Fair hiring, respectful workplace
We hire for capability and judgement, using clear criteria and a structured process. We want a workplace where people can do good work, be treated properly and raise concerns without hesitation.
Our сommitment
We are committed to fair hiring, accessible processes and respectful day-to-day work. We do not claim to get everything right, but we do take concerns seriously and keep improving the way we work as the business grows.
Our standards in practice
This is the standard we work to across teams. Some parts are already well established; others are still being put in place as the business grows across offices.
Fair, structured hiring
We hire against clear role criteria and focus on evidence that is relevant to the job. Structured interviews and consistent scorecards are used where practical, and we are continuing to make that approach more consistent across teams.
Pay clarity by role and level
We use role and level structure to support consistent pay decisions. Progression should be evidence-based, discussed openly and recorded clearly.
Accessible hiring and work
If you need an adjustment at any stage, whether during the application process, interviews or day-to-day work, tell us early. We will work with you to make the process practical and accessible.
Respect and safety
We expect professional behaviour and direct, respectful communication. If something crosses the line, whether that is harassment, discrimination or retaliation, we want to know and we will act.
Equal opportunity statement
Quanloop is an equal opportunity employer. We consider applicants based on role requirements and job-related evidence, in line with applicable law.
How we measure and improve
We prefer practical action to slogans. We are putting in place a small set of measures that can be tracked consistently across offices and used to improve hiring and workplace experience over time.
We collect only the data we need, keep it voluntary and anonymous where appropriate, and follow local privacy laws. What we learn helps shape our approach to hiring, development and workplace practices.
Hiring quality and fairness
We review hiring outcomes and improve the process where patterns suggest unnecessary bias or inconsistency.
Pay decisions
We use role and level structure to support consistent pay decisions and reduce ad hoc outcomes.
Accessibility in practice
We aim to make interviews and day-to-day work accessible. If you need adjustments, we treat that as a normal part of the process.
Workplace signals
We pay attention to feedback from candidates and employees, and address issues that repeat across teams or locations.
Accountability and reporting
Leaders are responsible for standards in their teams. Concerns can be raised through more than one channel.