Why Choose a Transatlantique
We have our special functions are add to a business. We feel that this special functions is part of Transatlantique its piece of the success business.
As a CEO in Silicon Valley, I’m afforded an intimate view into the ever simmering discussion around diversity and inclusion in tech. Even more so, because I’m building a company whose job it is to help our diverse business customer’s / client’s and consumer’s. I prize the luxury of getting to think constantly about how organizations scale, and in speaking with hundreds of talent professionals every year, I’m struck by a common theme: People are more bought in and committed to diversity and inclusion than ever.
Since the very early days, we’ve embedded diversity and inclusion firmly and intentionally in Transatlantique culture. Our first diversity and inclusion taskforce formed when we were just 10 employees. Fast forward to today, and at approximately 100 employees, our team’s gender balance is 50:50, 53 percent of our managers and 43 percent of our board are female, and 15 percent of our employees are underrepresented minorities (non-Asian and non-White).
Diverse and inclusive workplace
And so, talent leaders and company executives come to Transatlantique not only for a hiring solution, but guidance, too. Before they’ve heard about Transatlantique’s latest feature rollout, and sometimes before they’ve even learned that transatlantique’s product is hiring software, they know us as “that company with a deep commitment to diversity and inclusion.” They’ve heard our story and want to know how they can achieve the same results. They’re ready for the next level of discourse (one that’s aimed at actual solutions), and they want to know what they can do today to build a more diverse and inclusive workplace.