Darikhana Restaurant Raas Jodhpur India C Rass

Book a table at best outdoor sitting restaurants in delhi ncr and get amazing restaurant deals offers on food dining.

Best outdoor dining delhi. We give you some of the best rooftop restaurants in new delhi. A nip in the air breezy evenings and cafe style outdoor seating. Its time to feel the fresh air engage in soft music and try mouth watering food.

Lodi the garden restaurant lodhi road opp. Absolutely tired with the same old dine in settings in new delhi. Mausam bhavan new delhi one of the most elegant restaurants in delhi and has the lodi gardens as its backdrop.

Here are our top picks for the best outdoor restaurants in delhi you must visit in november december when the weather is good. You need not worry now. It will help you experiment not just with the food but with the ambiance as well.

Best restaurants with outdoor seating in new delhi national capital territory of delhi. Get the full list here. Following are some best outdoor restaurants delhi.

Find tripadvisor traveler reviews of the best new delhi restaurants with outdoor seating and search by price location and more. Best restaurants with outdoor seating in new delhi national capital territory of delhi. Find tripadvisor traveler reviews of the best new delhi restaurants with outdoor seating and search by price location and more.

Delhi offers some amazing restaurants with beautiful views and ambiance.

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Nita Ambani / Nita Ambani Height Weight Age Husband Children Family Biography More Starsunfolded / She is the wife of business tycoon mukesh ambani and is counted among the wealthiest women of the.. Nita ambani announcements, news, tweets, videos. Mukesh ambani with his wife, nita ambani and children, anant ambani, akash ambani and isha ambani live in their palatial abode, antilia which is located in south mumbai's altamount road. In 1997, nita ambani was involved in the project of building a company township for the. Nita ambani (born 1 november 1963) is an indian philanthropist and businesswoman. Founder and chairperson of football sports development limited.

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See more ideas about nita ambani, indian designer wear, indian outfits. ✪ will malinga's absence make nita ambani in tense? Nita ambani's role as the first lady of indian business is just one part of her busy life. Nita ambani, owner of mumbai indians, bring the 4th ipl trophy home. Nita ambani at the rio olympics 2016. She is the wife of business tycoon mukesh ambani and is counted among the wealthiest women of the. Nita ambani (born 1 november 1963) is the founder and chairperson of the reliance foundation. Nita ambani is wife of mukesh ambani, the richest man in india and the eldest.

Nita ambani receives national sports award for reliance foundation.

Nita ambani (born 1 november 1963) is the founder and chairperson of the reliance foundation. Nita ambani's role as the first lady of indian business is just one part of her busy life. In 1997, nita ambani was involved in the project of building a company township for the. Mukesh ambani with his wife, nita ambani and children, anant ambani, akash ambani and isha ambani live in their palatial abode, antilia which is located in south mumbai's altamount road. Explore more on nita ambani. 98,910 likes · 22,575 talking about this. Read nita ambani latest updates. Nita ambani and mukesh ambani hosted the grand party. Nita ambani (born 1 november 1963) is an indian philanthropist and businesswoman. The nomination of nita ambani, founder and chairperson of reliance foundation, is an i am looking forward to the opportunity to contribute in meeting the goals of ioc,'' said ms. Nita has shown extraordinary commitment to developing sports talent at the grassroots level across various sports. Nita ambani is the wife of mukesh ambani and chairperson and founder of reliance foundation. Nita ambani looking gorgeous in an all indian avatar for the navratri pooja in tarun.

In august 2016, nita ambani was elected as an individual member of the international olympic committee (ioc) by the highest percentage of votes. Nita ambani at the rio olympics 2016. In 1997, nita ambani was involved in the project of building a company township for the. She is the wife of business tycoon mukesh ambani and is counted among the wealthiest women of the. Nita ambani is the wife of mukesh ambani and chairperson and founder of reliance foundation.

Founder and chairperson of football sports development limited. 98,910 likes · 22,575 talking about this. From wikimedia commons, the free media repository. Nita ambani looking gorgeous in an all indian avatar for the navratri pooja in tarun. She is the wife of business tycoon mukesh ambani and is counted among the wealthiest women of the. The nomination of nita ambani, founder and chairperson of reliance foundation, is an i am looking forward to the opportunity to contribute in meeting the goals of ioc,'' said ms. Read nita ambani latest updates. Explore more on nita ambani.

