Category Archives: Inclusion

3727Katie wearing pajamas sitting with puppy.Inclusion

My path to Pride: Finding truth through transition

Katie shares her experiences growing up, finding her own pride, and fully embracing who she is.
Headshot of Katie

Katie Schmidt, Quality Assurance Engineer – Seattle

Katie shares her experiences growing up, finding her own pride, and fully embracing who she is.

Katie Schmidt is a Quality Assurance Engineer on the SMB Candidates Management team in Seattle, Washington. She has been at Indeed for 3 years and is an active member of the iPride Inclusion Resource Group. She is passionate about helping others find a path to pride within themselves and their communities.


When I was growing up, I had no one to relate to. I felt wrong and alone. I knew I’d be rejected if I told anyone about how I felt. I keenly remember my mom telling me and reminding me several times, “It’s okay if you’re gay, please talk to me so I can support you,” and my unuttered response to this was, “Yeah, but this is… more. This is harder. This is ’worse.’” 

Even with her potential support being so close, I felt like this was a bridge too far. She was willing to accept a gay son, but that didn’t guarantee she could take the further steps needed to accept a trans daughter.

The media did not help matters. Constantly, transgressions of gender norms were the butt of jokes, or it was seen as something deviant, disgusting, and perverted. It was tied to sexuality and usually portrayed as something wrong with the person. You never saw well-adjusted trans people in the media. You saw people who rejected gender norms entirely and were punished for it, never able to fit in, always at war with the world, and, frequently, losing. 

All of this was telling me, it was wrong to feel the way I did. It was wrong to be who I was. I would not be accepted. I would be misunderstood, sexualized, shunned, and forced into a life where I had to throw away safety to live as who I was.

Finding Pride and Living in Truth

Several things helped me break through this. Our health class in 7th grade talked about trans people, not in mocking terms, but in clinical ways. It talked a little about the process people went through. It treated the subject with compassion and gravity, and let me know that it was possible to transition and blend in again, to still be a part of society as who I wanted to be. Headshot of Katie.

I learned about what was known at the time as “sex change operations,” and I started making plans to cut all contact with everyone I knew, get the operation, and start my life for real, once I was old enough. My childhood was like living in a shell, where I was honest only with myself. I didn’t have pride, I had shame.

That changed when I first came out to someone, near my 17th birthday. A friend who had moved several states away was joking that I was “becoming a real woman” for some reason, and I played along for a while, until I told her that… I actually wanted to become a real woman, and had for as long as I could remember. 


She was the first to learn about who I really was, and she was supportive. She was encouraging and kind, and our friendship even deepened.

Soon after, I started to tell the people I trusted most around me. Each time I came out, I was placing trust in them, and time after time, I was rewarded. I may not have been understood, but I was accepted. I was beginning to gain pride. I was beginning to feel real.

Two kinds of Pride

Lowercase “pride” is important to me as a way of standing up for myself. It is a declaration that I matter, even when the people around me may not understand. It is a promise to myself to be true to my identity, and to be comfortable, confident, and happy with who I am.

Without pride, I wouldn’t be able to be myself. 

Uppercase “Pride” is important to me as a statement that there are others who are going through the same kinds of things I am. It’s a community of acceptance and positivity in the face of a world where discrimination still exists. It’s a refutation of the fear that is behind most heartless words and acts that marginalize us, and instead, shows how much we matter, and how amazing we can all be. 

Pride is a way to connect, and to pay forward and inspire others so they won’t feel as alone in their struggles as I felt, when I was disconnected.

I’m eternally grateful for that network of support I was able to find early on, because once the setbacks began, they began in earnest. When I was actually taking steps to change how I presented to the outside world, I started to get pushback from all sorts of places, and usually places of authority. I wasn’t allowed to use any of the public bathrooms in school, and had to use the nurse’sKatie wearing mask and hat. office. 

