Excellent people come from all kinds of backgrounds, places, and life experiences, so we want those people to find us and want to work here.

We don’t have a DEI quota because we don’t want a target to get in the way of hiring the best person possible for each role. We want to find exceptional people, regardless of where they come from.

Some of the steps we take to make sure we are hiring fairly

• We pay everyone the same within their role and level, regardless of where they live, what they earned before, or how well they negotiate. Every salary is published in our job ads before you apply, and we don't negotiate on offers.
• We post where the widest possible audience will see us. LinkedIn, Welcome to the Jungle, and remote-specific job boards make sure the role reaches a wide range of people outside the usual tech-hub networks and big cities.
• We lead every job ad with what makes Spoke accessible. Fully remote, work from anywhere in UTC-5 to +2, flexible working, and salary - all at the top. Parents, carers, people priced out of expensive cities, and anyone whose life doesn't fit a 9-to-5 office routine can tell within seconds whether the role works for them.
• We don’t use gendered language in our ads. Phrases like “battle”, "competitive," or "dominant" and subtler patterns in how a role is described can quietly tell women the role isn't for them.
• We run interviews as conversations, not tests. Formal and heavily structured interview processes can disadvantage neurodivergent candidates and non-native English speakers. We warm up at the start and give people room to gather their thoughts, so you can show us how you actually work rather than how well you interview.
• Paid time off that’s flexible — you don’t have to take PTO in line with a particular religious calendar or company policy.