A study by Hired, covering 1,075 tech employees and job seekers, found that in 2022, 38% of job openings sent interview invites only to men—down from 45% in 2018.
Likewise, 12% of roles sent requests only to white candidates, a drop from 26% four years prior. But while these numbers show progress, bias in tech hiring remains a persistent problem.
Further research reveals that 41% of tech job applicants reported facing bias in hiring—a sharp rise from the industry average of 31%. Many of these biases, whether conscious or not, shape who gets interviewed and who gets left behind.
To fix this issue, tech firms must take calculated steps, such as structured interviews and skills-based assessments, to level the playing field. Without real change, progress will remain slow, and the same patterns will repeat.
The clear gap between intention and execution in hiring
While nearly all employers claim to monitor diversity, equity & inclusion, their actual hiring decisions tell a different story.
A recent study underlines a contradiction in corporate hiring practices. Researchers examined this discrepancy by conducting a study with hiring managers from elite firms.
So these managers were presented with approximately 40 resumes and asked to rate the likelihood of hiring each candidate on a scale of 1 to 10. To reinforce the authenticity of their choices, job seekers were later directed to them based on their stated preferences.
At the outset, 90% of hiring managers asserted that they viewed gender and racial diversity as a positive factor in recruitment. Nevertheless, the study tested this claim by providing resumes with randomly assigned characteristics—such as GPA, major, and work experience—alongside names indicative of race and gender.
The results of the study
The outcomes exposed a clear gap between intention and execution. Hiring managers demonstrated “no aggregate preference for minority or female candidates.”
In some cases, implicit bias remained evident. A prestigious internship increased ratings across the board. However, for women and minorities, the increase was only half as significant as it was for white men.
Additionally, hiring managers placed little value on summer jobs taken during the junior year—positions like barista, waitress, or retail cashier. The study’s authors noted that this practice disproportionately disadvantages lower-income students, who cannot afford to forego paid work in favor of unpaid internships.
The problem was even more pronounced in STEM fields. A minority or female STEM major needed a 4.0 GPA to receive the same rating as a white male with a 3.75. The researchers suggested one reason for this disparity: hiring managers assumed that top minority and female candidates were already heavily recruited elsewhere.
As a result, they believed these applicants had an easier path to prestigious internships and were less likely to accept job offers.
This very flawed logic led to a complacency effect—employers assumed others were actively pursuing diverse talent, so they felt less urgency to do so themselves.
What tech interview bias can look like:
Interview bias distorts hiring decisions when recruiters allow personal opinions to override objective assessments of candidates.
Understanding the most common biases is the first step toward more equitable recruitment. Take gender bias in tech, for example. Despite widespread discussion of diversity, women still hold only about 25% of tech jobs and a mere 15% of CEO positions in the industry.
Racial bias in tech hiring is just as prevalent. A recent report found that 54% of Black tech professionals have faced racial discrimination at work.
These disparities persist not because of a lack of qualified candidates but because of entrenched biases shaping hiring decisions.
Cognitive biases also play a substantial role. Confirmation bias leads interviewers to focus on details that support their initial impressions, dismissing other valuable information.
Affinity bias causes recruiters to favor candidates who share their background—attending the same university, growing up in the same town—rather than assessing them purely on merit.
Other biases further skew the hiring process. Anchoring bias makes interviewers overly reliant on their first impression, while the halo effect allows a single positive trait to overshadow an entire evaluation.
Unchecked, these biases result in homogenous workplaces and missed opportunities for talent.
Companies that take them seriously—identifying, confronting, and correcting them—stand a far better chance of building diverse, high-performing teams.
How to combat interview bias
As mentioned previously, reducing bias demands awareness, but to act on this cognition. Companies must create a structured hiring practice. Standardized interview questions and clear evaluation criteria help keep assessments consistent.
Bias training equips recruiters to recognize their blind spots, while skills-based tests shift the focus from assumptions to real ability.
Even job descriptions play a role. Removing gendered language and trimming unnecessary requirements encourages a wider applicant pool.
Blind recruitment—stripping resumes of names and photos—further curbs bias. Diverse hiring panels add another safeguard, ensuring no single perspective dominates the process.
