DEV Community: Veni Kunche

70 Underestimated Folks in Tech You Should Hire

Veni Kunche — Mon, 29 Jun 2020 00:00:00 +0000

"You should hire based on qualifications, not on race or gender."

This is the most common thing I hear whenever I amplify underrepresented folks in tech. Please know that this is your bias speaking. You are making an assumption that these folks are not qualified.

Underrepresented people in tech are not underqualified. We are underestimated. We are overlooked.

In this article on social networks, PRRI's American Values Survey shows that

the social networks of whites are a remarkable 93 percent white.

White American social networks are only one percent Black, one percent Hispanic, one percent Asian or Pacific Islander, one percent mixed race, and one percent other race.

In fact, fully three-quarters (75 percent) of whites have entirely white social networks without any minority presence.

Read that again and think about it for a minute.

In the US, 75 percent of white folks have entirely white social networks without any minority presence.

The most common advice given to job hunters is to build their network. If the majority (white folks in the context of the US) has the hiring power, but they stick to circles that look like them, how is the minoritised group supposed to enter these networks and find a job?

I run Diversify Tech, a newsletter and job board that connects underrepresented folks in tech to opportunities. My goal is to break these barriers. I'm giving you the opportunity to go beyond your own typical network and get to know these amazing folks. I regularly highlight our members in our talent directory and in our Business & Ally newsletter.

In this blog post, I'll be highlighting some of our members from Diversify Tech. These talented and skilled folks are looking for new roles. I grouped them based on the roles that they are seeking:

DevOps
DevRel
Salesforce
Security
Management
Technical Writing
Product
Learning
Mobile
QA
Data
Design
Engineering

DevOps

Edwin Ortega

📍 Indiana, Remote | @ortegaDevOps | LinkedIn

IT professional with almost 20 years of experience, the majority of my experience has been concentrated on software development and DevOps implementation, seeking to pivot into a client facing/pre-sales opportunity.

DevRel

Nikema Prophet

📍 Remote only | Website | @dev_nikema | LinkedIn

I am a software engineer who is most excited about work that combines community building and software development. I am language-agnostic but have the most experience with full-stack JavaScript and front-end web development. Companies who work to democratize tech and software engineering get bonus points from me.

Salesforce

Kimberly Barnes

📍 San Francisco, CA, Berkeley, CA, or Remote | Website | @Kim_Barnes | LinkedIn

Hello! I am a Salesforce expert based in the San Francisco Bay Area. I currently maintain a Salesforce Administrator certification (since 2017) but also hold an Asana, Project Management and SQL certificates. My previous role was as a Salesforce Administrator at a medical device company (which was affected by the recent pandemic). I graduated with my B.Sc. in Computer Information Technology from Purdue University where I specialized in Information Systems.

Security

Samy Samandu

📍 No location preference | @chic_cocobelle | LinkedIn

I am motivated, creative, adaptable individual. I enjoy solving problems, I enjoy researching and reading. I am looking to become a cybersecurity analyst.

Management

Jasraj Singh Sangha

📍 San Francisco, Remote | @JasrajSSangha | LinkedIn

Experienced working with seed and pre-seed funded startups. Currently volunteering on COVID-19 related projects. Alumni: UC Berkeley ‘15, Peace Corps ‘18

Jules Santiago

📍 Remote, San Francisco, New York | LinkedIn

Hello I'm Jules, I have worked in AI/tech for almost a year now with experience in Quality Operations and Project Coordination.

Aine Ekoh

📍 No location preference | Website | @AineE92580029 | LinkedIn

I am a Scrum master and former front-end developer. I specialize in Agile and Scrum Leadership. As a Scrum Master (CSM), I am motivated to better the lives of customers throughout the use of technology innovation and Agile methodologies. With a background in creating applications using React, Angular, HTML5, and CSS. I am able to properly facilitate agile scrum.

Technical Writing

Jody Zolli

📍 Greater Boston Area | Website | LinkedIn

I'm a tenacious, versatile, detail-driven professional with expertise in user assistance, technology, and procedural and conceptual writing, uniquely suited to building information and processes that balance functional complexity with ease of use. As a resourceful team leader I use a collaborative, trust-based approach to partnering with teams across the organization supporting the needs of the business and the end user. I'm a life-long learner, an innovative problem solver, an exceptional project manager, and a tireless user advocate.

Product

Diego Mas González

📍 Boston, New York, Remote | Website | @dmasgonzalez | LinkedIn

I'm an aspiring Product Manager with a history of success as a UX Designer and Researcher. Shifting into the tech space from a career as a marketer, I preach and practice the importance of gathering customer feedback -- not only to improve client products on behalf of customers and their experience -- but to solve for business needs through measurable KPIs. I have worked for educational institutions, design agencies, startups and large corporations.

Jessy Escobedo

📍 willing to relocate + remote | Website | @eskimoburrito | LinkedIn

UX/Product designer with experience designing for web, mobile, SaaS, and AR/VR experiences. I'm passionate about leveraging technology to re-imagine systems, co-designing with diverse communities, and anticipating long-term implications. I've worked with organizations committed to imaginging better systems like IDEO CoLab, Acumen, Autodesk, Sidewalk Labs (an Alphabet company), Mayor Eric Garcetti's innovation team, and YC '15 startup Akido Labs.

Bianca Salomon

📍 Remote, FL, CA, NY, CO | Website | @Biancasalomon_ | LinkedIn

Hi! I'm Bianca, a Product Designer, with a background in Front-end Development and Fashion Design. In the past 2 years, I've worked as a Web Developer at marketing agencies, as well as volunteered my Web Design skills to my community. Currently, I’ve been devoting my time to volunteer work for my church, as well as helping save small businesses in America amidst COVID-19.

Kate Gallagher

📍 Denver/Boulder, Remote, International for right opportunity | LinkedIn

I love leveraging technology to have a real impact on real-world lives. Right now, I'm helping set up a standardized protocol for interoperability between privacy-focused contact tracing apps, in the hope that we're all soon back in our communities. I'm a user-focused product professional with a solid background in design and research. But, like many product managers, I expand to fill my role. So I'm also an efficiency nerd, a social coordinator, and an advocate for coworkers' professional development.

Abel Quintero

📍 Portland, OR or Remote | Website | @abelq16 | LinkedIn

I'm a creative technologist with experience in product design, fullstack development, and product strategy. My strengths are in UX/UI design and frontend development.

Brittany Canty

📍 Remote | LinkedIn

I'm a patented Product Management Leader who has an extensive history building innovative products and building amazing teams.

Learning

Asmara Mazur

📍 Remote, San Francisco/ Bay Area | Website | LinkedIn

Experienced trainer in the tech and hospitality field with proven success in career development, project management, curriculum development, and technical writing. Looking to leverage my knowledge of adult learning to advise and advance a scaling team.

Mobile

Lazaro Ambrosio

📍 New York City, Albany, Remote, Open to relocating. | Website | @lazaro_ambrosio | LinkedIn

Lazaro Ambrosio is an iOS developer based in Bronx, NY who enjoys building and designing apps. Lazaro work, as an iOS developer, includes: - Reviewing client requirements, wireframes, and designs for accessibility. - Developing applications starting from Requirements, Design, Testing, Building, and Deployment. Lazaro is passionate about iOS development, Swift, Swift UI, UX|UI design, and innovation. Lazaro is always looking to connect with other passionate people.

QA

Miles Eckles

📍 Remote, Atlanta, Dallas, DC, Denver, Houston, Las Vegas, New York | LinkedIn

Hi! I'm a Software QA professional with a background in Computer Science (B.A.), and Management Information Systems (M.S.). I have 5 years of experience in QA, mostly with manual testing, and 1 year of automated testing. I have had the opportunity to work in healthcare, consumer/retail goods, and education, and would like to leverage my experience in a full-time QA role. My Tech Stack: TestRail, JIRA, Selenium, Microsoft Test Manager (MTM), Axosoft, Java, SQL, HTML, CSS.

Data

Britt Allen

📍 Oakland - Bay Area, Remote | Website | LinkedIn

I thrive on outcomes and in roles where I can affect real-world, positive change with data and teach others how to make better use of it. I aim to build on my full stack data background specifically in analytics or data science because I find it allows me to lean on my analysis and communication skills while working cross-functionally to provide solutions. I get fulfillment from raising the collective knowledge and ability of those around me. My superpowers are that I am candid and vulnerable; an effective writer, speaker, listener, and empathizer; and I learn and adapt quickly.

Reena Turak

📍 CA,Remote | Website | LinkedIn

Senior Data Engineer with 5+ years in data and 10+ years in Software Engineering teams. Experienced with ML, exploratory data analysis and real-time pipelines. Passionate about data-driven decision making.

