DHI Group, Inc. is a provider of AI-powered career marketplaces and software services that focus on connecting
technologists with employers. Our distinct websites serve as online marketplaces where employers and recruiters find
and recruit prospective employees, building and supporting workforces across North America.
Our unique focus on technology careers empowers professionals to grow a career that impacts livelihoods and adds
values to the communities in which they live.
DHI is committed to providing an engaging environment for its employees, clients, and shareholders. Environmental
stewardship, social responsibility and corporate governance practices are upheld across our business.
Employee Engagement
DHI's 2025 cultural theme
"Explore the Possibilities" focused on empowering employees to identify new opportunities, realize their full
potential, support overall wellbeing, and foster meaningful connections with inspiring colleagues.
Supporting our workforce
through change management, a primary focus was helping employees navigate change by providing tools, resources and
trainings, while also supporting mental health to cope with external and internal factors.
The results of our efforts
were reflected in the attainment of employer awards, receiving Great Place to Work® certification for the fourth
year in a row, earning a Most Loved Workplace® certification for the third year while also ranking #44 in the Top
100 America's Most Loved Workplaces. Additionally, the company earned Most Loved ® CEO, Most Loved Workplaces ® for
Parents and Caregivers, Most Loved Workplaces ® for LGBTQ+ inclusion and Best Companies to Work For from U.S. News
& World Report.
Promoting transparency
from leadership and providing employees with an opportunity to give anonymous feedback, DHI enlists Gallup® as its
third-party provider. Gallup's extensive database includes 64 million respondents and provides benchmarking data to
improve productivity and overall engagement with the organization. DHI participates in this survey on an annual
basis. DHI is not sponsored by nor affiliated with Gallup®.
The Great Place to Work®
award is based entirely on what current employees say about their experience working at DHI. Every year, more than
10,000 companies across 60 countries apply to get Great Place to Work Certified.
The Most Loved Workplace
certification is the result of an index from the Best Practice Institute to more than 2.6 million employees at
companies ranging from 50 – 10,000, in addition to an interview with DHI management. The ranking of #44 on the Wall
Street Journal's Top 100 America's Most Loved workplaces included results from the Love of Workplace Index™ survey,
derived from analysis of external public ratings from sites such as Comparably, Careerbliss, Glassdoor, Indeed,
Google, and others, interviews with company officials and a survey of employees.
Prioritizing Engagement
Key findings from the 2025
Gallup survey include:
- 66% of our employees
participated in the latest engagement survey. Gallup's median participation rate is 84%.
- At DHI, 57% of team
members are engaged. According to Gallup statistics, 31% of U.S. employees are engaged in their work and
workplace, therefore DHI ranks above average.
- DHI's highest areas of
engagement include recognition and employees feeling their managers care about them as a person.
- Only 7% of DHI team
members are actively disengaged from the organization. According to Gallup statistics, 16% of U.S. employees are
actively disengaged.
DHI became certified as a
Great Place to Work for the fourth year in a row.
- 93% of employees said
they feel welcome at the organization.
- According to Great
Place to Work, earning this designation means that DHI is
one of the best companies to work for in the country.
- Key examples of
advancing engagement in 2025 include:
- Reinforced our
policy that the environment in which our employees work is an empowered choice. DHI offices are open for
in-person work as an option for the majority of team members; DHI also fully supports a hybrid environment for
certain team members who work from offices three days a week.
- Continued an
employee stock purchase program, enabling employees to purchase DHI shares and share in DHI’s success.
- Continued our
commitment to mental health by offering Talkspace sessions, offering convenient access to a fully-credentialed
network of highly qualified licensed mental health providers for all employees at no cost. The company also
continues to offer the Calm app for mindfulness and meditation, as well as Employee Assistance Programs (EAP).
- Further recognizing
the importance of work/life balance, DHI closed all offices for a day in April in conjunction with its
Kindness Week for employee appreciation day.
- Continued Flexible
Fridays year-round to allow employees time to refresh and balance work/life commitments.
Spotlighting Collaboration
& Development
- DHI continued its Small
Group Forum program in 2025. These forums are monthly, self-directed, virtual peer support groups consisting of
team members in similar roles and career stages. They're designed to be confidential spaces to seek advice, share
creative solutions to problems and offer an opportunity to collaborate with peers not directly on work teams.