Check out this biography to know about her childhood, family and life history.

Nita ambani announcements, news, tweets, videos. Nita ambani is wife of mukesh ambani, the richest man in india and the eldest. Check out this biography to know about her childhood, family and life history. Explore @nita_ambani_ twitter profile and download videos and photos 78k suspended and we looked inside some of the tweets by @nita_ambani_ and here's what we found interesting. Nita ambani's role as the first lady of indian business is just one part of her busy life. Nita ambani looking gorgeous in an all indian avatar for the navratri pooja in tarun. In 1997, nita ambani was involved in the project of building a company township for the. ✪ will malinga's absence make nita ambani in tense? Nita ambani, owner of mumbai indians, bring the 4th ipl trophy home. 98,910 likes · 22,575 talking about this. She is the wife of business tycoon mukesh ambani and is counted among the wealthiest women of the. Nita ambani and mukesh ambani hosted the grand party. Read nita ambani latest updates.

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Chairperson, reliance foundation & dhirubhai ambani international school.

Explore more on nita ambani. Check out this biography to know about her childhood, family and life history. Nita ambani is wife of mukesh ambani, the richest man in india and the eldest. Nita ambani, owner of mumbai indians, bring the 4th ipl trophy home. Nita ambani and mukesh ambani hosted the grand party. In august 2016, nita ambani was elected as an individual member of the international olympic committee (ioc) by the highest percentage of votes. Nita ambani (born 1 november 1963) is the founder and chairperson of the reliance foundation. Nita ambani receives national sports award for reliance foundation. Nita ambani shares how reliance is fighting the battle against covid, with a mission #coronahaaregaindiajeetega. Nita ambani at the rio olympics 2016. See more ideas about nita ambani, indian designer wear, indian outfits. ✪ will malinga's absence make nita ambani in tense? From wikimedia commons, the free media repository.

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrerpreneur.com. As smaller companies grow, founders are likely to recruit new hires from their personal networks. These networks usually consist of people with similar backgrounds to the founders and their initial hires.  Having the longest tenure, these same initial hires are the people who advance into leadership roles and continue to make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s existing leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently setup an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion in our approach to gender balance. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrepreneur.com. As small companies grow, founders are likely to build their teams by recruiting from their personal networks. These networks usually consist of people with similar backgrounds to the founders. Having the longest tenure, these same initial hires are the people who take on leadership roles and make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s top leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently set up an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion in our approach to gender balance. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrepreneur.com. As small companies grow, founders are likely to build their teams by recruiting from their personal networks. These networks usually consist of people with similar backgrounds to the founders. Having the longest tenure, these same initial hires are the people who take on leadership roles and make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s top leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently set up an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion in our approach to gender balance. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrepreneur.com. As small companies grow, founders are likely to build their teams by recruiting from their personal networks. These networks usually consist of people with similar backgrounds to the founders. Having the longest tenure, these same initial hires are the people who take on leadership roles and make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s top leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently set up an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion in our approach to gender balance. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrepreneur.com. As small companies grow, founders are likely to build their teams by recruiting from their personal networks. These networks usually consist of people with similar backgrounds to the founders. Having the longest tenure, these same initial hires are the people who take on leadership roles and make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s top leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently set up an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion in our approach to gender balance. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrepreneur.com. As small companies grow, founders are likely to build their teams by recruiting from their personal networks. These networks usually consist of people with similar backgrounds to the founders. Having the longest tenure, these same initial hires are the people who take on leadership roles and make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s top leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently set up an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

As our CEO Matt Mullenweg said in his recent TED talk, we believe that talent and intelligence are equally distributed throughout the world, but that opportunity is not. As a distributed company with 850+ people in over 69 countries, we’ve seen that the world is pretty big, and that talent and intelligence are definitely not limited by geography, race, gender, or sexual orientation.

