Hiring is hard. Nobody teaches you how to do it. Most of us end up relying a little too much on gut instinct when identifying the best candidates. But we have a better way! After 10 years of research and work with behavioural scientists, we’ve built technology and a process to help you compare and hire the best candidate, without the bias.
Whether you’re looking for a seasoned executive, need to build a team, or fill an urgent gap – we got you. Our technology and structured hiring process are specially designed to simplify decision-making and help you hire amazing people. It reduces bias throughout the process and reveals candidates that are guaranteed to thrive in your organization.
How do you define culture? Culture is more than just a company’s values, mission, and activities like free lunches and celebrations.
Clarity’s technology was built to help measure implicit beliefs, behaviours, and motivations of candidates to assess cultural alignment.
Built-in collaboration with behavioural scientists, our technology is designed to help reduce bias in the hiring process and help your team have better conversations about culture.
Clarity is committed to equity and equality in our business practices. I am personally committed to do everything we can to foster diversity and inclusion. For our staff. With our partners. With our clients. And, with any organization that we choose to work with.
As a recruitment agency, we have a particular responsibility to help create opportunities for all candidates. Exceptional talent is everywhere, and we are committed to being an advocate to eliminate discrimination from the hiring process.
As an organization, we can improve. Our hiring practices. Our recruiting process. Our support for marginalized communities. Being well intentioned while choosing to hide from the current reality is not only unhelpful, it is complicit. We reject inaction.
We have made a commitment, to each other, and to the broader business community to make change. We are starting by listening; to gather experiences, to self evaluate, to look for blindspots, to assess our own hiring practices, to assess our recruiting process, to examine our technologies and systems. We are involving outside voices from communities who have faced discrimination in hiring.
We invite anyone, who has ever had reason to engage with Clarity, as staff, as a candidate, as a client or as a supplier, to share their thoughts and experiences with us. We welcome your thoughts and perspectives as we work to refine our thinking, and our planned actions.
FOUNDER AND CEO
OF CLARITY RECRUITMENT