[jordigh]

If it's any consolation about how we underrepresented but unqualified idiots are getting hired everywhere, I've interviewed with Mozilla a couple of times now, selecting the "yep, I'm Mexican" tickbox, and this hasn't gotten me any more hired there either of the times I've interviewed.

I must be really awful if I can't get hired as a Mexican, eh?

[manfredo]

This misrepresentating my company's approach. We don't hire underqualified applicants if they're diverse. Rather we deliberately make it harder for white and Asian men to get to the on-site.

[llama052]

So the company is openly discriminating then?

[manfredo]

Openly... I'm not so sure. In our all hands meeting our head of HR consistently denies that diverse candidates are treated differently. When the Damore memo was sent out one of our senior VPs of engineering explicitly denied preference for diverse candidates.

But we do have tools for recruiters to cross reference applicant names with the US census bureau's data to infer race and gender. We give recruiter bigger bonuses for diverse hires and we set specific % targets for them in their OKRs (basically quarterly goals. They don't get fired if they go under this, so I hesitate to call it a quota). That, and the aforementioned practices surrounding interviews and non traditional backgrounds.

Looking deeper at the documentation, I think the company maintains plausible deniability by giving recruiters discretionary authority over things like number of phone interviews and initial resume review coupled with hiring targets well above the industry average (current target for women is 33%). So the company does openly discriminate, but it gives recruiters the tools and discretion to discriminate as well as goals that essentially require discrimination to achieve - after that it's "see no evil, hear no evil, speak no evil".

My previous statements about non traditional backgrounds and 2nd phone interviews came from recruiters themselves. I can also confirm that, absent a referral, I've done 2nd phone screens for diverse candidates and have never interviewed a non-diverse candidate from a non-traditional background.

[danielscrubs]

It's like we have given HR an a goal, namely diversity, that's easier to measure and doesn't require the technical knowledge of measuring skill, I can see how that gets very popular, very fast.