On things that were separated by gender, I wasn’t allowed to be one of the girls, and I wouldn’t accept being put with the boys, so they would find ways to put me in a separate, isolated category. 

What kept me going was pride. I had learned to be proud of who I was, and to stand up for myself. I didn’t have to hide it anymore. It stung every time I wasn’t accepted, but I always had myself to rely on, and I always had my own back. 

Pride let me assert myself. Pride let me be myself. Even through all the hardships, even in confronting an unsupportive father, and even as I entered the workforce, I was able to push through, because I was able to experience the world as myself for the first time.

Joining iPride at Indeed

I joined iPride because I want to support anyone who is going through the things I have, and I want to make the road easier for others to travel. I don’t want anyone else to have to go through the hurdles I did. 

Indeed is the first company I have worked at that has a dedicated group for supporting people who don’t fall into the cisgender heterosexual categories. It’s a place where I can be myself, and I’m lucky enough to be in a position where I can make a difference for others like me. 

While the pressures of navigating systems that are not designed with you in mind can forge one into a diamond, it can also make others crack, and no matter what, it wears away at you.

Nobody should have to endure that. I want to make a difference, and I want to make it easier for those who come after me.

Read Astra’s story of transitioning at Indeed here.

The Pride in iPride

Katie wearing pajamas sitting with puppy.For all the setbacks and all the red tape and all the hurdles and systemic issues placed in our way, iPride has been there to help us. The people in iPride recognize the needs of the trans community. Though a lot of our work is still foundational, and it’s difficult making headway, they’re there for us, and supporting us, and asking us what we need.

iPride isn’t just listening. They are actively working to improve the lives of so many people. We’re building the infrastructure we need to support our employees, and to retool the way Indeed engages with the world to be more sensitive and aware.

This month, Indeed is also beginning a push to educate employees and others outside of the company about the importance of pronouns, which will continue long after Pride Month ends. 

Below are some helpful resources from Indeed to support the Transgender and Non-Binary community

A Comprehensive Guide to Gender Neutral Pronouns

Job Search Tips for Transgender and Non-Binary People

Interviewing Tips for Transgender and Non-Binary People

Learn more about Diversity, Inclusion & Belonging at Indeed here. To join us in our mission to help all people get jobs, check out our open roles here.



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3650Vicky Liu, Lead Strategist – Client SuccessInclusion

Close to home: Reflections on a year of being Asian American during COVID

Vicky shares how violence and racism against the Asian community hit home this year and how speaking up can make a difference
Vicky Liu, Lead Strategist - Client Success

Vicky Liu, Lead Strategist – Client Success

Vicky shares how violence and racism against the Asian community hit home and how speaking up can make a difference

Vicky Liu is a Lead Strategist on the Sales Effectiveness team supporting the US Client Success department in New York City. She has been at Indeed for 2 years and is an active member / leader of Indeed’s Asian Network Inclusion Resource Group. She recently started her new role as Regional Events Lead and has ambitious plans for the Asian Network this year!

It’s pretty crazy for me to look back on the past year and reflect on everything that has happened since. My birthday is in March and even though I only aged one year on paper, it felt like a decade mentally. It feels like every month had a year’s worth of emotional drama packed into it. 

There has always been racism towards people of Asian American and Pacific Island (AAPI) descent (even from my personal childhood experiences), but this feels like the first time in a long time that it has been taken seriously in the media and talked about openly. 

Between growing up believing all the model minority myths and being told to “just keep your head down and work hard,” the AAPI community has finally reached an inflection point where we can no longer be silent about what’s happening to our community.

Despite all the ups and downs, I couldn’t be more proud of the way the Asian American and Pacific Islander community has come together during this time of hardship. 

Read Rick Chen’s perspective on not feeling American enough here.

Violence hits home

Since COVID began sweeping across the US last March, there have been countless attacks against elders in the AAPI community, many of whom look like our grandparents, as well as shootings at places where people like our immigrant parents could be found working at massage parlors, nail salons, restaurants, etc. in diverse cities across America. 

