We have now hosted dozens of employers at WomenHack events. Each company arrives with their own expectations—and almost all leave with surprises. Here is what employers consistently learn from their first WomenHack experience.
The Talent Pool Is Deeper Than You Think
The most common reaction from first-time employer participants: I had no idea there were this many qualified women in our market. The pipeline problem looks very different when you actually go where the talent is.
Your Employer Brand Matters
In the WomenHack format, employers pitch to candidates—not the other way around. This forces companies to articulate why a talented engineer should choose them. Many realize their usual talking points fall flat with diverse candidates who have options.
Questions candidates ask that catch employers off guard:
- What does your engineering leadership team look like?
- How do you handle parental leave for primary caregivers?
- What happened to the last woman in this role?
- How are decisions about promotions made?
Speed Creates Clarity
The speed-interview format forces both parties to focus on what matters. Employers cannot hide behind lengthy screening processes. They must quickly assess fit and communicate value. This accelerates the entire hiring cycle.
Follow-Through Is Everything
The connections made at a WomenHack event are only as valuable as the follow-up. Employers who treat event contacts like any other sourced candidate—slow response times, generic outreach—lose the advantage they gained.
Top performers treat WomenHack connections as warm leads requiring immediate, personalized engagement.
Diversity Hiring Requires Intention
Perhaps the biggest lesson: building diverse teams does not happen by accident. It requires intentional sourcing, thoughtful process design, and sustained commitment. WomenHack is one tool in that toolkit—but employers must do their part.
Ready to Learn?
If you have not experienced a WomenHack event, you do not know what you are missing. Join us at our next event and see for yourself.