bring new perspectives to the organization.” – Pam Kaufman, President, Consumer Products, ViacomCBS

“We truly believe that today, diversity is a business imperative. No matter what industry you’re in, the growth engine is going to be multicultural. …  A lot of the D&I conversation tends to be an HR one. And there’s certainly nothing wrong with that, but we need to have many different types of conversations. Do you have women and people of color at the board level, at the C-suite level and specifically running P&Ls, because I think that’s where the most impact actually happens.” -Steven Wolfe Pereira, CEO and Co-founder, Encantos 

“We looked and said, how can we make sure in all of our marketing communications, from events to campaigns, that we’re really driving inclusivity? It was really important to us that we didn’t make that one person’s job, or create a department or a team that did that. We felt that we really needed to make it something that was within the DNA of the marketing team and everyone’s responsibility.” – Stephanie Buscemi, CMO, Salesforce 

We Have the Power to Change Cultural Perceptions 

“I was thinking about my 13-year-old daughter who didn’t have many positive role models on TV or in the content she sees and this light bulb went off in my head: that media creates culture. … We have the opportunity to leverage the $50 billion worth of advertising to impact change in our industry and in culture. – Gail Tifford, Chief Brand Officer, WW International (on co-founding #SeeHer with Shelley Zalis)

“In my personal life, I’d been fighting and advocating for people to open their minds about the LGBTQ community and certainly had amassed a lot of skills in how to do so. And when I took this role on, I not only saw there was a professional linkage, but there was this personal linkage to be able to, as the storyteller, start to tell stories about who cannabis users are and start to break down those stereotypes and really allow people to rid themselves of shame.” – David Dancer, CMO, Inspire (former CMO, MedMen)

“If we talk about how we judge women in the world, are we looking past beauty and her outward appearance? Are we judging her based on her potential to influence the world or to change her economy or to change her community? There are just so many questions and I think that we have a real opportunity to do that in a different way. … I would like to see that continue and continue to evolve what we think are the standards of beauty and excellence.” – Bozoma Saint John, CMO, Endeavor (on being a judge for Miss Universe 2019)

“Unfortunately, because of the harassment I felt, I probably shed a lot of my ‘Arab-ness’ and became really, really American… And then a couple of years later, I thought, ‘wait, I dream in Arabic, I speak Arabic, I’m from that part of the world.’ And I have learned that leaning into that is actually what makes me who I am. And so, that’s why I feel like I always talk about authenticity as being key and why I feel so strongly that you just have to put yourself in the shoes of other people because you just never know who’s going through what, when you make decisions and determinations about them.” – Carla Hassan, Global CBO, Citi 

Accurate Representation is Fundamental 

“We are thinking about diversity and inclusion for all, so from a multicultural perspective, a gender perspective, sexual orientation, abilities, age and even [body] size. … We believe that this is what the consumer wants, and that has been a way for us to drive more inclusivity. In our casting, we show that these designer collaborations are for everybody: different ages, different sizes, different backgrounds.” – Rick Gomez, Chief Marketing, Digital and Strategy Officer, Target

“I’m so concerned about making sure that we have a true representation of stories. … I still get really concerned when I search ‘professional women’ and ‘unprofessional women’ and my picture shows up in the unprofessional section… that means that the wrong information is being fed. … So, we have to work very hard to make sure that people of color, women, differently-abled, LGBTQ, are represented in a way that allows them to be their complete selves.” – Monique Nelson, Chairman and CEOUniWorld Group 

“We want to make sure we have an accurate and realistic portrayal of all people in our advertising and the media in which we run.  In order to be able to do that well, we have to have representation at every aspect of the supply chain. On our brand groups, with our agencies and behind the camera.” – Marc Pritchard, CBO, P&G

“Front offices should probably look a lot different than the way that they look now. And so, I count that as a personal mission and opportunity of mine to help accelerate that transformation. If you start to think about some of the leading brands in the world and those top management teams, they’re not quite a reflection of the communities that they serve. And so I think that that’s a huge opportunity, not just for us in the NFL but also all of us in marketing and business at large. – Julian Duncan, CMOJacksonville Jaguars 

Equity is Not the Same as Equality 

“Equity is often confused with equality. Equity is not about treating everyone the same, it’s about correcting the imbalances… One of the examples that I love is that you have three people standing, looking over the fence and they are all different heights. Equality would be to give everyone the same box to stand on. Equity would be giving each one a different box so that they can stand on it and all see at the same height together.” Victoria RussellChief of Diversity, Equity & Inclusion, Papa John’s International 

“The big thing for me was also a chance to be a part of writing the narrative that would hopefully drive social change and that would address what has happened in the past in the legacy market and what could happen for the future. … Our goal is to figure out how we—at this moment in time where this has been such an exclusionary process—look at the past and rally the industry around making changes that will improve the lives of those that have been so negatively affected.” – Jason White, CMO, Curaleaf 

“Speaking out is one of the most powerful things we can do, especially if we use our voice to convene others to a common and just cause. We know that people around the world are not being heard, and in the broadest sense, I have made it my life’s purpose to listen to their voices and bring their messages to those who can help make a difference.” – Claudia Edelman, Founder, We Are All Human 

Lift as You Climb 

I like to say the things that I wish somebody would have told me and feel it’s my responsibility to share this wealth of information with other Latinas. I’ve always said that if I have a corner office, it’s my responsibility to throw a rope and bring another Latina back in. And I don’t apologize for that. – Mónica Gil, CMO, Telemundo 

“By now, we’re all well-versed in the studies and reports that show that companies with more diverse teams, across race, ethnicity, gender, religion and other dimensions deliver stronger business results. Business leaders need to set an intention to have representation at the executive and board level. They have to be comfortable shifting the power and giving others a seat at the table. It is really that simple.” –Danielle Lee, Chief Fan Officer, NBA 

“I have not seen a lot of people who are really not from the United States, especially females, make it to really senior level. So for me, truly this is what I believe, I wanted to become a trailblazer for females, particularly people who are not born here, and show them the way and that we actually can make it.” – Cynthia Chen, GM and President, Consumer Health and Wellness, RB 

Driving Change Takes Intent and Conviction 

“We can keep talking about what we want to do. We can keep saying were trying and that we’re shrinking [the wage gap]. But trying isn’t doing and shrinking isn’t closing. … If you want to create change, look in the mirror and ask yourself if you are a change agent, if you are a champion, if you are a conscious leader—and if the answer is yes, then do something.” – Shelley Zalis, CEO, The Female Quotient 

“I have oftentimes used the term radical inclusivity. You have to be radically inclusive because it’s not natural to look outside of yourself, meaning to not hire folks that look like you. That old adage, they’re not a culture fit. Well, you should question your culture. That’s the first thing you should question before you question if they fit it or not.” -Daniel Cherry III, CMO, Activision Blizzard Esports 

Accountability Drives Action 

“I believe that [better representation and inclusion] will be driven by holistic and systemic change, which means clients have to change, agencies need to change, production houses need to change. And then at the end, you have to be able to measure performance and demonstrate that all of this work actually matters and that it drives the top line that we all care for.”  - Antonio Lucio, Global CMO, Facebook 

“Where I could’ve just said OK but didn’t, is really demanding that our agency partners and people we do business with support diversity, at least 50/50 representation. … Demanding that the day-to-day people who work on our business all the way through the line align with us and align with me on the demand for diversity, I can’t even believe it but it was unpopular to do that. And I really think that there are a lot of places we can’t affect change, but this is one place that we could and we could do it overnight.” – Jennifer Breithaupt, Global Consumer CMO, Citi 

“I’m admittedly not somebody who talks about diversity and inclusion as a project. It’s something that you have to commit to. … You have to understand where you are today and then make a commitment to where you’re going tomorrow. We’re in the business world where we are rewarded by our ability to set goals and achieve them. And so when it comes to what our culture looks like and the representation of our organizations, you’ve got to make the same sort of commitments.”- Tariq Hassan, CMO, Petco 

Intel’s new diversity goals: Put women in 40% of technical posts by 2030

intel diversity image

In its Corporate Responsibility Report, the chipmaker also says it wants twice as many women and underrepresented minorities in senior positions.

