Angie Chang: My name’s Angie Chang, founder of Girl Geek X and I’m really excited to introduce our speaker. San Robinson is a mobile UI engineer at CrowdStrike, where she’s responsible for develop, developing user-friendly, intuitive, and responsible applications using number, she uses technology to advance education, environmental sustainability, and social good through unique and complex approaches. We’re really excited to hear her talk on AR, VR and her passion project. Welcome, San.
San Robinson: Thank you Angie for the intro. Hello everyone, my name is San. I’m a software engineer and a freelance technology consultant. I have a deep interest in the confluence of education and travel with this vision over the past six years – I’ve researched and begin developing AR/VR technology solutions like The Natives POV, where my mission is to cultivate language learning, cultural understanding, and global citizenship citizenship using immersive technologies and gamification.
San Robinson: Today I’m dedicated to revolutionizing language learning, utilizing AR.VR to create immersive experiences for people around the globe and to inspire and educate people like you so that they too can create world-changing AR/VR apps.
San Robinson: Have you ever been lost in an algorithm like Alice tumbling down a virtual rabbit hole? One minute you’re scrolling through cat photos and next thing you know, you’ve turned into an overnight expert on diabetic cat care. And yes, that’s the thing. From there, you zapped off into a whirlwind tour of at building and before you can say “Hello world”, you’ve teleported into a bustling Korean marketplace, all of this without moving an inch from your couch. Information overload, but without getting into the negatives that rhymed with my phone, let’s talk about AR vr for immersive learning, A new level unlocks, we’re stepping into the realm of augmented real, augmented and virtual reality for learning. It is like switching from a black and white TV to color only this time. You don’t watch it, you live it. A world where anything is possible, that is the power of AR/VR.
San Robinson: Now that we’ve opened Pandora’s box of immersive tech, AR, VR, XR, what is the difference between these things? Let’s start with VR. With VR, we step into a completely immersive and digital environment. Have you ever wondered what it would be like to live inside of a volcano or what it would be like to hang out with your favorite music artist? When you wear a VR headset, you’re transported into a different world. A user could be in a conference room in New York and instantaneously get transported into a virtual beach in Hawaii. Or imagine you’re a language learner looking to build your vocabulary, but everything around you is in the language that you know.
San Robinson: What if you can alter and enhance your world using just your phone? This is what augmented reality is, a place where our existing world and our virtual world merges. Think of Pokemon Go. Now, let’s say you have an important event that you’re trying to figure out what to wear. You may just have to go to the store and try on new outfits, which which can sometimes be a drag, especially when time doesn’t permit. Your other option is online shopping and waiting a few days with the possibility of you not liking it with mixed reality. You can try a new thing before you get it, and if you don’t like the look, you can just change it with the click of a button.
San Robinson: AR, VR, XR, but what is XR? It’s extended reality. It’s the umbrella term for AR and VR is considered immersive technologies. You may be wondering, with all this talk of AR and VR and tech advancements, how does this fit into your personal life? It could seem overwhelming or perhaps even disconnecting you from the real world, but that’s where immersive technologies like AR and VR come into play.
San Robinson: It’s the power to travel without moving to immerse, without diving, and to learn in ways that we never thought were possible. I’d like to take you on a personal journey of mine, of immersive experiences. In 2017, I spent a year in Gudo China. I experienced the intricate dance of language learning, the nuances of culture and the social art of living like local. In just one year I acquired more Mandarin skills than I’ve acquired in four years of high school Spanish.
San Robinson: Let’s be realistic. It’s not feasible for everyone to pack their bags and immerse the immerse themselves in a foreign country to learn something new. And that’s where technology steps in. Using immersive technologies, we can replicate essence of being in a completely different environment and foster learning through virtual immersion. Picture this, you’re living in China and you’re learning Mandarin from the comfort of your home, but it feels like you’re right in the heart of Beijing, surrounded by native speakers and vibrant local life, or, let’s say you’ve been intrigued by Chinese architecture.
San Robinson: With VR, you could transfer into a different world. You can be in the forbidden city experiencing the majestic history as if you were physically there. And that’s where The Natives POV comes in learning through native perspective from anywhere. While I too am a fan of the real world, I cannot overlook the immense potential of these technologies and bringing the world closer and truly making learning limitless.
San Robinson: While this might all seem groundbreaking, breaking, astonishing, even it’s relevant to each one of us as we strive to learn and grow in this interconnected world. Through my research, I learned something really interesting. The human brain processes visuals 60,000 times faster than text, and 90% of the information transferred to the brain happens to be visual. What does this mean for learning?
San Robinson: Let’s take a moment to consider the learning pyramid a visual representation of how different learning methods impact our knowledge retention. At the apex, we have passive learning techniques like lectures and reading, which results in just five to 10% retention. But as we move downwards, we find more interactive methods such as this group discussions, practicing, yielding higher retention rates, and about 50 to 75%. And at the bottom of the P of the pyramid, we find the most effective learning method, teaching others or immediate use of learning, which has an impressive 90% retention rate. It’s clear to see that as we descend the pyramid learning becomes more interactive and more engaging in thus more effective.
San Robinson: This is exactly where immersive technologies like AR and VR come into play, taking us straight to the bottom of the pyramid, enhancing retention and making learning, deeply engaging.
San Robinson: Shifting our focus to communication, an essential part of learning and sharing knowledge. The famed research by Albert Mahar breaks it down into three components, 55% non-verbal like facial expressions and body language. 38% vocal the tone and pitch our speech and only mirrors 7% of actual words used, helps us communicate each day. Imagine then the power of the immersive technologies that allows us to practice and learn environments where all these aspects can be incorporated in a virtual world. A learner isn’t just reading words or hearing a lecture. They are in the midst of action, practicing and learning non-verbal cues, picking up tones and picture the pictures of the language and actively using their learning. This depiction of learning pyramid and our understanding of communication is what makes AR and VR the next frontier of education and training.
San Robinson: Now that we see that leveraging immersive technologies can help with both communication and learning, what does that mean for cross culture communication? That means consider, consider a scenario when you’re American executive preparing for a crucial business meeting in Japan. With the aid of AR and VR, you can find yourself in a virtual environment mimicking a Japanese office, helping you experience the perfect bow or learning the proper way of exchanging business cards. These immersive technologies by creating realistic simulations of different culture, equips us with the knowledge and exposure that might otherwise require physical travel and a significant time investment. In essence, this allows us to explore and understand the riches and diversity of our global community, fostering empathy and refining our communication skills.
San Robinson: In 2019, the University of California began studying ultimate augmented reality. They used it to visualize scientific data via 3D models and videos to provide insight into human biology. In an app called Scholar, the the results are amazing. 90% of students using ar vr felt more engaged. 85% of them understood the subject more, and there was a 10% average in grade grade increase. Students really enjoyed the app and they said that it made learning more fun and much more easier to understand.