Marco Sandoval

📍 CA, Remote, West coast | Website | @CROOOME | LinkedIn

I am a Computer Science masters student researching Chaos Theory. I’ve worked at Intel and Boeing as a Software Engineer with a focus on data. Some projects include: scaling out a PoC, developing a drone fleet management system(full stack). Check my website for more info. Thank you and StaySafe

Julie Chen

📍 New York City | Website | LinkedIn

I enjoy using data to understand user behavior and to help inform decisions that impact how customers engage with products or businesses. I have experience developing data driven insights and championing them into action at a B2B2C startup, where I analyzed user behavior to optimize the customer journey and suggest product improvements. This includes defining KPIs, developing dashboards and analyzing product performance to address business questions. I am looking for analytical opportunities in areas such as product analytics and customer analytics. Skills/tools: Numeracy (SQL), Jupyter Notebook (Python), Google Data Studio, Tableau, Looker, Confluence, Jira

Ismael Melendez

📍 No location preference | Website | LinkedIn

I have over 3 years of experience in digital organizing and field experience in non-profit advocacy as a student organizer. As a student leader developed skills in community outreach, public speaking, and event organizing. Through my college career developed Python Django application with API functionality. After have developed more web application using Jamstack or MERN.

Kwasi Arhin

📍 Remote, NY, LA, SF, DC | Website | @kwasi_arhin_ | LinkedIn

I am a Data Scientist/ML Engineer with a love of learning and applying new techniques & technologies. In my 4+ years of experience in the Data industry, I have deployed various different ML models. Currently, I have been working on a project to help black-owned food & beverage companies in the D.M.V. area. You can check it out at www.sankofaeats.com.

Mahzad Khoshlessan

📍 Remote | Website | @mkhoshle | LinkedIn

I am an ML Engineer/AI Engineer interested in applied machine learning and AI. I have +5 years of experience in Python programming, parallel computing and scaling programming models and +3 years of experience leading complex, data-driven research projects to completion. I love working on projects designed to solve real-world problems using AI technology. I have strong leadership skills and am passionate about creating successful data-driven models in production.

Design

Kenny Nieh

📍 San Francisco Bay Area or Remote | Website | LinkedIn

End-to-end design generalist, inclusive systems thinker, people person. From qualitative research to interaction & visual design—I work through the whole gamut of product design to create experiences that fit into people’s lives.

Jessica 'Jai' Thurman

📍 Remote, Atlanta, GA, New York, NY | Website | @iamJaiAmanda | LinkedIn

I am a UX Researcher that is passionate about creating human-centered empathetic digital products. I have two degrees in Psychology and Communications and I am a International Psychology MSc graduate student. I enjoy the process of research because it allows me to better understand the user, company, and how to implement the product design.

Nechari Riley

📍 New York, Remote | Website | @necharism | LinkedIn

Results driven mixed-methods researcher looking to use proven quantitative and qualitative analysis skills to provide user experience research insights that inform human-centered products.

Joshua Quach

📍 Remote, Southern California | Website | LinkedIn

Hi there! I'm a UX researcher and designer with an eclectic background in global public health, client services, and end-user training. I graduated from NYU in 2018 and have since had the opportunity to work in government, nonprofit, and remote startup roles.

Amanda Palomino

📍 NYC or Remote | Website | LinkedIn

I am a UX designed based in NYC. I have a background in graphic design and a passion for solving problems backed up research and user testing. I transitioned from graphic design to UX design because I find designing experiences for users is so much more impactful than just visuals. I am looking for a full time UX design role.

Irena Martinez

📍 Austin, TX | Website | LinkedIn

Hi! My name is Irena. I am currently a UX Designer at Samsung. With a professional background in User Experience, Computer Science, and Non-Profits, I bring a unique perspective to any situation. I am interested in working with a diverse, human-centric, innovative team with a focus on data and broader impact. As a fast learner and hard worker, I am up for any challenge.

Willy Abeel

📍 New York or Remote | Website | @TheWillyboo | LinkedIn

Game Design, UX Design, or anything to do with User Behavior. I specialize in both pointing out where a user will get the most frustrated and providing solutions to alleviate those issues.

Mira Pari

📍 Remote | Website | LinkedIn

I'm a UX Content Strategist who works in both the creative and devops world. I develop content strategies to encourage user engagement with digital products, and I collaborate with developers and designers on digital product functions, features, and consistency of messaging.

Engineering

Alicia Barrett

📍 Remote | Website | @OptimistAlicia | LinkedIn

In my current role I build new API endpoints (Ruby On Rails) for the implementation of new features. I fix bugs and refactor code in both backend (Ruby On Rails) and frontend (React) codebases. I collaborate with team on code reviews. I also help write and maintain documentation for the engineering team.

Liliana Guerrero

📍 Remote/ Bay Area, CA | Website | LinkedIn

In my previous role as a mechanical engineer, I enjoyed using STEAM to make sense of complex concepts. This led me to complete a SWE bootcamp covering Python, React, and other technologies. As an entry-level software engineer, I'm looking for opportunities to work for forward-thinking companies.

AB Scherschel

📍 Remote | Website | LinkedIn

I am seeking a stimulating and creative remote career. I am innovative and looking forward to being a member of a bright, fast-paced team, which leads the industry in a socially and ecologically aware manner. Main Interests: climate change, local food security, & education. Thank you for your time!

Kode Williams

📍 Remote / No Location Preference | Website | @kodewill | LinkedIn

Kode Williams graduated with a BS. Systems and Computer Science from Howard University in 2020. He is industry proficient in HTML, CSS, JavaScript, React, Stencil, C++ and Node.js.

Sundi Myint

📍 Washington, DC or Remote | @sundikhin | LinkedIn

Hello! I’m Sundi. I am a Full Stack Engineer, an emoji enthusiast, a big foodie nerd, and a cat mom. I have a strong affinity for working on backend specific technical design, but my origins start in solid frontend development and UX design. For the last year or so, I’ve been an Elixir and Phoenix engineer, and I’m a huge fan of working with it. It’s by far the coolest language I’ve come across so far. Before that, I was developing primarily in the JavaScript / React / NodeJS world.

Sophia Li

📍 San Francisco or remote | Website | @sophia_wyl | LinkedIn

I’m a full stack developer, with a focus on frontend. I write code with JavaScript, HTML/CSS, React, and Node.js. I’m good at solving problems collaboratively, asking the right questions to understand the "why", and continuously seeking feedback on ways to improve.

Aditi Green

📍 Remote | Website | @AditiDevelops | LinkedIn

I’m a full-stack software developer driven to produce quality products that delight customers, dedicated to supporting my community by running a 400+ member meetup for women of color in technology. I thrive on making a difference by bringing talented people together to learn and grow.

Sabahat Iqbal

📍 DC or remote | Website

Leveraging my subject matter expertise in international development, I build compelling and engaging data visualizations using open government data. My preferred tech stack is: HTML, CSS, JS, d3.js, React. I also have a working knowledge of Python.

Joel Duran

📍 NYC, Remote | Website | @joeldabr | LinkedIn

In 2018, I finished my Bachelor’s in Computer Science at SUNY Albany. I’ve been working at IBM in multiple roles since 2014 thanks in part to the P-TECH program IBM sponsors. Through that connection after college in 2019, I landed at IBM as a Technology Consultant. I’m mainly working with Python (Django, Data Analytics), JavaScript (ES6, React), & SQL (Postgres) nowadays. I’m looking to hone my technical skills deeply as I am striving to continue learning about Software Engineering (Frontend/Backend), Product Management, Data Science, Sports Analytics, etc.

Ashni Shah

📍 Remote, DC, Boston, Austin, Chicago, New York, San Diego, Houston | Website | LinkedIn

I am a software engineer, passionate about working on meaningful projects and empowering people through technology. I recently graduated from Boston University, majoring in Computer Science with a minor in Business Administration & Management. I am an effective communicator with an excellent ability to explain technical concepts to developers and stakeholders. My tech stack includes: Python, Java, Go, JavaScript, SQL, Angular, Node, Express, Flask, HTML, CSS, AWS.

Kevin Frazier

📍 LA, SD, SF, WA, Remote | Website | LinkedIn

B.S. in Compter Science. A strong passion to grow into leading development teams and influencing a strong collaborative culture. Delivers impactful solutions for user-centric products and internal teams by applying extensive full stack knowledge. Stack experience includes: Javascript (React, Angular, React Native) , Python (Django, Flask), Java (Android), Node (Express), SQL (PostgreSQL) , noSQL (MongoDB, Redis) , Cloud Tools (AWS, GCP).

Mildred Rodriguez

📍 New York City | Website | @millycodes | LinkedIn

Hola! I'm Milly, a software engineer with experience in Ruby, Rails, JavaScript, React, Postgres and I really love CSS. I hold a bachelor's degree in Sociology and attended a bootcamp to pivot into a tech career. My strength is the frontend but I strive to be fullstack and I’m always interested in learning frameworks and languages. I have 2 years of professional experience and I am looking for a role with more responsibility and growth. I am interested in working with a company that is trying to solve real world problems with a clear purpose that cares for its employees. I am enthusiastic about solving problems and enjoy the challenge of creating clean, structured and reusable code. Outside of my full time work my passion is to increase diversity in technology. I volunteer with Code Nation to teach public high school students in NYC the basics of HTML, CSS and Javascript. Additionally, I am a WAVE mentor at Built By Girls where I connect one on one with students to help the next generation get their start.

Jacky Alcine

📍 Remote | Website | @jackyalcine | LinkedIn

I'm a software engineer with a penchant on user autonomy over the tools and services they use. I enjoy working directly on things that provide value and change to the day to day lives of people and users.

