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Excited to be featured in this Built In piece on how we're evolving hiring at SciPlay and I appreciate the opportunity to share something focused less on hiring as a transaction and more on how we actually think about it as a team. One of the biggest shifts for us has been bringing more clarity to how we evaluate candidates. Not to over-engineer it, but to make sure we're aligned on what we're actually looking for and how we measure it. Fairness in hiring doesn't happen by accident; it has to be designed. That means defining success criteria before interviews begin, treating candidate communication as a thoughtful system (not just a courtesy), and being intentional about who we bring on. There's a lot of research behind this too. More structured, consistent evaluation tends to improve decision quality and reduce bias by keeping the focus on skills and role-related criteria instead of individual preferences. We're still iterating (always), but it's been a meaningful shift in how we hire and how we work as teams. One belief I keep coming back to is Rozlyn Ramirez’s quote from this article which is “hiring can feel vulnerable, and no one should feel like they're navigating it alone.” When candidates feel supported and informed throughout the process, they show up as their best selves, and that's better for everyone. 💚🖤 If so inclined, check out full article here👇🏼 https://lnkd.in/gPSEPiNs