- Developing the
workforce of tomorrow, DHI re-imagined its internship program to be more comprehensive and immerse students into a
real-world work environment. DHI hosted interns across technology, product, marketing and finance groups in June
& July 2025. To underscore the company's One Team and Innovate with Purpose values, the internship culminated
with presentations to senior leadership and college credit (where applicable).
- DHI maintains a budget
for training across functional groups and individuals each year. Professional development may include attending an
online class to learn a new skillset, attending a conference or finding opportunities within the organization to
grow skillsets with the end goal to put learnings into practice at DHI. In 2025 key trainings included navigating
change.
- Additionally, DHI has a
tuition reimbursement program designed to provide employees with financial assistance in continuing their
education.
Diverse and Skilled Workforce
To achieve our mission of Connecting Futures Now and serve as an ideal employer, we promote inclusion led by
leadership as well as employees.
It is a strategic objective of DHI to focus on building a welcoming culture, including employee resource groups and
volunteering in communities we serve. We are committed to building an engaged workforce and making meaningful
progress on making DHI an inclusive environment and driving improvements in this area over time.
DHI has office locations in Denver, Colorado and Des Moines, Iowa. The distribution of employees by location is as
follows:
- Denver: 26%
- Des Moines: 45%
- Field: 29%
According to 2020 United States Census Bureau data, the demographic populations where the majority of our team
members reside is: Denver 67% white and 33% other; Des Moines 80% white and 20% other.
DHI also expanded its hiring practices, allowing positions to be hired remotely, significantly widening our pool of
available talent beyond the cities where our offices are physically located.
During 2025, we continued several programs to assist in inclusion efforts, including:
- Offer inclusive
fertility benefits which support everyone and everything and all paths to parenthood and expanded benefits to
cover travel expenses related to women's health.
- Continuing into 2025,
DHI closed all offices in honor of the Juneteenth holiday and Martin Luther King, Jr. Day. Additionally, DHI
continued its policy of Veteran's Day being a paid holiday for any team member who served in the armed services.
Workforce Diversity Table
|
ASIAN |
BLACK OR AFRICAN AMERICAN |
HISPANIC OR LATINO |
WHITE |
OTHER^ |
N/A* |
| Management |
1 |
0 |
3 |
60 |
1 |
0 |
| Technical Staff |
12 |
2 |
3 |
47 |
1 |
0 |
| All Other Employees |
3 |
3 |
6 |
125 |
3 |
0 |
^Other includes the classifications: Native American or
Alaska Native, Native Hawaiian or Pacific Islander, and “Two or More Races”
Workforce Gender Diversity Table
|
FEMALE |
MALE |
N/A* |
| Management |
23 |
42 |
0 |
| Technical Staff |
12 |
53 |
0 |
| All Other Employees |
76 |
64 |
0 |
Technical staff includes employees categorized in the
15-0000 group (Computer and Mathematic Occupations) or 17-0000 group (Architecture and Engineering occupations) or
the U.S. Bureau of Labor Statistics’ 2018 Standard Occupational Classification System.
Data Privacy
Data privacy is at the
foundation of DHI’s and our brands’ values and the way in which
we treat both our users, professionals and clients. We are committed to safeguarding
the privacy of our users, whether they are our customers or candidates on our sites. It is
vital that those utilizing our services and visiting our websites trust our platforms and our
ability to protect any information provided to us. As such, we pride ourselves on our
ability to maintain that trust through compliance with the data protection regulations that
apply to our products and services.
Our
approach to data privacy aligns with the following principles:
Transparency – we make it clear to the user what data is collected, how it is collected,
how it is used, and with whom it is shared.
Accountability – we make ourselves available to our users through multiple avenues if
there are any questions or concerns about their data.
Control – we provide tools that allow our users to inquire as to what data we have about
the user, to update the data we hold, to retrieve the data, and, if the user chooses, to
delete the data.
DHI engages a Data
Protection Officer who assists our brands with compliance and keeps the company updated on the constantly evolving
world of data privacy. This allows the company to keep pace with changing rules and regulations, and ensures our
users are provided with the most up to date rights and protections possible.
