From Apple to Inclusive Leadership in Tech
Jossie Haines had what many would call a dream job. As an engineering leader at Apple, she managed the Siri Music and Apple TV teams, helped deliver 30 new features, and even won a technical Emmy. But behind the achievements, she was burning out. “From the outside, it looked great,” she shared on this week's episode of The Tech Leaders Playbook with Avetis Antaplyan. “But internally, I didn’t feel included.”
Leaving Apple became an act of courage. Haines stepped away at what she describes as a low point, uncertain of her next step but certain she wanted to build teams that practiced inclusive leadership in tech—where inclusion wasn’t an afterthought but the foundation.
Building Inclusive Leadership That Lasts
When she joined Tile, Haines told the CEO she wanted to create not just great technology but a culture where every engineer could thrive. To her surprise, he said, “I promised my wife and daughters I’d make Tile the best place for women to work in the Valley.” Together, they delivered.
Haines emphasized that inclusion takes more than hiring diverse talent. It’s about psychological safety and the courage to invite dissent. “A high-performing team isn’t one that agrees on everything. It’s one that can have constructive disagreements,” she said.
As she explained to Avetis, inclusive leadership in tech isn’t just morally right—it’s a business advantage. Research from Google found that teams with psychological safety outperform others. When employees feel heard, they innovate. “If the only people building your product look the same, you’re missing out on features that serve your actual customers,” Haines noted.
Redefining Success on Your Own Terms
At Tile, Haines designed her own VP of Engineering role—a decision that reshaped how she viewed success. “I realized I could define what I wanted and create it based on business needs,” she said. That mindset shift inspired her to start her own coaching practice, helping engineering leaders and women in tech craft careers built on authenticity, not exhaustion.
Imposter syndrome remains a common theme in her coaching. “When you reach the VP level, the only feedback you get is when you’ve messed up,” she said. Her advice: measure your success through your team’s engagement and impact, not just external praise.
Inclusion, AI, and the Future of Leadership
Haines now helps leaders navigate another frontier—AI adoption. Ironically, she’s found that many engineering leaders building AI products don’t use AI themselves. “They’re told, ‘everyone needs to do something AI-related,’ but no one defines what that means,” she said.
Her recommendation? Start small. Use AI to handle administrative tasks and free up time for strategy and mentorship. “AI should help you get to 80 percent faster. The last 20 percent—the human judgment, the context—that’s where great leadership happens.”
Gratitude and Growth
Jossie Haines’ story reminds us that leadership isn’t about titles—it’s about transformation. By walking away from burnout and redefining success, she’s helping others do the same. Her journey is proof that inclusion and innovation aren’t competing priorities - they’re the same path forward.
You can follow Jossie Haines on LinkedIn to learn more about her coaching and leadership work. And if your organization is ready to build stronger, more inclusive tech teams that actually perform, connect with HIRECLOUT—we help companies hire better, lead better, and grow faster.
