When the WomenTech Global Conference convened virtually in 2024, the registration list included 1,322 C-level executives from 167 countries [WomenTech Network blog]. That is not a typical developer-conference roster, and it is the asset that distinguishes WomenTech Network from the long roster of professional communities serving women in technology. Founded in 2019 by Anna Radulovski, the organization has grown into a global community of more than 150,000 members across 179 countries [WomenTech Network blog], and its commercial wedge increasingly looks less like a meetup network and more like a sponsorship and recruiting channel aimed at corporate diversity, equity, and inclusion budgets.
The product, in practical terms, is access. WomenTech Network hosts regular career networking events, fireside chats, and the annual WomenTech Global Conference, the next edition of which ran virtually May 20-22, 2025 [WomenTech Network]. For employers, the pitch is straightforward: a curated audience of women technologists, engineering leaders, and senior executives, reachable through sponsorships, speaking slots, and a job board that surfaces roles from companies including Miro and Insider Inc. [WomenTech Network]. The mission framing, to inspire 1,000,000 women, minorities, and their allies in science and engineering [WomenTech Network], is the north star, but the business underneath is a B2B media and events motion targeting corporate talent and DEI buyers.
The bet
Radulovski's bet is that the most defensible asset in the women-in-tech category is not content or software but a recurring, global, senior-skewing audience that an enterprise recruiter or chief diversity officer cannot easily assemble on their own. The ideal customer profile here is clear: Fortune 1000 and upper-mid-market technology employers with active DEI hiring mandates, plus the engineering and product organizations inside them that need to fill technical roles with diverse candidates. The budget owner is typically a head of talent acquisition, a chief diversity officer, or an employer-brand lead, often with sponsorship dollars sitting alongside conference and university-recruiting spend. Procurement cycles in that motion tend to be annual, tied to recruiting calendars and DEI reporting windows, which is consistent with an events-anchored business that can renew sponsors year over year against the next conference date.
Why it could be big
The tailwind is that enterprise buyers have spent the past five years formalizing diversity recruiting as a line item rather than a project, and they need scaled channels to spend it through. A community that can credibly deliver senior women in technical roles at 167-country breadth is a short list. WomenTech Network's own survey work, which it publishes as part of its Women in Tech Stats series, gives it a content flywheel: the data showing that 64 percent of women respondents have been spoken over in meetings [WomenTech Network] is the sort of statistic that gets cited in corporate town halls and feeds back into sponsor demand for the conference and its tracks.
Radulovski has also been building adjacent surface area. She is the founder of Coding Girls and Executive Women in Tech (EWIT) [Revenue Rehab], and her book Chief in Tech, published by Wiley in 2025 [Amazon], anchors a Chief in Tech Summit that runs inside the broader WomenTech Global Conference [WomenTech Network]. That stack, a community, a conference, an executive summit, and a trade book from a major business publisher, is the kind of integrated property that sponsorship buyers tend to underwrite at six-figure annual commitments rather than one-off event spends.
The numbers in one place
| Metric | Value | Source |
|---|---|---|
| Members | 150,000+ | WomenTech Network blog |
| Countries reached | 179 | WomenTech Network blog |
| C-level execs at 2024 Global Conference | 1,322 | WomenTech Network blog |
| Countries represented at 2024 conference | 167 | WomenTech Network blog |
| Stated mission audience | 1,000,000 | WomenTech Network |
| Year founded | 2019 | WomenTech Network |
The team and traction
Radulovski runs the organization as founder and CEO [WomenTech Network blog] and has built a personal brand that doubles as the company's primary distribution channel: speaking circuit, podcast appearances, and the Wiley book. The commercial traction the organization discloses is membership scale and the executive density of its flagship event, both of which are the relevant proof points for the sponsorship motion. The 1,322 C-level attendees figure is the one a corporate sponsor will care about most, because it translates directly into how an employer-brand team justifies a renewal.
The honest counterfactual
The credible bear case is competitive. Women Who Code, Girls Who Code, AnitaB.org, Tech Ladies, and Lesbians Who Tech all chase overlapping sponsor dollars from the same corporate DEI budgets, and several have longer operating histories and named institutional backers. A buyer running a 2025 sponsorship review will ask why WomenTech Network deserves incremental budget over an incumbent line item. The bull answer, supported by the cited evidence, is global breadth and executive density: 179 countries and 1,322 C-level attendees [WomenTech Network blog] is a different product than a US-centric developer community, and it lines up with the international hiring mandates that large technology employers increasingly carry. The renewal motion will hinge on whether sponsors see measurable hiring and brand outcomes year over year, which is the standard test any events-led business has to pass.
What to watch
The next twelve months come down to three things. First, the 2026 Global Conference, already being marketed as virtual-first [WomenTech Network], and whether the executive-attendee count holds or grows against the 2024 benchmark. Second, the commercial pull-through of Chief in Tech, both the book and the summit, into a distinct executive-tier sponsorship product. Third, whether Radulovski's stack of properties (WomenTech Network, Coding Girls, EWIT, Chief in Tech) gets formalized into a single commercial entity that an institutional investor or strategic acquirer in the HR-tech or professional-media category could underwrite.
ICP, stated plainly: enterprise technology employers with active diversity hiring mandates, sold to through talent acquisition and DEI budget owners on annual sponsorship and recruiting cycles. Realistic competitive set: Women Who Code, AnitaB.org (Grace Hopper Celebration), Girls in Tech, Tech Ladies, and Lesbians Who Tech for community and events, with corporate-run programs like Microsoft's DigiGirlz and Google's Women Techmakers as the in-house alternative buyers will benchmark against.