As progress toward increased diversity in the tech industry lumbers along, Intel is staking out new goals for itself and other companies for 2030. According to the company’s Corporate Responsibility Report, out Thursday, Intel says it’ll increase the number of women in technical roles to 40% and double the numbers of women and underrepresented minorities in senior roles by 2030.

The report also covers topics like sustainability, supply chain and social impact.

“We have a track record of setting ambitious goals and transparently reporting on both our progress and our challenges,” CEO Bob Swan said in the report.

The report comes as tech firms face increased scrutiny around their demographics. In 2014, when big tech companies like Google and Facebook started releasing diversity reports, the industry got numbers to confirm what was already pretty obvious — white men dominate tech.

As companies have rolled out initiatives ranging from mandatory unconscious-bias training, employee resource groups and philanthropy directed at educational organizations, the percentages of women and minorities tick up slowly by the year, if at all. Some reports still don’t disclose intersectional data (for example, not just the percentage of women at a company, but specifically the percentage of women of color).

Over the last five years, Intel’s been among the companies trying to shift its own workforce toward being more heterogeneous. At CES in 2015, then-CEO Brian Krzanich pledged $300 million toward diversity efforts, tying executive compensation to hiring goals and saying Intel would reach full representation by 2020. In 2018, Intel did reach full representation two years early, meaning its workforce mirrored percentages of women and minority groups in the industry. In 2019, Intel said it closed its gender pay gap. The chipmaker also spends $1 billion every year on “diverse-owned suppliers.” About $200 million of that goes specifically to women-owned suppliers around the world.

Half a decade later, Intel is eyeing how to hit that 40% of women in technical roles, when none of the big companies like Google, Apple or Facebook have crossed the 30% mark. Intel, for its part, stands at 27%.

Why diversity matters

Barbara Whye, Intel’s chief diversity and inclusion officer and VP of human resource, explained that Intel set a goal of 40% when considering other demographic information available, such as the percentage of women in the US workforce broadly (46%) and the percentage of women graduating with college degrees (57%). She also acknowledged it’s a big swing.

“We aim for big, audacious goals,” Whye said. “We set these impossible goals, and then we bring the engineering mindset just like we would to any other quality issue inside of Intel or any other engineering challenge inside of Intel.”

Intel has launched a variety of initiatives that address junctures at which women and people of color tend to leave their jobs (or don’t end up in tech in the first place). These moves include establishing relationships with historically black colleges and universities; establishing more than 30 employee resource groups and hiring training managers to lead more diverse and inclusive teams.

There’s also the prospect of doubling the percentage of women and underrepresented minorities in leadership roles. Research has shown that having diverse leaders can help attract and retain a diverse workforce, signaling there is a path forward within the company.

When asked about specific steps Intel will take with regard to women of color (an area where many companies are notoriously weak, particularly when it comes to leadership positions), Whye cited internal leadership councils geared toward black and Latino employees, for example, that focus on creating a pipeline of talent for senior leaders, and also weigh in on corporate diversity strategy that addresses not just women, broadly, but women of color.

“It’s not enough to have representation if you’re not having that representation at the highest levels of influence in the organization,” Whye said. “Leaders and managers hire, they progress, they fire. And if you don’t have the right level representation, it’s very difficult to sustain the inclusive mix that he worked so hard to create.”

Beyond the company itself, Intel is starting work on what it calls a Global Inclusion Index. It plans to recruit other companies in the industry to come together to agree on a set of shared metrics and language for discussing what exactly diversity and inclusion means. This idea stems from a report from McKinsey and Melinda Gates’ Pivot Ventures which identified “lack of consistent and comparable definitions and data regarding inclusion at the industry level” a barrier to progress.

While research points to diverse businesses and teams being more creative and more innovative, Whye used a real-world example of why the industry needs to diversify: the coronavirus.

“My worry is that there’s a voice in a conference room or in a virtual Zoom room today that has a solution to a problem,” she said, “but that voice is quiet, because we haven’t created the inclusive environment for that voice to be heard.”

Can companies be held liable when their employees fall ill with the coronavirus?

covid 19 employment law

In an effort to combat COVID-19, companies across the country have shuttered operations, required employees to work remotely and limited services and business hours.

As these companies—and the ones that haven’t been as quick to take action—face an uncertain financial future, they also face the possibility that their workers will contract the coronavirus and hold them accountable for not putting proper protections in place.

“That is something that is on everyone’s minds,” says Jennifer Scharf, a partner at The Coppola Firm in Amherst, New York who is advising employer clients on how to handle the coronavirus. “This COVID-19 is really unprecedented so it’s hard to give any hard and fast rules. We don’t have much of an equivalent to compare it to.

“My mantra everywhere I’ve ever been has been if we put the safety and health of people first and we work backward from there, we are going to come to the best answer.”

According to the Occupational Safety and Health Act’s general duty clause, employers are required to “furnish to each of his employees employment and a place of employment which are free from recognized hazards that are causing or are likely to cause death or serious physical harm to his employees.”

While the Occupational Safety and Health Administration has not released specific standards covering COVID-19, Michelle Strowhiro, a partner in the Los Angeles office of McDermott Will & Emery, contends that employers could face risks under this clause if they don’t take steps to protect their workplace and ensure it is not exposed to individuals who may have contracted the virus.

In addition, Strowhiro said that in certain health care settings and other workplaces where employees could encounter blood-borne pathogens, federal workplace safety law further requires the employer to “make an immediate confidential medical evaluation and follow-up available for employees that have had an exposure incident.”

sick lawyer

Both Scharf and Strowhiro recommend that employers communicate best practices to employees, as well as reiterate existing workplace rules and outline any temporary rules related to health and safety amid the COVID-19 pandemic.

Scharf adds that employers can potentially mitigate general liability risks by following guidance from both the Occupational Safety and Health Administration and Centers for Disease Control and Prevention, as well as guidance from local counties and states.

The latest CDC guidance, announced by President Donald Trump on Monday, encourages people to work from home when possible and avoid social gatherings in groups of more than 10. It also asks people to avoid discretionary travel.

Several counties in California’s Bay Area, including San Francisco, also issued the nation’s tightest restrictions to contain the spread of the coronavirus on Monday, ordering residents to shelter in place until April 7.

If, however, companies need their workers to continue coming to work, Scharf says they can require additional medical information from employees and mandate that they stay home if they have a fever or other symptoms. Employers can use additional screening tools, including inquiring about travel to areas significantly impacted by the coronavirus, to identify employees who may be asymptomatic.

“And obviously, I would say it’s really advisable to restrict or eliminate any work-related travel to those areas if it’s not absolutely essential,” Scharf says.

She recommends that any employer that identifies an employee who has tested positive for the coronavirus notify the rest of the workforce about when and where that employee was working and who else may have been exposed. She says the employee should not be named and information about his or her illness should be kept in a private file.

When economically feasible, Scharf also suggests companies consider permitting employees who are sick to use paid time off and relaxing other leave policies to encourage them to remain at home. She says employers that take these measures may see an additional financial incentive in avoiding the possibility of workers’ compensation claims from employees who are exposed to the coronavirus through a co-worker.

Whether a company can be held liable if one of its employees infects others may depend on whether that employee can prove the virus was contracted at work, contends Daiquiri Steele, the Forrester Fellow at Tulane Law School.