The incident that happened recently to the 65-year old woman in Manhattan on 43rd St./9th Ave. rattled me to the bone. I used to live on 43rd St./10th Ave. and Indeed’s office is on 43rd St./6th Ave. — I would walk past this luxury apartment building twice a day to and from work. 

The thought that this could’ve happened to me on a Monday morning in broad daylight while I was minding my own business and walking to the office is crazy. Worse yet, the fact that if something DID happen, bystanders would potentially not even intervene to help me. 

All these years I lived in Manhattan, I’ve always felt safe to go out alone at any time in the day or night because I figured since it is the city that never sleeps, there would always be someone who would be a witness and take action if needed. I have solo traveled to many foreign countries before and I would not describe myself as a scared or paranoid person. Yet for the first time now, I have never been so afraid in my home country. 

Last year in early pandemic days, my partner and I were on a packed NYC train during morning rush hour when I sneezed and everyone noticeably backed up away from me (most likely thinking I was another Asian with COVID or how the pandemic was because of Chinese people drinking bat soup). 

My partner used his privilege as a straight white male to educate these strangers that their behavior was not acceptable or welcomed. If more people speak up and take action like this, perhaps those that seek to intimidate or cause violence will think twice.


Brave spaces

After the Atlanta spa shootings occured on March 16th, Indeed provided a much needed Brave Space with Rajkumari Neogy where we could share and process our feelings. 

During that session, all the compiled emotions from the past year hit me like a ton of bricks and the weight of everything that has happened to our community broke me down. 

For another perspective, listen to Mary Bui-Pham, VP of Software Engineering, openly share her feelings and thoughts with Indeed CEO Chris Hyams about the challenges of being an Asian woman today. 


Giving back with Asian Network 

I wouldn’t be here today without all the support Indeed and the Asian Network Inclusion Resource Group (IRG) provided to the AAPI community. In February 2021, the Asian Network made a commitment to donate personal alarms to elders from the Korean Center Inc. in San Francisco, California, allowing them to draw attention to themselves during an emergency situation. 

Packages full of personal safety alarms set to be delivered to Asian-American senior citizens in the Bay Area!

Our goal was 500, but we surpassed that goal by leaps and bounds by donating over 1,700 alarms. We were able to make a tangible impact that protected the most vulnerable in our community. 


A new normal

As vaccinations are happening and we are entering the recovery phase of our economy here in the US, I am looking forward to some things going back to “normal” again such as joining my gym, going to a concert, or traveling. However, this whole experience has been a wake up call for me to reevaluate what matters to me and reprioritize my life. 

What I do NOT want to happen is for the AAPI community to go back to accepting racism against our community and being indifferent or complacent towards issues affecting people who look like us. Long gone are the days where you can “just keep your head down and work hard” to make a difference — it’s time to speak up and face the problems we’ve ignored or neglected for far too long. 

During this unprecedented and turbulent time, I am especially grateful for the AAPI community coming together stronger than ever before and all the allies who have helped us pave the way to find our voice. 


Get involved

With all the events that unfolded over the last year, the Asian Network IRG has received an outpouring response of, “What can I do?” Here’s how you can help:




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3555Muslims at Indeed celebrate RamadanInclusion

Charity, reflection, gratitude: What Ramadan means to Muslims at Indeed

Muslim Indeedians provide insight into the holy month of Ramadan and how Indeed supports them as they fast, pray and reflect.

Muslim Indeedians provide insight into the holy month of Ramadan and how Indeed supports them as they fast, pray and reflect.

Anwar Parvez, Senior Project Manager in Austin, TX

With the new moon sighting on April 13, the start of the Islamic holy month of Ramadan begins. Since Ramadan is one of the five pillars of Islam, Muslims around the globe celebrate one month of fasting (from dawn to sunset), prayer, reflection and community.