Caitlin Floyd

📍 DC, Remote | Website | @caitlinfloyd | LinkedIn

I am a full-stack software engineer; motivated by the power of technology as a tool for positive change; and with a background in linguistics, education, and nonprofit management. My tech stack includes Javascript, CSS, HTML, React, Redux, Node, Express, Postgres, and Sequelize.

Melissa Manousos

📍 Los Angeles or Remote | Website | LinkedIn

Hi! I’m Melissa, a Full Stack engineer most comfortable with JavaScript (Node and React), Ruby (Rails), and relational databases, but I’m always excited to explore additional languages and frameworks. I have recently started digging into Python and Linux. I recently wrapped up work on an open-source framework for quickly deploying event-stream processing pipelines called Venice, which I built with a small international distributed team. The project utilized Apache Kafka and several of its ecosystem of components in a containerized Docker environment. We created a custom CLI in Node.js and wrote robust documentation to streamline the developer experience. (https://venice-framework.github.io)

Devree Lewis

📍 DC, NY, CO, TX, Remote | Website | @devcello | LinkedIn

Full-stack web developer with experience in JavaScript frameworks and mobile-first apps. Experience with project management, marketing, and self-learning, skills that translate well to working in the tech industry. After ten years of connecting musicians with audiences around the world, I am excited to connect users and clients through building new projects in tech.

Saia Fonua

📍 Remote | Website | @saiafonua | LinkedIn

A large chunck of the past 15-years has been working directly with people to resolve problems in a variety of industries. The past 5 years, it's been in the tech industry. I began as an IT specialist and then through education and continuous learning I became a software engineer. I love learning whether it's from my peers, online resources, and most importantly just building things myself. I am able learn and be proficient in a technology quickly. For example, in my current position, most of the apps are built using React with NextJS. I got familiar with NextJS by building a blog project with Next specific apis. With the projects I oversee now, I often turn to their docs and dive into source code to find and eliminate bugs. Sometimes I'll turn and collaborate with others. After about 3 months in my current role, I felt comfortable implementing features and knocking out bugs within our 2 week sprint cycles. As a result, product owners, managers, and stakeholders began to trust me that I could help them accomplish their goals and vision with our products.

Carlos Diaz

📍 Los Angeles, Remote. | Website | LinkedIn

I earned an undergraduate degree in Political Science at Drexel University and began my professional career as a higher education administrator. While I have always been curious about technology, the moment that inspired me to dive into tech was when, in a prior role, I received 70 paper forms that needed to have data extracted and organized. This led me to learn how to use basic premade web forms, which led me to wonder what powered those forms. I currently work as an academic advisor for a undergraduate Biomedical Engineering program. Since learning the basics of programming and web development I’ve found small ways to save me, and my colleagues, just a bit of time every day.

Vannida Lim

📍 No location preference | Website | LinkedIn

Hello! I'm a software engineer with experience in JavaScript, Node, Express, React, Redux, Ruby, Rails, Postgres and MongoDB. My love of learning about the mind led me to a B.S. in neuroscience from Temple University. My passion for leveraging technology to build solutions led me to studying software engineering at the Flatiron School where I learned full stack development. To me, programming is all about human connection and crafting great user experiences. I'm interested in roles that allow me to wear different hats because I value diverse perspectives and challenges.

George Offley

📍 No location preference | Website | @georgeoffley | LinkedIn

Software Engineer who has been coding for five years. I am strong in back-end technologies, networking, and some front-end work. I have created both server related scripts and programs and client facing software. I have experience creating, maintaining, and using different technologies to interact with databases in MySQL, and Oracle. I have helped medium sized companies digitize maintenance forms and quality processes. I have knowledge in C#, VB.Net, PHP, Python, JavaScript, and some HTML/CSS.

India Rodriguez

📍 Remote, Denver, Open to relocating for the right opportunity | Website | @indiarodrig18 | LinkedIn

I'm an invoicing analyst turned software engineer. My love for problem solving and creativity brought me into the world of software engineering. I'm comfortable working in teams or in a self directed environment. I have experience contributing to design, development and optimization of web applications. I'm skilled in Javascript, React, Node.js, PostgreSQL, HTML, CSS, Git/Github and I drive to learn new programming languages and development tools.

Tobias Scott

📍 Remote | Website | @DeveloperTobias | LinkedIn

I am a web developer who is looking for entry-level positions. I enjoy creating programs that make life simpler for the user. Languages I know are Python (Django/Flask), Typescript (Angular+2/React), NodeJs, Express, Ruby on Rails, and Flutter (Dart). My goal is to create mobile apps and start my own consulting agency.

Sofia Levin

📍 Bay Area or Remote | Website | @sofiaflevin | LinkedIn

Hi! I'm Sofia, I'm a Full-Stack Web Developer living in Oakland, CA. I used to work in tech support, until I decided to start learning Javascript and React. That background, in addition to helping me develop extensive troubleshooting, problem-solving and communication skills has also made me extremely empathetic towards the user experience of everything that I build. I love building products that not only work but that are engaging and fun to use.

Daniela Avila Jaramillo

📍 Atlanta, NY, Remote | Website | LinkedIn

I'm a Front End Developer, alumni from the Georgia Institute of Technology. I have a B.S. in Computational Media (CS + Design + Digital Media). I've always been drawn to the overlap between design, art, creativity, and computation. My passion is to design and build user experiences. This passion has led me to work as a software engineering intern at two awesome companies, Twitter and SurveyMonkey. Interning at these companies provided me the opportunity to put my coding knowledge to work developing and testing products for the marketplace. I demonstrated my ability to collaborate in teams, hit deadlines, maintain strong attention to detail, and produce quality code and results.

Juan J. Mendoza

📍 CA, NY, WA, CO | Website | @TheJuanJMendoza | LinkedIn

I’m a recent graduate from the University at Buffalo, with a B.Sc in Computer Science. During my time at the UB, I participated at my University's Nano Satellite Laboratory, a group of students that work on satellite contracts obtained from the Air Force Research Lab, NASA, and Moog. While at the laboratory, I had the opportunity to work on the GLADOS satellite, where I improved the magnetometer and worked on the gyroscope. Currently, I’m attending Full Stack Academy to help me bridge the gap between theory and practicality, and prepare me to hit the ground running when I finally land a position as a Software Engineer.

Tyler Davis Mitchell

📍 No location preference | Website | @gucciburg | LinkedIn

Full Stack Developer with expertise in React.js 🚀

Jocelyn Harper

📍 Remote | Website | @soandsos | LinkedIn

Jocelyn has had a large passion for technology since the age of 9 where she taught herself HTML and CSS to build websites and design layouts in Paint Shop Pro. Many years and Java coding boot camp later, now a senior software engineer looking for next role and is also the host of Git Cute Podcast.

Toni Horne

📍 DC MD VA, and remote options | Website | @thegiftedgirl1 | LinkedIn

Hi! I'm Toni a software engineer living at the fusion of fine art and technology. I code as though I am writing poetry, each line meticulously curated to produce a beautiful end product. I take pride in having the ability to eloquently blend functionality with flair. If you seek a candidate who has an abundance of ideas and true grit then let's chat!

Kris Casey

📍 Bay Area/Peninsula | Website | @GazKris19 | LinkedIn

I have a Chemical Engineering degree from Georgia Tech. I moved to the Bay about 3 years ago to get into biotech. I've since decided on a new path. I've always loved problem-solving, and any of the more technical parts of my job. After speaking with friends who are already in tech, I decided to go to Hackbright Academy to pursue my new career as a Software Engineer! I graduated from Hackbright in April and I can't wait to complete the transition with a new job!

Aaron Sato

📍 Seattle, Wa or Remote | Website | @aarongsato | LinkedIn

A passionate Web Developer with a strong leadership background and is comfortable working in fast paced environments. I am committed to assisting in driving innovation, conversation and results through problem solving, collaboration and providing great work.

Phillip Sykes

📍 Atlanta, GA or remote | Website | @phllprmratl | LinkedIn

I’m a frontend developer with experience in html, css, JavaScript, and ReactJS. I have a desire to learn new skills and keep improving.

Coco Coleman

📍 Philadelphia, Remote | Website | @coco_codes | LinkedIn

Philadelphia-based software engineer (and avid karaoke enthusiast) with a background in communication and design. Very excited to be looking for my first dev role! Striving to combine my technical and creative skills to develop tools that enrich communities.

Dana Ottaviani

📍 Remote | Website | LinkedIn

I’m a front-end developer who enjoys the challenges of learning and applying new technologies to develop software solutions.

Linda Thompson

📍 Colorado, Remote | Website | @lindakatcodes | LinkedIn

I'm a self taught developer who loves working with design & JavaScript. I have a customer service & office support background, skilled in communication & issue resolution.

Yuki(Xue) Yao

📍 Remote, NYC, Portland Maine, Boston | Website | LinkedIn

Full Stack Developer with a strong background in E-commerce and SaaS and a degree in Engineering. Through years of experience at tech startups and Fortune 500, I utilized vast knowledge to analyze, communicate, improve, and resolve product and operation issues.