San Robinson: Today, technology changed a lot and these AR/VR technologies are becoming increasingly sophisticated and are being used in various ways from gaming and entertainment to education and training. One example of AR technology that we may all know of is Pokemon Go. This game allowed players to use their smartphones to see and interact with Pokemon in the real world. Another example is Snapchat’s AR lenses, and these lenses allow users to gain a digital filter and effects on their photos while VR technologies are becoming increasingly popular.
San Robinson: One example of VR technology is the Oculus Riff. This headset allows users to immerse themselves in virtual worlds. And another example is the HTC Vive. This headset allows users to interact with virtual objects using just their hands. One of my favorites is Google Expedition, which allows users to actually learn about different things in different countries and different places using just AR and VR.
San Robinson: But we should take a moment to really consider the backstage heroes and the cutting of the cutting edge immersive technologies. The people who are powering the development of AR and VR, places like the various software platforms, such as Unity and Unreal Engine, which serves as canvases where creators can design immersive experiences. Unity has a user-friendly interface that is widely recognized for their AR and VR developments helping creators animate and stimulate lifelike environments. On the other hand, Unreal, particularly with its MetaHumans app, is known for its robust graphics and cutting edge technology.
San Robinson: The MetaHuman app, which happens to be my personal favorite, brings photorealistic visuals to the VR world, enabling the creation of a astonishingly realistic human characters. It truly showcases the power of potential, potential of Unreal Engine and shaping the future of digital experiences, especially when it comes to acquiring a new language.
San Robinson: Then we have the hardware, like the magic wands that bring our interactions to life like Oculus Rift, PlayStation VR and new Apple Vision Pro glasses that are bringing digital information in our physical world. But it’s not just about the hardware and software. AR and VR rely heavily on advancements in computer vision and AI. These technologies allow systems to understand and respond to what they’re seeing, making our interactions in a virtual world more intuitive and seamless.
San Robinson: The confluence of these technologies is accelerating growth and adoption of immersive technologies, opening up limit limitless possibilities in our journey towards a more immersive and interactive future. As we step further into this exciting and transformative era, it becomes increasingly important for us to understand the specific advantages and obstacles associated with these innovative developments. Let’s turn our attention now to the benefits and challenges that AR and VR, a key player in immersive technology landscape, and imagine how it reshaping the future using virtual reality while simultaneously presenting new hurdles and that we must overcome as time goes on.
San Robinson: Some of the benefits in the realm of AR/VR, what striking to me was the increase in motivation and engagement, the immersive nature of these technologies, drugs, users, and keeping them engaged for longer and driving a curiosity to explore and learn. It turns learning from, from a task to an adventure.
San Robinson: These technologies also shine in simplifying complex concepts. Visualize visualizing ideas and intricate processes, which is, which are often a challenge for many people. AR/VR brings these concepts to life by making them more comprehensible and relatable. For instance, learning about the structure of atoms comes exponentially easier when you can explore it in a digital realm. AR/VR impact on retention and recall is also profound. The interactive experimental learning that these technologies provides. AIDS and memory retention, it’s one thing to read about the pyramids of Giza and there’s another one to actually virtually explore them.
San Robinson: By placing these learners in the real world of fantastical scenarios, AR/VR fosters problem solving and critical thinking skills Users can learn and navigate and adapt to and make a real decision based off of these environments, which actually helps them develop a more cognitive experience. And lastly, these technologies have the ability to ignite and spark learning. The assignment of exploring a virtual role or interacting with AR applications can turn the most reluctant learners into eager explorers. But in a nutshell, AR/VR not only enhances the way we learn, but it also instills a love for learning, which to me is arguably the greatest gift and benefit. Now let’s move into the challenges. Well, some insights AR/VR has actually shown 20% of increase in learning outcomes. Another thing is that 50% of education and institution plan to implement AR/VR in the next five years.
San Robinson: The insights are there and we can see that AR/VR has many benefits, but we should also focus on the challenges because with every silver lining there is some clouds, AR/VR is no exception. The first challenge we encounter is training. And the second problem we encounter is limited availability. But the really big challenge that I foresee in in the future is the high cost of this hardware, which can be prohibited to widespread adoption efforts to create ongoing affordable devices are u are being completed to bridge this gap. Now there’s also the user experience, which strides have been made to creating intuitive and user-friendly interfaces. It is also a significant challenge. Navigating the virtual roles should be as easy as it is to navigate the physical one. There’s also a question about the accessibility of and the digital divide that AR/VR might cause.
San Robinson: As we embrace these technologies, we have to ensure that they’re accessible to all regardless of socioeconomic status or geographical location. And lastly, there are ethical and safety considerations. Balancing immersive experiences with user safety and privacy is paramount. As we venture deeper into these virtual worlds, defining rules for data protection, user interactions and content moderation will be crucial. The journey towards perfect AR/VR is always challenging, but as we navigate these obstacles, the horizon poles of promising and immersive future future in the realm of education and learning, these technologies are revolutionizing the way we absorb and retain knowledge. They’ll create a more immersive experimental learning environments where students can explore the world, conduct complex lab experiments, or engage with Shakespeare’s plays in ways that we’ve never seen possible all this in the comfort of their classroom or home, what this potential extends far beyond just education.
San Robinson: For example, in healthcare, with immersive technologies, a practitioner can stimulate experiences of patients from different racial, ethnic, gender and socioeconomic backgrounds, or those with specific conditions such as autism, PTSD, and also physical disabilities. This immersive experience can deepen the understanding of how these patients perceive and interact with the world leading to more empathetic and personalized care. In the business world, AR can exist, assist in product design or provide employees with hands-on training. And let’s not forget about the entertainment industry where technologies will continue to redefine our gaming movie and live events experiences making more interactive and more, and making them more interactive and more immersive. But as we stand at the this technological crossroad, the possibility seems endless.
San Robinson: Challenges remains such reducing costs and refining user interfaces. But the trajectory of AR is really clear. AR is set to become an integral part of our life, part of tools that will transform how we work, play, and learn. Now that we have explored the potential applications of AR and VR across various domains, I hope you gain a better understanding of how these technologies can make a significant impact. We are truly standing on the threshold of a new era. I would like to thank you all for your attention and participation at this time. I’m happy to answer any questions that you might have and leave the floor open for discussions. Thank you. Thank you.
Angie Chang: Thank you son. That was an excellent talk on AR/VR. We were really excited to have you sharing your knowledge. I’m going to have to wrap up the session and talk to the next one, but thank you for joining us and there’s a lot of chatter in the chat, so I encourage you to check it out and connect with people. You can message them on this platform if you like. Thank you.
San Robinson: Okay, thank you Angie.
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Sukrutha Bhadouria: Next session, we have Neha Srivastava here with us. Neha is a senior software engineer at Attentive. She’s an experienced engineer with over a decade of experience in various Fortune 500 companies. She is passionate about diversity and inclusion in the technology workforce outside of work. She also runs a decolonial feminist nonprofit called Shaktitva. Welcome, Neha.
