>I really like your very human approach to things. Thanks! We genuinely go out of our way to ensure we treat people as people, not just another statistic to ad

>I really like your very human approach to things. Thanks! We genuinely go out of our way to ensure we treat people as people, not just another statistic to add to our machine. >Do you have any theories on why companies end up doing the opposite of what you've laid out and end up wasting time chasing purple squirrels? Laziness is a key reason. If their current process works then the motivation to improve it is relatively low. As for chasing purple squirrels, I honestly have no idea. I could spend the next few months searching for someone who, on paper at least, is a superstar but the fact is, in the meantime I could hire two or three mediocre people (that's not intended to be derogatory), who could do just as well and ultimately end up being better hires in the long run. >I'd also be curious if you do anything to reach out to under-represented groups who may not even bother sending in a resume to begin with but could still be great talent. Loads. For example, we helped PyLadies London get started by providing them with a venue, covering their logistical costs and promoting them. We recently starting (financially) supporting Django Girls who are an incredible bunch of people and we often host codebar.io who provide introductory programming classes to under-represented groups. The fact is, we have to work really hard to make under-represented groups aware of the fact that we're not another meat processor and instead we're a diverse group of people who are trying to hire more good people.