Jenna Elamin-Mueller

📍 Remote | Website | @gifcompatible | LinkedIn

I'm passionate about getting tech into the hands of communities that aren't always taken into consideration when design decisions are made. I'm a big proponent of pair programming and giving kind, actionable feedback. I'm ready to join a diverse, inclusive team who shares my desire to create applications with intuitive, accessible user experiences.

Christina Smithers

📍 San Antonio or remote | Website | LinkedIn

Curiosity drives innovation and a well-rounded developer should be powered similarly. Coming from an interdisciplinary background, I welcome new opportunities to further my strengths and improve. the drive to learn and improve are important in a globalizd world and I'd be thrilled to have a part of having an impact on this world. I've got a strong front-end background, but I also continue to challenge my skills. Currently, I'm learning python's data stack - the course I'm taking includes SQL and NoSQL. I look forward to working with a new team and solving new software solutions.

Gabriela Radu

📍 Remote only | Website | @nohinder | LinkedIn

Hello, I am a software developer that worked with Java mostly (backend and native android) for the last 10 years. Last year I started learning (by doing) React.js and JavaScript and created my wedding app management tool. I am passionate about creating useful products, interested in helping as much as I can in the entire flow of creating a product and being a part of team of decent humans trying to be better.

Meredith Strickland

📍 NYC area, Remote | Website | LinkedIn

I am a full-stack software developer building web applications with JavaScript, React, Ruby on Rails, and Node. I have a background in architecture, an eye for design, and a passion for using technology as a tool in the fight for social justice. I enthusiastically tackle any problem in front of me, and bring strong skills in communication, collaboration, and organization.

Annie Liao

📍 NYC | Website | @annieliao | LinkedIn

Full-stack developer (React with Rails) with 9+ years of experience in Product Management and Visual Design, including 5 fruitful years at Yahoo.

Natalie Hall

📍 Remote or Charlottesville, Staunton or Harrisonburg, VA | Website | LinkedIn

I’m a passionate developer who loves learning and expanding my skill set. I put my all into my work and am determined to give the best possible product to clients. I love helping people and want to make the world a better place.

Yuki(Xue) Yao

📍 Remote, NYC, Portland Maine, Boston | Website | LinkedIn

Full Stack Developer with a strong background in E-commerce and SaaS and a degree in Engineering. Through years of experience at tech startups and Fortune 500, I utilized vast knowledge to analyze, communicate, improve, and resolve product and operation issues.

3 Ways To Support Women In Tech

Veni Kunche — Mon, 09 Mar 2020 19:15:56 +0000

Have you seen any studies on the benefit of having men in tech? No? I haven't even either. But I often see articles on the advantages of diversity or what women can bring to tech. Studies are still trying to convince companies on why we matter in tech.

Yes, there are definitely advantages to having us. I want us to move past proving to companies that we matter. Of course, we do. We deserve an equal opportunity to be in tech like you.

Here are 3 actions that you can take today to help create a better environment for women in tech:

1. Do Your Homework

Women in tech are tired. They want to code and build cool applications like you. The extra burden of educating men on the issues women face and what they can do is exhausting. It has become a second job for many. If you are not sure about something please make sure to look it up. Here are a few items to start you off:

The Leaky Tech Pipeline Framework by the Kapor Center is a report on understanding and addressing the lack of diversity in tech. It talks about the barriers we face in enrolling and completing computing degrees and the barriers we face in getting hired. It's just 35 pages long. It's a must-read on understanding the issue.
Project Include has recommendations on incorporating a culture of inclusiveness in your company, on how to hire, onboard and compensate fairly.
A combination of race and gender bias can have a compounding effect and cause even more harm on women of color. Make sure you are supporting women of color and not just white women in tech. Watch this TED talk about intersectionality by Kimberlé Crenshaw who introduced this concept.
Selfdefined created by Tatiana Mac is a modern dictionary that you can use to figure out an inclusive way to communicate. The app points out the words to avoid and their alternatives. I also recommend watching all of Tatiana's talks.
Advocate for accessibility in your applications. Regine M. Gilbert recently released a great book on designing with accessibility in mind.
Learn how to make your products accessible for queer folks in tech. Roniece Ricardo talks about the steps you can take for a better queer user experience. Sabrina Fonseca explains how you can design forms for gender diversity and inclusion.

2. Remove barriers for hiring from within

I've been a Software Engineer for over 15 years. I've worked at 5 different companies over that time. I was either the only woman or the only woman of color in tech at each of them. I noticed that most of my colleagues did not have a Computer Science degree even though I did.

There is a saying that men get hired on potential and women based on proof. I've experienced it to be true. I'd like you to remove some of the barriers that women face.

Go to your careers page. Review your job listings. If you see a requirement of a CS degree, ask your recruiters to remove it. If you see any requirements that you know you don't need to do your job, request them to remove them.
In this poll that Cassidy Williams did, ~4400 folks out of 7800 are still at their job because they don’t want to deal with the tech interview process. Make your interview process humane. Read these suggestions on how to improve your technical interviews. Discuss them with your team and make changes.
There are a lot of women who are having a hard time getting their first job in tech. Share entry-level roles on Twitter with the hashtag #DiversifyTech. I will look for them and share them with my community. Also, post them on Diversify Tech's job board.

3. Amplify

I have a large following on Twitter. My followers are evenly distributed between men and women. However, I often see that most of my re-tweets come from women. I see that in the work environment too. Your network most likely consists of other men. If there is a new opportunity, you will pass it on to them.

Make a conscious effort to do the same for women. Your network probably has the people who make hiring decisions.
Follow more women in tech. Start with the Tech Bloggers, fempire and Tech Ladies lists. If you see folks showcasing their work or looking for jobs, make sure to re-tweet them.
Understand the difference between a mentor and a sponsor. Mentors advise others and sponsors advocate for others. Don't forget to sponsor women in tech!

There is more to learn..

If you'd like to continue to learn and take action to help minoritized folks, join Diversify Tech's newsletter. Select the Business and Ally edition checkboxes.

Nevertheless, Veni Kunche Coded On Her Own Terms

Veni Kunche — Mon, 09 Mar 2020 15:32:36 +0000

Since 2015, I've dreamt of starting my own business. After facing sexism, burnout and various levels of toxicity in tech, it felt like I couldn’t be successful in the corporate work environment. My goal has been to build something that will give me the freedom and flexibility to live the life I want while having a positive impact on others.

I'm excited to share that I'm now working full-time on my startup Diversify Tech. At Diversify Tech, I help underrepresented people in tech by connecting them to scholarships, jobs, and speaking opportunities, as well as help companies, hire them.

It's been a long journey of going through several "failed" startup ideas. I'm not there yet but this is the closest that I've gotten. I'm focusing my full professional energy on Diversify Tech this year. I'm excited and nervous at the same time 😄

I'd love for folks to join our newsletter! In addition to having an edition for underrepresented people in tech, we have one for allies and one for folks who want to learn about diversity and inclusion.

btw I'm definitely not leaving tech. I'm forging my own path to make it better for me and for folks like me.

How to Fix Your Tech Interview to Increase Diversity

Veni Kunche — Sun, 16 Jun 2019 00:00:00 +0000

Before you start reading this blog post, please know that this is for folks who care about diversity and inclusion because it is the right thing to do. If you don't believe that underrepresented people in tech are intelligent, hardworking, and deserve equal representation in tech, then this post is not for you.

A blog post about a thank you note went viral a few months back. The post said to follow a simple rule when hiring: "If someone doesn't send a thank-you email, don't hire them."

I noticed a divide between how it was received on Twitter vs LinkedIn. Folks on Twitter, many who work in tech, criticized it. On the other hand, folks on LinkedIn, many who do the hiring and HR work, praised it.

This seems to be the state of tech interviews. There is a disconnect between people looking for jobs and those hiring. So, I asked what advice people would like to give tech companies on how to fix their interview process.

I specifically asked underrepresented people in tech, because if you can make the interview process better for us, then everyone would benefit as well. I expected about ten responses. Instead I got over 300 comments. Folks are tired of the tech interviewing process and they had a lot to say.

Veni Kunche

@venikunche

I'm sending an email to about 200 employers on how interviewing is broken in tech and how to fix it.

Underrepresented folks in tech - What advice do you want to give these employers on how to fix their interview process?

I'll share your answers in the email. Thank you all! 🙏🏾

20:22 PM - 10 Apr 2019

I encourage you to read all of the responses. Here, I'm going to summarize the common themes I found. As you read the comments please keep an open mind, believe our experiences, and think about how you can incorporate our feedback into your current interview process.

Start with empathy and respect

The first thing to realize is that you may not be interviewing someone like you. They may not own a car. They may have to take multiple buses to get to your office. If they need to travel a long distance to interview with you, they may not be able to pay for flights and wait for reimbursement.

They may have multiple people depending on them and have to arrange care. Taking half a day off to interview is a lot to ask for. They may have a hearing disability and interviewing on the phone may not be ideal. They may have been sexually harassed and being cooped up in a room full of men may be difficult. Keep in mind that your life experiences may not be the same.

Start with empathy and respect. I don't mean imagine yourself in the candidate's state and think about ways to improve. I mean listen, believe and respect that candidates have different needs and accommodate them accordingly.

