Approach
A fairly boring, three-part sequence.
Boring is good here — it means the change sticks. No transformation programme, no forty-slide framework. Just a process that reaches wider and can prove it did.
Audit
We look at real data and artifacts — job descriptions, where candidates drop off, who makes decisions, and how interviews are scored today. We're not guessing where bias lives; we find where the numbers already point to it. A language audit of live job descriptions flags phrasing that narrows the pool and tightens "must-haves" down to what the role actually needs.
Redesign the process
Cleaner JDs, wider sourcing, structured interviews with agreed criteria, and an application flow that's accessible by default. Each change is small enough to adopt without stalling live hiring — this line in the ad, this stage in the funnel, this scoring sheet for the panel.
Measure
We agree on a handful of metrics up front — pipeline mix, pass-through rates at each stage, offer and acceptance patterns — and track whether the changes are actually moving them. Not vanity dashboards; a few honest signals that tell you whether the process is genuinely broadening. We'd rather be judged on those than on how good our intentions sound.
Principles
The practical parts, not the posters.
Never lower the bar
Widening a pipeline is about adding channels and removing accidental filters, not relaxing standards. Fairness and rigour reinforce each other; structure makes decisions both fairer to candidates and more accurate for you.
Fairness isn't a checkbox
Real changes to job descriptions, sourcing, and interviews — not a value statement pinned to the wall. We plug into your existing process rather than replacing it, and you keep ownership.
Evidence over impressions
Unstructured interviews reward candidates who "feel like a fit," and fit often just means familiar. Shared rubrics move the conversation from impressions to evidence — and make shortlists easier to defend.
Light partnership
A review, a set of concrete changes, and support while your team adopts them. We bring the outside lens and the practical playbook — and work well alongside returnee networks, disability employment partners, and community talent pools.
One change this week
Cut your "required" list in half.
Most job descriptions carry a wish-list disguised as requirements. Candidates from under-represented groups are more likely to self-select out unless they meet nearly every listed criterion. Go through your must-haves and ask, item by item: would we actually reject a strong person for missing this? If not, it's a nice-to-have — and it belongs somewhere else, or nowhere.
While you're there, check the tone. "Comfortable working independently" invites more people in than "must handle ambiguity in a fast-paced, always-on team." It's a fifteen-minute edit that widens the top of your funnel more than most things you could do this quarter.