Stay alert to recruitment scams. Learn how to verify messages claiming to come from ZRG.
❮
Embedded Recruiting
Diversity

Diversity hiring built into how you recruit, not bolted on afterward.

Most diversity hiring programs stall in the same place. Diverse candidates enter the pipeline late, drop out early, or never surface at all. Progress plateaus, and leadership loses confidence in the plan.

ZRG helps you build diversity hiring into the way recruiting gets done, so candidate pools are stronger, hiring decisions are more objective, and progress doesn't depend on a separate initiative.

You get a full-spectrum diversity program, not a training deck. You start with a clear read on your current recruiting practices: where diverse candidates enter, where they drop out, and where hiring decisions may be quietly reinforcing the status quo. From there, we help you build the infrastructure to change it.

Our recruiters then do the work: broadening sourcing into communities your current pipeline is missing, applying screening practices that focus on skills and competencies over shortcuts, and equipping your hiring managers to evaluate candidates fairly. Your employer brand reflects the experience candidates can expect, while HR, hiring managers, and leadership stay aligned on how talent is assessed and selected.

Whether you are formalizing a diversity hiring program for the first time, resetting one that has plateaued, or preparing for a growth phase where talent access will decide the outcome, our Embedded Recruiting's Diversity solution gives you the practices, the pipeline, and the accountability to move from stated intent to real progress.

On-Demand
Blended
Enterprise
Multi-Country
Diversity

Ready to move diversity hiring from intent to practice?

Tell us where your program is today and where you need it to go. We will come back with a recommended audit, plan, and priorities, not a pitch deck.

Start the audit.

What we deliver
‍

Recruiting practice audit

A structured review of how candidates enter, move through, and exit your recruiting process, with clear recommendations on where diverse talent is being lost and what to change.

Sourcing into broader communities

Sourcing strategies that reach candidates your current pipeline is not surfacing, including professional networks, community partners, and channels aligned to underrepresented talent.

Bias-aware screening and evaluation

Screening and interview practices designed to focus on skills, competencies, and evidence, so hiring decisions are grounded in what candidates can do, not signals that skew the shortlist.

Employer brand and marketing

Employer brand messaging and social campaigns that reflect an inclusive workplace credibly and connect with diverse professional communities where they actually spend time.

Hiring manager and team enablement

Education and coaching for hiring managers and recruiters, delivered through our learning and development partner, so bias-aware practices are used consistently, not just understood in theory.

Retention and inclusion practices

The practices that help diverse talent stay and grow after the hire, including onboarding, belonging initiatives, and internal mobility considerations built into the hiring plan.

Why ZRG

  • ‍Built into recruiting, not layered on top
    Most diversity programs live next to the recruiting process, in policies, statements, and training decks. Our Diversity solution changes how sourcing, screening, and hiring decisions actually happen, where the outcome is decided.
  • ‍From audit to infrastructure, not talking points
    You get a clear read on where your current process is losing diverse candidates, followed by the infrastructure to change it. Not a report on the shelf, not a slogan on the careers page.
  • ‍Recruiters who actually reach the talent
    You gain access to networks, community relationships, and sourcing depth that surface candidates your current pipeline is missing, along with recruiters credible enough to engage them meaningfully.
  • Inclusion that lasts beyond the hire
    Diversity hiring only counts if talent stays and thrives. Onboarding, belonging, and internal mobility considerations are built into the plan, not left to figure out after the offer.
  • ‍Human expertise, accelerated by AI
    AI helps our teams broaden sourcing reach and identify pipeline gaps faster. Human judgment drives the decisions that matter most: candidate evaluation, hiring manager alignment, and offer strategy, applied with the discipline diversity hiring actually requires.

‍

Diversity

Our Team

Tom Pimm

Chief Operating Officer
Embedded Recruiting

Bio >

Find a Specialist

SELECT:
Area of focus
Thank you! Your submission has been received!
Oops! Something went wrong while submitting the form.
Click a location marker
to learn more

GLOBAL SCALE. BOUTIQUE FEEL.

We are in the markets that matter, but we show up like we’re part of your team. Hands-on, high-touch, and built around your goals.
AmericasEmeaApac