Hirequity has the leading network of diverse Sales, Marketing and Customer Success talent in North America. Our focus on working with innovative brands to inspire change in our hiring practices, has long term impacts felt organization-wide.The way we work and hire is changing.
We are committed to correcting inequities in the hiring process based on race, gender, sexual orientation and the like. We recognize a candidate’s value at all stages of the recruiting process – and we work with Brands and Companies who offer employees a sense of purpose.
Tell us about yourself?
As Jordana took responsibility of larger and larger sales teams, she hired, trained and coached countless candidates to be leaders in sales.
Candidates and mentees responded positively to Jordana’s transparent, down-to-earth style and the emphasis she places on culture and making meaningful connections.
At the same time, repeatedly seeing the same shortcomings (discrimination, lackluster experiences for candidates) in the recruiting process was deeply frustrating.
With the experience to make an impact for candidates and the conviction to effect change, Jordana founded Hirequity.
If you could go back in time a year or two, what piece of advice would you give yourself?
Protect your time. It is the only true asset that you have in your control and people are always competing for it!
What problem does your business solve?
Some candidates’ career paths wind in more directions than others. At Hirequity, that is never viewed as a sign of unreliability or a lack of commitment. Whatever your background, Hirequity will judge you only on the basis of your grit, courage and determination to make a positive impact.
What is the inspiration behind your business?
We believe that the traditional recruitment agency model is ripe for disruption.
After hiring hundreds of candidates over a 15 year career in sales leadership, Jordana wanted to build a model where agencies and companies could build long-term partnerships that truly benefit candidates. The candidate experience in the interviewing and hiring process must be the key concern to retention
What is your magic sauce?
We are female-led by a gay former Sales leader. How many sales recruitment agencies can say that they have had the experience of working in corporate sales for 15 years, with a Human Resources Management background sourcing diverse candidates? None except for us!
We also work with brands that have DEI initiatives and are focused and committed to correcting the inequalities in the hiring process.
What is the plan for the next 5 years? What do you want to achieve?
We want to eliminate the bias in job descriptions and the hiring process. Our goal is to create a hiring process where the candidates are decided upon based on their achievements, skills and competencies. Not on their race, background, age, sex or experience.
We want to foster a hiring process where more women of colour are put into Sales Directors, Sales Vice Presidents and Chief Sales Officer roles.
What is the biggest challenge you’ve faced so far?
The traditional way of doing things. For example – the resume. It is an archaic paper that is a snapshot in time and often biased based on someone’s geography, name, education and other opportunities awarded to them.
Let’s create a better system of assessing skills through video interviews and unbiased testing methods that give everyone an equal opportunity to apply.
How do people get involved/buy into your vision?
We know that recruitment processes are often incredibly demoralizing. We commit to processes that recognize candidates’ value – from beginning to end. Communication and respect. If you want to join our mission, visit us online or email us at [email protected]