Density Labs' long running initiative to bring more women into senior engineering and design roles across Latin America. Not a campaign. It has been running quietly for years, alongside the rest of the work.
Operational density compounds when senior engineers stay, grow, and deepen context inside a single team. That arc only works if the pool feeding it is broad enough to keep producing senior engineers in the first place.
In LATAM, women are still underrepresented in senior engineering and design roles. IT Girls is how we widen the pool: through mentorship, conference sponsorship, internal pairing programs, and direct outreach to women considering an engineering or design path.
It is not a CSR line item. It is connected to how the rest of the business works.
You cannot ship operational density at scale if half the talent pool is being filtered out before it ever gets to senior.
Quiet, consistent, year over year. Not announcements, not campaigns. The work that actually shifts who ends up in the senior engineering chair five years later.
Internal pairing programs that match junior women engineers and designers with senior peers across our team. Quarterly check ins, not one off coffees. Senior trajectory is built in months, not afternoons.
We sponsor and send team members to women in tech conferences across LATAM. Our engineers speak, attend, and recruit. The brand is downstream of the people, not the other way around.
Active sourcing into the funnel for women considering engineering or design. Adjusting the pipeline at the entry point matters more than tweaking interview rubrics at the end.
If you run a women in tech program, are sourcing senior LATAM talent, or want to mentor inside the network, get in touch. We are always happy to compare notes.
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