Supporting progression within the Tech sector

When William Joseph asked us to support them with hiring their new Tech Lead position we both knew it was a real opportunity to create an empowering process and a safe environment for underrepresented talent within tech to feel supported when stepping into a leadership role.

What does ‘feeling supported’ look like in this role?

Whenever someone progresses into any leadership role there are a whole range of new and different challenges that person has to overcome - from imposter syndrome to learning how to delegate and plan strategically. But within tech, and among underrepresented talent, it is even more challenging. As it stands only 8.5% of senior leaders in the UK tech sector are from ethnic minority backgrounds, just 16% of the overall tech workforce are women, and only 9% identify as disabled. Being the first woman or person of colour to take on a Tech Lead role within a team means you are both juggling all the standard expectations, plus you are navigating historical and societal biases within the sector.

“Tech companies have a responsibility to invest in both access and progression for underrepresented talent in the sector in order to change that experience for future leaders. Our work will be better, and help more people, if more perspectives are involved in the decision making process” - James, William Joseph

With this in mind, although we know William Joseph have spent many years investing in creating a team where everyone is championed and supported, we felt that providing the new Tech Lead hire with external mentorship from someone who has been on the same journey would give this person a broader network of support, access to fresh perspectives and a safe space to seek guidance on challenges, both technical or personal. We’re pleased to share that we’ll be working with Jennifer Mackown and Jessica White from the Tech Nottingham community to offer regular mentorship as the successful candidate settles into the role and builds their confidence.

What else do you do to ensure this process is accessible? 

Whenever we work on a role we encourage companies to adopt CV-less hiring in order to challenge bias and broaden the scope of what ‘relevant experience’ might look like. We’ve heard time and again from candidates that this approach is a real game-changer for them, and as a result the companies we work with most often end up hiring someone they would never usually come into contact with. 

Interview over zoom

“I would have ruled this opportunity out, assuming I was a poor fit, but I felt so encouraged and motivated by the application process. It’s refreshing (and surprising) to see an organisation taking meaningful steps towards inclusive recruitment practices. It’s making me rethink my attitudes and behaviours both as a recruiter and applicant” - Michelle, previous candidate

William Joseph have adopted interviewing practices that make their opportunities more accessible to those who don’t usually have the bandwidth to invest time and energy in completing tasks and preparing for interviews. This is why throughout this process, shortlisted candidates will be paid for their time participating in the interview process, and interview questions will be shared beforehand. We’ve found that having a transparent process enables people to really bring their best selves - especially neurodivergent or disabled people, or those who are time poor due to caring responsibilities or other commitments.

“I have ADHD and have always struggled in interviews as I will have three or four ideas in my head when the question was asked, but by the time I have spoken about idea number one, the other thoughts have left my mind. Being able to take the time before the interview to jot down a few bullet points and think of fitting examples was a real game changer for me. Regardless of the outcome of my application, the process so far has been wonderful.” - Christina, previous candidate

Interested in applying?

Applications to join William Joseph Design as a Lead Tech are open until 31st March and we will ask you to share the following with us:

1. Examples of two live websites or applications that you have worked on and are proud of. Sharing why you are proud of them and providing bullet-point list of some of the technology and approaches you applied in these builds

2. An example of a project you developed in collaboration with others (it can be the same as the above) and what you felt made that collaboration work well.

3. An example of how your mentorship or leadership has helped others to grow

If you're interested in the role please apply here. If you have any issues accessing Typeform please get in touch via hello@collaborativefuture.co.uk