Philo Inclusion & Diversity

Building an inclusive and fair hiring process isn't just a checkbox, it's an ongoing commitment that shapes how we attract, evaluate, and welcome new team members. We're intentional about creating equitable pathways for diverse candidates to join our team and thrive.

Structured and Consistent Evaluation: We use structured interview processes with standardized scorecards and clear evaluation criteria for every role. This ensures that all candidates are assessed against the same benchmarks, reducing bias and creating a fair comparison. Our interviewers are trained to focus on skills, experience, and potential rather than gut feelings or cultural "fit" that can inadvertently favor homogeneity.

Diverse Interview Panels: We bring together diverse perspectives in our interview panels, including team members from different backgrounds, roles, and experiences. This helps us evaluate candidates more holistically and ensures that unconscious bias from any one interviewer doesn't unfairly impact a candidate's outcome.

Inclusive Sourcing Strategies: We don't just post jobs and wait for applications to roll in. Our recruiting team actively sources candidates from underrepresented groups, partners with organizations that support diverse talent pipelines, and leverages our Employee Resource Groups to build connections with communities we want to reach. We're thoughtful about where we post jobs, how we write our descriptions, and who we're targeting in our outreach.

Accessible Interview Process: We're committed to making our interview process accessible. We provide clear communication about what to expect at each stage, offer accommodations when needed, and are flexible with scheduling to respect candidates' time and circumstances. We also avoid unnecessarily lengthy processes—we know your time is valuable, and we want to move efficiently while still being thorough.

Bias Awareness and Training: Our hiring managers and interviewers participate in training on recognizing and mitigating unconscious bias. We regularly revisit our processes to identify gaps and make improvements. This isn't a one-time initiative, it's an ongoing practice of learning, adapting, and holding ourselves accountable.

Transparent Compensation: We're committed to pay equity and transparency. Our compensation is based on role level, geographic location, and market data—not negotiation skills or previous salary history. This helps eliminate disparities that disproportionately impact women and underrepresented groups.

Ongoing Accountability: We track our diversity metrics, analyze where candidates drop off in the funnel, and hold ourselves accountable for continuous improvement. If something isn't working, we adjust. We're transparent with our team about where we are and where we're going, because building an inclusive company requires honesty and commitment at every level.

At Philo, fairness and inclusion aren't aspirations, they're practices we build into every step of our hiring process. We know we're not perfect, but we're committed to doing the work, learning, and getting better every day.