Every company says it hires without bias. I'd rather tell you what we actually do, so you can judge for yourself.

First, the honest part: bias doesn't usually show up as one big unfair decision. It's much smaller than that. It's the CV you spend thirty seconds on instead of two minutes. It's the answer that sounds good because it's phrased the way you'd phrase it. It's the candidate you found easier to talk to.

That's what we're trying to reduce. Here's how.

We use the same evaluation grid for everyone applying to a role. Interviewers assess against criteria we agreed on before we started meeting people, not after. It sounds bureaucratic, but it changes what happens in a debrief. "I really liked them" becomes "here's where they were strong, here's where they weren't."

We ask every candidate for a role the same core questions. Not word for word, robot-style but the same ground gets covered with everyone. Otherwise you end up comparing two people on two completely different conversations and calling it a comparison.

We don't let one person decide alone. Interview panels include several people, and they're deliberately not all alike. Everyone has blind spots. The point is that they don't overlap.

Our scorecards are standardised by job level. A junior isn't measured against what we'd expect from a senior. And a 4 out of 5 should mean roughly the same thing no matter who wrote it down, which only works if we agree on the scale beforehand.

And we train for it. Recruiters, but managers too, specifically on discrimination in hiring. Because all of the above is just paperwork if the people using it can't spot bias when it's happening in front of them.

Now, the part most companies leave out: none of this makes us bias-free. A grid doesn't delete anything. What it gives us is something consistent to check ourselves against, and something to look back at when a decision feels off. That's genuinely useful, and it's also not the same thing as being fair by default.

So if you've been through our process and something didn't feel right, tell us. That's usually how we find out what to fix.