“It’s a time of reflection and a reminder about the importance of the month. It’s a time to focus on spirituality and mindfulness.” Anwar Parvez, Senior Project Manager in Austin, TX, explains.

The essence of Ramadan is to feel for those who are less fortunate, and remind ourselves of the blessings we take for granted. While well situated people often enjoy three meals a day, many others may go hungry for days,” says QA Automation Engineer Islam Elkhalifa in Austin, TX.

“It reiterates the forgotten reasons why I should be thankful. Personally, Ramadan reignites my drive to give back to those who struggle on a daily basis, either financially, due to racial injustice, or oppression of any kind,” he adds.

“Ramadan reinforces patience and respect between people and teaches self-discipline and self control.”

Street iftar in Sudan, the home country of Islam Elkhalifa

Street iftar in Sudan, the home country of Islam Elkhalifa

Beyond fasting, a major component of Ramadan is being charitable by giving either time or money. Ameena Khan, Support Analyst in Scottsdale, AZ saw an opportunity to connect this tradition with Indeed’s charity matching program GOODdeeds

“This Ramadan, we created a GOODdeeds campaign so my colleagues and I could donate to humanitarian causes. Encouraging employees to create GOODdeeds campaigns conveys that Indeed is invested in helping employees make a positive impact in the community,” Ameena says.

Ratib Zaman, Senior Account Executive in New York City

Donations to this campaign go to different charities that help support refugees and asylum seekers across the world, with a range of services, including food, clean water, sanitation, primary health care and education. Indeed matches these donations up to $250.

“Coming from Bangladesh and a family that heavily donates to orphanages and also feeds people who are less fortunate, I miss dining with the orphan kids and new families every year and try to now support the cause financially as much as I can,” says Senior Account Executive Ratib Zaman in New York City.

In order to reflect and gather together as a community, the Muslims at Indeed Affinity Group partnered with Indeed’s International Inclusion Resource Group (IRG) to host a virtual panel discussion with Muslims and allies, giving Indeedians a platform to exchange experiences and talk about the stigma around being a Muslim. 

In the spirit of Inclusion & Belonging, one of Indeed’s core values, all Indeedians, no matter if they are Muslim were welcomed. Events like this are always a great learning opportunity and in this particular event helps fellow Indeedians be an ally for the Muslim community.

Faz Lashari, Senior Client Success Specialist in London

Faz Lashari, Senior Client Success Specialist in London

“Having spaces (especially virtual spaces while Working From Home) to share my Ramadan experience with my managers, colleagues and other Muslim Indeedians makes me feel like I belong and can contribute to Indeed’s company culture.” Ameena adds.

To give a framework to other Indeedians, and especially to support manager’s empathetic leadership skills, the Muslim affinity group created a Ramadan guide with useful tips for those who have fasting muslims within their team.

Faz Lashari, a Senior Client Success Specialist in London was actively involved in the project team that worked on the Ramadan guide.

“Indeed has been a special place for me, in the last year alone I was involved with many other Muslims around the globe helping to bring a new guide to Ramadan, this was key to helping managers and teammates understand what to expect from someone who is fasting during Ramadan,” Faz says. 

“Also, as part of Indeed’s Asian Network in London, I was able to share Ramadan stories and do quizzes with the wider London office to educate non-Muslims, which to me was a very rewarding experience.”

Ameena Khan, Support Analyst in Scottsdale, AZ

For Ameena, it’s difficult to gauge how her body would react to fasting for a prolonged period of time.

“I sometimes feel like I’m on “auto-pilot” when I fast, and other days I can be energized and very productive. This means that I may need more flexibility in my work schedule so I can continue to fast while being productive at work.”

Shauz Haiderali, Client Success Team Lead in Toronto comments: “Although my work schedule doesn’t change much in Ramadan, my manager and team are very accommodating if I need to take short breaks throughout the day or even split my work hours some days. The first few days and the last few days of Ramadan can be difficult for me as the body adjusts to the modified sleep cycle and diet.”

