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We exist to fuel the world’s creativity and productivity 
by unleashing the power of content. So we've built the next generation CMS that does exactly that. Across the full lifecycle and the entire stack. It’s open-source. Javascript. Headless. Community first. And free. And will stay that way. Forever.

Strapi is hiring for the following roles:


Here are our greatest diversity actions:

  • 🔍 We work with Girls in Code, 50inTech, The Mom Project, Manara, and The Allyance and have stopped working with non-inclusive recruitment companies. We make sure to reach out to people from under-represented groups on LinkedIn when we source. We collaborate with women-oriented Slack communities (Ladies of code, Women in tech and Women who code) to diversify our sourcing channels.
  • 📝 In the frame of our D&I culture, every Strapier benefits from unconscious bias training.
  • 👶 Parents at Strapi take 16 weeks of 100% paid parental leave, regardless of their gender, place of birth, seniority at Strapi, and type of affiliation with their child. Of course we’ll always align to local legislations if they are more advantageous, but those 16 weeks are the minimum for any Strapi parents.
  • 🍼 Strapi partners with Aparentière, a parenting coaching company to guide, coach or just answer questions from parents… and parents to be.
  • 💸 We have an inclusive and fair remuneration policy that doesn’t leave room for negotiation (but explanations): remuneration is based on a level/grid system meaning that we value the performance and not the negotiating skills.
  • Flexible Hours: Strapi encourages Strapiers to adapt their working hours to their personal life (and not the opposite).
  • 🌏 Work from anywhere: we're a remote-first company, so we can work wherever our country of residence is. And WiFi.
  • 🌿 Our culture revolves around supporting the mental health of Strapiers. Among the different actions put in place, we partner with Strapiers have access to unlimited one-on-one sessions with certified coaches, psychologists, and therapists.
  • 🤚🏾 Our recruitment process stakeholders follow common principles: the use of inclusive language and inclusive practices in order to adapt to our candidates' specific needs.
  • 🗣 Strapi's main communication tool is Slack. There, a channel is dedicated to discussing D&I. Strapiers are encouraged to share and express their ideas about how to keep building a more inclusive workspace.
  • ⌨️ Ally bot is a slack bot implemented at Strapi to encourage people to use inclusive language. The bot offers an alternative wording suggestion when non-inclusive language is used (via a private message)
  • 📄 Open questions raised to encourage people to speak up and share their needs and suggestions from an D&I perspective within Strapi (Lattice surveys, 1:1, meetings or even anonymously).

Here are our diversity and inclusion ambitions for the next year:

  • ✏️ To focus on education first, Strapi is going to organize three pieces of training with The Allyance.
  • 🤱🏻 New parenting policy to be designed
  • 🔍 Partnering with new women-oriented job boards
  • 📈 Objective to raise the percentage of women in the company, especially in tech and managerial roles.
  • 📣 We launched a survey at the beginning of 2022 to assess Strapiers' needs and suggestions related to DEI in order to review and adapt our HR policies and processes.

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