And, of course, a continuous review of hiring practices keeps companies on track, preventing old habits from creeping back in.
How to navigate interview bias as a tech candidate
Undoubtedly, hiring teams bear full responsibility for reducing bias, but candidates can still take small steps to present themselves effectively. This isn’t about changing who you are—it’s about making sure your strengths come across clearly.
Body language can sometimes work in your favor, but not always. What one interviewer sees as confidence, another might misinterpret. There’s no universal rule, and overthinking it can do more harm than good.
The best approach is to stay mindful without losing your authenticity—being yourself is often what leaves the strongest impression. Getting rejected by a company that runs on bias isn’t a loss—it’s a win. It spares you from an unfair workplace and pushes you toward a company that values talent over prejudice.
That said, awareness of posture, eye contact, and facial expressions can help you navigate interviews and minimize unconscious bias. Small adjustments won’t eliminate the problem, but they can keep it from working against you.
Again, none of this shifts the burden onto you. Bias in hiring exists, and fixing it isn’t a candidate’s job. The reality is, that all you can do is present the best version of yourself and hope the process is fair.
Behavioral interviews: Strategies, mistakes, and bias
Behavioral interviews aim to gauge future performance by examining past actions.
Instead of hypothetical scenarios, interviewers ask for concrete examples of how candidates handled real challenges. This approach strips away guesswork and reveals how a person thinks under pressure.
For tech candidates especially, preparation makes all the difference. Expect questions like, “Tell me about a time you faced a major setback,” or, “Describe a situation where you had to meet a tough deadline.”
In this situation, one must keep answers focused. Lay out the situation, explain your role, describe your actions, and state the outcome.
Rambling or getting lost in details confuses your message. Many stumble by being too vague or overly wordy. Others gloss over failures, thinking it makes them look strong.
In reality, a good interviewer values honest reflection—owning a mistake and showing growth carries more weight than pretending everything went well.
Stretching the truth is another misstep. Experienced recruiters spot inconsistencies fast, and once trust is gone, so is the job offer.
The best responses are sharp and to the point. For instance, suppose you’re asked about handling tight deadlines. You might explain how, in a previous role, an urgent client request forced you to reshuffle priorities. You quickly reassigned tasks, kept communication clear, and met the deadline—securing repeat business from the client.
Behavioral interviews favor those who come prepared. Know your experiences, choose your examples wisely, and get comfortable telling your story with precision.
Body language tips from tech recruiters
- Crossed arms or legs are a stance that often appears defensive or unapproachable, creating an unnecessary barrier between you and the interviewer.
- Tapping fingers, shaking legs, or adjusting clothing too often signals nervousness and distracts from what you are saying.
- Looking away too much may suggest insecurity or disinterest, while an unbroken stare can feel unnatural and “too much”.
- Keep expressions in sync with your words to avoid mixed signals.
- Hand movements should feel natural and purposeful. Overuse can be distracting, while too little may make you seem stiff.
- Sit tall, shoulders back, and lean slightly forward to show engagement & confidence. Avoid slouching, which suggests low energy, or leaning in too much, which invades personal space.
Why you should provide feedback after an interview
You always have the right—and sometimes even the responsibility—to give feedback after an interview. If you face inappropriate questions or notice clear bias, don’t let it slide.
As soon as the interview ends, document everything while it’s still fresh. Take note of what was said, who was involved, and any details that could support your case.
Note the date, time, and details of the exchange. A clear record strengthens your case if you decide to report the issue.
Next, review the company’s complaint policy and submit a formal, written complaint to the appropriate department (usually Human Resources). A well-documented report increases the likelihood of your concerns being taken seriously and may lead to improvements in the hiring process.
If internal channels fail to resolve the issue, seek external support. An employment attorney can clarify your legal options, while industry-specific regulatory bodies or professional organizations may provide additional avenues for reporting discriminatory practices.
Taking action not only protects your rights but also pushes companies toward fairer hiring practices.
Final Thoughts
Understanding and reducing interview bias helps build fair, inclusive hiring processes in tech. Tech companies must actively address bias by adopting structured interviews, providing bias-awareness training, and refining job descriptions.
