Why diversity matters here

Marketers Quest builds tools for a global internet. That means our products only work when many perspectives shape them. Diversity isn’t a nice-to-have; it’s a product advantage. When different backgrounds, identities, and experiences meet, we find better insights, make fewer blind-spot mistakes, and ship more useful features, faster.

Our promise in one line

Everyone is welcome. Everyone is respected. Everyone gets a fair shot to do their best work.

What we mean by “diversity”

We use “diversity” broadly – gender identity and expression, sexual orientation, race, ethnicity, age, religion or belief, disability, neurodiversity, nationality, language, education, socioeconomic background, caregiver status, and career path. We’re intentional about creating equal opportunity for women across roles and levels, and we actively support representation in leadership, pay, growth, and decision-making.

Principles that guide us

  • Equal opportunity by design. Hiring, pay, evaluations, and promotions follow structured processes to reduce bias.
  • Ideas over titles. The best idea wins, no matter your age, tenure, or job title.
  • Kind candour. Direct, respectful feedback is part of how we grow, never a weapon.
  • Privacy and personal space. Your boundaries are real. We respect them.
  • Zero tolerance for harassment or discrimination. No exceptions, no “brilliant jerk” discounts.

How we hire fairly

  • Structured interviews. Every role has the same rubrics, question banks, and scoring guides.
  • Diverse panels. Interview loops include cross-functional reviewers to check for blind spots.
  • Skills first. We evaluate real work samples or short take-home exercises (paid when substantial).
  • Inclusive job descriptions. Clear must-haves vs. nice-to-haves, plain language, and role expectations.
  • Candidate support. We share interview prep guides and offer time-zone and accessibility accommodations.

Pay and progression

  • Calibrated pay bands. Transparent ranges tied to level and market data.
  • Regular pay-equity reviews. We look for gaps by gender and other protected classes and fix them.
  • Clear growth frameworks. What “good” looks like is written down for every role and level.
  • Promotion windows. Predictable cycles with documented evidence, not back-room decisions.

Everyday inclusion (how it feels at work)

  • Meetings that include. Rotating facilitators, agendas shared early, and “first word to quieter voices.”
  • Async written first. Short docs help everyone process and contribute, regardless of time zone or style.
  • Opt-in social. We love team gatherings and mini-celebrations; joining is always your choice.
  • Flexible working. We plan around focus blocks, caregiving, religious observances, and life admin.
  • Pronouns & names. We use the name and pronouns you choose, across tools, badges, and comms.

Accessibility & accommodations

Tell us what you need to do your best work, hardware, software, workspace setup, schedules, communication styles. We’ll partner with you to make it happen and keep your information private. Interview and work accommodations can include extended time, alternative formats, interpreters, step-free access, captions, or quiet rooms.

Supporting women and underrepresented groups

  • Mentorship circles. Senior team members (10+ years in the industry) run ongoing mentorship cohorts.
  • Sponsorship. Leaders proactively advocate for visibility, stretch projects, and promotions.
  • Safe escalation channels. Private reporting routes to People Ops and leadership with prompt follow-up.
  • Community & learning. Talks, AMAs, and resources highlighting creators and practitioners from varied backgrounds.

Learning and accountability

  • Onboarding for inclusion. Practical training on bias, respectful collaboration, and bystander support.
  • Manager training. Hiring fairness, feedback across differences, performance reviews, and conflict resolution.
  • Pulse checks. Anonymous surveys to track belonging and psychological safety, and we publish actions from the results.
  • Post-mortems that teach. If a process falls short (e.g., interview experience, review cycle), we fix it and document the change.

How we handle issues, clearly and safely

  • See something, say something. Report concerns to your manager, People Ops, or via private channels.
  • Fast, fair response. We acknowledge, investigate, and act quickly, protecting confidentiality wherever possible.
  • No retaliation. Speaking up is protected. Retaliation, subtle or overt, is not tolerated.

Celebrating difference

We’re a friendly, high-trust team that enjoys building together – and celebrating together. From pop-up parties after a launch to low-key coffee crawls, we create space to connect. We also respect that not everyone unwinds the same way. Participation is optional, and quiet time is valued.

Remote-friendly, culture-strong

Whether you’re in the office or remote, we keep communication inclusive: written docs, recorded demos with captions, and time-zone considerate scheduling. Cameras-off is okay. DND is respected. Outcomes matter more than status dots.

Religious and cultural inclusion

  • Flexible leave and schedules for faith-based observances and cultural events.
  • Meeting awareness. We avoid major holidays and known observance windows for critical meetings.
  • Food & events. We label dietary options and plan inclusive menus.

Neuro-inclusive practices

  • Clear agendas and acceptance criteria.
  • Fewer, better meetings and predictable routines.
  • Choice of communication mode (written/async or live).
  • Quiet work zones and headphone-friendly policies.

Metrics we care about (and why)

We track representation, hiring conversion, promotion rates, pay equity, and engagement. Metrics don’t define people, but they do help us see patterns, spot gaps, and improve. We share trends internally and set practical goals we’re willing to be measured against.

What we value in teammates

  • Respect for differences in background, style, and opinion.
  • Curiosity about perspectives beyond your own.
  • Responsibility to build processes that include, not exclude.
  • Courage to give and receive feedback, and to stand up for what’s right.

Your voice matters

Inclusion isn’t a policy, it’s a daily practice. If you have an idea that makes Marketers Quest more fair, accessible, or welcoming, we want to hear it. Many of our best improvements start as simple suggestions from the team.

Diversity at Marketers Quest means equal opportunity, practical inclusion, and zero tolerance for discrimination. It’s how we treat each other, how we hire and promote, how we build product, and how we celebrate wins, together.