Building a diverse engineering team
summary
Company claims engineering grows from 5 to 21 by October and gender representation rises from 11% to over 32% after setting a 50% target. Hiring changes include standardized rubrics, interviews that reflect the job, making the company remote-first, and adding an onboarding buddy system. Talent creates a searchable database of female names and dedicates sourcing to underrepresented groups. Outcome: more hires, better candidate experience, and measurable improvement in gender balance without lowering technical bars.
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chapters (10)
- 0:00Diversity in engineering
- 3:34Why diverse teams matter
- 6:46Leadership and bias reduction
- 11:25Inclusive interview process
- 13:53Onboarding new hires
- 17:04Initial struggles and goals
- 20:18Sourcing underrepresented talent
- 25:17Results and learnings
- 27:47Beyond gender diversity
- 29:10Q&A on neurodiversity
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