Inclusive hiring that actually means it since 2025
We match people with jobs where they can be themselves on day one — baristas, engineers, designers, tattoo artists, and plenty of people who are several of those at once. And we screen the employer before we ever send you their way.
Why we're built like this
You learn the script. Flatten the stim, dodge the pronoun question, take the septum ring out for the interview, keep your weekend to yourself. Then you get the job and spend the next year keeping it up.
That is exhausting, and it is why people leave roles that looked completely fine on paper. The fix was never a better-behaved candidate. It is a better-matched employer — so we ask them the awkward questions first, and we only pass on places we would send a friend.
If a workplace needs you to shrink to fit it, that's theirs to fix. Not yours.
What we actually do
Every line below is something we do on every single role, not a values page. Hold us to all of it — and if we drop one, tell us at melo@nextgenhiringgroup.com.
We ask once, write them down, and use them with every employer. If someone gets it wrong, we correct them — that isn't your job.
Your name goes on everything we send. A legal name only appears where payroll genuinely requires it, and we tell you exactly when that is.
Questions in advance as standard. Pick written, async video, or a call with cameras off. No surprise exercises, no whiteboard ambush.
Open plan or quiet corner, lighting, noise, dress code, whether headphones are fine. We find out before you commit, not after.
We ask them about trans-inclusive healthcare, parental leave for every shape of family, and space for prayer or observance — before we put you forward.
No "competitive salary". A real range, every time, before the first conversation happens.
Anything longer than an hour is paid at the role's own rate. If an employer won't, we don't list them.
Need something to do your best work? Tell us and we'll arrange it. We never ask for a diagnosis, a letter, or an explanation.
A record, a gap, a total career change — weighed against the actual job, in line with EEOC guidance. Never used as a silent filter.
Kinds of work
Full-time, part-time, freelance and shift work. Remote, hybrid and very much in-person. Every title below is a role we actually fill.
Independent cafés, roasteries and kitchens who treat the floor team like the reason it works.
Remote-first and hybrid teams. Career changers and self-taught people very welcome here.
In-house teams and small studios. Portfolio over pedigree, every time.
Studios hiring residents, guests and apprentices — including the ones building genuinely safe shops.
Bookshops, record stores, plant shops, vintage and resale. The places people actually want to work.
Desk roles you can do from anywhere, at companies that mean it when they say flexible.
If you're looking
If you're hiring
How it goes
Tell us what you're after and what you need to do your best work. Ten minutes. You don't need a polished CV to start.
You only hear about roles where we've already checked the employer, the pay, and how the team actually runs day to day.
Full picture before you interview: the range, the hours, the space, who you'd report to, and what a bad week looks like there.
We check in at week one, month one and month three. If it isn't right, we go back to looking — no awkwardness.
Ways to work with us
Full-time or part-time, on the employer's payroll. They pay our fee on your start date — you pay nothing.
Project work, especially across design, development and studio roles. We agree the rate and the end date in writing.
Cafés, shops and events. Weekly pay by direct deposit, and we're straight about how long it runs.
A short paid period with a clear end date, so you can both find out before anyone commits.
Hospitality into tech, agency into in-house, or back the other way. Transferable skills are the whole point.
In their words
They put my pronouns in the intro email before I even had to bring it up. First time I have started a job without that little knot in my stomach on day one.
I got the questions two days early and did the whole thing written instead of on a call. I have been interviewing for eleven years and that is the first time anyone let me actually show what I can do.
They asked us harder questions than we asked them. Genuinely uncomfortable, genuinely useful — we rewrote our leave policy because of it and our last three hires are all still here.
Questions
Yes. Not a fee, not a deposit, not a charge for a CV rewrite or "premium" listings. Employers pay us when someone starts. If anyone claiming to be NextGen asks you for money, it isn't us — email melo@nextgenhiringgroup.com and we'll deal with it.
The employer pays a fee when a placement starts — a percentage of first-year pay for permanent roles, or a margin on the hourly rate for temp and contract work. That is the entire business. We are never paid by you, and we are never paid more for placing you somewhere worse.
Your pronouns and chosen name go out with every introduction, so you are never the one raising it cold. We ask employers about trans-inclusive healthcare and their record on it before we put anyone forward, and we tell you what they said. You decide how much you share and when — we never disclose anything about you without asking first.
You get the questions in advance as standard, not as a favour. You can choose written answers, async video, or a call with cameras off. We send you the sensory details of the workplace — lighting, noise, open plan or not, dress code, headphones — before you decide. And no employer of ours runs surprise exercises.
A lot of them — cafés, studios, bookshops and two-person design teams. We scale the fee to the size of the business, because a four-person shop and a Series B company are not the same thing and pretending otherwise just prices out the good ones.
Start anyway. A message telling us what you have done and what you want next is plenty. If a role needs a CV we will help you put one together, free, and you keep it whether or not you take the job.
Tell us and we start looking again — no guilt, no awkwardness, and you are never on any kind of list for it. On the employer side, permanent placements carry a 90-day replacement. We would rather move someone early than watch a placement quietly go wrong.
Say hi
Looking or hiring, a real person reads this and answers it. No CV needed to start, and nothing here is a commitment.
¿Prefieres español? Escríbenos y te respondemos en español.
Or just email us melo@nextgenhiringgroup.com
