On Our Minds
What goes into keeping a company together when everyone is working remotely? Here are the questions, decisions, and ideas that have fueled our culture initiatives over the last nine months.
8 interview questions to give you a better sense of a company’s culture—including its approach to diversity, equity, and inclusion.
Our team reflects on 2020 and welcomes in 2021.
A holiday greeting (and treat) from On-Ramps.
Extraneous barriers to the interview process reveal larger issues of accessibility and privilege. It’s on us to check our biases and hold ourselves accountable.
How to make the career switch from the private to the social sector.
We discuss the questions, challenges, and opportunities that come with making hiring processes more accessible and equitable to a broader range of candidates.
Clients hire us in part because diversity, equity, and inclusion best practices are integrated into the process we use to find them the best candidates. Here’s how we strive to walk the talk when hiring for our own team.
Founding partner Michelle Kedem shares how working as co-founder of Red2Blue helps her work with others.
There are more effective—and equitable—alternatives to back-channel references.
Tips for hiring managers: who to include in interviews, and how to approach the process.
One of our founding partners, Harry Weiner, draws upon his own experience in executive search for the financial services industry to respond to the Wells Fargo CEO's ridiculous and harmful statement.
Search consultant Omar Lopez discusses how his role as village trustee for a small New York town complements his role at On-Ramps.
On-Ramps search specialist Cindy Menz-Erb shares how mentorship is a form of social capital, and offers 6 tips for mentors and mentees.
On-Ramps search consultant Diana O’Neal discusses how her experience as a first-generation college student inspired her mentorship, and shares 3 tips for mentees.
On-Ramps search analyst Saad Qureshi shares 8 tips on making mentorship meaningful for both parties, based on his experience volunteering at NYC’s LGBT Community Center.
In this webinar recap, Nakia James-Jenkins shares advice on the nonprofit job search process for BIPOC leaders at any stage of their career.
An announcement about our list highlighting open roles at mission-driven organizations that On-Ramps is not involved in filling.
4 tips for how to effectively gather and use references in your onboarding process.
Nakia James-Jenkins, a Partner at On-Ramps overseeing the organization’s operations and talent practices, discusses 3 changes her team has made in response to the pandemic—and the conversations that went into making those changes.
Here are some resources and actions each of us can take to show a commitment to anti-racism.
Zeryn Sarpangal, chief financial and people officer at Code for America, shares how her organization has adapted its remote working practices in order to preserve its strong culture during the pandemic. This unique chance to experiment with different approaches has resulted in changes that may become permanent.
Jennifer Anderson, vice president of people and culture at JFF, shares the 4 big shifts in talent practices that her organization has made during COVID-19—some of which might live on past the pandemic.
Today, mission-driven work is more important than ever, particularly for organizations that serve our most vulnerable communities. On-Ramps is eager to help, which is why we’re sharing the Community Hiring Collective—a list of open jobs at great mission-driven organizations.
6 ways hiring managers can move the job interview process forward when in-person meetings aren’t an option.
Whether you’re a hiring manager or a candidate, we have some advice to ensure a smooth, productive conversation.
Here’s how we’re addressing COVID-19 at On-Ramps.
Move beyond “fit” with a more thoughtful approach.
Here’s how to listen and act on what your team really needs.
What’s it like to join an organization without ever meeting in person? New members of our team reflect on where our virtual hiring and onboarding succeeded, and where there’s room for improvement.