Being a distributed company gives us the opportunity to hire talented people like Valentina, a team lead in Spain who uses smart scheduling to have a high impact with her team at work and with her family at home. If we had a more traditional work setup requiring staff to come into brick and mortar offices every day, we would likely miss out on valuable contributions from people like Val.

Another great example of diversity making better business sense for us is Khyati, a Happiness Engineer in Mumbai, India. If we only hired in the US, we would not have the benefit of Khyati’s understanding of the needs of users in her part of the world, and we would also need to require overnight shifts from staff in North America to support those same users.

While the benefits of a distributed workforce are clear, the path to getting there is less so. Most traditional recruiting methods like job boards, career fairs, and recruiting agencies are focused on specific locations. How do you get the word out that you’re looking to hire… all over the world?

Recruiting additional support staff to work with our customers in the Asia-Pacific region has been a high priority for several years. This has led us to holding events in person in select cities and advertising on regional job boards like Seek in Australia and Jobstreet in the Philippines. We were surprised to find that as we increased our recruiting, the rate of applications from women in the region was actually dropping over time. It’s not that fewer women were applying overall, but as awareness of the position grew, many more men than women were learning about the job and submitting applications.

We realized that if we wanted to hire staff with a gender balance that reflects our customers, we’d need to actively reach out to women in this region. We did this though Workshops for Women that we held in person over 2018 in India and Singapore. For 2019 we decided to go virtual and offer an online course for women in the region to level up in their WordPress troubleshooting and customer support skills. In partnership with Support Driven, Automattic offered a six-week course on user support. We enrolled 24 women in our pilot version of the course, which just finished its initial run.

Automattic is committed to diversity and inclusion in our approach to gender balance. This tweet sums up why both are important:

Why isn’t recruiting for diversity enough? What does inclusion even mean?

The typical entrepreneur is a white male in his 30s from a wealthy background, according to entrepreneur.com. As small companies grow, founders are likely to build their teams by recruiting from their personal networks. These networks usually consist of people with similar backgrounds to the founders. Having the longest tenure, these same initial hires are the people who take on leadership roles and make decisions about product development, company culture, and who else to hire. The result is that even when companies genuinely want to attract diverse talent, the company’s top leadership has already been established from a group of very similar people. The true benefits of a diverse workforce can’t be achieved without the contributions of diverse staff at every level.

It’s clear then that hiring is only part of the D&I picture. While we’re always working on recruiting a workforce that reflects the diversity of our global user base, we are also keen on creating equal opportunities for career advancement internally. As a part of these efforts, we took inspiration from Laura Hogan’s fantastic post on sponsorship, and recently set up an internal sponsorship program that matched senior female Happiness Engineers from across the division, with junior counterparts in Asia. As our hiring efforts in Asia only scaled up in the last few years, many of our colleagues there do not have women in their immediate leadership.

This sponsorship program gives less-tenured women frequent access to women in leadership and other senior positions within our Happiness division, so they can see first-hand what it’s like being a leader. This sponsorship program aligns with our belief that representation matters — if you see someone like you in a position of leadership, you are more likely to feel empowered to work towards that same position yourself.

We are indeed entering an exciting period of history where the world expects balance, and as one of the largest distributed companies around, we are proud to be leading the way in creating the workplace of tomorrow, a workplace that is better balanced by default. We’re always looking for more great people to join our team. Check out all of our open positions here!

Members of Automattic’s Happiness team have traveled to Southeast Asia three times since last September to meet people in communities across the region. Our goal? To encourage people based in South Asia to apply to join us in supporting WordPress.com, WooCommerce, and Jetpack users.

In January 2018, the Happiness Engineer Hiring team, our Events Team, and Mahangu Weerasinghe, a Happiness team lead, collaborated to take a slightly different approach to recruitment in the region. Automattic is a company that aims to build a diverse and inclusive work environment, yet we’d been seeing significantly lower numbers of women applying from South and Southeast Asia. There are a few efforts in the WordPress community to encourage and empower women to get more involved, and we decided the add our voice by organizing a workshop for women. Our plan was straightforward: a free, one-day workshop to inspire participants to set up an online store for themselves or put their newfound skills to use for clients. We talked about the Membership and Subscription extensions for WooCommerce and the Sensei plugin — invaluable tools for enhancing an online store, setting up recurring payments, and managing memberships.

