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a few reflections on diversity & hiring
Hope the year is off to a good start! Certainly many things to look forward to: a new year, a new president, new COVID vaccines 💉, and new open roles…
As we kick off the year, we wanted to take a minute to talk about diversity in hiring. Last July we made a commitment to increase diversity in our own hiring practices and have conversations with our partners about diversity and inclusion in their own companies.
We’ve been recruiting for four years, and in the last six months we’ve noticed a real change: more companies than ever have been coming to us wanting to increase the diversity of their teams. Then they’ve been asking HOW. 👏
We certainly don’t claim to be experts, but here are a few actions we’re taking and seeing from our partners:
Providing an even number of male and female candidates in the top of funnel
Tracking high-level, anonymized demographic information about candidates to track diversity
Ensuring diverse candidates have been interviewed before any final offer is made
Expanding the criteria when searching for candidates to create a more diverse candidate pool, such as focusing on graduates from HBCUs
It’s been great to see that this conversation has become more top-of-mind, but there’s still a very very long way to go.
❤️ Phil and the Golden Gate team
To hold ourselves accountable, we wanted to share a few numbers comparing the first 25 placements we made as a company and the last 25 placements we made.
We’ll be sharing these numbers on an annual basis to hold ourselves accountable.
The numbers are nowhere near where we want them to be, so we will continue to improve and be transparent about our work.
Here are a handful of the roles we’re working on, but we’ve got even more to check out on our Openings page.
Verkada [Smart Security]: Sales Operations
New York City
GlossGenius [SMB SaaS]: BizOps
Hedley & Bennett [D2C Consumer Products]: Operations Manager
Smile Identity [FinTech/KYC Tech]: Chief of Staff