“This will likely be difficult for employees because the employees bringing the claims would have to prove they contracted the virus on the job,” she says. “Because this is a pandemic, it would be difficult to ascertain where the virus was contracted.”

Steele expects that more discrimination, retaliation or whistleblower claims will result from the COVID-19 pandemic rather than Occupational Safety and Health Act or workers’ compensation claims, she says.

Ashley Prickett Cuttino, a shareholder in the Greenville, South Carolina office of Ogletree, Deakins, Nash, Smoak & Stewart, adds that companies may face wage and hour lawsuits if they are not paying employees correctly while they work remotely. They could also violate the Worker Adjustment and Retraining Notification Act if they are not following proper protocols with mass layoffs as a result of the coronavirus.

“One of the No. 1 questions we are getting from employers, especially from the hospitality industry and from the workforce that cannot be sent home, is as we are starting to see large-scale layoffs,” says Cuttino, a member of her firm’s coronavirus team. “It is all about unemployment and what is available for employees.”

Cuttino is paying close attention to the Families First Coronavirus Response Act, which was signed by Trump Wednesday. The emergency coronavirus relief package includes provisions that expand unemployment benefits, but she adds that most states also need to amend their current unemployment laws to make it easier for employees to access unemployment.

“We have seen 20 states make some changes to their unemployment laws,” she says. “We anticipate that the remaining will make changes.”

Companies Are Still Hiring During COVID-19—Here Are 91 That Want Your Applications Now

corona hiriing companies

There’s a lot of uncertainty around work right now with the COVID-19 pandemic—especially if you’re a job seeker still trying to make progress in your search or if you’ve just been laid off. But a lot of companies are still hiring during this coronavirus crisis—and they need to fill essential roles more than ever.

From account manager at Unilever to content strategist at Clearlink, there are a variety of roles and opportunities available in a mix of industries—not only in the grocery and healthcare spaces (though there are plenty of roles there, too).

Browse through these companies and their open positions—now’s the time to apply.

(Note: We will continue to update this list throughout this crisis.)

1.

Kroger
Kroger company profile

At The Kroger Family of Companies, their people are their strength. With diverse backgrounds and unique experiences, they tell a story that is all theirs—a story of friendliness, caring, teamwork, and freshness. The Kroger Family of Companies is redefining the way people shop for groceries by offering anything, anytime, anywhere, in their stores, at pickup lanes, or via automated delivery vehicles. Kroger isn’t just a traditional grocery store. They’re leading the way with the technology, talent, and rewards that provide every associate a career with promise.

2.

Philips
Philips company profile

Philips is a leading health technology company focused on improving people’s health and well-being. For over 125 years, Philips has leveraged advanced technology and deep clinical and consumer insights to deliver integrated solutions. The company is a leader in consumer health, home care, diagnostic imaging, image-guided therapy, patient monitoring, and health informatics. Philips employs over 17,000 employees across 50 offices in North America, all working to help create a healthier society.

3.

Unilever
Unilever company profile

On any given day, 2.5 billion people use Unilever products to look good, feel good, and get more out of life. From nutritionally balanced foods to indulgent ice creams, luxurious shampoos, and everyday household items, the company develops a diverse range of products from more than 400 brands. Whatever the brand, Unilever is deeply committed to creating sustainable products that improve health and wellbeing.

4.

GSK
GSK company profile

GSK dedicates itself to creating a healthier population the whole world over by researching and developing a broad range of innovative products in pharmaceutical, vaccine, and consumer healthcare arenas. The company boasts commercial operations in more than 150 countries, as well as 89 manufacturing sites and R&D centers in the UK, US, and Belgium.

5.

Facebook
Facebook company profile

Facebook connects billions of people around the world, giving them ways to share what matters most to them. People who work at Facebook are builders at heart, whether they’re creating new products or making tools so a business can expand its reach. Facebook’s global teams are constantly iterating, solving problems, and working together to empower people around the world to connect in meaningful ways.

6.

Wells Fargo
Wells Fargo company profile

Wells Fargo’s historic bank has been serving communities since 1852—with clients in one in three households nationwide and 8,700 locations across 36 countries today. Wells Fargo—“Most Admired” among the world’s largest banks by Fortune magazine—offers an extensive portfolio of banking, mortgage, insurance, investment, consumer, and commercial expertise for every financial need.

7.

VMware Carbon Black
VMware Carbon Black company profile

Carbon Black is now part of VMware. Founded in 2002, VMware Carbon Black is a leading endpoint security company dedicated to protecting the world from cyberattacks. They offer different solutions—including both on-premise and cloud options—that protect people from cyber threats, ensuring all data and information is secure. VMware Carbon Black serves over 5,600 global customers of various sizes and verticals, and went public in 2018.

8.

Healthfirst
Healthfirst company profile

Healthfirst is New York’s largest not-for-profit health insurer, offering members access to high quality, affordable healthcare. The company’s mission is to put its members first by working closely with care providers and community leaders to address broader issues that can impact health and well-being. This value-based care model is the foundation of Healthfirst’s sustained growth in one of the most dynamic markets in the country. Healthfirst employees believe that good health doesn’t start in a doctor’s office and are passionate about what they do, focused on the future, and dedicated to making a difference in people’s lives.

9.

Squarespace
Squarespace company profile

Squarespace empowers millions of people—from individuals and local artists to entrepreneurs shaping the world’s most iconic businesses—to share their stories and create an impactful, stylish, and easy-to-manage online presence. Squarespace’s team of more than 950 is headquartered in downtown New York City, with offices in Dublin and Portland. To learn more about their opportunities, click here.

10.

UnitedHealth Group
UnitedHealth Group company profile

UnitedHealth Group, the parent organization of UnitedHealthcare and Optum, is one of the world’s leading diversified health care companies. Their goal is to improve the lives and health of others by helping to drive affordability, accessibility, and quality of care while also helping shape the way the health system works in the future. As a part of a global team, the people at UnitedHealth Group are passionate and motivated to tackle some of the toughest problems the industry is facing while building a meaningful career.

11.

Ultimate Software
Ultimate Software company profile

At Ultimate Software, people truly come first. The company strongly believes in teamwork, and it encourages and trusts its people to reach higher, learn more, and live up to their potential. A leading cloud provider of human capital management solutions, Ultimate’s award-winning UltiPro delivers HR, payroll, talent, compensation, and time and labor management solutions that allow people to work more effectively. Founded in 1990, Ultimate’s team has grown to over 5,000 people.

12.

Instacart
Instacart company profile

Instacart is a North American leader in online grocery and one of the fastest-growing companies in e-commerce. By bringing fresh groceries and everyday essentials to busy people and families across the U.S. and Canada, Instacart gives customers two very important things: food and time. From connecting customers with coupons and deals for their favorite retailers and brands to updating over half a billion lines of grocery data from more than 25,000 stores each night, every change and expansion Instacart makes to the product moves them closer to becoming the operating system for the online grocery industry. They’re looking for people who’re excited to noodle on these challenges along with them.

Given the continued customer demand Instacart expects over the coming months, they will be bringing on an additional 300,000 full-service shoppers to support cities nationwide. As more people look for immediate, flexible earnings opportunities during this time, Instacart hopes they can be an additional source of income for those looking to earn while also delivering for the communities in which they live. Learn more here: shoppers.instacart.com.

13.

Deutsche Bank
Deutsche Bank company profile

With a presence in 59 countries, Deutsche Bank is a German financial institution servicing a global network of clients. At Deutsche Bank, they pride themselves on their change-driven culture of collaboration and opportunity, and on fostering an inclusive environment where employees can bring their whole selves to work. The organization aims to create a positive impact in all that they do, for their clients, investors, employees, and the communities that they interact with. A career at Deutsche Bank is more than banking. Find out more at db.com/careers.