The first workshop took place in January. We chose Udaipur, India, thanks to its strong WordPress community. We attended WordCamp Udaipur, which was organized by an all-female team, and took the opportunity to staff a booth there while our colleague, Rahul Gupta, gave a presentation about how WordPress helped him put food on the table. The next day, we welcomed 40 women to the workshop, exceeding our expectations and requiring us to bring in extra seats!

After the workshop, we invited the community to join us for networking over tea and chatted again with some of the folks we’d met the day before. While the main focus of our trip was outreach to women, we also wanted to do something for the larger community.

One of the attendees was Digication’s Surbhi Jain, who works on digital literacy and skills in India and runs WordPress workshops for students — including in remote areas — increasing awareness and teaching WordPress hands-on. Surbhi attended our workshop to level up her skills and to network, and she’s been helping us spread the word about our hiring efforts since the event.

From Udaipur we traveled to Mumbai, where we taught an abbreviated version of the workshop to women of the local WordPress meetup community. We invited them to learn about options they could use to turn their online store into a membership site and to create and manage products with recurring payments.

We had such a positive response in India that we decided to try the workshop model in Singapore, a city with a strong technology community. The Happiness Engineer Hiring team, affectionately known as Athena, met up with Leviosa, another Happiness team, to co-host the workshop. Two team members, Kruti Dugade and Rose Pajaroja, led the sessions. Kruti had recently joined Automattic — after attending our visit to the Mumbai WordPress user group in September! Again, we drew from the local WordPress community to find attendees and also reached out to other women-in-tech groups. Just like in India, we had a very positive response.

One of my favorite moments during this trip happened at the networking event directly following the workshop. I was standing in a circle of six women — three young women who worked at a web-design firm together, one woman in her 50s who was running a successful family-powered marketing business, an expat from the US, and me. We chatted for quite a while as they shared the struggles and joys of tech in Singapore. It was fascinating to get a glimpse of their work and lives, and learn about the commonalities and differences in our experiences of navigating both.

Since this series of events, we’ve seen an increase of applicants from the region, both male and female. We’ve already hired two new Automatticians from among the people we met during our trip and hope to welcome more in the months to come.

As we strive to provide world-class support to our customers in South and Southeast Asia, we want our team to reflect as many of the diverse communities across this vast region. If you or someone you know is interested, we’re hiring.

Meeting new WordPress friends in India in Singapore was a wonderful experience. While we don’t currently have plans for similar workshops, we hope to have more opportunities in the future to connect with people from other regions.

Members of Automattic’s Happiness team have traveled to Southeast Asia three times since last September to meet people in communities across the region. Our goal? To encourage people based in South Asia to apply to join us in supporting WordPress.com, WooCommerce, and Jetpack users.

In January 2018, the Happiness Engineer Hiring team, our Events Team, and Mahangu Weerasinghe, a Happiness team lead, collaborated to take a slightly different approach to recruitment in the region. Automattic is a company that aims to build a diverse and inclusive work environment, yet we’d been seeing significantly lower numbers of women applying from South and Southeast Asia. There are a few efforts in the WordPress community to encourage and empower women to get more involved, and we decided the add our voice by organizing a workshop for women. Our plan was straightforward: a free, one-day workshop to inspire participants to set up an online store for themselves or put their newfound skills to use for clients. We talked about the Membership and Subscription extensions for WooCommerce and the Sensei plugin — invaluable tools for enhancing an online store, setting up recurring payments, and managing memberships.

The first workshop took place in January. We chose Udaipur, India, thanks to its strong WordPress community. We attended WordCamp Udaipur, which was organized by an all-female team, and took the opportunity to staff a booth there while our colleague, Rahul Gupta, gave a presentation about how WordPress helped him put food on the table. The next day, we welcomed 40 women to the workshop, exceeding our expectations and requiring us to bring in extra seats!

After the workshop, we invited the community to join us for networking over tea and chatted again with some of the folks we’d met the day before. While the main focus of our trip was outreach to women, we also wanted to do something for the larger community.

