[zmillman]

Male engineer at Lever here, and I can confirm that we don't make hiring decisions based on gender or gender presentation. It's not only highly illegal, but totally not the point of tracking diversity metrics.

The ultimate goal here is not to build a company with perfect representation of the general population, but to build a company which honestly evaluates and rewards the contributions of all its employees (because we believe that those kinds of companies do build better products, businesses, etc.) and you can't do that unless you're inclusive and consistently fair with everyone in the company.

A number like 50-50 gender balance doesn't mean that we've finished building that company (and no company is ever finished). However, an imbalance of gender or any demographic such as age, race, prior work experience (such as government, enterprise, startup), academic background, parental status, etc. at a company usually indicates that there's a blindspot or bug in a company's hiring or culture and it deserves a closer look.

[muninn_]

>However, an imbalance of gender or any demographic such as age, race, prior work experience (such as government, enterprise, startup), academic background, parental status, etc. at a company usually indicates that there's a blindspot or bug in a company's hiring or culture and it deserves a closer look.

Why? How are you making this determination? Should your demographics reflect the US population? State population? Hell, why not world population? Why are any of these inherently better or worse than any other?