Women in leadership
Nationalities on our team
Countries, one culture
Experts, zero hierarchy
Our Commitment
Built in, not bolted on.
Most companies treat diversity as a compliance function. We treat it as an engineering problem: what structures, defaults, and processes need to change so that the best people — regardless of background — can do their best work here?
For 20 years we have built software for hospitals in Singapore, banks in London, and supply chains across Southeast Asia. The only way to understand what those clients need is to have people on our teams who understand those contexts from the inside. Homogeneous teams build for homogeneous users. We do not have that luxury — and we do not want it.
How We Do It
Four pillars. Measured annually. Published internally.
Inclusive Hiring
We remove degree gatekeeping and structured-interview bias from our hiring process. Every role is evaluated on a skills assessment — not a CV. We publish salary bands for all open positions and use blind screening before the first interview.
Global Representation
Our teams span India, Malaysia, Singapore, London, and Dubai. We actively recruit across geographies and time zones, and we design collaboration processes that work for distributed, cross-cultural teams — not just those in HQ time zones.
Equitable Growth
Career ladders at VFACE are public and promotion criteria are written down. No informal sponsorship networks, no managers deciding "who is ready." Twice-yearly calibration sessions review promotion lists for demographic patterns and correct for bias.
Belonging at Work
Psychological safety is not an HR buzzword here — it is an engineering requirement. We run anonymous quarterly pulse surveys, address findings publicly, and track participation rates across demographic groups to catch exclusion early.
Global Teams
22 nationalities. One delivery standard.
Our delivery teams in Tiruchirappalli, Kuala Lumpur, Singapore, London, and Dubai are not regional silos — they are a single global engineering workforce. Engineers in Tamil Nadu pair with consultants in Canary Wharf on the same engagement. Code review happens across time zones, not just within them.
We have learned that the cross-cultural friction in those collaborations — the moment when two engineers with different assumptions have to negotiate a shared solution — is where the best architectural decisions get made. We protect that friction. It is a feature, not a bug.
Programmes & Initiatives
Commitments backed by budget and owners.
Returnship Programme
A 6-month paid path back into engineering for professionals returning after a career break of two years or more.
Women in Tech Mentoring
Every early-career woman engineer is paired with a senior leader for twelve months of structured mentoring.
Campus Access Fellowship
Scholarships and paid internships for students from first-generation and tier-3 college backgrounds.
Parental Support
Twenty-six weeks of parental leave for every parent, plus phased return and flexible hours for the first year.
Employee Resource Groups
Employee-led groups for women, LGBTQ+ colleagues, neurodiverse employees and early-career talent, each with a budget.
Inclusive Leadership Labs
Quarterly workshops for every manager on bias, feedback and building teams where quieter voices are heard.
Employee Voices
In their words.
“I returned after four years away and had a mentor, a project and a laptop on day one. I was shipping to production within six weeks.”
Anitha R.
Senior Backend Engineer, Tiruchirappalli
“My team spans five time zones, and nobody treats that as a problem to manage. It is simply how we build better systems.”
Daniel Tan
Solutions Architect, Singapore
“The accessibility adjustments I asked for were in place before my first week ended. Nobody made me justify them.”
Priya Venkat
QA Lead, Kuala Lumpur
Inclusive Hiring Process
Five steps designed to be fair.
Every candidate moves through the same process, scored against the same criteria, whatever their background.
Skills-first job design
Every role lists the outcomes it needs, not years of experience or named universities.
Structured screening
Applications are reviewed against a fixed scorecard with names and photographs hidden.
Practical assessment
A paid, time-boxed exercise that mirrors real work, with the option of a take-home format.
Diverse panels
Every final interview has at least two interviewers from different teams and backgrounds.
Calibrated offers
Pay bands are fixed by level, and offers are audited for gaps every quarter.
Accessibility & Wellbeing
Work that works for every body and mind.
Adjustments are agreed in confidence and in place before day one. Our offices are step-free, our tools support assistive technology, and wellbeing support is open to everyone.
- Ergonomic equipment, assistive software and flexible hours on request
- Confidential counselling for every employee and their family
- Quiet rooms and neurodiversity-aware meeting norms
- Mental health days and wellbeing allowance each year
Build with us.
We are actively recruiting across all six offices. Explore open roles or read about the VFACE way of working.
Questions answered
Frequently asked questions
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