Ratib tries to focus more on the things that need to be done and be busy throughout the day so the thought of being hungry or thirsty doesn’t cross his mind. Knowing that he can always rely on his team is a huge win for Ratib.

“My team and my Director are extremely adaptable to the month of Ramadan as the whole team would refrain from eating in front of me (not that it bothers me), rescheduling all team outings, and try to do intermittent fasting along with me to show their support,” Ratib says.


“The main positive Ramadan experience working at Indeed that makes a huge difference is my peer’s and manager’s willingness to learn about Ramadan and ask questions about my culture and Islam.”

Shauz Haiderali, Client Success Team Lead in Toronto

Shauz Haiderali, Client Success Team Lead in Toronto

“Also, Indeed’s open PTO policy allows me to take the time off to focus on internal reflection and have a more spiritually fulfilling Ramadan. My teammates, colleagues and managers are continuously encouraging, supportive and understanding while I fast,” Ameena adds.

“Despite being a multinational company, Indeed encourages employees to connect and build networks at work. People I’ve met at Indeed (either in-person or virtually) have been approachable, willing to collaborate and providing helpful feedback.”

“The approachable nature of Indeed’s company culture has allowed me to find a network of Indeedians I connect with based on shared experiences, like the Muslims at Indeed Affinity Group, and help me be my authentic self at work,” she adds.

“As a practicing Muslim, it’s a true testament that Indeed is a strong advocator of diversity, equity and inclusion.” Anwar concludes. “Working at Indeed affords people the opportunity to feel accepted for their diversity.”

Watch the video below to learn more about Indeed’s International Inclusion Group.

Read more Diversity, Inclusion & Belonging stories here.



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3475Two women draw on a white boardInclusion

Breaking Taboos: My path to pay equity

For most of my adult life, I believed the unwritten rule that discussing pay was inappropriate and led to conflict and competition with peers. Then I learned...
Ashley Calhoun, Employer Brand Specialist

Ashley Calhoun, Employer Brand Specialist

Ashley explains how an honest conversation about salary led to more equitable pay

Ashley Calhoun is an Employer Brand Specialist for the team that brings you #insideindeed. Most of her time is spent managing operations for the team, but she also helps bring recruiting events to life. Almost 5 years ago, she started as a Recruiter on the Indeed Hire team before moving to Employer Brand in 2018. She was Co-Chair of the All Generations Empowered IRG and has traveled to Hyderabad, Dublin and even Cleveland for events. She is a steadfast feminist, bookworm and loves Animal Crossing. 

For most of my adult life, I believed the unwritten rule that discussing pay was inappropriate and led to conflict and competition with peers. Then I learned first-hand how an honest conversation can lead to action and help fight the pay gap that has existed for too long, particularly for women and people of color.

I know what it’s like to start a job and find out the person sitting next to me is earning almost 25% more with a nearly identical resume.

There are many conflicting emotions that come with this knowledge. It’s natural to feel angry or slighted or even guilty for knowing the information. That’s often followed by confusion and internal conflict about what to do next. I chose to speak up and I’m glad I did. 

Fact: Most workers don’t seek answers once they learn they weren’t being paid equitably

After several sleepless nights, I met with my manager to discuss how I came into this knowledge and how it made me feel. My decision immediately paid off. He was receptive and set the wheels in motion to adjust my salary according to my market value. 

21% of workers and job seekers say it's taboo to talk about pay

Sadly, too few people take the same leap. According to an Indeed survey from December 2020, only 23% of people who discovered a pay gap discussed it with their manager, and only 12% went to HR. What’s more telling: 66% of men who met with their managers or HR had their salaries adjusted while only 43% of women received a favorable response.

Fact: In the US, a company cannot legally forbid non-managers from discussing their salary with co-workers 

I’m proud to be part of that small percentage that fought for their right to equal pay. I’m even more proud to work for a company that not only listens, but takes action to remedy pay discrepancies in its own workforce, as well as promotes the value of salary transparency to our clients around the globe. 