One of the attendees was Digication’s Surbhi Jain, who works on digital literacy and skills in India and runs WordPress workshops for students — including in remote areas — increasing awareness and teaching WordPress hands-on. Surbhi attended our workshop to level up her skills and to network, and she’s been helping us spread the word about our hiring efforts since the event.

From Udaipur we traveled to Mumbai, where we taught an abbreviated version of the workshop to women of the local WordPress meetup community. We invited them to learn about options they could use to turn their online store into a membership site and to create and manage products with recurring payments.

We had such a positive response in India that we decided to try the workshop model in Singapore, a city with a strong technology community. The Happiness Engineer Hiring team, affectionately known as Athena, met up with Leviosa, another Happiness team, to co-host the workshop. Two team members, Kruti Dugade and Rose Pajaroja, led the sessions. Kruti had recently joined Automattic — after attending our visit to the Mumbai WordPress user group in September! Again, we drew from the local WordPress community to find attendees and also reached out to other women-in-tech groups. Just like in India, we had a very positive response.

One of my favorite moments during this trip happened at the networking event directly following the workshop. I was standing in a circle of six women — three young women who worked at a web-design firm together, one woman in her 50s who was running a successful family-powered marketing business, an expat from the US, and me. We chatted for quite a while as they shared the struggles and joys of tech in Singapore. It was fascinating to get a glimpse of their work and lives, and learn about the commonalities and differences in our experiences of navigating both.

Since this series of events, we’ve seen an increase of applicants from the region, both male and female. We’ve already hired two new Automatticians from among the people we met during our trip and hope to welcome more in the months to come.

As we strive to provide world-class support to our customers in South and Southeast Asia, we want our team to reflect as many of the diverse communities across this vast region. If you or someone you know is interested, we’re hiring.

Meeting new WordPress friends in India in Singapore was a wonderful experience. While we don’t currently have plans for similar workshops, we hope to have more opportunities in the future to connect with people from other regions.

Members of Automattic’s Happiness team have traveled to Southeast Asia three times since last September to meet people in communities across the region. Our goal? To encourage people based in South Asia to apply to join us in supporting WordPress.com, WooCommerce, and Jetpack users.

In January 2018, the Happiness Engineer Hiring team, our Events Team, and Mahangu Weerasinghe, a Happiness team lead, collaborated to take a slightly different approach to recruitment in the region. Automattic is a company that aims to build a diverse and inclusive work environment, yet we’d been seeing significantly lower numbers of women applying from South and Southeast Asia. There are a few efforts in the WordPress community to encourage and empower women to get more involved, and we decided the add our voice by organizing a workshop for women. Our plan was straightforward: a free, one-day workshop to inspire participants to set up an online store for themselves or put their newfound skills to use for clients. We talked about the Membership and Subscription extensions for WooCommerce and the Sensei plugin — invaluable tools for enhancing an online store, setting up recurring payments, and managing memberships.

The first workshop took place in January. We chose Udaipur, India, thanks to its strong WordPress community. We attended WordCamp Udaipur, which was organized by an all-female team, and took the opportunity to staff a booth there while our colleague, Rahul Gupta, gave a presentation about how WordPress helped him put food on the table. The next day, we welcomed 40 women to the workshop, exceeding our expectations and requiring us to bring in extra seats!

After the workshop, we invited the community to join us for networking over tea and chatted again with some of the folks we’d met the day before. While the main focus of our trip was outreach to women, we also wanted to do something for the larger community.

One of the attendees was Digication’s Surbhi Jain, who works on digital literacy and skills in India and runs WordPress workshops for students — including in remote areas — increasing awareness and teaching WordPress hands-on. Surbhi attended our workshop to level up her skills and to network, and she’s been helping us spread the word about our hiring efforts since the event.

From Udaipur we traveled to Mumbai, where we taught an abbreviated version of the workshop to women of the local WordPress meetup community. We invited them to learn about options they could use to turn their online store into a membership site and to create and manage products with recurring payments.