Neha Srivastava: Thank you so much Sukrutha for this introduction and this opportunity. I’ll start sharing my screen a little bit and then we can get started. Hope everyone can see me. The topic of my conversation today is rocking the technical interview for women and minorities.
Neha Srivastava: The content of this presentation is likely relevant for anyone who’s looking to give a technical interview, but I will focus a little bit on special challenges and tips for women and minorities, mostly because unfortunately, the interview experience can vary dramatically in the industry if you’re a woman or a person of color.
Neha Srivastava: I will share some of the tips that I’ve learned over the course of my decade-long career and hope that it helps. Okay, so in this presentation, we’ll go over each of the interview process rounds when you’re interviewing for a technical role, and we’ll go over those in detail. Please feel free to connect with me on LinkedIn. If you have thoughts, feedbacks, or questions about the presentation, I’d be happy to help.
Neha Srivastava: Alright, so the interview process. There are typically about six or seven stages in a technical interview, starting from the time the recruiter receives your resume to all the way to offer negotiations. In these upcoming slides, I’ll go over each of those rounds in detail.
Neha Srivastava: One thing to note here is that the interview process can vary quite a bit across companies. Some companies are looking to hire for a very specific role. Typically, this is common scenario in like early stage startups, or even up to different series. Whereas others may be trying to find a good engineer that meets the bar, and they’re confident to come up with a team fit later on. Now, depending on the either of the scenarios, the order and the nature of the interview may vary.
Neha Srivastava: Let’s get started. The first round is the resume selection. This is the first introduction you have to a certain company. Generally recruiters receive tens to thousands of applications to a specific role depending on the company size and market conditions, particularly these days. As you can imagine, the competition is much higher now, unless it’s a huge company, most of the resume selection will happen manually, which means this is your first impression on a company will be made through your resume.
Neha Srivastava: There are many great resume improvement guides out there, so I won’t go into too many details about that. The key point I want to make here is that your resume should be tight and focused – one that gives the reader a good overview of your experience in the US. Typically a one-pager resume is preferred, and I would recommend that the experience section should be thoughtfully crafted.
Neha Srivastava: What I mean by that is that it is entirely possible that you cannot fit all of your experience in this space you have in the resume, especially projects. If you worked in a company for say five years, you probably did so many projects not possible to write down all of that in here, so one has to be mindful of what to mention in the bullet points under each experience.
Neha Srivastava: My recommendation – pick your most impactful project. One where you did most of the work, or where you were in a central decision-making position, or anyone that you can discuss in depth and mention that project by name. If the project didn’t have a name or if it was a mouthful, make up a name. The rest of the experience can be through bullet points.
Neha Srivastava: For example, let’s say you worked at a company where you did several projects, but one project, the notification system, was if you were the tech lead for this, or you were the sole/primary developer on this, etc. Now you can phrase it this way. Point one, developed the notification system for this company, for this particular software. Point two, optimize software on-call processes, contributed to different projects throughout the company for various improvements. You can mention technologies and intersperse this with more details.
Neha Srivastava: Why am I suggesting that you give a name to at least one project or mention one project by name? It’ll give you excellent talking points for the next two or maybe more rounds if you get selected. Resume-crafting is a skill and you may have to go through several iterations to make it perfect. Use tools to get there, use AI tools like GPT or Bard to really fine tune the language.
Neha Srivastava: A few friends and I worked on a project called Resume Analyzer on the side and it’s available for you to use at resume.precruit.ai. This connects you to GPT behind the scenes, and it’ll give feedback on your resume, so you can upload a PDF and you can see how that resume fares. Please do give it a try. This is a work in progress and we’d appreciate any feedback you may have through our Discord community. If it’s a little bit clunky, please bear with us.
Neha Srivastava: Next is the recruiter round. If your resume had its intended impact and you got selected for interviewing, you may get an email for a recruiter to schedule the first round. This is called the recruiter screen sometimes. As the resume does not tell the whole story, the purpose of this round is for the recruiter to get to know you a little bit, get a sense of your communication skills, and also your experience. They want to get a better understanding of your competencies and your background. It is generally an ad hoc conversation with the recruiter, but if you’re actively interviewing, it’s likely you’ll be doing this many, many times.
Neha Srivastava: I would recommend preparing an introduction speech, one that describes your past work succinctly and puts them in broader picture. I would also suggest mentioning your career goals that you are looking achieve. It should not appear you’re reading from script. The speech can be in whatever format, such as bullet points or sticky notes, anything in talking to the recruiter. You may also want to briefly mention a project that you worked on, or the recruiter may specifically ask you about one in the conversation.
Neha Srivastava: Pick one from the ones that I mentioned in the resume that you have added a name for. Use one of the recent ones, preferably from your latest experience. Again, this is preferred but not necessary and talk about it in depth. The tool that I talked about, the Resume Analyzer, it also has a tab for introduction speech as well. Do check it out and let us know if it’s helpful.
Neha Srivastava: Last but not the least, you should make sure to discuss level and compensation expectations in with the recruiter in this round itself. This is very important. Some companies have a generic interview process where they’ll tell you that they’ll decide the level based on how the interview goes. That’s fine, but you should still mention what level and range of compensation you’re targeting so that everybody’s on the same page at the beginning itself.
Neha Srivastava: How do you come up with those target compensation and expectations? Do market research to understand what developers at your level are paid in the industry. This is not based on how much you’re currently making, but rather based on the role being offered. In some states, recruiters are prohibited from asking your current compensation. Use that, ask for an expected range if t’s not already in the job description without offering your current salary details. Be clear and nonchalant about it.
Neha Srivastava: Sometimes this is more common with women and and people of color, but sometimes people think that if they ask for less money, they’re more likely to move forward in the interview process.
Neha Srivastava: This is a misconception. It is important to understand that companies already have a set budget assigned for this role long before the job description is even posted on internet. In some states, New York, it has now become mandatory for companies to advertise salary range for a given job. If the job description did not mention any salary range, ask the recruiter straight up for it, then decide whether it meets your goals or not. If it’s a broad range and your expectations are within the range, then mention that with something like, my compensation expectations are in the range of X or Y, and if it’s on the high and it’s on the higher end of the range that you described in the job description, make things very, very clear right from the upfront. Hopefully that helps.
Neha Srivastava: If this works, you’ll be moving forward possibly to a hiring manager round. Now, this is where things get a little bit… the variations occur between companies and the formats they use. So in this round, in this situation, this will be your first technical interview. Every company schedules it differently, so this round may happen before, after, or same day as the technical screen. You will typically be speaking to an engineering manager or a team lead who’s likely gonna be your immediate manager upon hiring or someone of an <inaudible> level. I’ll asterisk this with the caveat that this is only in a scenario when they’re looking for to hire for a specific role. Generally, if companies are looking to fit you for a role at a later date, so this round may not happen at all, but just in case it does, and these some tips might be helpful.