Why is salary transparency so important?

The simple answer: salary transparency leads to pay equity. Pay equity, at its core, is about equal pay for equal work and affects every single person in the workforce, regardless of race or gender.

However, data shows the wage gap disproportionately affects women and even more so, women of color. It has been this way since women joined the workforce in mass during World War II. Since then, steps have been taken to address this, but they haven’t always been swift or effective. The first Equal Pay Act in the US was introduced to Congress in 1945. It failed to pass until 1963. 

Even more alarming, studies show at the current trajectory, white women will not achieve pay equity until the year 2069. It’s even worse for women of color. 

Here are a few other things that will happen in 2069.

  • Britney Spears turns 88
  • Indeed turns 65
  • 106 years will have passed since the Equal Pay Act was signed. One hundred and six years.

How Indeed is trying to bridge the gap

For the last four years, Indeed has conducted annual pay equity studies to assess our progress and address discrepancies when they arise. Each year, an independent, outside company examines employee compensation based on factors such as demographics, work experience and responsibilities, according to SVP of Human Resources, Paul Wolfe.

While these studies don’t tell us if gender is the only factor for any pay disparity or if it is a combination of factors, these studies provide insights into where there are discrepancies so we can take action. 

“We use the results to identify inconsistencies in how we are paying our employees and make any necessary adjustments,” Paul says.

In addition to completing the annual study, which provides a hindsight view, Indeed also explores tactics to get ahead of salary discrepancies, including enhanced training for compensation planners who determine merit and bonus budgets. 

Paul acknowledges that we’re making progress, but there’s still work to be done until we have complete $1 for $1 parity in all areas.

Walking the walk

In 2018, Indeed CEO Chris Hyams, was asked by an employee why Indeed didn’t include salary information in our job descriptions. This set the wheels in motion to start the conversation about including salaries in our own jobs. It was a huge undertaking, and in July 2019, Indeed began publishing base salary ranges for roles up to Director level. Since then, we’ve continually worked to optimize this process.

This type of salary transparency can often lead to difficult conversations around pay equity, but it can also lead to action. Indeed has done everything they can to be prepared when tough conversations arise. 

Our compensation team has taken many steps to ensure employees have the training and tools to address the issues when they arise. People managers are given training on how to handle the conversations and which steps to take if changes need to be made. Our Talent Attraction team is also given training on how to broach this topic with candidates. 

We are now a leading voice spreading the word to other companies about the importance of salary transparency.

Pay up

This March, in recognition of International Women’s Day and Women’s History Month in the US, Indeed created two powerful campaigns to highlight how important women are to the workforce and how pay equity continues to be a challenge: #WorkNeedsWomen and Pay Up.

For an eye-opening social experiment highlighting pay disparities across different industries, watch this video to see how being transparent about salary can make all the difference. 

Additionally, following a study on the devastating impact of COVID-19 on women in the workforce, Indeed released this video to put their stories front and center.

On March 24th, we recognize Equal Pay Day in the US for all women. In addition, there are intersectional awareness days for other under-represented populations. See the other Equal Pay Day dates below.

Asian American and Pacific Islander Women: March 9

Black Women: August 3

Native American Women: September 8

Latinas: October 2

Laura Brady, Global Brand & Communications Manager for Indeed’s Environmental, Social & Governance team explains why it’s important to give each group their own awareness day.

“Intersectionality is crucial to the fight for Equal Pay. As more companies discuss the need for equal pay for equal work, it’s important to ensure that these conversations reflect the experiences of all women. In addition to recognizing the unique barriers experienced by women of color, lgbtq+ and women with disabilities must also be centered and have a voice at the table,” she says. 

I share my story because I hope it helps others understand the importance of having uncomfortable conversations about compensation. We can make big changes by taking small steps over and over. What small steps are you ready to take?

