🥳 The Allyance’s Secret to Get 50% of Women Candidates in Tech
The Allyance newsletter provides many useful references on recruitment, diversity and inclusion.
Good morning readers !
Everytime we meet candidates, The Allyance starts with a “phone screen”. Most of the time, it happens online through a visioconference. We discover each other and talk about different topics such as skills, salary expectations, roles, remote…etc.
When there is a match, we always send candidates a survey to get feedback about the interview and to collect data about who they are. This tool also enables us to get their consent to send their personal information to our clients. Consent and GDPR are 👑. In 2024:
50% of our candidates were women, 49,4% were men and 0,6% were non-binary (in June 2023, women represented 45,7% of our candidates)
47,2% of our candidates were looking for a flexible remote position
27% of our candidates were looking exclusively for a full remote one
82,2% rated our phone screen 10/10!
We care about all our candidates regardless of their gender, age, skin colour, physical ability…etc. We are proud of sharing this data with you.
✅ The Allyance newsletter provides many useful references on recruitment, diversity and inclusion. This edition will be shorter than usual to focus on what matters. Here are some articles about fighting arguments against DEI, efficient tests, recruiting email templates, inclusive hiring and lots of news about The Allyance.
🥊 4 common arguments against DEI—and how to dismantle each one
DEI is often framed as a partisan issue, but the article from Fast Company asserts that fostering inclusivity transcends politics and enhances innovation, education, and business success.
👋 Donald, Mark and Elon ! Indeed, critics argue that DEI threatens merit-based systems, but the article refutes this by highlighting how DEI expands opportunities, ensuring that talent is not overlooked due to systemic barriers. Many misunderstand DEI as "forced diversity" rather than a means to level the playing field; metaphors like "mirrors and windows" illustrate how representation benefits all.
“Some opponents of DEI initiatives express fears about the possibility of “reverse discrimination.” They claim that efforts to address historical inequities will result in unfair treatment or disadvantages for specific individuals, particularly those who belong to majority groups.”
🙂 Organizing Playwright Tests Effectively
Should I introduce Debbie O’Brien? She is a Principal Technical Program Manager at Microsoft. Combining these practices Debbie highlights ensures a well-structured and maintainable test suite, making it easier to onboard team members and manage tests efficiently.
Organized Folder Structure: Separate tests based on their context (logged-in vs. logged-out) and per feature. For example, testing GitHub we could have tests/repos, tests/prs, tests/issues, etc.
Using Hooks and Describe blocks: Improve readability and set up common prerequisites.
Step Definition: Use test.step to break down complex test cases.
Leveraging Annotations and Tags: Use annotations and tags to mark failing or incomplete tests, link issues, and categorize your tests for better filtering and reporting.
✉️ The Best Recruiting Email Template
This article is for the recruiters reading this newsletter! Rhona Pierce, an American recruiter, unveils the way she catches candidates’ attention. Enjoy her templates and examples!
“Cliffhanger subject lines work great with candidates. Those three dots at the end of a sentence indicate there’s an unfinished thought. And the only place to finish that thought is inside the email. This type of subject sparks curiosity and increases your open rates.”
🤩 5 conseils pour réussir un recrutement inclusif
La communauté française Tech Rocks a publié un livre blanc pour les managers d’équipes techniques et The Allyance y figure! Être Tech Leader en 2025, est un guide complet pour exceller dans le rôle de CTO ou de VP Engineering. Conçu par des expert·e·s et basé sur les conseils de leaders influent·e·s sur la frugalité, le recrutement, l’architecture et bien d’autres sujets. Voici un extrait de mon interview:
Un recrutement inclusif ne peut être maintenu sans suivi et amélioration continue. En Europe, seules 31 % des entreprises mesurent aujourd'hui l'impact de leurs initiatives en faveur de la diversité.
Mettre en place des indicateurs de suivi : Suivez les taux de recrutement des minorités et analysez les différentes étapes du processus (nombre de candidatures reçues, nombre d'entretiens réalisés, etc.).
Analyser les retours des candidats : Proposez systématiquement des enquêtes anonymes aux candidats, comme Alan, qu’ils soient retenus ou non, pour évaluer leur expérience et identifier des zones d'amélioration.
🔦 The Allyance in the spotlight
Cette petite fille, c'est moi. Je suis fière de la femme qu’elle est devenue. J’ai écrit un long post sur mon parcours pour partager mon émotion : je fais partie du Top 35 des Leaders Positifs déterminé par le journal Les Echos et Positiv. La remise des prix s’est déroulée dans les fabuleux bureaux des Echos et la liste des personnes récompensées est ici.
🩷 Candidates you can hire
Are you looking for a Machine Learning Engineer? The Allyance supports Nigreisy and Merwan in their job search. Both of them are available as soon as possible to start a new role. You can contact them directly or ask The Allyance to get their resume.
🤫 Backstage secrets
✨ Our 5 last hires were women engineers : a Machine Learning Lead, a Frontend, a Founding Backend, a DevOps and a Senior Mobile Engineer.
✨ Congratulations H. for your role as a Frontend Engineer at Resilience !
✨ Congratulations to Mouna for your next role !
🏆 We signed 4 new clients to offer tech roles to our candidates.
😶 I took some time off to focus on personal projects.
You can contact us : contact@theallyance.one
🩷Hot jobs we are working on
🫵 Machine Learning Engineer - GNN (AI startup)
🫵 Data Analyst (Video Game company)
🫵 Senior Product Manager
🫵 Senior Backend Engineer (C#)
More jobs here…
In 2025, I will focus on what makes me happy : recruiting. I want to meet creative tech professionals. I want to select safe companies. Recruitment is not an art but it can be magic at times.
For instance, I made the decision to visit more of my clients onsite and I started with Linkup (Philippe and Denis) a few days ago.
Caroline Chavier, The Allyance CEO