14.

Siemens
Siemens company profile

At Siemens, we are on a mission to change the world and are guided by our belief that ‘we make real what matters’. This belief is broken into three parts:
1. Success in creating: We all contribute to the development of great products.
2. Growing through challenges: We always take on tough projects.
3. Embracing respect: We are respectful, diverse and believe everyone deserves an opportunity.

15.

Charles Schwab
Charles Schwab company profile

Financial services can be complicated. Charles Schwab is trying to fix that. They have a history of challenging the status quo and innovating in ways that help individuals create a better tomorrow. Their purpose is to champion every client’s goals with passion and integrity, empowering them to take ownership of their financial future at every income level and life stage.

16.

Spectrum
Spectrum company profile

Spectrum provides a full range of advanced broadband services, including Spectrum TV video entertainment programming, Spectrum Internet access, and Spectrum Voice to connect more people in more places. Spectrum’s employees are dedicated to supporting communities across the nation during challenging times. In addition to field technicians, several roles, including in customer service and sales, are critical for the company to maintain uninterrupted service for members all over. The company has more than 2,000 available positions due to increased service demand from both residential and business customers.

17.

Clearlink
Clearlink company profile

Clearlink combines digital marketing and sales conversion services to add value to a brand’s customers by offering a holistic service approach. Established in 2003, Clearlink employs over 1,500 marketers, technologists, and sales professionals at three locations in Salt Lake City, UT, Orem, UT, and Scottsdale, AZ. Clearlink partners with some of the world’s leading brands—including AT&T, CenturyLink, Travelers, Safeco, and DISH—to extend their reach and deepen customer insights.

18.

Broadridge
Broadridge company profile

Broadridge, a global fintech company with $4 billion in revenue listed on the S&P 500, provides communications, technology, data, and analytics solutions. The company helps drive business transformation for clients with solutions for enriching client engagement, navigating risk, optimizing efficiency, and generating revenue growth. Broadridge works with some of the world’s largest financial institutions and over 5,000 brands in industries from telecommunications to healthcare.

19.

Prudential
Prudential company profile

For more than 140 years, Prudential has been helping individual and institutional customers all over the world achieve financial prosperity and peace of mind. They do this by providing a suite of different services, such as life insurance, investment management, and annuities. Prudential cares deeply about the customers they serve and their employees, ensuring that in both cases they’re taking care of the whole person and setting them up for success.

20.

IGS
IGS company profile

IGS supplies both commercial and residential properties with natural gas, electricity, and home warranty products; power generation solutions off the grid; and clean, domestic alternative fueling options. They’re committed to being environmentally friendly while also helping customers lower their utility bills. Though IGS has almost 1100 employees, this family-owned company still has the spirit of a startup—anyone is free to express their ideas, and leadership takes them seriously. And in an industry that can turn on a dime, IGS team members are glad to have co-workers they know they can count on.

21.

Intuit
Intuit company profile

Intuit’s mission is to power prosperity around the world. They build web, mobile, and cloud financial solutions that generate more money, more time, and more confidence for millions of people. Leveraging AI and machine learning, they help consumers, small business owners, and the self-employed achieve their dreams of prosperity. No matter what role someone’s in at Intuit, they’ll play a part in launching industry-leading products like TurboTax, QuickBooks, and Mint. Watch Intuit’s video to know what to expect during their virtual interview process.

22.

Baker Tilly
Baker Tilly company profile

Baker Tilly is a nationally recognized full-service accounting and advisory firm with offices throughout the Midwest and East Coast. Founded in 1931, the firm is dedicated to understanding client goals and providing effective solutions. Going beyond merely preparing taxes and conducting audits, the firm seeks to serve as a valued business advisor and be the first place clients call with questions. As an independent firm within a larger network, Baker Tilly is also able to offer global insights to its clients.

23.

Cisco Meraki
Cisco Meraki company profile

Cisco Meraki’s mission is to simplify technology so passionate people can focus on their mission. Global clients—including startups, Fortune 500s, nonprofits, airports, hospitals, schools, and many others—rely on the company’s powerful cloud-managed networking solutions for seamless connection. Cisco Meraki helps the world spend less time on technology and more on what matters.

24.

Zynga
Zynga company profile

Zynga aims to connect people through social gaming experiences, and is known for developing some of the world’s most popular programs. From FarmVille, Zynga Poker, and Words With Friends to Hit it Rich! and CSR Racing, the company’s creations are played by millions of people around the world each and every day. As mobile and web gaming surpass even email in terms of time spent online, Zynga is poised to take over the industry. Incredible opportunities are available in the group’s U.S., Canada, U.K., and India offices.

25.

Oscar Health
Oscar Health company profile

In the last seven years, Oscar has experienced exponential growth, becoming the fastest-growing startup health insurer in the country. At Oscar, employees have the ability to make a real impact, solving problems that will transform the health care system and change the lives of its members. Oscar is powered by exceptional people who are passionate about tackling an enormous problem and changing health care for good. The company’s culture is what anyone would expect at a startup—fast paced, fun, and high-energy. Oscar’s offices feature open layout to encourage communication and collaboration. The team also plans exclusive events each month to celebrate and bring employees together.

26.

Bowery Farming
Bowery Farming company profile

Bowery Farming grows high-quality produce at scale in urban spaces using fewer resources. People who work for the company are passionate about food and sustainability. Here, staffers have a unique opportunity to find success at a business that aligns their professional goals with their personal interests. At Bowery, everyone plays a unique role in turning an ambitious set of dreams into creative, practical, and actionable solutions. The team is a diverse one with passionate, kind, and smart people who have fun, believe they can address pressing societal needs, and are dedicated to solving hard problems together.

27.

Trustwave
Trustwave company profile

Trustwave employees are excited to provide their clients with smartly managed cybersecurity services that help protect people’s privacy, fight cybercrime, and reduce online risk overall. Trustwave’s comprehensive and impressive portfolio of offerings includes in-depth security testing, expert consulting, customized technology solutions, and extensive cybersecurity education. Trustwave is the global security arm of Singtel, Optus, and NCS.

28.

Integral Ad Science
Integral Ad Science company profile

Integral Ad Science is a global technology organization that partners with advertisers and publishers to protect investments, capture consumer attention, and drive business impact. With 18 offices across 13 countries, the company is able to offer employees an incredibly diverse range of projects and growth possibilities to pursue, as well as many international travel opportunities. Integral Ad Science is currently accepting applications in all offices.

29.

Asana
Asana company profile

Asana helps teams orchestrate their work, from small projects to strategic initiatives. More than 75,000 organizations and millions of users rely on Asana, including AirAsia, AllBirds, Grab, KLM Air France, Kohl’s, Sephora, Traveloka, and Viessmann. Asana has been named as the number one best workplace in the Bay Area by Fortune, and is one of Glassdoor’s and Inc.’s best places to work. With nine global offices, including its San Francisco headquarters and flagship offices in Dublin, New York, Sydney, and Tokyo, Asana is always looking for collaborative and mission-driven people to help them enable the world’s teams to work together effortlessly.

30.

Kforce
Kforce company profile

Choosing a career is one of the hardest decisions people make in their lives. Navigating the job search can be brutal—but applicants don’t have to do it alone. Kforce puts job seekers’ resumes right in front of hiring managers, saving them from the dreaded “resume black hole”. Kforce builds relationships with companies on the cutting edge in their field and connects them with people that have the right expertise. Helping applicants find jobs they love is only accomplished through understanding individuals, their goals, their unique skills, and their purpose. Once people are hired, Kforce doesn’t cut ties; the company provides support during and after job assignments, serving as a champion throughout people’s careers.

31.