Neha Srivastava: It’s important to understand what the goal here is for the hiring manager – to get a good understanding of you as a developer, your competencies, and your experience. It is similar to recruiter round in some ways, but in this round you would wanna be very, very technical. You want to talk a lot about technical details. I recommending picking a recent project as a tool to explain your experience. It can be the same project you used for the recruiter round, but you should be prepared to explain the vision, the business rationale of the project, the tech stack you used in this project, and the technologies you used. Give clear and concise descriptions about your role in the project.
Neha Srivastava: Be prepared to justify your technical decisions if asked about them. And if you were the decision maker specifically, the more senior you are, the more details you need to know and discuss. When you’re discussing the project, bake in the contributions and wins through specific phrases in this sentence. For example, you could say like, one option in this project was to use Cassandra for its database. Or you could say, since I was the tech lead of this project, I chose Cassandra for its database because it seemed like it was the most suitable option given the kind data we’re dealing with. Now, of course, you’ll explain the kind of data that you were dealing with, but this is an example. This way you draw a mental picture for the hiring manager about your level of involvement in the project.
Neha Srivastava: Mention wins and stats about the project in hard numbers. I would reiterate this. Women and people of color tend to skip talking about their wins, and they’ll sometimes unnecessarily generalize those wins. This is cultural, and we won’t go into the psychology why we do this, but don’t do that. Be clear about your wins, quote numbers and statistics and to quantify the impact of your project. You have to talk in hard numbers. Talk about the business impact of your project.
Neha Srivastava: Mention any accolades or awards or recognition that you may have received. Maybe you got mentioned at the engineering all-hands for this work, or maybe you got a chance to do demo the project and company all-hands. Don’t be shy about mentioning these things. It helps the hiring manager to know these things when they’re making a decision, because this helps them understand you better. Now, very often you may be asked about challenges that you faced in the project. For this, I recommend picking a challenge where you’re the hero of the story.
Neha Srivastava: They’ll ask about a technical challenge, but it’s possible to not have one. In fact, don’t be shy in mentioning that the project was well planned out and so there wasn’t much that you hadn’t anticipated and there wasn’t much drama around the release. That’s a good thing. In such a case, perhaps you can mention a procedural challenge – some challenge in the requirement-gathering phase where you may have done some research and presented options to stakeholders to clear a log jam, maybe about a certain requirement that wasn’t clear and was hampering the process or something like that.
Neha Srivastava: Most important thing in this round is to be open and honest. You’re building a rapport with somebody who may end up being your manager. Don’t make up things that didn’t happen, but talk freely about the things that did. This round will also help you build that initial image, which will help you in the career if you do get accepted and if you do end up working with them. All right.
Neha Srivastava: The next round is the tech screen. This is arguably the most anxiety-inducing round in the tech interview. For this reason, a lot of people fall into the endless cycle of spending anxious nights on code and waking up in the morning feeling even more unprepared than they were before. I recommend avoiding that.
Neha Srivastava: The prep for this round is important, but you have to prepare smartly. Remember, you’re not learning how to code during the prep. You already know how to code. You just need to brush up on the topics you haven’t touched in a while. Personally, I find the content of educator.io or algoexpert.io more useful in preparing for this round. Then raw lead code, battle of the nerves. Text screens are not a referendum on your abilities as an engineer, and it is key to maintain your morale throughout the process.
Neha Srivastava: This round is only for interviewers, so make sure that you can code. Now the other thing about this round is that you’re expected to talk about your thought process before you start coding. You would be expected to talk about the problem, ask clarifying questions, and come up with possible solutions for the problem. Then you can start coding any one of the solutions. You’re not expected to narrate your coding, but you’re expected to explain your approach and even discuss its pros and cons.
Neha Srivastava: Here’s the thing – expect to know about the time and space complexity of the solutions you design. If this process is generally difficult for you, mock interviews with friends or strangers can help. There is a site called pramp.com where you can go and get paired with a developer for free to practice your coding round. There are paid options for mock interviews as well, but I don’t recommend them as they’re very expensive. But if you feel like you need additional resources, that’s still an option.
Neha Srivastava: Now, you may or may not know the answer to the question that’s being presented, but that’s, that’s how it’s going to be in your day job as well. They’re not expecting to hire people with encyclopedic knowledge. Just show that you can work through a problem you’ve never seen before because that’s what they’ll expect an engineer on their team to do in their day jobs. You don’t have to ace it, you don’t have to design the best test solution there is.
Neha Srivastava: You just have to work with the interviewer to set the expectations of the problem. If it’s a hard problem and you didn’t get to a working solution, that’s fine. As long as you’re able to process the problem, come up with options, and you were able to show that you understand the concepts involved, it’s fine. Do not fret over knowledge of syntax or libraries. In fact, these days most interviewers are okay with it. If you asked to Google a particular syntax or library usage, but ask before doing that in the interview. Just do your best. You’ll be surprised at how good you are when you’re not nervous.
Neha Srivastava: Next is the system design round. Now it can be a part of the interview process as a tech screen or as part of the onsite or both. The more senior you are, the more important this round becomes, even more than the screen, arguably. The intent here is to understand your ability to architect technical solutions out of abstract or vaguely defined requirements.
Neha Srivastava: Part of the process is to ask the right questions, clarify requirements, and even make assumptions. It’s a very technical, communication-heavy round. You’re expected to use a whiteboard if it’s in person, or a whiteboarding tool like Miro to draw out your designs and organize your discussions. I would recommend familiarizing yourself with some of these tools if you don’t already know them for preparation, there’s some great material out there, use it. I personally like AlgoExpert for this prep because there are a lot of recorded videos that show you how to even approach the problem in this round.
Neha Srivastava: Once again, you’re expected to talk while you think. Explain your choice of technologies. Make quick back-of-the-envelope calculations to show that you can quantify problem. The more logical and nuanced your thought process, the better to show off your problem-solving abilities. Now, if you’re a senior engineer, it is likely that you already do this in your job, so it should not be a completely new process.
Neha Srivastava: However, the trick is to understand how to take a process that takes days or weeks in real life to something you do in an hour. Well, the answer is loads of assumptions. Assume, clarify, move on. If you’re someone who’s targeting a senior role but have not done this, prepare using study material and do mock interviews.
Neha Srivastava: Now, the onsite. If you clear the screens, you’re onto the big leagues. The onsite interview is one they’re likely invite you to spend about half a day in the office. It can be a virtual onsite for remote-first roles. It will likely consist of meet-and-greets, a couple of technical rounds, and manager rounds. Personally, the technical problems on the onsite may be of a higher difficulty level than the tech screens, and these rounds will tend to carry more weight in the hiring decision. I found that companies and teams perhaps more commonly in smaller companies, they tend to ask more realistic problems in these rounds. They’ll give you a representative challenge from their actual business use case. However, the intent of the onsite is to basically assess how you would fare as a teammate for most companies. While the technical screens were about your individual achievement and competencies, the onsite is more about understanding whether you’re a team player and a culture fit.