Miles G. Dotson

@milesgdotson

@venikunche Don't let people who are not culturally competent and empathic conduct interviews or select hires alone. They don't understand what that person had to do to get where they are and rarely see character and resilience in candidates that don't look like their current team.

22:28 PM - 10 Apr 2019

Peggy Olson

@floinnyc_

@venikunche Please choose people who are kind + work well with others to interview. Don't make people feel like they're being hazed in an interview because someone doesn't know what they're doing (or does and shouldn't be interviewing).

22:13 PM - 10 Apr 2019

Jen Luker

@knitcodemonkey

@venikunche Start an interview with the disclaimer that the goal is to identify their skill level and specialties. It’s okay not to know something, and it is okay to know more than me. Let’s just be respectful and try to teach each other something new in the process.

14:18 PM - 11 Apr 2019

Jahit Design

@jahitdesign

@venikunche Be empathetic to those who don’t speak the same language level as you

15:49 PM - 12 Apr 2019

Be transparent

Every company conducts interviews differently. Some do pair-programming, some do white-board interviews, and some focus on behavioral interviews. This leads to a lot of anxiety. How do you prepare for a test where you don't know how you are going to be assessed?

One of the most common questions I see in tech communities is "Hey, I have an interview at X. Could you tell me about their interview process?" We shouldn't have to ask this question. This puts underrepresented folks at a disadvantage. They may not have anyone in their network who knows the answer to this question.

Be upfront about your interview process. Tell us how long it will take, what you are going to test us on and what criteria you are using to evaluate us.

Rafael Medina

@rafaelmedian

@venikunche Sharing the whole interview process and topics to touch before each interview can be extremely beneficial.

Having a transparent process evens the ground for everyone and not only the ones who had friends who interviewed there before.

03:18 AM - 11 Apr 2019

jaybobo

@jaybobo

@venikunche @geeksam Better documentation of the interview process (see: medium engineering) and provide timely kind, actionable feedback for rejected applicants. Interviewing should not be a black box with opaque requirements.

21:07 PM - 11 Apr 2019

Raquel

@raquelxmoss

@venikunche Describe the entire hiring process upfront instead of drip feeding them at each stage. It’s annoying when I complete an interview and a technical challenge then find out (surprise!) there’s further interviews after that

02:23 AM - 11 Apr 2019

Aneesha

@aneesha09

@venikunche Make it very transparent what your process and timeline is. Also share why the candidate is meeting each person or doing the thing, what you're assessing in each situation

10:16 AM - 12 Apr 2019

Key

@kohaiquixote

@venikunche THANK YOU. For UX: Be absolutely clear about what you expect to see in a candidate submission for your design test. Goal of the test, expected time-commitment, depth of the accompanying documentation/exposition and which stages of the design process they'd like to be illuminated

20:42 PM - 10 Apr 2019

Hire junior developers

If you are serious about diversity, you must hire junior developers. I see a lot of companies sponsoring events and communities that focus on teaching underrepresented people how to code. This is great. Keep doing that.

However, what is the point of training if you are not going to hire? If you don't invest in junior developers now, they will find jobs elsewhere and get experience there. When they become mid-level developers, they will think twice to come work for you because you didn't invest in them.

Worst case, they may even choose to leave tech altogether before even getting started because no one gave them a chance.

Keziyah

@keziyahl

@venikunche A company that wants to hire for diversity but doesn't hire juniors tells me that they don't really care about diversity.

20:56 PM - 10 Apr 2019

Loren Robinson

@lorenrtechguy

@KeziyahL @venikunche I agree there should be more junior roles. I had to do contract work to get experience. There should be more permanent employee junior roles that enable young people or newbies in the field the opportunity to start their career.

16:34 PM - 11 Apr 2019

Dan Mall

@danmall

@venikunche Hiring the most experienced candidate isn't always the best choice. Hiring junior people and training them has a lot of benefits for retention, budgets, representation, output, and much more.

02:00 AM - 12 Apr 2019

tanjie thee dragon 🔥

@tanjiethecoder

@venikunche @KeziyahL Please stop asking for junior devs to apply and then rejecting us for not having enough experience.

20:54 PM - 10 Apr 2019

Georgie Luhur Cooke

@georgiecel

@venikunche And please give juniors a chance. They are a big part of the future. They have a lot of potential to learn and be even more incredible. I would not be where I am today without being given opportunities despite being underqualified.

05:35 AM - 11 Apr 2019

Don't Hire for Culture Fit

The term "culture fit" is vague. Everyone interprets it differently and uses their gut reaction to decide if they will fit within the company's existing culture. That means that you will give preference to someone who looks like you, has the same hobbies as you, went to the same college as you, or studied Computer Science like you.

You will decide to not to hire someone because of their skin color, their gender, their age, their disability, or their non-traditional background - characteristics that have little bearing on how they'll get the job done.

This will leave underrepresented people not being considered for jobs that they are qualified for.

The Unconventionalist

@joshthedavid

Stop using "culture fit" as a way to be biased bc we don't laugh at the jokes you say. twitter.com/venikunche/sta…

21:08 PM - 10 Apr 2019

Veni Kunche @venikunche
I'm sending an email to about 200 employers on how interviewing is broken in tech and how to fix it. Underrepresented folks in tech - What advice do you want to give these employers on how to fix their interview process? I'll share your answers in the email. Thank you all! 🙏🏾

Muwuso Mkochi

@mush_rock

@venikunche To not consider me a fringe case because of the extreme differences in experiences we may have had in trying to do the same thing. We come from a lot of adversity, it’s impossible to be able relate to it all. However it does not mean I won’t fit.

05:29 AM - 11 Apr 2019

ailanthus

@aidspol

@venikunche Cultural fit in a sexist, racist industry is not going to help underrepresented people or the industry. There must be an effort toward cultural "add."--employees who are different, and that's a good thing. 1/n

20:38 PM - 10 Apr 2019

Ya Esther🇨🇩

@pointyspoon

@venikunche Recruiters shouldn’t be asking prospective candidates their school names before their actual names. I want to be judged on my work experience not the ranking of my uni 🙃

02:32 AM - 11 Apr 2019

Jules Okafor, JD

@julesmgmt

@venikunche Stop making your primary hiring channel, asking current employees to make referrals. Can you see how while easy, this approach may only yield a new group of white men who “are a great cultural fit”, but also builds a larger team no more diverse than the group you already have?

03:36 AM - 12 Apr 2019

Accommodate people with different needs

From the beginning, assume that you are going to be interviewing people with different needs. Make sure you are able to support them to get through your interview process. If a new mom is going to come in for an interview, do you have a place where she can pump breast milk? If your potential candidate is deaf, make sure you offer an alternative to a phone interview. If someone can't come to your office to interview, offer to interview over a video call.

Michael Forzano who is a blind Software Engineer passed an interview by using his own laptop with screen-reader software instead of a whiteboard.

Ashlea McKay who is autistic recommends a one on one conversation style interview instead of a multi-person panel style interview.

Offer alternatives and flexibility but don't hold it against us if we choose a non-traditional option.

Chris Watkin

@cqwatkin

@venikunche Please don't run away when a candidate asks for accomodations for disabilities/ ask for alternate modes of communication besides the phone. Can't tell you how many times I've been ghosted once they learn I am Deaf. My ears may not work to full capacity but my brain does!

00:36 AM - 11 Apr 2019

moriah maney

@moriahmaney

give the interviewee multiple ways to choose from to show their technical skill (take home small project, pair programming, etc).

partly due to my disability i don't do well with whiteboard interviews. id love to see technical assessments be more accessible. twitter.com/venikunche/sta…

21:37 PM - 11 Apr 2019

Veni Kunche @venikunche
I'm sending an email to about 200 employers on how interviewing is broken in tech and how to fix it. Underrepresented folks in tech - What advice do you want to give these employers on how to fix their interview process? I'll share your answers in the email. Thank you all! 🙏🏾

Janna Cameron

@jannacameron

@moriahmaney @venikunche Great point. Conversely, it's hard for a parent of young kids to spend a weekend doing an assignment.

11:11 AM - 12 Apr 2019

Vicky Harp

@vickyharp

@venikunche @geo_walters If you offer overnight travel for interviews you may be impacting those with undisclosed disabilities or caretaking responsibilities. If someone prefers a remote interview, does that impact their chances of selection vs someone who elects to travel?

20:03 PM - 11 Apr 2019

Skarjune

@skarjune

@venikunche @aimee_maree Please remember older people & seniors when considering inclusion & diversity. Ageism is standard practice in tech companies.

13:06 PM - 11 Apr 2019

Prepare

I've walked into countless interviews where the interviewer didn't read my resume or cover letter beforehand and we spent the whole interview just going over my resume.

When candidates spend so much time to apply and prepare for interviews, it's only fair that you prepare too. Use the interview to get more details about the candidate beyond what's on their job application.

Amelia Ruzek

@ameliaruzek

@venikunche Ask key questions and carefully review a portfolio ahead of time to gauge the challenge level of a technical interview rather than assuming an applicant doesn't know something. In fact, we may just know MORE than you about some topics.

