We provide training that informs our employees how their biases can impact decision making, and by doing so we can minimize the impact those biases have on interviewing candidates of all backgrounds.
We’ve set clear scorecards on all of our open roles that interviewers must use to evaluate candidates, aligning everyone’s assessment to specific metrics that hiring managers are seeking. The scorecards are there to guide interviewers and steer away from an individual’s own preferences.
Along with clear role scorecards, all our roles have standardized interview questions to minimize any individual preferences interfering with the questions asked.
We understand that an in-person interview is not always the best indicator of a candidate’s full strengths so we also include a written exercise as part of the interview process to fully gauge a candidate’s qualities. This ensures that candidates are able to showcase multiple strengths while also gaining insight into the type of tasks they’ll encounter in the role, individually or through teamwork.
Diverse pool of candidates
Lastly, we partner with recruitment sites such as Tech Jobs For Good, Black Tech Pipeline, BuiltIn, and VentureFizz to improve our sourcing and increase the diversity of our pipelines, ensuring that we meet our goal of attracting a diverse pool of candidates for every role hired.