You could think of the bias as having two sides. #1. You won't recognize the potential of a candidate application enough to do an actual interview. #2. You wo

You could think of the bias as having two sides. #1. You won't recognize the potential of a candidate application enough to do an actual interview. #2. You won't recognize the potential of a candidate after interviewing them. In my experience solving #1 is straightforward and does 80% of what you're wanting to do. Thankfully, this was figured out by the NFL years ago. They call it the Rooney rule: you can't hire a head coach until you've interviewed a minority candidate. That's it! The only requirement is that you perform an interview. Thankfully, with Angel List, you don't need to work very hard to get diversity into your pipeline. Just keep clicking yes to profiles until you've said yes to some diverse candidates and they've responded that they want to be interviewed by you. It's less a quota system and more of a marker for how much time you should spend sourcing candidates. Keep up that work until you meet this trivial requirement to have interviewed at least one candidate that meets your definition of diversity. In my experience, the person who walks in the door is often both clearly the superior candidate and not being recruited very heavily. In other words, industry bias is so strong that your personal bias in the interviewing process is largely solved for you by the candidate being so strong. I'm not saying not to work on your other biases, just pointing out that this is a high leverage place to start.