21:44 PM - 10 Apr 2019

Sian Murray Huynh🖖❤️🌏🌔💀

@sianaemurray

@venikunche Read my application, and ask me questions based on what you learnt from it. Don’t ask me to repeat what you should already know from my CV. Behave with respect and show interest in the person jumping through hoops for you.

13:03 PM - 11 Apr 2019

Tatiana Mac

@tatianatmac

@venikunche Screen your interviewers and gather feedback. Not everyone is a good interviewer, even if they’re an excellent IC. I’ve sat through dozens of interviews where that person is OVER interviewing and clearly burnt out; not a good representation of your company.

15:32 PM - 11 Apr 2019

Tyrone M.

@tyronem

@venikunche @waterproofheart I've seen so many unprepared interviewers - you can tell they were plucked from their desks 10 seconds before the interview started. They don't have good questions prepared.

Fizz Buzz questions are not good indicators of problem solving. It's lazy interviewing.

23:18 PM - 10 Apr 2019

Preparation needs to be done even before the interview too. You need to figure out the skills you are looking for and ask questions that are relevant to the job.

Shruthi Srinath

@_shruthi_s

@venikunche Oh! And the most important one is to mention the exact job description, responsibilities and requirements of the job with the percentage of commitment required for each and every responsibility!

00:37 AM - 11 Apr 2019

Not a real robot

@baconandcoconut

@venikunche Make sure your job listing is real and substantially accurate. There's no excuse for dropping massive new info or a previously unstated requirement about a role into a 3rd interview.

11:52 AM - 12 Apr 2019

Give feedback

Get into the habit of giving feedback after an interview. This will not only help the candidates but it will help you figure out if you are actually rejecting someone based on valid or arbitrary reasons. With candidates being used to being ghosted by companies, you will stand out for respecting their time and effort by providing actionable feedback.

Kim, Lipstick and Tech ☁️

@lipstickandtech

@alex_twittinz @venikunche @nhuntwalker The best feedback I got I was told that I needed more experience and improve my presentation skills, but it was given with my strongest skills. I credit @salesforcejobs & @googlejobs for giving me the best *actionable* feedback. Worst? No email at all (it was a small company 😒)

04:29 AM - 11 Apr 2019

mayuko

@hellomayuko

@venikunche Provide feedback to the candidate, always. Like where the candidate did well, where they didn’t so well, what strengths and weaknesses you were able to identify. And be honest about the decision behind the offer/no offer. I felt immensely valued when a team did this once for me.

21:41 PM - 10 Apr 2019

foleynotrose

@foleynotrose

@hellomayuko @venikunche This this this yes! As someone switching careers (from social work), so frustrating to have 5 interviews and then just get a "thanks, no thanks" email. Feedback would really help to know if I'm on the right track or if I was always going to lose out ppl from a tech bkgrnd.

17:23 PM - 11 Apr 2019

Abel Quintero

@abelq16

@venikunche Please tell them to provide thorough feedback for applicants! Too often the rejection response I get is a generic "we went with a candidate who had more experience." How is this supposed to help people improve their interviewing and applications??

02:39 AM - 11 Apr 2019

Give Non-traditional Candidates an Equal Chance

If you hire only Computer Science majors for your technical roles, you will miss out on a lot of great candidates. Every candidate will have some knowledge gaps regardless of their educational background. A good work environment will give the time and resources to fill in the gaps.

I studied Computer Science but I picked most of the necessary skills for my job like web development and database administration on the job. My current co-workers most of whom did not study Computer Science or Information Technology all learned web development on the job and are excellent at their jobs.

One does not need to study Computer Science or a have a formal degree to succeed in tech. Give folks with non-traditional backgrounds a chance and see how they will complement your team.

Cassandra

@actually_cassie

@venikunche Don’t disregard their previous professional experiences (especially career changers) they bring more to the table than you think.

01:40 AM - 11 Apr 2019

Mike Heft

@comikeyduece

@venikunche As a vet, I didn’t go to college before tech. I now work at a company in Ireland thats a top partner with salesforce and heroku. But during my initial job hunt, I couldn’t make it past the filter bc I don’t have a college degree in anything. (I worked on radars in the Marines)

08:01 AM - 11 Apr 2019

Amanda

@amandaktx

@venikunche Bachelor degrees should not be a requirement. Relevant work experience & military experience should be valued. Don’t just accommodate folks with disabilities or on the spectrum; challenge yourself to rethink interview process altogether (short group projects vs interview panels).

02:06 AM - 11 Apr 2019

Erika

@akiregator

@venikunche @CodeNewbies Please take into account that there are individuals applying for JR roles that are not necessarily JR to
the work force. Career transitioners bring valuable transferable skills along with them, do not devalue their experience.

01:10 AM - 11 Apr 2019

Liz Jewell

@_lizardbird_

@KeziyahL @venikunche Yesss!! And embracing alternative education backgrounds. Engineers who "just don't hire bootcamp grads" are elitist snobs missing out on some of the brightest new minds in tech

21:07 PM - 10 Apr 2019

Treat interviewing as a two-way street

As you are getting to know the candidate, keep in mind that they are getting to know you too. Similar to how you are interviewing several candidates, they are also interviewing at several companies. They are trying to figure out your company's values and if they want to work for you. The impression you give will stay with them and will be shared with their community. Give them an opportunity to get to know you.

O. David Jackson, Ed.D.

@odavidjackson

@venikunche @karenhunter Remind employers that there are always two interviews occurring at the same—the employer of the candidate, and, the candidate of the employer. Companies that get this fact engage differently and more ethically.

23:41 PM - 10 Apr 2019

Kelly Vaughn 🐞

@kvlly

@venikunche Asking questions to intentionally throw the interviewee off is ruining any trust you may be trying to build with the interviewee.

20:34 PM - 10 Apr 2019

Olivia Liddell

@oliravi

@venikunche @slamare15 Whenever possible, start by letting the interviewee ask their questions first. This can help the interviewee to feel more relaxed and valued, rather than running out of time and only having a few minutes left for their questions at the end.

20:39 PM - 10 Apr 2019

Just Jacqueline

@theluxetech

@venikunche One of the companies that I worked for allowed candidates to shadow & chit-chat with other employees in between technical interviews, and it was a lovely chance to get a feel for the culture....outside of the conference room. Do this more! ☺️🤞🏾

05:30 AM - 11 Apr 2019

EmayEnvyi

@emayenvyi

@venikunche Give the interviewee references for the hiring mgr! When my boss interviewed me he offered to let me speak to his past employees in case I wanted to know about his management style/expectations/conflict resolution approach etc. This instilled confidence/trust in him!

10:02 AM - 11 Apr 2019

Set clear expectations for take-home exercises and keep them short

Take-home tests are considered unethical by some as you are asking them to do large amounts of work for free. However, some folks prefer them as they can do them at their own convenience.

Offer take-home tests as an option but make sure that you keep them short. Ask to implement a feature, not build an entire application from scratch. Give clear directions and be specific on your expectations. Also, make sure that what you are testing for is relevant to the job.

Amber Wilkie

@heyamberwilkie

@venikunche @CodeNewbies Homework assignments should be relevant and well-scoped. Someone's ability to spin up a new create react app has very little to do with how they'll handle a large code base. It's a waste of everyone's time and disproportionately affects those who are not young and wealthy.

06:04 AM - 11 Apr 2019

Anita Amini 🥑

@neats29

@venikunche Don't say only spend 3 hours on the coding challenge if you expect tests and a readme, when 3 hours is barely enough for the challenge itself.

07:56 AM - 11 Apr 2019

Ronna Steinberg

@ronnax

@Koekenbakker28 @venikunche The problem is a working mother to a baby has max 4-5 hours a week free. Multiple problems here: 1. Companies notoriously send out challenges that take days to complete, these women cannot compete...

12:29 PM - 12 Apr 2019

Seattle Debut

@seattledebut

@venikunche Stop asking for a “homework” assignment. This is an interview. Not an audition. You’re asking candidates to devote unpaid time then judging them if it’s not the quality you’d expect out of an employee who can devote a full 8+ hours.

03:00 AM - 12 Apr 2019

Erik Burd

@erikburd

@baileysendsword @venikunche @dasmalle I had a product manager interview where they wanted a full product plan, roadmap and features. Complete with a presentation too. I passed. A lot of companies are trying to get free work.

01:54 AM - 12 Apr 2019

Respect our time

When interviewing candidates often are looking at multiple companies. It may not seem like a lot of time for you but it adds up on the candidate's side. Some have to balance family, travel time and other things to make it to your interview. Be upfront about the time it will take to interview with you and make sure that you are not making the process unnecessarily lengthy.

Tatiana Mac

@tatianatmac

@venikunche If you’re going to quote timelines for the process (which you should), commit to them without fail. The anxiety of waiting is grand.

If you don’t want to interview me, cancel it in advance, don’t waste my time “chatting instead” when you had no clear intent to proceed.

15:24 PM - 11 Apr 2019

Tyrone M.

@tyronem

@venikunche @waterproofheart Don't take up half a day or more doing interviews - we're usually taking a day off to do this, and possibly traveling.

Perform next steps quickly - don't have people wait weeks for an answer.

