Toxicity thrives at Headway - Talent Acquisition Headway (NY) Employee Review

Thank you for taking the time to provide feedback for our team. Below are responses to the topics in your review of Headway. -We are unable to address certain points made in this review due to the lack of context around statements like “false information.” However, we do have our talking points vetted for accuracy by our senior leadership team to avoid errors in the information we provide to candidates. We strongly encourage reaching out to the Head of Talent Acquisition if you feel there has been any false information distributed to candidates so that we may correct the issue. -During our offer process, we strongly encourage our Talent Partners (recruiters) to address all needs and concerns a candidate may have and set expectations early and often with candidates before discussing any offers. We want each hire to be a sustainable hire for the Headway team. If at any point you have been advised otherwise, please escalate the feedback to our Head of Talent Acquisition so that the issue may be resolved. -If you have experienced retaliation at any point, please reach out to people@findheadway.com. We have invested a lot in growing our People team during 2023 to ensure we have support in areas like upholding our zero retaliation policy. -At this time there have been no escalations to our Head of Talent Acquisition resulting in top-down blame of an individual and a departure from our Talent Acquisition team. If your experience has been less than equitable, please contact people@findheadway.com. We want all employees to have an equitable experience at Headway. -The TA team has made large investments in diversity and inclusion initiatives during the last 2 years. These initiatives include sponsorship of the annual Lesbians Who Tech event, job boards for underrepresented candidates, inclusive hiring strategies, inclusive hiring training for interviewers and hiring managers, and much more. We are excited to report that we have surpassed our DEIB Talent Acquisition goals for the previous 2 years and are headed into 2024 with exceedingly ambitious DEIB goals. If you have any feedback about TA’s current DEIB strategy, please provide this to our Head of Talent Acquisition. We are always looking for ways to improve our DEIB strategy and outcomes. -We have no plans for layoffs at this time or in the near future. We are happy to report that Headway is continuing to experience market fit, which has led to amazing growth. This growth has created several new opportunities for candidates to join Headway. Thank you again for taking the time to provide feedback.