From Inconsistent Hiring to Inclusive, Scalable Talent Systems
+ Client: Sonos (Publicly Traded - Nasdaq: SONO)
+ Stakeholders: People Programs, Workforce & Development Teams, Hiring Managers
+ Critical Juncture: Transforming inconsistent, bias-prone hiring practices into a structured, inclusive, company-wide interview system
Return on Investment:
An organization-wide transformation of hiring practices, enabling consistent, structured, and inclusive interviewing across the enterprise.
How a Global Technology Leader Built a Foundation for Inclusive Hiring at Scale
In 2020, Sonos identified a gap between its commitment to inclusion and its hiring systems. While leadership was aligned on the goal, hiring practices varied across teams, lacked structure, and provided limited safeguards against bias.
Mathison partnered with Sonos to redesign interviewing end-to-end—introducing structured, values-based frameworks and templates grounded in Sonos’s core values, while preserving flexibility for different roles. Company-wide interviewer training equipped teams with shared language and tools to identify bias and engage candidates more intentionally.
The result was a scalable, inclusive hiring system that improved consistency, strengthened candidate experience, and established a foundation for long-term workforce transformation.
Impact at a Glance
+ 230+ Team Members Engaged across People, Workforce, and Development functions
+ 780+ Funnel Candidates Sourced expanding access to diverse talent pools
+ Organization-Wide Adoption of structured, values-based interview practices
+ Improved Interview Consistency & Confidence across hiring teams
+ Stronger Alignment Between Hiring Practices and Company Values