Neha Srivastava: One of the rounds can be include behavioral assessments even without explicitly saying so. For example, in a tech screen, in the earlier process, the interviewer will be focused on your technical solution. In this round, the technical onsite, this technical solution is definitely important. But so is your behavior as a potential teammate. They’re trying to get a glimpse of what it would be like to work with you in real life.
Neha Srivastava: The quality of your technical solution is important, but again, your behavior probably is more. They want to see if you can take feedback from interviewers and improve or build upon a solution that you’re proposing. They also wanna check for some red flags. Are you unnecessary defensive of your design or can you make mistakes? Can you admit to make that you made a mistake? And whether you can move on to improve the design. The ideal candidate here is confident, able to present and justify the technical choices, but also take feedback, change the design and improve on it.
Neha Srivastava: The next round is – this is very important and not a lot of people talk about it and it’s not very often discussed, but I did wanna discuss this. If you’re in the offer stage, congrats, but it’s not done. If you get an offer that meets your expectations and level, that’s great, but if you get a we like you, but then remember that there is more work to be done, you do not have to accept the offer as it comes, you can still negotiate.
Neha Srivastava: The best negotiation tactic there is to have options, so you can be prepared to walk away. Line up your interview so that you give a few onsites close to each other so that the offers come in around the same time. In the first call about the offer, listen carefully and take the time to think about it, and compare it to other offers that you may have.
Neha Srivastava: If you are being low-balled – if they come in with an offer which is below your expectation – stand your ground, tell them that you like the company, but you have competing offers and that makes your expectation that that meets your expectations. And so there, you’re likely not going to pick them unless they raise this offer. Once again, be prepared to walk away because you have options.
Neha Srivastava: Stand your ground. Low-balling on money and title unfortunately happens a lot to women. There’s a depressing statistic that 30% of the women above the age of 35 are still in junior positions compared to just 5% of men. Less than 50% of women in the range of 24 to 35 are senior developers as compared to 85% men. This is partly in because of the industry’s epidemic of low-balling women and minorities.
Neha Srivastava: Don’t accept the status quo. Push for the level you expect to be at. Make a stand for your career and be prepared to walk away. Now, a lot of people wonder that if they push too hard on the numbers, then it may or title, then it may ruin potential relationships with the team.
Neha Srivastava: Here’s the thing. Firstly, it’s quite likely that your teammates and even your manager have no idea of what compensation you’re being offered or about the negotiation, especially since IC and EM tracks deviate. In mid-level, it’s possible that as an IC you may end up getting paid more than your manager. Most likely HR does not disclose pay levels to managers.
Neha Srivastava: The possibility that your negotiations will impact your team rapport is low. However, let’s say the team does know, then you have to think that if it’s the kind of team that gets upset when you asked to be paid at market-rate, is the the kind of team that you wanna work with? This is a huge red flag. All in all, the mantra is stand your ground and be prepared to walk away.
Neha Srivastava: Lastly, here are some of the resources I mentioned throughout the presentation. I’ll share the slides on my LinkedIn, perhaps so you can have them or you can take notes now. The technical interview process is unfortunately extremely tiring, taxing, and painful for everyone, so the key is to manage your morale and confidence. Managing your morale throughout the journey is extremely important. Sometimes I literally leave notes for myself to remind me that I’m enough and to not get bogged down by the process. Do that if it helps you and thank you.
Sukrutha Bhadouria: Yeah, thank you Neha. Everyone should take a quick screenshot or just go to your LinkedIn. Really appreciate this talk and all the content you’ve shared with us. Thank you.
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Sukrutha Bhadouria: Our next speaker is Amulya Vishwanath. She’s the head of developer relations supporting emerging markets at Nvidia. She’s passionate about making AI and emerging technologies. She was previously a product marketing lead for AI developer products at Nvidia and at Intel. Her favorite gadget is an AI-enabled drone. Welcome, Amulya.
Amulya Vishwanath: Thank you so much Sukrutha. Hi everyone, nice to meet you all. It’s so lovely to be here and hopefully you can take away one or two things from my presentation today. The whole goal is to give you a glimpse of what the possibilities are with many of the no-code roles. I would love to hear back from you after this session in terms of how your journey is going and did you end up making the transition, or any other questions and so on. Would love to hear from you. All right, so let’s get started. Thanks Sukrutha for the introduction. Can one of you confirm if you’re able to see my slide? Awesome.
Amulya Vishwanath: One of the most powerful message that I find that aligns really well with fundamentally who I am is, that you tend to work and you tend to think about work that you really love and something that means something, a purpose for you. This is a Steve Jobs code that really resonates with me. I thought it was important to just share with the attendees today. If you’re looking for something new, if you’re looking for a new challenge, don’t settle. All things related to heart, you know, it’s important to find something that really ticks you and makes you happy. You wake up every single day to do something exciting.
Amulya Vishwanath: I hope that in today’s presentation, I’m able to get you to start thinking about it, or maybe your next career move in the tech industry. Quick view of what I’ll be covering. I’ll be talking about key differentiations between technical code, no code, and then the very supportive and success building teams which are often are called as non-technical, but they are the key entities that help keep a company together.
Amulya Vishwanath: Then we’ll navigate through a job description walkthrough where I’ll show you how someone from the engineering background can navigate into technical product marketing journey. I have a very detailed guide in the form of a slide that has all the information, then a few roles that we are hiring for at Nvidia, so f you wanna learn more about Nvidia, feel free to look it up or you can reach me separately about it. I also have a deep dive blog on how to prepare for interviews that’s already posted on my LinkedIn. Feel free to take a look at that.
Amulya Vishwanath: A lot of the questions that I get is that hey, you know seems like your job is cool, that I don’t need to sit in front of a computer. How do I just move into a product manager role? And so on. There are a lot of myths because there are a lot of assumptions folks make just because they have not really spent enough time working with, let’s say, for example, a product manager or a product marketing manager, or someone from the content marketing team, documentation writer team and so on.
Amulya Vishwanath: It’s really important to understand that in order for any size or type of company to be successful, these are the three key pillars. There’s the, you know, coding or the programming unit or the research team, which is, you know, of course they are technical, they are going to be programming or researching and, you know, applying different techniques, thinking about system level you know, different tools and STKs and so on. I’m not gonna cover that because there is are awesome speakers lined up to talk more about the coding interviews in general.
Amulya Vishwanath: Then, we have the super glue type of a model – that is the non-technical folks who really help us keep our product successful, or keep people together, or hire amazing people and so on. They become the fundamental or the glue of the company. They are the non-technical folks.
Amulya Vishwanath: The third thing is the technical no code. The reason why it’s important to add this differentiation is that while you may not be coding, you still need to know how the product works. While you may not be thinking about system design, in a lot of ways you still have to think about your customer or your developer pain point, and at the same time have a pretty good grasp of how the product works and so on.
