> By this process we should just drop hiring bars altogether. I don't think the parent comment is negating the need to hiring bars. IMO two important points :

> By this process we should just drop hiring bars altogether. I don't think the parent comment is negating the need to hiring bars. IMO two important points : 1 - DEI and hiring bars are not opposed to one another. Actually well designed DEI program are meant to make sure the hiring bar are free of un neccesasary blockers. 2 - I think that mostly what the parent comment was trying to say, "hiring bars" is a nebulous term thrown around. Every team "saying/thinking" they have ha hiring bar doesn't mean that there actually have one. Just rejecting 99% percent of the candidate doesn't imply a good hiring bar... since you might selecting the bottom 1%...