Anheuser-Busch
Anheuser-Busch company profile

The team at Anheuser-Busch is more than 18,000 strong—united by a passion for brewing great beer and an unwavering commitment to supporting the communities across the country which they call home. Every day, they brew, package, transport, and deliver their more than 100 brands in the most efficient and sustainable ways possible. For Anheuser-Busch, achieving their dream of bringing people together for a better world means doing their part to protect the environment from seed to sip—and pushing their partners to do the same.

Given the company’s 165+ year history, many are surprised to learn that Anheuser-Busch is one of the most innovative and forward-thinking companies. They’re constantly embracing new technologies, prioritizing innovation, and pushing the envelope. Beer has been bringing people together for centuries, and at Anheuser-Busch, they’re committed to making sure the same holds true for centuries to come. Learn more about the company at www.anheuser-busch.com.

32.

Netlify
Netlify company profile

Netlify’s tools help create websites with sleek workflows that are more secure, scalable, compatible, and faster. Of everything Netlify has built, the company is most proud of its team.

About 60% of Netlify’s team works remotely around the world. Employees are highly-valued resources when it comes to giving feedback, building the company, and seeing their colleagues succeed. A willingness to collaborate, debate, and learn is part of what makes Netlify great. The company’s leadership knows the best ideas can come from anywhere.

33.

Argo Group
Argo Group company profile

Argo Group does more than just provide property and casualty insurance, reinsurance, and managed-risk solutions. The company makes it possible for businesses to stay in business. Argo’s success is directly linked to the intellect, commitment, and enthusiasm of its team members. Ambitious, high-potential individuals with big ideas are sure to find their place at the company. Argo Group is committed to developing top talent and offers a thriving, entrepreneurial culture where skill meets opportunity. The company rewards success with opportunities, encourages collaboration, and is committed to being an excellent place to work.

34.

Ellucian
Ellucian company profile

Ellucian designs technology that powers the educational mission of colleges and universities around the world. Inspired by that goal, Ellucian employees thrive as part of a high-performing global team. Together, the team delivers a modern, connected, industry-leading experience for today’s students and higher education institutions.

35.

SelectQuote
SelectQuote company profile

SelectQuote’s mission is to help people protect their most valuable assets and overall financial well-being by finding the right insurance at the best price—in a matter of minutes. The company serves as a trusted resource, answering questions and sharing unbiased price comparisons from some of the country’s leading insurance companies. SelectQuote wants every individual to have a choice, know the value of what they’re getting, and have peace of mind. The company has expanded its offerings into the automotive, home, and Medicare verticals and is looking for employees who are interested in careers they can grow with for years to come.

36.

N26
N26 company profile

From its initial inception in 2013, N26 has reimagined banking for the digital world. Their global workforce, comprised of 1,500 employees, now serves over 5 million customers in 24 markets. N26’s global banking platform has done away with physical branches, paperwork, and hidden fees, so that savings get passed on to its customers. Having only launched in the U.S. over the summer of 2019, the company is building its New York City team—which presents an ideal opportunity for those who want to play a key role in building N26’s U.S. presence.

37.

Duolingo
Duolingo company profile

With more than 300 million users, Duolingo is the world’s most downloaded education app in the world. Duolingo is completely free for users, and the company mission is to make language education free and accessible for everyone in the world. The approach is simple but effective—utilizing technology to make language learning fun, personalized, and based on science.

38.

Alto Pharmacy
Alto Pharmacy company profile

Alto is focused above all on achieving its mission—fulfilling medicine’s true purpose and improving quality of life for all patients. By focusing solely on patients’ healthcare needs, Alto is changing the pharmacy landscape. Its Patient Care Team prioritizes patients’ well-being, advocates for them with physicians, and helps them navigate the complexities of healthcare and insurance—all of which can be done through text, call, email, chat, or even in person. On top of this, Alto Pharmacy delivers prescriptions for free, with a sweet caramel tucked into every box to make the medicine go down easier. Alto’s superior experience is making its impact—it has already become the top-rated pharmacy on Yelp for the entire Bay Area and the pharmacy partner for over 10,000 doctors in California.

39.

Lytx
Lytx company profile

Lytx is a market-leading innovator that develops technologies to change driver behavior and make roadways safer. The company employs more than 500 employees worldwide, all of whom make meaningful contributions to helping their clients save lives every day. In November of 2018, Lytx opened an office in Framingham, MA.

40.

BlackLine
BlackLine company profile

Companies go to BlackLine because their traditional manual accounting processes are not sustainable. BlackLine helps them make the move to modern accounting by unifying their data and processes, automating repetitive work, and driving accountability through visibility. Leading companies like SiriusXM, The Hershey Company, and Domino’s trust BlackLine to deliver accurate results in a chaotic world. When someone joins the team at BlackLine, they become part of a unique and diverse organization that works hard, plays hard, and supports personal and professional growth.

41.

Yieldmo
Yieldmo company profile

Yieldmo is built on the idea that individual ad experiences matter. To that end, the company works hard to create powerful encounters by understanding how humans interact. Employees are encouraged to bring big, bold ideas to the table and stretch their imaginations in order to unlock those insights and behaviors. That emphasis on cultivating meaningful moments extends in-house, throughout the employee experience, whether Yieldmates are getting started on new initiatives for the first time or celebrating their company anniversary. As an entrepreneurial company, Yieldmo gives each of its employees the opportunity to have a major impact in the business, allowing everyone to feel a sense of ownership and purpose in their work.

42.

Appian
Appian company profile

Appian provides a low-code development platform that accelerates the creation of high-impact business applications. Many of the world’s largest organizations use Appian applications to improve customer experience, achieve operational excellence, and simplify global risk management and compliance.

43.

The Washington Post
The Washington Post company profile

Founded in 1877, the 67 Pulitzer Prize-winning Post is one of the world’s most storied media and media technology companies. Purchased by Amazon founder Jeff Bezos in 2013, and named the eighth most innovative media company in 2018 by Fast Company—and still on the list today—The Post has emerged, disrupting the era in journalism by positioning itself as the leader in technology.

44.

Better
Better company profile

Founded in 2016, Better.com is radically changing the antiquated mortgage infrastructure, replacing it with thoughtful technology that streamlines the homebuying process and eliminates commissions, fees, unnecessary steps, and time-wasting appointments. In 2019, the company launched homeowners insurance, title insurance, and a real estate network, bringing the entire homeownership journey into a one-stop shop. In addition to offering outstanding benefits, Better.com fosters a sense of ownership by giving equity to every employee. As a fast-growing startup, Better.com looks to hire employees who are adaptable, hardworking, and want to make an impact.

45.

Success Academy Charter Schools
Success Academy Charter Schools company profile

Success Academy is redefining what’s possible in public education. Their mission is to build exceptional world-class schools that prove children from all backgrounds can succeed in college and in life. Success Academy schools are dedicated to academic excellence, character development, and extracurricular achievement with college graduation as an end goal.

46.

E*TRADE
E*TRADE company profile

More than 30 years ago, E*TRADE—a financial services organization—pioneered the online brokerage industry by executing the first-ever online trade placed by an individual investor. Since then, the company has continued to challenge conventions and put customers first. Today, E*TRADE advocates for all investors through its powerful technology and professional guidance.

47.

The Auto Club Group
The Auto Club Group company profile

The Auto Club Group is the second largest AAA club in North America. The company and its affiliates provide membership, travel, insurance, and financial services to approximately 9 million members across 11 states and two U.S. territories. The group aims to protect and advance freedom of mobility and improve traffic safety.

48.

