I manage a team of about 50. I’ve been in management for about the past decade. Prior to that, I was a technical lead heavily involved in hiring. I’ve also run multiple intern programs that hire by the dozen each summer. I’ve hired hundreds and been in thousands of interviews.
Ive never once seen someone hired because of the color of their skin.
I do however aggressively look for people from different backgrounds to be in my candidate pools when hiring. That can really mean anything. Mono culture is a huge detriment to the org because then everyone ends up thinking the same way. I look for people willing to challenge the status quo and bring unique perspectives while still being a great teammate.
There are probably people I’ve hired who normally wouldn’t have gotten an interview based on their background but then were the best candidate. When I’ve had candidates that are equal, I’ve occasionally hired the one who is most dissimilar in skills/thought process/goals to my current team because that helps us grow. The decision was never someone’s skin color, but their background certainly could have influenced the items I chose as my hiring decisions.
DEI is not just hiring. DEI is creating a culture where people of different backgrounds can succeed. There are so many different ways to be successful at the vast majority of the roles I hire. It’s my job to make sure my org is setup so that people can be successful through as many approaches as possible. This is the part I see most often missed. If your culture only allows the loud, brash to lead, I would have missed many of my best hires over the years who led in varied ways.
I manage a team of about 50. I’ve been in management for about the past decade. Prior to that, I was a technical lead heavily involved in hiring. I’ve also run multiple intern programs that hire by the dozen each summer. I’ve hired hundreds and been in thousands of interviews.
Ive never once seen someone hired because of the color of their skin.
I do however aggressively look for people from different backgrounds to be in my candidate pools when hiring. That can really mean anything. Mono culture is a huge detriment to the org because then everyone ends up thinking the same way. I look for people willing to challenge the status quo and bring unique perspectives while still being a great teammate.
There are probably people I’ve hired who normally wouldn’t have gotten an interview based on their background but then were the best candidate. When I’ve had candidates that are equal, I’ve occasionally hired the one who is most dissimilar in skills/thought process/goals to my current team because that helps us grow. The decision was never someone’s skin color, but their background certainly could have influenced the items I chose as my hiring decisions.
DEI is not just hiring. DEI is creating a culture where people of different backgrounds can succeed. There are so many different ways to be successful at the vast majority of the roles I hire. It’s my job to make sure my org is setup so that people can be successful through as many approaches as possible. This is the part I see most often missed. If your culture only allows the loud, brash to lead, I would have missed many of my best hires over the years who led in varied ways.