by Ellen Huet
Originally published: January 10, 2017
Facebook has put itself at the forefront of efforts to recruit a more diverse workforce, including a targeted internal recruiting strategy in 2015 designed to bring in female, black and Latino software engineers.
Yet within Facebook’s engineering department, the push has been hampered by a multi-layered hiring process that gives a small committee of high-ranking engineers veto power over promising candidates, frustrating recruiters and hindering progress on diversity goals.
Facebook started incentivizing recruiters in 2015 to find engineering candidates who weren't already well represented at the company – women, black and Latino workers. But during the final stage for engineering hires, the decision-makers were risk-averse, often declining the minority candidates. The engineering leaders making the ultimate choices, almost all white or Asian men, often assessed candidates on traditional metrics like where they attended college, whether they had worked at a top tech firm, or whether current Facebook employees could vouch for them, according to former recruiters, who asked not to be identified because they were not authorized to speak publicly about their work.