Amulya Vishwanath: These are just a few roles I’ve listed. There are many more roles in the technical no code area beyond product marketing strategy and alliances manager, program manager, program coordinators even again, depends on the type of product program or service or in general, a company that you’re speaking with. It’s important to read through the job descriptions.
Amulya Vishwanath: Typically, we tend to look at the qualification section. I’ve done that for a really long time, but I would really urge you to look not just the qualification side, but understand which team is posting this job description. What do they primarily do? What are they looking for? What are the bonus section? Like, where they talk about you would stand out if you do X, Y, Z, or if you are doing X, Y, Z things, pay attention to those things, right?
Amulya Vishwanath: The differentiation here is that everybody in these different categories are going to be really important for the success of a product or a company. Remember that. You might be an individual who has done amazing on the programming side, but want to test out something different. I hear a lot of people coming in and asking, Hey, I want to get into a non-technical role. I wanna become a product manager, or I wanna become a developer advocate. But guess what, it’s still a technical role and it’s important to know the value here. I’m happy to have an offline conversation if any anyone wants to love learn more about any of you know, these specific categories. But again some of the key questions that I keep getting is, how do I gain experience?
Amulya Vishwanath: It’s not always the case that you have experience in that specific domain to easily transfer, but there’s always going to be a transit point or transit set of skills you can gain in your existing role. Start thinking about who you are as an individual and where do you want to start transitioning into. Sometimes it could be just a direct jump from technical code to technical, no code function. Sometimes it might need a few tweaks. I’ll talk a little bit about switching functions and the related pay questions and so on later on.
Amulya Vishwanath: Let me just dive in really quick. This is my career progression. My you know, background has been in electrical engineering, but you’ll see that I’ve tried software engineering. I was a hardware researcher back in my master’s program, I got into app application development for signal processing products. I continued to gain a lot of the fundamentals from my engineering degree, but also getting more exposure on the programming side. I realized that I wanted to channel it in a different way where I’m able to talk to customers and customers developers and just be out there speaking to folks and understanding their pain points and really trying to think innovatively, think on the feet and you know, derive success and growth from that.
Amulya Vishwanath: I myself have made that transition from core engineering to product management and group product marketing and now developer relations. The reason why I have these blocks interconnected is because you’re consistently accumulating skills and you’re basically stacking them. Remember that while you may think that, well, I’m a programmer, I’m not sure, you know, if whatever I’ve done connects with a role that I’m interested in, the Apple Developer relations team, for example, you definitely can. You just need to map out your journey.
Amulya Vishwanath: I urge you to take a look at a simple template like this, map it out, see what you really learned from each of your previous roles, and start thinking about, you know, what are the things that you need to see in your next role or want to develop on and come up with a plan. Alright, so moving on. The tip is that, some of you might have already done this. The first one is get to know yourself. And one thing that really helped me very early on in my career is doing a SWOT analysis. Address, what are your strengths, what are your weaknesses, opportunities and threats. Try to do a SWOT analysis. There are a lot of templates online. You probably have a couple of apps also that allow you to maintain these in real time and kind of update it on a weekly, monthly basis and so on.
Amulya Vishwanath: If you haven’t already done it, please do consider doing a SWOT analysis on just yourself. And then the second thing let me tell you, every single role, and most of the calls that I’ve gotten from FANG companies in general, and a lot of the unicorn startups have been through LinkedIn. If you haven’t already updated your LinkedIn, please do so, make the most out of your LinkedIn profile. Again, I’m sure there are newer mediums, but something that I can swear by that has really worked for me has been LinkedIn.
Amulya Vishwanath:Update your summary, update your job-related information, the certifications that you have done or you’re currently pursuing. And you know, anything that can add value in terms of where you are headed. Honestly, one of the things that I underestimated was when I started out on LinkedIn, I had about 95 connections. But today, again, you know, nothing to boast about, but more so try to find your crowd, right? Try to find your group the type of interest that you have and so on. I have about 5,000 folks today. And I learned, I just learn, just looking at the feed, right? I don’t need to go and look up TechCrunch. I don’t need to go and look up something on Google. And elsewhere, most of the things I’m learning from my peers are LinkedIn connections.
Amulya Vishwanath: If you are headed somewhere and you know which domain or interest areas are important for you, make sure you are following folks in that domain and increase your connections in that area. That way it’s much easier for you to pick up the lingo, pick up the products that are making the rounds and just in general the type of folks that are getting hired into such companies or for such products.
Amulya Vishwanath: Step three is prepare to stand out. I have a detailed blog on this, so I won’t be covering a lot in this session. Here’s just an example, right? Apple has posted a job on developer product marketing manager. Go through the details. In the summary, you’ll see that it’s a combination of product marketing, product management in the developer relations organization who would’ve known. And they’re very open to hiring somebody with a background from software developer, product management or product marketing, which is the blue arrow that you see here.
Amulya Vishwanath: Pay careful attention to the job descriptions. It may not necessarily show up in the dropdown list where you just select product management or product marketing and so on. Pay careful attention when you’ve decided where you want to you know grow. It’s a combination of product management, product marketing, and developer relations.
Amulya Vishwanath: Such a cool role, right? It requires a combination of presentation and product demonstration skills, subject matter expertise, competitive analysis. Find the folks who are in product management, product marketing and dev, follow them on LinkedIn. Understand, you know, where do they place most of their time? And emphasis on you will get the lingo, you will understand, you know, what’s more important. Again, pay careful attention to the summary of any job function and key qualifications.
Amulya Vishwanath: It’s a very detailed guide to make a transition if you’re coming from the engineering background, want to explore you know more of the no-code roles. This is a detailed version I’ve written for product marketing, but you can certainly apply this to partner manager roles, developer relations role, and product management as well.
Amulya Vishwanath: We have a combination of no-code, code roles and a lot of other you know glue roles, right? That are important for the company. Take a look at them. If you wanna learn more, feel free to reach out to me. Two things that has been clearly communicated from my HR business partner who offered me these hot jobs that are open at Nvidia is that number one, you might see that some of them are remote roles and some list as US California, Santa Clara, Austin, and so on. That’s because these fields are restrictive, sometimes they’re only able to select four or five of these locations.
Amulya Vishwanath: Always have that conversation with the recruiter. Always have that conversation with the recruiter and ask, Hey, you know, I’m based out of New Jersey, is this open and new, New Jersey, and so on.
Amulya Vishwanath: Don’t self eliminate yourself even before getting into that process. That’s my number one tip. And then the second thing is that, when you’re looking for jobs under filters, especially job category, remember to not just look at marketing or product management and so on. Sometimes product management roles sit within the engineering organization. Sometimes they sit within sales teams because they’re looking for a product manager to build sales tools and so on. Make sure you optimize for your keywords, your area of interest, and the domain that interests you. Don’t go by just the, you know set list of jobs or categories that you see in any company’s website.
