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
At DHI, 2024 focused engagement on DHI Cares, a nod to the increasing importance of mental health initiatives within companies, inclusion at all levels of employment and a pledge to help employees achieve their personal and professional goals.
We reinforced our commitment to comprehensive mental health services for all DHI team members through opportunities to speak with mental health professionals and sustained initiatives which encourage work/life balance and maintained our investment in employee’s careers through programs which encourage collaboration with peers.
The results of our efforts were reflected in several separate anonymous employee feedback reports and employer awards including with our existing provider, Gallup®, receiving Great Place to Work® certification for the third year in a row, earning a Most Loved Workplace® certification for the second year while also ranking #49 in Newsweek’s Top 100 America’s Most Loved Workplaces. Additionally, the company newly 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.
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 #49 on Newsweek’s Top 100 America’s Most Loved workplaces included results from the Love of Workplace Index™ survey. Another 15 percent was derived from analysis of external public ratings from sites such as Comparably, Careerbliss, Glassdoor, Indeed, Google, and others. The final 35 percent came from direct interviews with and written responses from company officials. Newsweek then conducted additional research into every company on the list, as well as the top runners-up, to determine the final list of 200 companies and their rankings.
Prioritizing in Engagement
Key findings from the 2024 Gallup survey include:
- 73% of our employees participated in the latest engagement survey. Gallup’s median participation rate is 84%.
- At DHI, 59% of team members are engaged. According to Gallup statistics, 32% of U.S. employees are engaged in their work and workplace, therefore DHI ranks above average.
- DHI’s highest areas of engagement include discussion about work progress and employees having opportunities to learn and grow.
- Only 5% 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 second year in a row.
- 94% 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 2024 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 two days a week.
- Continued an employee stock purchase program, enabling employees to purchase DHI shares and share in DHI’s success.
- Expanded our benefits with additional worksite benefits such as hospital indemnity protection and accident coverage.
- 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 and Employee Assistance Programs (EAP).
- Further recognizing the importance of work/life balance, DHI closed all offices for a day in March for employee appreciation day.
- Continued Flexible Fridays year-round to allow employees time to refresh and balance work/life commitments.
Spotlighting Collaboration & Development
- DHI’s expanded its Small Group Forum program in 2024. 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 comprehensive and immerse students into a real-world work environment. DHI hosted 9 interns across technology, product, marketing and finance groups in June & July 2024. To underscore the company’s One Team and Innovate with Purpose values, the interns worked together to find a way to add more companies to Dice’s All Jobs initiative. The internship culminated with presentations to senior leadership and college credit (where applicable).
- DHI budgets for professional development 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.
- Additionally, DHI has a tuition reimbursement program designed to provide employees with financial assistance in continuing their education.
Diverse and Skilled Workforce
At DHI, creating an inclusive workplace is embedded in the culture and values of our organization. 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 the 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; Des Moines, Iowa; and New York City. The distribution of employees by location is as follows:
- Denver 28%
- Des Moines 38%
- New York 4%
- Field 30%
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; and New York 47% white and 53% other.
DHI has 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 2024, we expanded several programs to assist in inclusion efforts, including:
- Lead by the company's Team Member Impact Groups, shared monthly spotlights on cultural groups in the form of educational content and resources as a way to bring awareness to specific issues within those communities.
- Continued Team Member Resource Groups (TMIG) for employees of underrepresented populations to share experiences and have a shared space. DHI has five groups: BIPOC, LGBTQIA+, Women, Neurodivergent, and Allyship. All TMIG’s host educational events across the organization.
- Continued to 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 2024, 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 |
0 |
1 |
4 |
89 |
2 |
1 |
| Technical Staff |
17 |
4 |
3 |
72 |
5 |
1 |
| All Other Employees |
3 |
8 |
11 |
187 |
6 |
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 |
30 |
67 |
0 |
| Technical Staff |
19 |
83 |
0 |
| All Other Employees |
117 |
98 |
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 2024, we took further steps to enhance our security framework by advancing our Supply Chain Risk Management, reflecting our dedication to continuous improvement in data protection.
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. In 2024, DHI partnered with a third-party cybersecurity firm renowned for its world-class expertise and capabilities to enhance our Incident Response program and reinforce our overall cybersecurity posture.
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. Enhancing our security posture further, in 2024, we expanded our program to include code and repository scanning, ensuring comprehensive protection across our technology stack.
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 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 comprehensive 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 enhance resilience, DHI equips employees with the tools necessary to work remotely, including from their homes. Additionally, we have established an incident task force composed of senior leadership, which convenes regularly to address critical issues, approve resources, and resolve operational concerns. This task force works closely with department liaisons to gather feedback, address challenges, and streamline communication. Decisions are effectively implemented through established communication channels and liaison networks.
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.
4 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.
4 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 11 business hours per day across the United States time zones for the Service Disruptions listed above.
.48 Cumulative Business Day of Feature Disruption and 0.07 Cumulative Business Day of System Downtime over 1 Year Achieving 99.9% Availability
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: 1/1/2024 - 12/31/2024