Our brands' privacy
practices are audited on an annual basis by our third-party data privacy auditor, TrustArc, to ensure we practice
what we preach. As evidence of our compliance, TrustArc provides a badge displayed on Dice’s and ClearanceJobs’
privacy policies.
Our practices and
procedures regarding data privacy are outlined in detail in each brand’s privacy policy, available at:
Dice Privacy
Policy: https://www.dice.com/about/privacy-policy
ClearanceJobs Privacy Policy: https://about.clearancejobs.com/privacy-policy
Data Security
DHI is committed to
safeguarding data as a cornerstone of maintaining trust with our customers and candidates. We secure all data that
flows through our network at every stage—from transmission to storage—utilizing advanced tools and techniques to
monitor for anomalies and activate our security incident response when necessary.
We uphold rigorous
standards for Privacy and Data Security, integrating industry best practices into our compliance and security
programs. Our security incident response process ensures that every reported incident is addressed promptly and
thoroughly. Any employee can report a suspected data breach, which will trigger an immediate investigation. If an
incident is classified as a breach, we assess the data involved and communicate actions, accordingly, based on its
classification.
Data security standards
are embedded in our architecture and system design across all platforms, services, and integrations. Regular
reviews and testing of our systems ensure ongoing compliance with these standards. Before deploying new software,
we conduct operational readiness reviews to validate data security. In 2025, we took further steps to enhance our
security framework by implementing additional emerging threat detection capabilities, underscoring our commitment
to the continuous advancement of data security.
Metrics for this reporting period:
- 0 Data Breaches
- 0 PII Data Breaches
- 0 User(s) affected
Data Security Risks
Cybersecurity Standards
DHI has established and
maintains a robust cybersecurity framework aligned with the National Institute of Standards and Technology
Cybersecurity Framework (NIST CSF). Each quarter, we evaluate the organization's implementation of the framework's
controls, assessing policies, standards, and procedures. The results are visualized in a heatmap, which highlights
specific areas requiring improvement and provides actionable insights.
This heatmap is presented quarterly to
the Security Council, comprising members of senior management and the Audit Committee of our board of directors,
ensuring oversight and alignment with organizational priorities.
Approach for Identifying Vulnerabilities
DHI leverages
third-party services to conduct continuous external vulnerability scanning and testing of our web properties and
cloud infrastructure. These scans identify various categories of vulnerabilities, including those outlined in the
Open Web Application Security Project (OWASP) Top 10 and Center for Internet Security (CIS) Benchmark best
practices. In addition to external scanning, DHI performs weekly internal scans across all servers and
workstations to detect operating system and application vulnerabilities. Further, in 2025, we engaged with a
third-party company conducting manual penetration testing to further understand risk and improve defenses.
Approach for Addressing Security Risks
DHI conducts a thorough
analysis of risks based on their impact and likelihood, categorizing them as Critical, High, Medium, or Low
severity. Risks are prioritized accordingly and documented in a Risk Registry, where they are monitored and
reviewed during monthly meetings with the teams responsible for mitigation. Critical risks are escalated
immediately for in-depth investigation and prompt remediation. To foster a culture of security, we require all
employees and contractors to complete annual security awareness training. New employees are mandated to complete
this training within their first thirty days. The program emphasizes data security best practices and provides
insights into various security risk categories. Additionally, DHI conducts three "tabletop" exercises annually to
evaluate the readiness of team members, vendors, and processes in responding to critical security events. These
exercises produce after-action reports, and the resulting recommendations are integrated into operational
processes and documentation to strengthen our security posture.
Systemic Risk – Business Disruption
DHI recognizes the critical value of our services to customers and candidates and prioritizes maintaining high
service availability. To support this commitment, we conduct annual risk analyses to identify, evaluate, and
prioritize business continuity risks. Our disaster recovery strategy encompasses both software and IT systems and
includes annual tabletop exercises to prepare for various scenarios such as ransomware attacks, natural disasters,
office disruptions, and data breaches, reflecting industry trends and challenges.