Amulya Vishwanath: That brings me to the end of my presentation. If you want to learn more, get more interview tips, please feel free to scan my LinkedIn profile and you can find my blog about all things on how to prep for interviews. Thank you so much for this opportunity. Girl Geek team. Thank you so much. That thank
Sukrutha Bhadouria: You. Yeah, this was wonderful. All right well hopefully stay in touch on, on LinkedIn then. Thank you everyone.
Amulya Vishwanath: Good. Thank you.
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Angie Chang: Welcome today a fireside chat / panel of women in tech to talk to us about fighting fatigue and burnout as an ERG leader. I wanted to kind of talk really quickly about why we thought about this. We are at the tail end of a pandemic. We’ve seen a lot of women take on extra roles on top of work, and we’ve heard a lot about ERGs and how great they are at building inclusion and feelings of belonging at the workplace. And at the same time, we’ve also heard about women taking increasing roles and feeling burned out and really fatigued and wanting to do good and make an impact while also wanting to take care of themselves. This is an evergreen topic.
Angie Chang: We’ve invited some really relevant and excellent women who can speak to us about their experiences running ERGs and fighting fatigue and banishing burnout. I’m gonna first let them and ask them, introduce themselves since reading their bios will do no justice to them. Please welcome Emily, and if you can share with us about your background.
Emily Garcia: Thank you so much for having me, Angie and the Girl Geek team. My name is Emily Garcia. I run the supply and demand management team at Google for our Pixel products within the devices and services organization. As a planning team, what we do is we make sure that we have inventory and revenue for our Google phone product launches worldwide. I’ve been supporting our Pixel phones for now seven years in my time at Google.
Emily Garcia: On top of that, I also run an employee resource group (ERG) called Women in DSPA, being the Devices and Services organization. This is a global women’s group across all of our sites where the devices and services organization is formed. And I run the Senior Leadership council for that ERG. And what we do is we set up events across our strategic pillars. Every year, I make sure to onboard and hire new council members, set the strategy for the year, and make sure that we can land amazing events to serve our community.
Emily Garcia: On top of that, I’ve been an industrial and operations engineer for over 12 years, uh, most of my work in tech and now residing in the Bay Area. Thanks for having me.
Angie Chang: Thank you, Emily. And that was a great introduction. Next we have Janice Litvin, who is an author and speaker. Why don’t you tell us about yourself?
Janice Litvin: Thank you so much. Thank you so much, Angie. I’m so happy to be here. My name is Janice Litvin. I’m on a mission to help leaders and teams banish burnout in their organizations. I came to this with a background tech. I started out as doing software development, then I did software consulting because I loved working with people.
Janice Litvin: I became a software trainer, and eventually I became a software recruiter for 20 years. During the recession of 2008, I needed something else to do because there was no hiring. Through a circuitous route, starting with Zumba Fitness, I am where I am today, which is speaking and sharing ideas about how to help people overcome and prevent burnout in their organizations. I love the Girl Geek community because I have a tech background and I love working with groups like this.
Angie Chang: That’s really awesome. Thank you, Janice. I was curious today, so I wanted to hear from Emily about how your work in employee resource groups or ERGs has moved or evolved over time.
Emily Garcia: I’ve been running this group for a little over three years now, and every year has been drastically different because when we first formed, you know, we’re at the beginning at the height of the pandemic. It was a very, very small team. We were really only serving Americas, more specifically just Mountain View where we’re headquartered. And everything was being done virtual. It was a very, very tiny team. I think when we did Women’s History Month, I was pretty much running it solo with some support from Yvette production. Um, and I was, I was dying <laugh>.
Emily Garcia: And then the next year, we became a lot more structured. We created a solid council. It was our first year that we also expanded into some countries in EMEA and APAC, and it was our first year doing summits. Summits is a really big moment because then we can come together, but they were all virtual. Now this year it’s our third year running. We have a very large structure council of around 15 people. We have executive sponsors in each region. We’ve developed a really key strategy, and we’ve expanded in each of the regions as well. This is our first year in India, and our first year really supporting Dublin and doing in-person as well as livestreaming summits as well.
Emily Garcia: Now in a full hybrid world, things get a lot more complex from an event execution perspective. And as we’ve gone bigger and bigger and we serve a bigger population, a bigger community, we’ve also been really, really focused on what is the strategy, how do we wanna serve the community? And then how do we create the right structures and systems in place, one, to avoid burnout, but also to make sure that the people that are doing all this work who is, which is completely extra. It’s not their day job, it’s not what they get hired for. They really do see the value and the recognition in doing that work. It’s been a massive year on your evolution, and I still feel like we have tons to go, but when I look at, when we started three years back, I was like, wow, okay. We’ve done a lot. So I’m really, really proud about that.
Angie Chang: Yeah, it sounds like ERGs do great work and you do great work at your ERG. How do you create the incentives for people to work in an ERG? Um, I personally heard from different companies, ERGs, where some people are pushing to get paid. Is that like the frontier for their work? So how do you look at creating incentives?
Emily Garcia: Our current structure at Google is that you may have dedicated HR or people ops people that support DEI but they’re not necessarily running ERGs that are more serving as consultants. You may also have full-time employees that are helping on production and execution. But the ERGs are fully volunteer positions where people are taking extra time out of their work to be doing this. And that this happens across all of the different employee resource groups as well as all of the different sites globally.
Emily Garcia: One of the things that we’re doing this year that is different than previous years is we really, really push to solve for three things – visibility, recognition, and accountability. The first one is, visibility. Oftentimes, managers don’t know what their employees are doing within the ERG work because they’re not directly involved, and so they have no idea what their employee is doing, how many hours they’re consuming.
Emily Garcia: We asked to involve the ERG work in as part of the expectations that the employee set at the beginning of the year and as part of the quarterly checkpoints with their manager. You are creating a conversation and making sure that the manager is acknowledging and supporting and really understanding that a chunk of that time is being dedicated to that.
Emily Garcia: The other part is accountability, because you are asking the employee to have that handshake with the manager. And because you’re asking them to involve it as part of their expectations or quarterly checkpoints, it puts the accountability on that employee so that if they’re signing up to be on a council, they know that they have to deliver and they know that they need to be there for their council to be able to support these initiatives.
Emily Garcia: In the past, we’ve had people that join with all the great intentions and then they drop off, they can’t do it, they burn out, they disappear, and the rest of the council just still needs to do all the events and just creates an even bigger potential for burnout for everyone else. And so making sure that everyone’s really being held accountable for their roles in the ERG.
Emily Garcia: And lastly, but definitely not least, this recognition, right? Making sure that that work is very heavily recognized. When we have a big moment like a summit, we will do a round of recognition, whether it be just email blasts or it be monetary small gifts, end of the year, for all of the employee resource groups. We also do some sort of recognition, monetary, small bonuses, whatever it can be, and making sure that not just the manager, but the senior manager and the leadership chain, gets information what their employee did in the ERG and is helping celebrate the work.
