Shannon Hogue Brown started her career writing software over 20 years ago and has moved through the ranks as an Engineer and, ultimately, CTO. She is passionate about improving developer productivity so that dreams and innovations can be built. As Head of Solutions Engineering at Karat, Shannon works closely with engineering teams to understand their hiring bars, align interviews to them, and create more predictive hiring processes. She lives in San Francisco with her two dogs, Samus and Locke.
Fixing ‘neutral’ hiring policies to stop excluding the best candidates
Assess candidates on potential and not on their past experience.
Hiring and retaining underrepresented engineers
Build an inclusive culture to welcome new team members
Boosting equity in tech with more transparency and less pedigree
What does your interviewing process look like?
Designing effective criteria for assessing engineering candidates equitably
Unlock engineering talent through equitable hiring
Finding potential in your interview processes
Hiring engineers is hard. And with over half of C-suite executives saying that the future of their company relies on being able to source engineering talent, making the correct decisions about who to hire has the potential to transform the fortune of your company.
Crafting hiring processes that reduce bias and create consistency
It’s not just about what happens in the interview
How to structure developer hiring to combat systemic DEI failures
A five-step framework for fair and inclusive hiring