McGraw-Hill
McGraw-Hill company profile

As a leading education technology company, McGraw-Hill is focused on balancing digital transformation with traditional publishing to enhance student learning. McGraw-Hill has been a classroom staple for over 130 years by working to create learning experiences that meet the changing needs of students, educators and institutions. By being flexible and adaptable, McGraw-Hill remains at the forefront of innovation by developing new ways to join digital learning with education. Headquartered in New York City, McGraw-Hill has offices in key U.S. and global locations.

49.

HUB International
HUB International company profile

After 11 mergers of privately held insurance brokerages in 1998, HUB International rose as a leading brokerage in North America. Today, a network of over 400 brokerages wave the HUB banner, with new locations popping up every year. Aside from the company’s breadth, its depth in areas of coverage make it shine—while giving everyone from athletes to businesses reliable insurance and long-lasting relationships.

50.

TruStone Financial
TruStone Financial company profile

TruStone Financial is a full-service, member-owned credit union that provides simple yet competitive financial tools to empower members’ financial well-being. Its neighborhood credit union strives to make each interaction greater than any transaction, seeing it as the neighborly thing to do. As a credit union founded by teachers in 1939, TruStone Financial has grown to include 14 branches across Minnesota and Wisconsin in addition to its Plymouth, MN corporate office. TruStone Financial is looking for new people to join its ever evolving team as it continues to improve the financial lives of its members.

51.

Banfield Pet Hospital
Banfield Pet Hospital company profile

Founded as a veterinary practice in 1955, Banfield Pet Hospital, a subsidiary of the Mars corporation, has grown to nearly 1000 hospitals in 42 states, as well as DC and Puerto Rico. Together with its clients—and the millions of pets treated each year—Banfield is working to shape the future of veterinary medicine.

52.

Fetch Robotics
Fetch Robotics company profile

Fetch Robotics is the pioneer of on-demand automation. Its FetchCore Cloud Robotics Platform provides the only autonomous mobile robot, or AMR, solution that deploys in hours versus days or weeks and addresses multiple applications—including material handling and data collection—with a common, unified, cloud-based platform. Fetch Robotics offers turnkey and extensible systems that find, track, and move anything from parts to pallets in warehouses, factories, and distribution centers.

53.

Capital One
Capital One company profile

Daring to dream, disrupt, and deliver a better way to bank for customers, Capital One brings ingenuity, simplicity, and humanity to the financial industry. The financial services company provides domestic credit and debit cards and offers financing, deposits, and lending activities, delivering great value to people across the country.

54.

Pernod Ricard USA
Pernod Ricard USA company profile

Pernod Ricard is in the business of conviviality. As a premium spirits and wine company, Pernod’s success is the result of the passion and creativity of its people, its exceptional portfolio of leading premium brands, and a shared commitment to its values. Employees bring their passion to work every day and live by the values of openness, simplicity, collaboration, and entrepreneurialism. Pernod Ricard USA believes in championing an inclusive culture that embraces differences and encourages employees to challenge themselves and their colleagues. With an agile work environment and five employee resource groups (Women, LGBT, Asian Pacific, Hispanic, African-American), the company provides its employees with an environment where they can thrive.

55.

City of Hope
City of Hope company profile

Founded in 1913, City of Hope is one of only 50 comprehensive cancer centers in the nation, as designated by the National Cancer Institute. The organization’s role as a leader in patient care, basic and clinical research, and the translation of science into tangible benefit is widely acknowledged. Every discovery City of Hope makes—and every new treatment it creates—gives people the chance to live longer, better, and more fully.

56.

CSC
CSC company profile

CSC® is the world’s leading provider of business, legal, tax, and digital brand services to companies around the world. From keeping businesses in compliance and streamlining operations, to protecting and promoting brands online, CSC uses expertise and a personal approach to create a competitive edge that helps clients perform at their best. Headquartered in Wilmington, Delaware, CSC has offices throughout the U.S., Canada, Europe, and the Asia-Pacific region.

Visit www.cscglobal.com/careers to learn more.

57.

Logic20/20
Logic20/20 company profile

Logic20/20 is a West Coast business and technology consulting firm headquartered in Seattle, Washington. Their clients include companies in the Fortune 100 and in industries such as healthcare, retail, technology, nonprofit, and state and local government. The company promotes long-term employee satisfaction by maintaining an internal culture that is inclusive, collaborative, and challenging. Thanks to a robust career management program and multiple employee-led committees, employees are able to enjoy industry-relevant training and education, as well as volunteering, sports, and other fun activities.

58.

Activision
Activision company profile

Activision has been changing the way people play for the past 40 years—as the leading developer and publisher of video games, the Activision team has created some of the world’s biggest, most ground-breaking, and beloved franchises in the industry. Ask anyone who works there about the best part of their job and they’ll tell you it’s the people. While Activision has world-class brands, infrastructure, and resources, the truth is that great games start with great people.

59.

First Citizens Bank
First Citizens Bank company profile

First Citizens is one of the country’s fastest growing banks. They have doubled in size over the past five years and now have nearly 550 branches from coast to coast. What makes First Citizens different is their people—retail bankers, business bankers, wealth advisors, technology professionals, support teams, and more—who are all focused on delivering better banking that helps people live better lives. They love that while the bank has been quickly growing its footprint, it still has a hometown feel. The bank’s approach has generated high customer loyalty that’s made First Citizens one of the strongest banks in the business.

60.

Good Apple
Good Apple company profile

Good Apple is a nimble, boutique media agency focused on targeted digital media planning and buying in the independent media marketplace. By establishing deep publisher relationships with clients, the company is able to create innovative and efficient campaigns that integrate analytics, improve results, and draw in the audiences most likely to engage with client brands.

61.

Nestlé Waters
Nestlé Waters company profile

Nestlé Waters is a leading hydration company dedicated to enhancing quality of life and contributing to a healthier future. The company is committed to creating new possibilities for consumers, communities, and people’s careers. Everyone is part of a cycle, and sustainability is how Nestlé Waters keeps it flowing forward. Whether you’re looking for an internship, a driving job, or the next step in your career, you can find your purpose with Nestlé Waters.

62.

Niantic
Niantic company profile

Niantic is the world’s leading augmented reality (AR) company with an initial focus on augmented reality games. By creating mobile, AR, location-based games such as Pokémon Go, Harry Potter: Wizards Unite, and their flagship title Ingress, they’ve encouraged people to exercise, discover new places, and meet new people. Niantic and its employees passionately believe that their platform technology is changing the way people play, interact, and connect and that AR will continue to lead the transformation by uniting the digital and physical worlds.

63.

Udemy
Udemy company profile

Udemy is a global leader in online education. The company’s employees have built a platform on which more than 50 million students learn from over 150,000 courses taught by expert instructors in 65+ languages. Udemy fosters a collaborative environment where people can enhance their professional skill sets while being surrounded by motivated, passionate, and positive colleagues. As an educational company, Udemy has a rich learning culture with top-notch training sessions, unlimited access to Udemy classes, and company-wide instructional initiatives. With growing teams and offices around the world, now is a great time to join the Udemy team.

64.

Socotra
Socotra company profile

Based in San Francisco, Socotra makes modern software for insurance companies—an industry that often doesn’t benefit from the latest in technology. Socotra provides a cloud-based platform for insurers to build new products, manage their book of business, and streamline the end-to-end insurance policy lifecycle. The benefit of working at Socotra? They’re building something that lasts. Insurance is as necessary for a modern economy to function as electricity and water, and at Socotra, employees contribute to a mission that matters.

65.

Hudson River Trading
Hudson River Trading company profile

HRT brings a scientific approach to trading financial products. Having built one of the world’s most sophisticated computing environments for research and development, HRT researchers are at the forefront of innovation in the world of algorithmic trading.

66.

