The Intentionality Behind The Hiring Process Of Women In Startups
Recently, I got hired in a managerial role, and my first task was to build my team. The budget was small and we were going lean; so, I figured we first start with four people on the team, including myself. I knew ahead of time that my team was going to be worth emulating in the company and serve the purpose for which it was created. But what I didn’t know, was that I was going to do more than expected when hiring. It was no longer about skills and experience; I added opportunity and advantage to, and for women.
I hear some startup CEOs speak about getting a CTO and a COO. As per usual, filling up the co-founder list with a group of guys names. There is always a successful guy they reach out to—equipping one person, a man, with 12 titles of co-founder. Meanwhile, there are so many qualified women who lack the opportunity and are never able to make it on these lists. I believe it’s wrong and archaic. We need to —as a matter of fact and progress— be more intentional with our startup founding members. Think outside the boys club of hiring all our best boys and instead look inside your office. Pick Brittany, the best backend developer to become the company’s CTO, or pick Stephanie, the most operationally effective person to become your COO.
