You and every other recruiter are looking for experienced female engineers. There are no magical shortcuts here, very few companies have figured out how to do so consistently. It's extra hard if you have no women onboard already.<p>Here are some things you can try:<p>1. Don't focus on experienced candidates. Really. Your pool will increase a LOT when you start looking at new grads as well as bootcamp grads (see HackBright). Consider interns as well - it's a legitimate way to impress and retain young talent. Experience is nice, but if you can figure out how to grow your engineers, the sky's the limit.<p>2. I'm hardly an expert here, but neither the job posting nor the leadership principles strike me as particularly women-friendly. The former seems pretty neutral (and rather dry), the latter has language like "disagree and commit" and "vocally self critical" that may project a culture of conflict. Conflict is not bad, mind you (some conflict, anyways) and I know you're coming from the right place, but that's the kind of language you might want to think about. I haven't used it, but <a href="https://textio.com/" rel="nofollow">https://textio.com/</a> might be something to consider. Compare to this job posting: <a href="https://www.etsy.com/careers/job/d6f56ba8-f2f5-45fd-b7ae-9497a68f2c8a" rel="nofollow">https://www.etsy.com/careers/job/d6f56ba8-f2f5-45fd-b7ae-949...</a> (Etsy is one of the few companies that have figured this out, BTW, IMO).<p>3. Explain concretely what the opportunities for growth and learning are.<p>4. Volunteer as a mentor at HackBright Academy (or something similar, since you're not SF-based).<p>5. Speaking of Etsy, read this: <a href="http://firstround.com/review/How-Etsy-Grew-their-Number-of-Female-Engineers-by-500-in-One-Year/" rel="nofollow">http://firstround.com/review/How-Etsy-Grew-their-Number-of-F...</a><p>Honestly, #1 will give you the best results. But as far as I can tell this is still a very early hire, so might be hard for you to make that decision. Do your best and set yourself up for future success, even if your next hire is not a woman. These things take time. Gender is also not the only way to increase diversity ;)