We had such a positive response in India that we decided to try the workshop model in Singapore, a city with a strong technology community. The Happiness Engineer Hiring team, affectionately known as Athena, met up with Leviosa, another Happiness team, to co-host the workshop. Two team members, Kruti Dugade and Rose Pajaroja, led the sessions. Kruti had recently joined Automattic — after attending our visit to the Mumbai WordPress user group in September! Again, we drew from the local WordPress community to find attendees and also reached out to other women-in-tech groups. Just like in India, we had a very positive response.

One of my favorite moments during this trip happened at the networking event directly following the workshop. I was standing in a circle of six women — three young women who worked at a web-design firm together, one woman in her 50s who was running a successful family-powered marketing business, an expat from the US, and me. We chatted for quite a while as they shared the struggles and joys of tech in Singapore. It was fascinating to get a glimpse of their work and lives, and learn about the commonalities and differences in our experiences of navigating both.

Since this series of events, we’ve seen an increase of applicants from the region, both male and female. We’ve already hired two new Automatticians from among the people we met during our trip and hope to welcome more in the months to come.

As we strive to provide world-class support to our customers in South and Southeast Asia, we want our team to reflect as many of the diverse communities across this vast region. If you or someone you know is interested, we’re hiring.

Meeting new WordPress friends in India in Singapore was a wonderful experience. While we don’t currently have plans for similar workshops, we hope to have more opportunities in the future to connect with people from other regions.

Members of Automattic’s Happiness team have traveled to Southeast Asia three times since last September to meet people in communities across the region. Our goal? To encourage people based in South Asia to apply to join us in supporting WordPress.com, WooCommerce, and Jetpack users.

In January 2018, the Happiness Engineer Hiring team, our Events Team, and Mahangu Weerasinghe, a Happiness team lead, collaborated to take a slightly different approach to recruitment in the region. Automattic is a company that aims to build a diverse and inclusive work environment, yet we’d been seeing significantly lower numbers of women applying from South and Southeast Asia. There are a few efforts in the WordPress community to encourage and empower women to get more involved, and we decided the add our voice by organizing a workshop for women. Our plan was straightforward: a free, one-day workshop to inspire participants to set up an online store for themselves or put their newfound skills to use for clients. We talked about the Membership and Subscription extensions for WooCommerce and the Sensei plugin — invaluable tools for enhancing an online store, setting up recurring payments, and managing memberships.

The first workshop took place in January. We chose Udaipur, India, thanks to its strong WordPress community. We attended WordCamp Udaipur, which was organized by an all-female team, and took the opportunity to staff a booth there while our colleague, Rahul Gupta, gave a presentation about how WordPress helped him put food on the table. The next day, we welcomed 40 women to the workshop, exceeding our expectations and requiring us to bring in extra seats!

After the workshop, we invited the community to join us for networking over tea and chatted again with some of the folks we’d met the day before. While the main focus of our trip was outreach to women, we also wanted to do something for the larger community.

One of the attendees was Digication’s Surbhi Jain, who works on digital literacy and skills in India and runs WordPress workshops for students — including in remote areas — increasing awareness and teaching WordPress hands-on. Surbhi attended our workshop to level up her skills and to network, and she’s been helping us spread the word about our hiring efforts since the event.

From Udaipur we traveled to Mumbai, where we taught an abbreviated version of the workshop to women of the local WordPress meetup community. We invited them to learn about options they could use to turn their online store into a membership site and to create and manage products with recurring payments.

We had such a positive response in India that we decided to try the workshop model in Singapore, a city with a strong technology community. The Happiness Engineer Hiring team, affectionately known as Athena, met up with Leviosa, another Happiness team, to co-host the workshop. Two team members, Kruti Dugade and Rose Pajaroja, led the sessions. Kruti had recently joined Automattic — after attending our visit to the Mumbai WordPress user group in September! Again, we drew from the local WordPress community to find attendees and also reached out to other women-in-tech groups. Just like in India, we had a very positive response.

One of my favorite moments during this trip happened at the networking event directly following the workshop. I was standing in a circle of six women — three young women who worked at a web-design firm together, one woman in her 50s who was running a successful family-powered marketing business, an expat from the US, and me. We chatted for quite a while as they shared the struggles and joys of tech in Singapore. It was fascinating to get a glimpse of their work and lives, and learn about the commonalities and differences in our experiences of navigating both.

