Diversity inspires innovation.
We believe success is created by a diverse workforce of individuals with different ideas, strengths, interests, and cultural backgrounds.
Open the Circle
Our community exists within a very imperfect world, so we must all counter the broader cultural inertia. It's not about discriminating, it's about actively welcoming and including. It's not about being colorblind, it's about being colorful.
Lead with Love
We lean into important conversations with open minds and open hearts. When we believe we see bias or insensitivity, we exercise radical candor. We avoid call-outs and assume positive intent. We bravely admit our mistakes and share our learnings broadly.
Know Our Unknowns
We strive to be aware of the gaps in our knowledge and experience. We lean into important conversations with open minds and open hearts. When we believe we see bias or insensitivity, we exercise radical candor. We make few assumptions and ask many questions.
We recognize each person can only share their individual perspective. While we encourage this sharing, no one person speaks or should be asked to speak on behalf of some aspect of their identity. When inquiring, we lean into our six Employee Resource Groups or standard research methods.
We have a zero-tolerance for hateful speech or action, especially when it relates to someone's background, beliefs, disabilities, or identity. Any incidents should be reported immediately to our HR team or Chief People Officer.
We treat every member of our community equally regardless of their background, beliefs, disabilities, or identity when it comes to employment, compensation, or community membership. Any concerns or questions should be directed to our Chief People Officer.
Employee Resource Groups
We have six Employee Resource Groups (ERGs)—Asian, Unapologetic, Disability, LGBTQIA+, Vibras, and Women/Nonbinary—that hold regular meetings. Past ERG events have included panels, speaker series, networking mixers, happy hours, and retreats.
Hinge by the numbers
of our employees feel like their managers genuinely care about their wellbeing.
of our employees are proud to work at Hinge.
of our employees feel confident that their work contributes meaningfully to our mission.
* Compared to New Tech Benchmark data from ~150 tech companies our size, collected by Culture Amp.
Do your best work, live your best life.
What you’ll love about our New York office.
Nursing & Wellness Rooms
We pride ourselves on our people. Here’s how we find the best.
A call to get to know each other.
As a first step, we want to have a quick chat to learn more about you, your career goals, and why you’re interested in Hinge and the role you applied for. Bring your questions—this should be a good fit for both of us!
The skills interview.
You’ll meet with members of the team you’d be working with at Hinge to discuss your experience in the key skills needed for the role. (We’ll make sure we’re on the same page about what they are before the interview.) It’s also a good time to get answers to all your nitty-gritty questions about the day-to-day work on this team.
The narrative interview.
Let’s talk past, present, and future. Come prepared with examples from previous roles that display a growth mindset. This isn’t a memorization exercise, so feel free to bring notes that help highlight prior projects.
The culture interview.
The culture interview is near and dear to our hearts, because it’s “how we work.” It’s crucial that you not only embody our values, but that you thrive at Hinge. You’ll talk to Hinge team members from all over the organization, who have been trained to conduct these interviews.
Making an offer.
Phew, we made it! We try to make the offer part of the process a positive one, so we’ll do our best to get it to you quickly. And we’ll be available to chat through it and answer questions. If we’re not making you an offer, we’ll let you know that too. No ghosting, we promise.
- •All Teams