We have developed a robust disaster recovery plan as part of our broader continuity strategy. Partnering with
industry leaders, we assess, refine, and test our recovery program with a focus on three core areas:
- People: Clearly defined roles, responsibilities, decision authorities, and training, supported by a RACI
(Responsible, Accountable, Consulted, Informed) matrix to ensure accountability.
- Process: Robust response and recovery workflows, communication and collaboration protocols, integration with
other business processes, and regular testing of these plans.
- Technology: A secure, clean data analytics environment and a streamlined strategy for rebuilding or replacing
compromised servers.
Our technical architecture leverages cloud-based and third-party SaaS services, ensuring distributed, scalable,
and highly reliable network, application, and infrastructure services. Proactive monitoring enables us to take
immediate action through our incident management processes in the event of service disruptions.
To further strengthen organizational resilience, we support a hybrid work environment by equipping employees with
the tools and technologies needed to work effectively both on-site and remotely, including from home. Leadership
remains closely aligned to ensure consistent decision-making, clear priorities, and a coordinated response to
operational needs. Ongoing collaboration across leadership and departments helps address challenges, incorporate
feedback, and maintain streamlined communication.
Systemic Risk - Performance
DHI actively monitors and addresses performance issues, service risks, and downtime in alignment with the
Information Technology Infrastructure Library (ITIL) framework. Our documented processes include Incident
Management, Problem Management, and Change Management, each designed to ensure effective stakeholder engagement,
clear escalation paths, governance, and rapid problem resolution. We utilize industry-leading Information
Technology Service Management (ITSM) software to log and manage information throughout these processes, enabling
efficient tracking and response. Committed to reliable service, DHI makes commercially reasonable efforts to
maintain a monthly uptime of at least 99.8% for each of our web properties. The reporting period for these metrics
is one year.
Performance Issues
DHI understands that performance issues can significantly impact our clients. To ensure that our teams, platform,
and third-party services consistently meet expected standards, we have implemented a Monthly Metrics review
process. This process involves collecting and analyzing key performance indicators (KPIs) for each area,
benchmarking them against defined performance targets, and assessing any substantial operational changes. When
necessary, our team members promptly take corrective actions to address any identified issues and maintain optimal
performance. Performance issues are defined as greater than 10 minutes and up to 30 minutes.
1 Performance Issues during this reporting period
Service Disruptions
DHI has implemented an Incident Management process based on ITIL standards to define service levels for each
platform component and establish protocols for responding to service disruptions. We operate two primary
workflows: one for handling Critical Incidents and another for managing all other incidents. Our Problem
Management process focuses on identifying recurring issues that lead to incidents and aggressively pursuing
solutions to prevent future occurrences. Additionally, our Change Management process supports our engineering and
infrastructure teams, striving for a best-in-class change success rate of .04. All processes and metrics are
reviewed monthly with IT and Technology Leadership to ensure continuous improvement and alignment with
organizational goals. Disruptions are defined as greater than 30 minutes and include disruptions for both critical
features and full system downtime.
3 Critical Feature Service Disruption Events and 0 Full System Downtime Service Disruption Events
Customer Downtime
DHI's business primarily serves customers who purchase recruitment packages that include job postings,
applications, or candidate views. While significant service disruptions may impact customer retention and revenue,
these activities can typically resume once the system is restored. Importantly, no data is lost during
customer-impacting service disruptions. Our cloud-based architecture supports rapid recovery, ensuring that
outages are generally short in nature, are resolved quickly if caused by a change, and normal business operations
can resume in less than a business day. Customer downtime is based on 24 business hours per day for the Service
Disruptions listed above.
1.26 Cumulative Days of Feature Disruption and 0.00 Cumulative Days of System Downtime over 1 Year Achieving
99.655% Availability. We did not meet our web application availability target due to a major outage from a Cloud
Service Provider. The outage caused widespread service disruptions outside of our control, resulting in feature
degradation despite our mitigation and recovery efforts.
DHI’s
ESG reporting is based on and in conformance with the Sustainability Accounting Standards Board (SASB) SOFTWARE
& IT SERVICES Sustainability Accounting Standard, available at https://www.sasb.org/standards/download/.
Reporting
Period: 1/1/25 – 12/31/25