auditions

The study is very compelling because the cause/effect relationship of gender-blinding the auditions can be observed very directly.

Blind auditions make sense if the candidate will be working independently, but they (deliberately) don't assess cultural compatibility.

Almost everyone at these auditions has at least 15 years of playing experience and advanced (expensive) degrees.

It's about how after they changed to blind auditions, the number of women hired as orchestra musicians rose severalfold.

We (www.gapjumpers.me) are trying to solve the gender diversity issue in tech by using blind auditions as a first filter.

Often people will spend a decade going to auditions around the US before they win a position or just give up.

That's why orchestra companies will conduct blind auditions rather than check a musician's SoundCloud portfolio.

We conduct blind auditions at scale for companies and it's a problem we're keen to learn more about.

One problem I have with this is that technical interviews are not as straightforward as orchestra auditions.

Everything in the class is geared towards auditions, since that's pretty much all you'll be doing for at least the first few years of your career, while you're holding down a waiting gig.

The possibility of attaining the prestige and earning of Tom Cruise keeps aspiring actors in gyms and auditions, trying to climb the steep ladder.

This is why the time has come for blind auditions like GapJumpers offers - helps to avoid all bias when deciding who to interview.

Blind auditions made a huge impact in increasing gender diversity in professional orchestras: “In the 1970s and 1980s, orchestras began using blind auditions.

Sysadmins are programmers "waitressing" between auditions.

Blind auditions are key to eliminating implicit hiring bias." So will this only work if you never perform an in-person interview?