Spontaneous Application – Categorie Protette (L. 68/99)
Coverflex 工作改变了。薪酬没有变化.Coverflix 存在于为了让赔偿给所有人工作。薪水仍然是刚硬的，碎片化的和难以感觉的。我们将补偿变成选择一个平台，一张卡片，一款应用程序福利，餐费，保险等。我们的平台对人力资源简单而对于员工有意义。我们提供选择，更智能的补偿工具和赋权。在申请过程中，你可以选择一个或多个领域你想工作的，如：· 数据 / AI · 财务 · 法学 · 营销 & 增长 ·运营 · 人类 · 收入业务 · 销售 · 技术 & 产品 💜我们聘请影响和潜力而不是血统。我们欢迎来自非线性职业生涯，休息，护理缺口以及那些变化的领域的人来申请。没有基于年龄，残疾，性别身份/表达，婚姻或家庭状态，怀孕，神经差异性，种族/民族，宗教/信仰，性别，性取向或任何其他受保护的理由进行歧视。评估公平：我们依赖于结果的证据 （你运输，移动或影响）. 我们通过使用结构化标题，多个评测器和盲人查大多数时间积极消除偏见 （直到面试阶段才会知道你的名字，性别或个人信息）.最初发布在喜马拉雅山
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🧡 Coverflex
Work changed. Pay didn’t.
Coverflex exists to make compensation work for everyone.
Pay is still rigid, fragmented, and hard to feel.
We turn compensation into choice — one platform, one card, one app — for benefits, meal allowance, insurance and more.
Our platform is simple for HR and meaningful for employees.
We provide choice, smarter compensation tools and empowerment.
🌈 Talent Pool – Protected Categories (L. 68/99)
At Coverflex, we believe that building better products starts with building diverse, inclusive and representative teams.
That’s why we’ve created a Spontaneous Application pool dedicated to people belonging to protected categories (L. 68/99) — to get to know each other early and explore future opportunities across our teams.
This is not an open role (yet!).
It’s a spontaneous application to start a conversation, even before the right role exists.
🌱 Areas of interest
During the application, you can select one or more areas you’d like to work in, such as:
- Data / AI
- Finance
- Legal
- Marketing & Growth
- Operations
- People
- Revenue Ops
- Sales
- Tech & Product
💜 Access & Belonging (Equal Opportunity)
We hire for impact and potential, not pedigree.
We welcome applications from people with non-linear careers, career breaks, caregiving gaps, and those changing fields.
No discrimination on the basis of age, disability, gender identity/expression, marital or family status, pregnancy, neurodivergence, race/ethnicity, religion/belief, gender, sexual orientation, or any other protected ground.
Assessment fairness:
We anchor on evidence of outcomes (what you shipped, moved, or influenced).
We actively de-bias by using structured rubrics, multiple assessors, and blind screening most of the time (we won’t know your name, gender, or personal info until the interview stage).
Originally posted on Himalayas