Riskified
Riskified company profile

Riskified develops cutting-edge technology that helps global e-commerce businesses prevent fraud and conquer complicated challenges. Riskified team members, who come from all over the world, are proud to work on products that provide innovative solutions to real-world problems. It’s a fast-paced, exciting, and collaborative environment, and the company invests just as much in its employees as it does in its clients. All team members’ ideas and career goals are valued, as is their overall wellness—both offices have fully-stocked kitchens, and co-workers participate in happy hours, fitness classes, team sports, and fun days together.

67.

Expel
Expel company profile

Expel allows its customers to do what they love about security, even if that’s not thinking about it. Expel Workbench (the tech) and Expel analysts’ (the team) 24×7 monitoring service together provide transparent managed security that gives customers the answers they need to kick out attackers and keep them out. While Expel’s tribe is hardworking and passionate about their craft, they also know how to take care of themselves and others—whether that’s by flexing their daily schedule to hit up the gym, work from home, or get to an event to support family or friends.

68.

Addison Group
Addison Group company profile

Addison Group is a professional services firm specializing in placing candidates in the fields of IT, finance and accounting, healthcare, HR and administrative, and engineering. With offices in 22 markets across the country, Addison Group provides a broad reach with a localized touch. In addition to its staffing services, Addison Group leverages its partnerships with AIM Consulting, Bridgepoint Consulting, and Mondo to augment its wide variety of human capital services with high level consulting, giving customers access to a wide range of service options to achieve their business goals.

69.

Asurion
Asurion company profile

Asurion helps people protect, connect, and enjoy the latest tech. From software engineers developing the latest and greatest mobile apps to technical support experts solving everyday problems, Asurion helps customers unlock the potential of technology.

70.

Teachers Pay Teachers
Teachers Pay Teachers company profile

Founded by a NYC public school teacher in 2006, Teachers Pay Teachers was created to help educators better serve their students by facilitating the exchange of resources, lesson plans, and materials. Since then, the website has grown beyond its niche into an expansive service and marketplace with broad offerings, used by over 4 million teachers worldwide.

71.

KnowBe4
KnowBe4 company profile

KnowBe4 is the world’s largest integrated Security Awareness Training and Simulated Phishing platform. Realizing that the human element of information security was being seriously neglected, KnowBe4 was created to help organizations manage the problem of social engineering through a comprehensive new school awareness training approach.

72.

Life360
Life360 company profile

Life360 understands that the core need of every family is the daily assurance of being safe and connected. That’s why over 10 million families trust Life360 to provide them with everyday smart location sharing and protection during those unpredictable moments. From real time location notifications to roadside assistance to emergency detection and response, Life360 is creating the world’s leading membership service.

73.

Epsilon
Epsilon company profile

After scoping out a brand’s ideal audience and creating messages to engage those customers, Epsilon helps connect with them for long-term business—with a sense of loyalty to match. The global marketing company factors in relevant data, technology solutions, and creative services to be an all-encompassing marketing shop that leads the way in successful modern marketing.

74.

Esri
Esri company profile

Esri is the market leader in geographic information system (GIS) software, location intelligence, and mapping. Its technology combines the science of geography with the power of GIS—think high-tech maps—to make the world work better. By enabling customers to design more efficient cities, deliver clean water and electricity, fight crime, slow climate change, and stamp out disease, Esri is helping create the maps that run the world and shape the future.

75.

Northrop Grumman
Northrop Grumman company profile

Northrop Grumman helps do the work that matters. Whether the company is developing the next generation of cyber-secure technology or pioneering a new kind of information network, they’re doing it as one team on a single mission of helping enhance global security.

76.

DTCC
DTCC company profile

DTCC was established more than four decades ago to reduce risk in the financial markets by centralizing and streamlining the processing of securities transactions. Today, the company stands at the center of global trading activity, processing over 100 million financial transactions every day, and maintaining multiple data and operating centers worldwide.

77.

Dow Jones
Dow Jones company profile

Started in 1882, Dow Jones has delivered over 125 years of authoritative and ever-evolving journalism—innovatively bringing readers current events, issues, and insightful business information unfolding worldwide via print, web, mobile, multimedia, proprietary databases, and conferences. One of the largest news-gathering operations, Dow Jones’ well-respected brands include The Wall Street Journal, Dow Jones Newswires, Factiva, Barron’s, MarketWatch, and Financial News.

See The Wall Street Journal’s profile on The Muse.

78.

Jackson Hewitt
Jackson Hewitt company profile

Jackson Hewitt® is always seeking to improve its financial products, promotions, and partnerships so clients get more. Jackson Hewitt is an innovator with nearly 6,000 locations, and on a mission to change the face of the tax industry.

79.

BAE Systems
BAE Systems company profile

BAE Systems turns defense, aerospace, and security blueprints into tangible realities by partnering with government agencies and other forces in the industry. From delivering technology and cyber solutions to equipping the military with superior resources and optimizing aircraft and intelligence, BAE Systems tackles each project and delivers end results that transcend what previously seemed impossible.

80.

HP
HP company profile

HP aims to create technology that makes life better for everyone, everywhere. By engineering experiences that amaze, HP has a legacy of pushing the boundaries of technology to deliver life-enriching, world-changing innovations at every turn. The company believes that the ultimate driver of its success has been and will always be the power of its people—HP considers its diverse, inclusive global community of employees to be one of its greatest strengths and what truly differentiates it in the marketplace.

81.

MUFG in the Americas
MUFG in the Americas company profile

MUFG Union Bank, N.A., is a proud member of the Mitsubishi UFJ Financial Group (NYSE: MUFG), one of the world’s largest financial organizations with total assets of approximately $2.8 trillion (USD) as of March 31, 2019.

They operate 351 branches, consisting primarily of Union Bank® retail banking branches in west coast states, along with commercial branches in Texas, Illinois, New York, and Georgia. They provide a wide spectrum of corporate, commercial, and retail banking and wealth management solutions, as well as an extensive portfolio of value-added solutions, such as investment banking, personal and corporate trust, global custody, transaction banking, capital markets, and more.

For anyone who is curious about what’s next, committed to developing new ideas, and accountable for results, then this is the place to build their momentum.

82.

Airtable
Airtable company profile

Software is one of the most impactful ways anyone can bring their ideas to life, yet few people can actually access it as a creative medium. Airtable’s mission is to enable everyone to create, not just use, software. From major video productions to UX research to global marketing campaigns to cattle ranching, customers across a wide range of industries and roles use Airtable to build scalable, flexible solutions—without having to settle for rigid, single-purpose apps or having to learn to code.

83.

ICW Group
ICW Group company profile

Headquartered in San Diego, ICW Group is a multi-line insurer that provides coverage solutions to businesses through a network of independent agents and brokers. ICW Group offers three types of insurance—workers’ compensation, earthquake, and auto insurance. Known for meeting the needs of its policyholders, ICW Group prides itself on providing service that is truly customer-centric. In recent years, ICW Group has earned a reputation for helping policyholders achieve fewer and less costly claims. The company accomplishes this through extensive risk management expertise, highly proactive claims handling, and aggressive fraud monitoring.

84.

Liberty Mutual
Liberty Mutual company profile

When people feel a sense of security, they’re free to relax, venture out, and live their life to the fullest. That’s the feeling Liberty Mutual aims to bring to the world every day. Since 1912, Liberty Mutual has been a global leader in property and casualty insurance, with a passion for protecting and preserving people’s lives and dreams in more than 30 countries—and that absolutely includes its employees. Liberty Mutual’s 50,000 person global team is made up of unique thinkers, visionaries, and doers who enjoy working for an evolving company with a deep sense of humanity and commitment to diversity, inclusion, and philanthropy. This means that employees are able to do what they love and go to work knowing that what they do truly matters.

85.