Below, you can find more helpful resources from Indeed to help you know your worth.


Pay and salary advice

Find out what you’re worth 

Fair Pay study by Indeed

Salary transparency calculator

Learn more about Diversity, Inclusion & Belonging at Indeed here.



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Women at Indeed: 12 Questions with Ulrike

Ulrike Poley, Director of Sales and Site-Lead for the Women at Indeed IRG (Inclusion Resource Group) in Düsseldorf, shares what drives her forward and how she would like to inspire other women.

Ulrike Poley joined Indeed in 2018 and was promoted to Sales Director a year after. She has made a name for herself by bringing Women at Indeed, one of our Inclusion Resource Groups (IRG), to life in Düsseldorf. In this blog Ulrike tells us what drives her forward.

🇩🇪 Klick hier, um den Artikel auf deutsch zu lesen.

1. As a kid, what did you want to be when you grew up?

I wanted to be a doctor – it was crystal clear to me that I wanted to work as a surgeon. However, an internship forced me to confront the harsh reality of working in a hospital. I changed my mind and decided to pursue a career in business instead.

2. What brought you to Indeed?

I was already working in the job board sector for 15 years, when Indeed started building up its business in Germany. In my previous job, I examined the strategies of the market players in the industry. 

With Indeed’s technology and its strategic approach, it was obvious to me that it was just a matter of time until Indeed would significantly change the market in Germany. My decision to join Indeed was therefore a logical choice; I wanted to be part of the success story of the evolving leader in the market.

3. What expectations did you have when joining Indeed?

Throughout my career, I witnessed different developments in the online recruiting market. The market was exhausted. However, Indeed gave me new opportunities to bring in my expertise while finding new challenges. 

We are continuously evolving and constantly bringing new products and solutions to the recruiting market. I’m impressed over and over again with all employees who bring our mission “We help people get jobs” to life.

4. Your career at Indeed is a success story. How were you supported on your way to a director role by your manager?

Indeed has a transparent team structure that applies to all business divisions, which supports every employee on an individual basis. We champion a culture of feedback to bring each team member forward.

I had several chances to bring in my knowledge and industry experience. In addition to the regular training curriculum, I was able to give the team historical insights into how the recruiting industry has developed – from classic job advertisements in print media to online, from transaction-based business models of our competitors to the performance-based business models by Indeed. That swiftly attracted attention.

The senior management team supported my ambition and gave me opportunities to prove myself. They actively involved me in the strategic alignment of products or sales approaches and asked me to develop concepts, e.g. I have recently taken on the sales responsibility for the Virtual Hiring Days.

When the director position became vacant, I didn’t hesitate to apply.

5. Inclusion and Belonging are core values at Indeed. How does your team benefit from a diverse structure?

My team consists of nine completely different personalities. We are seven men and two women with different cultural backgrounds and an age range of 26 to 47. 

It is exciting to see how each team member puts our sales strategy into practice and how authentic and unique they are when interacting with our clients. While some need freedom and individuality to reach their goals, others are structured with an intricate plan that makes them feel secure. We are running best practice sessions in our team meetings, to exchange our experiences, develop new ideas, give and receive feedback and this way we are learning from each other. Putting new ideas into practice also means some trial and error, but we always support one another, try again and celebrate our successes.

Evidence shows us that diverse teams are more innovative and successful. If you are able to look at a challenge from a different perspective, it is easier to overcome it. Our world is constantly changing, now in particular. Relationship management within the role is becoming increasingly important and is an integral part in Indeed’s sales approach. 

Having a diverse team means that we can serve a diverse range of clients. Our clients are human beings with different personalities and characters. If you have a client with a creative mind when you have an analytical way of thinking, you can ask your teammates for advice on how to adapt your strategy. 

As a growing and future-oriented company, Indeed is fully aware of these facts and fosters our Inclusion Resource Groups (IRGs). 