23:19 PM - 10 Apr 2019

Emily Green

@greenemilymay

@venikunche Be flexible & considerate with time. Current employers gave me a breastfeeding break during interviews and didn't give me 'homework'.
Google asked me to do 6wks of revision for 1st interview for a part-time engineer job. With little ones & little time it felt like a brick wall.

05:31 AM - 12 Apr 2019

Avoid bias

Recognize that bias exists despite your best intentions. Organizations need to start addressing the bias itself and the roots of that bias by providing all their employees—even those not involved in hiring—with the necessary training and insight to recognize their own biases and correct them appropriately.

Sandra Lloyd

@sandblasta

@venikunche Make sure each interviewer and hiring manager understands that everyone has unconscious biases, and is self-aware and courageous enough to acknowledge that they have them too, and account for their biases.

03:08 AM - 11 Apr 2019

Christina Altomare 🏳️‍🌈

@caltomare6114

@venikunche Employers should do themselves a favor and have their HRPs strip personal info i.e. name location school name etc from the resume or CV so you're just looking straight at the objective skills & facts- did this with our team and def helps inclusion (if ofc recruitment is diverse)

22:57 PM - 10 Apr 2019

Preetha Appan

@preethaa

@venikunche Codified scoring rubrics for interviews that are shared across interviewers to avoid hidden biases. The hiring bar should be very consistent across interviewers. Hiring managers should watch out and press interviewers when a candidate gets a no without tying that to the rubric.

00:54 AM - 11 Apr 2019

Sharon@home

@sharondio

@venikunche Be aware of the common bias to hire white men for their "potential", but making others prove they know how to do every part of the job before letting them have the job.

03:15 AM - 11 Apr 2019

Shopan

@awalinsopan

@venikunche Minorities with non-English native language, speaking English can take a lot of confidence. Do not confuse this with lack of technical expertise.

22:37 PM - 11 Apr 2019

Revise your technical interview

Whiteboard interviews and puzzles are detested by most developers. However, they continue to be used by companies.

These kinds of interviews affect underrepresented folks disproportionately. Even if they can do the job, they may not have the extra time to study for these kinds of interviews.

Ask questions that are relevant to the job. If developing new algorithms or solving puzzles is part of the job, please ask those questions. If it is not, you are testing for people who have the privilege of time and money and not who can do the job. Don't make your interviews unnecessarily stressful.

Robbin Imel

@ntosake

@venikunche We need to train interviewers that the point of the interview is to get to what the person knows, how the person thinks, and whether they will fit into your org. Connect with the candidate however you need to - to get to that answer. And at the end - leave them whole.

22:41 PM - 10 Apr 2019

Kelly Vaughn 🐞

@kvlly

@venikunche Asking questions to intentionally throw the interviewee off is ruining any trust you may be trying to build with the interviewee.

20:34 PM - 10 Apr 2019

Éléonore Mayola

@eleonoremayola

@venikunche @ali_king Stop w/ the 3+ steps recruiting processes with technical tests.

Think about who you need to hire: values, *actual* necessary skills...

Stop hiring people who look confident and/or who are good at technical tests.

21:46 PM - 10 Apr 2019

InfoSecJon

@infosecjon

@venikunche The best interviewers have a conversation with you. They dont just ask a bunch of questions. It should be ok to not know it all, especially when you can just Google on the job. Stop listing job requirements and just use job descriptions. Many people get intimidated by large lists

10:20 AM - 11 Apr 2019

Marian

@mmlumba

@venikunche 2. For front end dev: don't test the candidate on jQuery if your company isn't currently using/maintaining jQuery apps! This eliminates candidates that started after 2012 when other frameworks became more popular than jQuery. Test in the frameworks you use or plain JS

15:30 PM - 11 Apr 2019

Leonardo Giroto

@girotoleonardo

@venikunche @diversifytechco Although experience is required for many applications, it should be evaluated by a real world problem, not extremely hard and time lacking tests or cases. Most times it is not testing nearly partly of your actual competence and maybe something not event required for the job.

17:22 PM - 11 Apr 2019

Katie Keel

@akatiekeel

@venikunche Unless writing an algorithm on a white board in five minutes is part of my daily job description, stop asking me to do it in interviews.

23:01 PM - 10 Apr 2019

Rowland I. Ekemezie

@rowlandekemezie

@venikunche Differentiate between what can be learned vs what's required.

Avoid subjective assessment.

07:44 AM - 11 Apr 2019

tanjie thee dragon 🔥

@tanjiethecoder

@venikunche @KeziyahL Also, the grueling whiteboarding/algorithm solving interview at top tech companies is really discriminatory against so many groups of people... esp those who aren't the stereotypical white male able-bodied CS grad who think just like they do.

20:58 PM - 10 Apr 2019

Antonio Perez

@hereimsky

@venikunche Let someone research the answers to questions. Being able to use research to successfully accomplish something you don’t know how to do is a more valuable skill than memorizing the solutions to a small set of tricky problems.

07:27 AM - 11 Apr 2019

Zack Z.

@eanx

@venikunche If one has to study and prepare to "pass" your interview, you're only evaluating their study skills.

00:29 AM - 11 Apr 2019

Ariel Mitnick

@arielmitnick

@venikunche 1) Not all A+ SWEs studied CS. Interview material should reflect day to day work, not algorithms taught in college.
2) Set evaluation criteria beforehand & be consistent. All genders should be hired on the same combo of experience & potential.
3) Ask everyone the same questions!

05:16 AM - 12 Apr 2019

Don't make diversity and inclusion an afterthought

Finally, please keep in mind that hiring underrepresented people in tech is not charity. You are not doing us a favor. You are improving your company, setting up a process to get the best candidate and fixing a system that is not including us.

Jewel Barnett, Ph.D.

@jewelbarnettphd

@venikunche Take applicants from underrepresented groups seriously and hire them.

01:58 AM - 11 Apr 2019

La Sylcott Says What

@ang_porter

@venikunche @KeziyahL 1/ Don't put "diversity" candidates through a separate hiring channel—keep them in the main HR channel from the beginning. Have had two instances where a diversity recruiter found me and the hiring mgr was far along in the process or did the interview more like a "formality."

20:42 PM - 10 Apr 2019

La Sylcott Says What

@ang_porter

@venikunche @KeziyahL 4/ Make diversity something "baked into" your HR practice, not a standalone facet of it. It's a good look/optics to have dedicated diversity staff with titles, but that seems to put the responsibility on them only. If diversity matters to your company, shouldn't all of HR do it?

21:08 PM - 10 Apr 2019

Leonardo Giroto

@girotoleonardo

@venikunche @diversifytechco Also, as a member of the LGBT community, I'd much appreciate if I could learn about the company culture beforehand - and not just "marketing" saying how inclusive they are, but practical examples on what do they do to actually be.

17:22 PM - 11 Apr 2019

lambda lesbian

@destroyeroftroy

@venikunche personally I'd like interviewers to realize that when they're asking someone how they've responded to someone who disagreed with them that for a lot of underrepresented people in tech the first thing that comes to mind is when another person told them they shouldn't be there

00:54 AM - 11 Apr 2019

COBA

@cobamoney

@venikunche Don't ask us if we go by a different name, just get our damn names correctly.

02:11 AM - 11 Apr 2019

security gremlin

@jessica_schalz

@venikunche @CyberFareedah When I ask things like “are there gender neutral bathrooms?”, don’t laugh.

21:11 PM - 10 Apr 2019

Tanya Janca

@shehackspurple

@venikunche Don't ask if they have kids, want kids, are planning kids, or are currently pregnant.

I was asked that when I interviewed at Shared Services Canada, in 2016.

And it's illegal to ask that in Canada, by the way. :-\

04:14 AM - 11 Apr 2019

Next steps

Share this blog post with your co-workers, especially those in charge of hiring.
Take some time to think through your current interview process. Think about the gaps that you can fill and the improvements that you can make to include everyone. Share your notes with your co-workers and managers. Discuss it and make the necessary changes.
Use #DiversifyTech and let us know on Twitter or on LinkedIn what you come up with.

A huge thank you to everyone who contributed to this discussion. I really appreciate it that everyone took the time to share their thoughts.

Want to Hire Underrepresented People in Tech?

Subscribe to Diversify Tech. I'll tell you about candidates looking to get hired and resources on hiring diverse talent.

Originally published at diversifytech.co

We Need to Work Together to Increase Diversity in Tech

Veni Kunche — Mon, 11 Mar 2019 03:14:53 +0000

I was invited to a panel over the weekend for International Women’s Day to talk about my personal story and about getting more women into tech. I want to share my answers with you all.

My Story

I learned to code and continue to code because tech had a positive effect on my family.

My family and I are from India where the caste system (while officially abolished) is still in practice in some communities. We belong to the lowest caste, the untouchables. Through a scholarship for marginalized communities, my dad studied engineering.

This gave my dad the opportunity to move us out of India, where people like us don’t have the opportunity to lead a good life. Because my parents got us out of that social situation, I am one of the first women in my family to get a college education.

My dad inspired me to study Computer Science in the U.S. for my Bachelors and Masters. I faced hurdles along the way but I managed to find my own path.