Storyblocks
Storyblocks company profile

Storyblocks wants more stories being told around the world. To achieve this, the company provides low-cost access to high-quality content so anyone can be a creator and share the story they want to tell. And Storyblocks is a great place to build a career, too. Employees receive trust and autonomy from day one, and leadership is constantly looking for ways to build a healthy work culture in which team members feel safe taking risks. There’s a comprehensive onboarding mentorship program, company-sponsored social events, and opportunities for co-workers to get to know each other one-on-one (often over donuts—yum!).

86.

Aerospace
Aerospace company profile

It’s safe to say that going into space is a pretty complicated endeavor. That’s why the American government’s space programs have been looking to The Aerospace Corporation for independent technical and advisory services since 1960. In an era of dynamic change in space, Aerospace is addressing a generation of complex challenges. In addition to operating a federally funded research and development center for the United States Air Force and the National Reconnaissance Office, The Aerospace Corporation provides its expertise and insight into organizations ranging from NASA to universities and commercial companies.

87.

GEICO
GEICO company profile

Standing for Government Employees Insurance Company, GEICO was originally founded in 1936 to provide quality insurance for government employees and military personnel. Today, GEICO has kept its tradition of exceptional service alive, but has expanded its coverage. GEICO serves over 14 million people across the U.S. and offers a diverse array of policies from auto to homeowners to identity theft insurance.

88.

Audible
Audible company profile

Audible is the leading creator and provider of premium digital spoken audio content from audiobook publishers, broadcasters, entertainers, and magazine and newspaper publishers. Audible offers customers a rich destination for insight and inspiration to enhance their daily lives. Audible employees come from many backgrounds, but they all are inspired by the mission to unleash the power of the spoken word. The company is obsessed with exceeding customer expectations, as well as investing in the wellbeing of its employees. Audible team members feel that they’ve grown both personally and professionally due to the opportunities they’ve been provided by Audible. Through a wide spectrum of affinity groups, community engagement and social impact efforts, Audible employees have multiple avenues to explore their interests and be part of a diverse group of brilliant minds who motivate and inspire each other through the stories they bring to life.

89.

Blizzard Entertainment
Blizzard Entertainment company profile

Founded in 1991 by three graduates of UCLA, Blizzard Entertainment has evolved over the years to become one of the most recognizable and respected names in gaming. With over 4,700 employees worldwide, Blizzard continues to redefine the industry—from pioneering esports and improving AAA franchises to creating all-new titles for players of all interests. Based on a culture of individuality, creativity, and growth, Blizzard Entertainment is an excellent place to build a career in entertainment.

90.

KinderCare Education
KinderCare Education company profile

KinderCare Education is the largest nationwide provider of early childhood education in the United States. With a passionate drive to provide the best possible educational start for every child, KinderCare’s team is passionate about providing kids with an environment of learning, joy, and adventure where they can flourish and grow. Since the company’s founding in 1969, it has successfully concentrated on serving children in their formative years, yielding time-tested techniques and proven results, and now has classrooms in 38 states.

91.

Atlassian
Atlassian company profile

Here’s why this successful VC says now is a great time to start a company

Arian Hamilton

Venture capitalist Arlan Hamilton knows a thing or two about defying the odds.

Once broke, homeless and sleeping on the floor of San Francisco’s airport, Hamilton became the first, black queer woman to start her own venture capital firm, Backstage Capital, a fund that invests in underrepresented founders who are women, people of color and LGBTQ. It’s a journey, she details in her new book, “It’s About Damn Time: How To Turn Being Underestimated into Your Greatest Advantage.”
“I was out there in many ways, raising capital, or trying to raise capital for this fund that didn’t exist, and this thesis that I had that the resilient people who were underrepresented and underestimated had resiliency off the charts, that would translate well to ROI [return on investment] in many other ways,” Hamilton said in a Boss Files interview with CNN’s Poppy Harlow.
Since launching in 2015, Backstage Capital has successfully invested over $7 million in more than 120 companies led by underrepresented founders — providing seed funding from as little as $25,000 to as much as $100,000.
But now Hamilton, like so many other venture capitalists, is grappling with the new challenges presented by the coronavirus pandemic.
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“The toughest part of it was that we were completely blindsided by it. I was already thinking about so many obstacles and mountains to climb for myself and for the founders that I was representing,” Hamilton said. “It did feel like the footing was just knocked from under us.”

Venture capital is more ‘resilient than many may think’

While many businesses and startups have been hit hard by the pandemic, the venture capital industry has had more mixed results, she said.
“It’s more resilient than many may think,” Hamilton said. “There are a lot of funds who, for one reason or another, were able to raise [money] right before this happened.”
According to data by PitchBook and the National Venture Capital Association, 62 venture capital funds raised a total of $21 billion in the United States during the first quarter of 2020. This compares to a total of $51 billion raised for the full year of 2019, signaling that VC firms are in a stronger position to weather the impending economic downturn. And those figures don’t include unspent capital. VCs in the United States started the year with roughly $120 million in available but unspent money to invest in startups, according to NVCA.
“There are more than 200 funds that I know of who are actively investing, and then there are those microfunds like ours, who if they already had trouble raising, this is going to compound that,” Hamilton said.
Backstage Capital typically invests in 24 to 32 companies per year, but they’ve had to put investments on hold due to the pandemic, she said. The firm was even set to hit the road in May on a multi-city tour to connect with underrepresented founders, and make potential investments on the spot, but shelter-in-place mandates led to the tour’s cancellation.
“The pause button has been hit for us,” Hamilton said. “We hope that in the second half of the year, we can pick back up.”
For now, Hamilton’s firm is concentrating on ways it can add value and support to its portfolio companies during these unprecedented times.
“After we realized what had just happened to our world, we said, ‘What can we do? What do we do now?,'” Hamilton said.
The firm has been connecting founders with resources ranging from legal expertise to one-on-one support. “Thankfully, we’re remote by design, so that was easier to deal with. What we’re doing is just doubling down on our services and our resources, and trying to add value in many other ways that are not capital intensive,” she said.

‘A great time to start a company’

Still, Hamilton believes there are opportunities out there for aspiring entrepreneurs.
“I think this is a great time to start a company, or to start something to be a solution to people,” Hamilton said.
She also believes it’s a smart time for entrepreneurs to practice bootstrapping and get creative in finding other ways to save capital. The result, she predicts, will be tomorrow’s next big businesses.
“In a few years, you’re going to see this emergence of many empires that are individuals who said, ‘This is a time where I was stuck at home, or I was stuck in a situation that I don’t want to ever have to be in again, and I am shoring myself up with multiple revenue streams. I’m getting creative. I’m going back to the basics,'” Hamilton said.
As the coronavirus crisis continues, the economy has faced several fatal blows. So far, 33.5 million Americans, roughly 21% of the US labor force, has filed first-time unemployment claims since mid-March. Not to mention, US GDP growth contracted at an annualized rate of 4.8% in the first three months of 2020, its first contraction since 2008.
And while the economic collapse has taken a toll on many Americans’ lives, minorities have fared the worst, with African-Americans impacted disproportionately higher in terms of health and finances.
According to a survey by Goldman Sachs published in late April, 40% of black small business owners reported that they have been approved for forgivable loans during the first round of the government’s Paycheck Protection Program, or PPP, compared with 52% of small businesses overall. Additionally, 26% of black business owners said they have less than one month of cash reserves on hand, compared with 17% of small business owners overall.
Despite these disparities, Hamilton remains optimistic that there will be more black millionaires and successful entrepreneurs in the years to come.
“People in this country have enslaved us, have burned our thriving cities to the ground, and still we rise. I have not tempered my optimism whatsoever, in fact I am doubling down on my optimism,” Hamilton told Harlow. “I think there will be multitudes of millionaires and billionaires, and successful investors and founders who are black and brown over the next 10 years and beyond.”
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