6. How would you like to motivate other women?

I think some women are perfectionists, more than most men, and are eager to fulfill their tasks 100%. That is why female candidates often doubt if they meet all requirements of the role. They wonder if their capabilities, qualifications, and goals fully match a job advert before they apply. These are scientific findings by Iris Bohnet, professor in Harvard University**. The theory also applies to myself. I had to learn how to find balance between the expectations of others and my own expectations towards myself, which were often much higher. My advice is to weigh up the effort with the win. Sometimes it’s better done than perfect.

Only in my early 40s did I develop more confidence in what I was capable of.

I want to empower young women to accept and learn from failure, be self-confident and have the courage to initiate the next steps towards a career early. I want to share my story and encourage women to make their own experiences, learn from them and reflect on their takeaways.

Moreover, I would like to encourage women to keep and care about their passion, whatever they are interested in. Interests and priorities may change from time to time, but your passion is a main part of you. Differentiated people will understand that. They will listen and learn from you.

7. You launched the Women at Indeed IRG in our Düsseldorf office. Which are the goals of the IRG?

I’m excited to be the Site Lead of the Women at Indeed chapter in Düsseldorf and my aim is to support female Indeedians to make them feel empowered. I want to support women and their allies to discuss critical topics and create a safe space to exchange experiences and ideas.

The mission of Women at Indeed is to champion a culture of inclusion by providing a platform for advocacy, development and support for Women at Indeed. The goal is for Indeed to be the model for gender equality, both in its culture and product offering. At the end of the day, it will bring us all forward. This is why I would like to highlight that the Women at Indeed IRG is not exclusively for women, but for allies also. In the spirit of diversity, inclusion and belonging, everybody is welcome to join the group and act as an ally for women. 

The contribution and the feedback from men and other allies is explicitly welcome! We appreciate feedback, and would like to discuss that so that we can better understand and learn from each other. We also partnered with other IRGs within the Düsseldorf office and would like to expand our partnership across the region.

The more we understand each other, the better we can collaborate to reach new heights!

8. What does Indeed have to offer as an employer, and what makes working at Indeed so special for you?

Besides all the perks and benefits that Indeed offers, what fills me with enthusiasm is the fact that Indeed is acting fast and professionally in anticipating market demands. At Indeed, we are digital and highly effective. Our leadership team – on a local and an international level – are close to the employees and truly appreciate their efforts. I’ve never been in a company that cared this much about society, the community and its development.

9. How do you stay balanced with your job as a sales director?

I love my job and gain a lot of energy from it. One, because of my team and two, due to the exchanges with my other colleagues. In my day-to-day life, I get energy from running and, just recently, yoga. On weekends, the laptop remains closed and I enjoy trips out in nature, sometimes in my convertible.

10. What are your secret ingredients for an enjoyable professional life?

Be authentic, and elevate your own ideas. Be open to change. Only then can you transform problems into challenges that you can overcome. Eventually this will help you grow.

11. What is your favorite quote?

“I don’t regret anything in my life except the things I didn’t do. “ – Coco Chanel

This quote drives me forward, makes me courageous to try out new things. Even if that means I have to overcome fear and the result of what I’m doing is uncertain. I know, no matter what happens life will go on and all will be fine.

12. Lastly, what advice do you have for candidates when choosing an employer?

I recommend not being shy about what they want to know and always ask all your questions. If something remains unclear or if the candidate feels discomfort with an answer, they should reconsider their decision. Things like that potentially lead to conflicts in the job later.

And always be authentic. Not every job that you apply for is a good match for you. But maybe the next job, you’ll find it at Indeed or on

Watch Indeed’s latest commercial “Work Needs Women” Below.

Interested in a career in sales? Check out our open roles around the globe on

Learn more about Diversity, Inclusion & Belonging at Indeed in our blog.

**Bohnet, Iris (2016): “What works – Gender Equality by Design”, Belknap Press



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