Through my personal experience, I saw how much education - and especially being in tech - can make a difference. With the right resources, guidance, and opportunities, tech has the potential to raise one's economic status in one generation.

Today, I run Code with Veni where I help women transition to careers in tech. I built Diversify Tech to connect people like me who are underrepresented to jobs, events and scholarships like the one that helped my dad get an education.

My greatest challenge when starting out in tech was that I didn’t have anyone to follow

My greatest challenge was that I didn’t have many mentors when I was starting out. I didn’t have anyone to show me how to navigate college or find a job in the U.S.

No one told me that I could do more. Because of this, I lost a lot of opportunities when I first started my journey in tech.

I found my strength through women founder and women in tech communities

Everyday, I see ambitious women going after things I couldn’t even imagine. They inspire me to do more and that it’s ok to go after things that seem beyond my reach. The communities that have had the most impact on my life are Women Who Code DC, Dreamers & Doers and Women Make.

I’ve learned that given equal opportunity, and without society’s constraints on us, women are capable of doing much more.

In 2003, when I graduated from college, the best I had hoped for was that I wouldn’t be pressured into an arranged marriage.

My classmates, most of whom were men, were figuring out their careers. I didn’t really think about mine much. I was worried about meeting society’s expectations of me as a women which was to get married and have children.

I got myself out of that situation. I moved out of my parents house (a very big deal in my family for an unmarried women to live alone). Because of that I took my time to figure out what I wanted out life. I focused on my career. I eventually did get married. I have a 1 year old daughter now.

But I did this on my terms.

Women have plans. We have ambition. And we are capable. But we need society to stop putting us in boxes and move out of the way.

About My Work

I started my newsletter, Code with Veni, to share what I wish someone had told me when I was starting out in tech.

Since I was the first one in my family to go to college in the US, I didn’t know a lot of things that might seem trivial to others.

I didn’t know that it was common to do internships during college. I wasn’t aware that there were scholarships available to women in tech. I didn’t know that you can negotiate your salary.

When I moved to DC and saw this movement of women getting into tech, I wanted to help and I launched my newsletter.

I highlight women who the readers can relate to, who are like them, who come from non-traditional backgrounds, who are women of color.

I also share plenty of resources to help women figure out how to start and thrive in tech.

I make sure that at least 50% of the articles shared are written by women in tech. It’s important to see ourselves in those who inspire us.

With Diversify Tech, I want to connect all of us.

With Diversify Tech, I connect underrepresented people with scholarships, jobs and other opportunities in tech.

One of the lessons I’ve learned is that I can’t work in a silo. I’m in the process of partnering with tech communities that already exist so that I can share resources at the local level. I’m trying to get companies to share jobs and tell us why we should work for them. I’m connecting with allies like tech conference organizers to get more of us to connect with those working in the industry.

My Thoughts on Getting More Women into Tech

We need to bring coding to all public schools

The Leaky Tech Pipeline report, points out that even though public education is available to everyone, the quality varies from neighborhood to neighborhood due to school funding and resources. Students who attend schools with a lot of poverty are less likely to have qualified teachers. Though it might feel like a basic thing for some, not everyone’s family has a computer at home.

I was curious and examined the curriculum of the high school that I went to with another high school that was in a poorer neighborhood within the same city. To my surprise and disappointment, Computer Science is being offered at my former high school and not at the school in the poorer neighborhood. They are only 20 minutes apart.

I’m glad for work being done by organizations like Black Girls Code, CSForall and Code.org. Black Girls Code is a nonprofit that helps girls from underserved communities gain tech skills. CSforALL is on a mission to bring computer science education to for k-12 students and teachers. Code.org is a nonprofit dedicated to expanding access to computer science in schools.

We need to keep pushing for policies to ensure equity in K-12 education.

Computer Science curriculum needs to be re-evaluated

I studied Computer Science in college. I got a C in the first intro to programming class that I took. I was honestly devastated and I thought of switching my major to something else.

In reality, that class wasn’t actually an introduction. A majority of my classmates already knew how to code and they breezed through it. It wasn’t designed for someone like me who was new to coding.

I ended up taking the intro class again and I did go on to get a CS degree. But as I got closer and closer to graduation, there were fewer and fewer women.

I like what Harvey Mudd college is doing to address this issue.

They split their introductory class. One section of the class is for people who really were beginners and hadn’t programmed before. Another section is for people who had some experience.

Professors let their students know that success in the class was based on their hard work and not on some ability that you are just born with.

They also used real-life examples and encouraged collaboration.

They saw results! About half of Harvey Mudd's college STEM graduates are women.

I hope more universities learn from them and follow this approach.

There are women in tech to hire right now

The number of women graduating with a CS degree shouldn’t be the only measure of success of women getting into tech.

In the 15 years of my career, a vast majority of the men I’ve worked with did not study Computer Science. My current male co-workers studied geography, international affairs, mechanical engineering, and Asian studies. They all learned to code on the job. This same opportunity to learn on the job should be given to women.

I’m glad to see that there are bootcamps that are helping people learned to code regardless of your previous educational background. There are a lot of women learning to code via bootcamps. Employers should open their minds and hiring these talented folk.

In order to advance women in tech we need to focus on our most marginalized groups.

We (communities, universities and employers) must include all women and not just white women.

Recently, a well known women in tech community was called out for racist behavior in their organization. A community meant for women shouldn’t be discriminating women of color.

We can’t move forward till we include women of color, queer women, trans women, and and women with disabilities - ALL women.

My call to action to all of us:

Educate yourself on why inequality exists in tech and what you can do about it. A few resources I recommend are Project Include, the Leaky Pipeline Study from the Kapoor Center and the causeascene podcast by Kim Crayton.
Self reflect. Look within yourself as an individual. Look at your organization. Are you actually giving equal opportunities to everyone? Are you including everyone?
Finally, Do the work. Please don’t do a one off marketing campaign or an event (like the one you did for International Women's Day) and call it a day. Don’t leave it to just the women and women of color to put in the work. We all have to work together to solve this.

This is a pretty complex problem. I've touched on only a few points but I hope this gives you some insight into the larger issue and you'll take the time to learn further.

Cover image generated by www.humaaans.com by Pablo Stanley.

What's your dev super power?

Veni Kunche — Thu, 03 Jan 2019 16:04:07 +0000

As developers we argue a lot about the best way to learn or the best framework to build an application. I think all approaches are valid. I believe that there are different development styles. Our learning and career experience as well as our personal preference shapes our style and helps us excel at a certain aspect of development.

Some developers are great at breaking down complicated theory and explaining it in simple terms. Whereas others are good at optimizing code for web applications that serves millions of users. Some understand the nuances of a framework and can build the next best framework. We all have our dev super powers.

My super powers are that I can learn new programming languages and frameworks quickly. I can also take an existing application with no documentation and figure out what it's doing.

How did I develop these super powers?
I studied Computer Science in college. We built databases and compilers from scratch. When I started looking for work, I realized no one cared about that. They wanted me to build web applications. So, I started volunteering for a non-profit and worked on a friend's startup. The first web app I worked on was written in PHP and jQuery. So, I learned both by tweaking the app here and there and built in more complex features as I learned. I also learned some voicexml and built an automated voice system for car ride sharing for a startup (sort of like Uber Pool. We were too early. Smart phones weren't a thing back then 😆).

In my first full-time job, I built web apps for scientists and researchers. I took legacy web apps and re-built them using modern frameworks. I took complicated databases and spreadsheets, simplified them and rebuilt them in a different system. The people who worked on these apps didn't work there anymore. So, I rebuilt these applications with no documentation and with no one to ask questions. I once took a 30 page SQL trigger which had a lot of the business logic in it and turned into a few functions in Python.

At one point, I also worked for a startup. I had to work with applications which were written in different frameworks. They had also invented their own programming language (with no documentation) 🙄.

It wasn't easy but this is how I built my super powers over time.

With my super powers, I can build apps quickly with any framework or language. I can look at an existing application that I'm not familiar with and fix a bug or add new features to it. I excel at working for startups that have tight deadlines and at government agencies with tight budgets.

So, tell me about your super power. What is it? How did you develop this super power?

Nevertheless, Veni Kunche Coded

Veni Kunche — Tue, 07 Mar 2017 22:15:07 +0000

I began coding because...

I tried out a Computer Science class in High School. I got hooked. Coding became my creative outlet. I love to create new things and be able to bring my ideas to life.

I'm currently working on...

syncing data between ScienceBase and the Science in the Great Lakes (SiGL) Mapper using Amazon Lambda.

I am also building mobile app templates for Ionic developers. I recently built an app template for conferences and I am working on one for e-commerce.

I'm excited about...

Slack Bots! I just learned how to build one. I'll be building one so that employers can share jobs with women in tech slack communities.

My advice for other women who code is...

Don't strive for perfection. Go after what you want now. It's ok to make mistakes. Sometimes trial and error is how you learn. If you don't try, you'll never know what you are capable of.

I've wanted to start my own business but I kept waiting for the right time, the right experience, and so on. I have the huge advantage of having the ability to create most software products. I am learning the business side as I go. Now that I've started down this path, I wish I started sooner.

Also, don't be afraid to ask for help. Take advantage of the amazing women in tech communities that are there to help you!