Since this series of events, we’ve seen an increase of applicants from the region, both male and female. We’ve already hired two new Automatticians from among the people we met during our trip and hope to welcome more in the months to come.

As we strive to provide world-class support to our customers in South and Southeast Asia, we want our team to reflect as many of the diverse communities across this vast region. If you or someone you know is interested, we’re hiring.

Meeting new WordPress friends in India in Singapore was a wonderful experience. While we don’t currently have plans for similar workshops, we hope to have more opportunities in the future to connect with people from other regions.

Members of Automattic’s Happiness team have traveled to Southeast Asia three times since last September to meet people in communities across the region. Our goal? To encourage people based in South Asia to apply to join us in supporting WordPress.com, WooCommerce, and Jetpack users.

In January 2018, the Happiness Engineer Hiring team, our Events Team, and Mahangu Weerasinghe, a Happiness team lead, collaborated to take a slightly different approach to recruitment in the region. Automattic is a company that aims to build a diverse and inclusive work environment, yet we’d been seeing significantly lower numbers of women applying from South and Southeast Asia. There are a few efforts in the WordPress community to encourage and empower women to get more involved, and we decided the add our voice by organizing a workshop for women. Our plan was straightforward: a free, one-day workshop to inspire participants to set up an online store for themselves or put their newfound skills to use for clients. We talked about the Membership and Subscription extensions for WooCommerce and the Sensei plugin — invaluable tools for enhancing an online store, setting up recurring payments, and managing memberships.

The first workshop took place in January. We chose Udaipur, India, thanks to its strong WordPress community. We attended WordCamp Udaipur, which was organized by an all-female team, and took the opportunity to staff a booth there while our colleague, Rahul Gupta, gave a presentation about how WordPress helped him put food on the table. The next day, we welcomed 40 women to the workshop, exceeding our expectations and requiring us to bring in extra seats!

After the workshop, we invited the community to join us for networking over tea and chatted again with some of the folks we’d met the day before. While the main focus of our trip was outreach to women, we also wanted to do something for the larger community.

One of the attendees was Digication’s Surbhi Jain, who works on digital literacy and skills in India and runs WordPress workshops for students — including in remote areas — increasing awareness and teaching WordPress hands-on. Surbhi attended our workshop to level up her skills and to network, and she’s been helping us spread the word about our hiring efforts since the event.

From Udaipur we traveled to Mumbai, where we taught an abbreviated version of the workshop to women of the local WordPress meetup community. We invited them to learn about options they could use to turn their online store into a membership site and to create and manage products with recurring payments.

We had such a positive response in India that we decided to try the workshop model in Singapore, a city with a strong technology community. The Happiness Engineer Hiring team, affectionately known as Athena, met up with Leviosa, another Happiness team, to co-host the workshop. Two team members, Kruti Dugade and Rose Pajaroja, led the sessions. Kruti had recently joined Automattic — after attending our visit to the Mumbai WordPress user group in September! Again, we drew from the local WordPress community to find attendees and also reached out to other women-in-tech groups. Just like in India, we had a very positive response.

One of my favorite moments during this trip happened at the networking event directly following the workshop. I was standing in a circle of six women — three young women who worked at a web-design firm together, one woman in her 50s who was running a successful family-powered marketing business, an expat from the US, and me. We chatted for quite a while as they shared the struggles and joys of tech in Singapore. It was fascinating to get a glimpse of their work and lives, and learn about the commonalities and differences in our experiences of navigating both.

Since this series of events, we’ve seen an increase of applicants from the region, both male and female. We’ve already hired two new Automatticians from among the people we met during our trip and hope to welcome more in the months to come.

As we strive to provide world-class support to our customers in South and Southeast Asia, we want our team to reflect as many of the diverse communities across this vast region. If you or someone you know is interested, we’re hiring.

Meeting new WordPress friends in India in Singapore was a wonderful experience. While we don’t currently have plans for similar workshops, we hope to have more opportunities in the future to connect with people from other regions.