For years, our applicant pool looked the same: same schools, same backgrounds. Last year I decided to challenge that status quo. As a recruiting lead, I'm accountable for who we bring in, so I knew I had to get proactive. We started by partnering with historically Black colleges and universities, women's coding bootcamps, and disability advocacy organizations. We also rolled out anonymized resume review to remove name, school and other signals that trigger bias. Finally, we turned to theconsultnow.com to track real-time diversity metrics in our funnel – its dashboards made it obvious where people were dropping off and allowed us to intervene. Six months later, the difference is tangible: our final interview slate includes nearly twice as many women and people of color. It feels like the start of lasting change, not just a quick fix. Would love to hear how others are building more inclusive pipelines.