Emily Garcia: These three things are really key, and structural, to making sure that, one, you avoid the burnout; two, you have a really strong counsel, and three, that people see that their organization and their company values the work that they’re doing, especially knowing that it’s volunteer work on the side. Oh, I see a comment, visibility, accountability and, uh, recognition.
Angie Chang: I had to highlight them. I was like, I love this. I’m gonna put this on a poster on my wall or a post-it <laugh>. Those are really great pillars. I’m gonna just make a note of that. Now pivoting to Janice to speak about burnout, which is what we wanna avoid as we work on so many initiatives. Actually, sorry, back to Emily, I forgot.
Angie Chang: How have you avoided burnout or learned from it since you have been doing so much?
Emily Garcia: Yeah, I went from solo running every single event to not individually running any event and just kind of program managing the council itself. I think creating the structures and making sure that I went to my executive leadership and said, we need at least x amount of people on the council.
Emily Garcia: We need to divide and conquer. For example, in our strategies for this year, one of our pillars is leadership and development. I have two people there so there’s a buddy system and they’re only focused on that pillar. They’re not focused on anything else. Making sure that people have digestible chunks of ownership where it’s manageable as well as either a buddy or a support system in place. That’s helped me a lot.
Emily Garcia: It’s establishing boundaries as well. Like there’s a million things that we would wanna do as a community, but there’s a limit as to what I can do and what my council can do. And setting those boundaries and saying, we know women’s history month is really important and we’re really gonna do three amazing events. I’m sure we would love to do 47, but we do not have the time and space and money and <laugh> the the support system to be able to do that much and really, really figuring out, let’s do less and let’s make those moments way, way, way more impactful and let’s really pick our battles and really figure out where we make a difference.
Emily Garcia: I think the third piece in myself of avoiding the burnout is understanding when to say no. ERGs do a lot for the company and do a lot for the community. It’s very easy to be like, oh, can you guys do this? Can you guys do that? And really just saying, no, this is the extent of what we can support and it, it sounds amazing, and we will add that for our strategies for next year ,and like really trying to scale responsibly and not feeling bad for not being able to do everything that you wanna do on day one because you wanna serve the community and knowing that the more responsibly you scale year over year, the better services you provide for that. Protecting yourself from burnout is also doing a better service for the community overall.
Angie Chang: That’s a great reminder. Boundaries are very, very important. So back to Janice. Why are burnout rates so high right now?
Janice Litvin: There’s so many. Thank you for that question, Angie. And Emily, that was brilliant – all of the things you’ve said about burnout, and I will reiterate those as I go through. First of all, I don’t know if you knew that burnout was already on the rise before the pandemic to the tune of 66% of American workers approaching burnout then. That was in 2018. Then as we all know, two years later, all hell broke loose and the pandemic hit and having to manage children, especially those of you who have school aged children, whether they’re in high school or whatever age, they were making sure that they’re getting outside because I remember a young friend, teenager locked up in her room like she was in a cave with the curtains drawn so she could see her screen for hours and hours and hours and days at a time not getting outside, not seeing friends.
Janice Litvin: We forget that we could go outside, six feet apart. She forgot that sadly, but I was there one day working when my internet was down and reminded her to get outside. The pandemic made us all crazy. Women also took, as I think you alluded to earlier, Angie, women took on the brunt of the responsibility for children, and so after dinner they would go back to work till midnight and just got so overworked.
Angie Chang: How can you coach someone to push back when they’re feeling overwhelmed?
Janice Litvin: I was listening to Emily and thinking back to my own work as well as what Emily was sharing. Everyone, first of all, when you begin to feel overwhelmed, the key is to stay in touch with yourself. How are you feeling physically, emotionally? What’s happening to your body? Like, are you starting to have eye twitches? Are you starting to breathe heavier? Are you sweating more?
Janice Litvin: Are you angry? And are you clutching your desk cuz you’re just so angry at things that are happening? Are you taking things too personally? Are you snapping at your beloved family members when really they don’t deserve it? Pay attention to what’s going on with you and then what’s going on with your team. Ask your boss, how can I best be of service when I am working 45 hours a day or, or whatever it is, 15 hours a day and show your boss a a business case.
Janice Litvin: Research shows that after 50 hours of work per week, you are less productive. Our bosses don’t want us to burn out deep down. They want us to be productive. When they come with you, come to you with a new project like, oh, I want you to run the ERG and you had nothing to do with it before. Say, “wow, that sounds really exciting. I love the idea of a women’s ERG. I’d love to be involved. Which of my other projects would you like me to offload to someone else so I can join you on this new project? I already work 50 hours a week. That really is my limit. I love the idea of what you’re offering me. And yes, I would be happy to be involved.” That’s a way to say no without saying no.
Angie Chang: That is excellent advice. I love that. So one more question for you is like, what is your advice for reducing burnout for ERG leaders or affinity group professional association leaders?
Janice Litvin: What is my advice for ERG leaders? Is that what you’re saying
Angie Chang: For reducing burnout for ERG leaders?
Janice Litvin: I wanna reiterate a little bit about what Emily said – making sure leaders know what employees need, so whether it’s the leaders themselves or your team of ERG participants, making sure that recognition is a normal part of life for your culture. Making sure employees are seen and heard, making sure they have a voice, giving them as much control as possible over their work and their ERG work. Making sure they have time for themselves and their families throughout the day. Sometimes I need several breaks throughout the day cuz I’m a workaholic. I love my work, self-employed, so I choose my own schedule.
Janice Litvin: But one day recently I noticed my eyes were twitching and I thought, wait a minute, I need to live my own preaching. And I went outside for 30 minutes and just sat out in the sun. The minute the sun hits your skin, vitamin D is released and you begin to experience dopamine and other happiness chemicals. Don’t forget to take care of yourself and communicate to the company leadership that our culture is one of caring for employees. If you love your employees, like you love your children, they will give back and they will be more productive for you. They want to feel a purpose and they wanna feel appreciated.
Angie Chang: I’m curious, Emily, have you been coaching people who have been working on your ERG about how to avoid burnout, how to tune into their bodies? Or what is your approach to this helping your team avoid burnout?
Emily Garcia: Yeah, I think the important part here is when you are working in, in an ERG space, it’s a very unique experience compared to maybe your technical job. And so finding other people that are in that same space. For me, and maybe people in my own council, but we also have other ERGs for example, we have a Latin ERG, we have a Pride ERG, uh, we have Black employee ERG, and they also have their own leadership. And so connecting with those people, not just from a coordination perspective on like, how are you doing? How are you feeling? How are you managing this? You know, sharing best practices. Like we meet monthly and I’ll share what I’m doing and they may say like, oh great, I’m gonna do that in my ERG.
Emily Garcia: Connecting with other people to see how they’re feeling and making sure that people understand that no one is in a vacuum and feeling that way is really critical. Being able to share those best practices with other people and then supporting each other wherever you can. You’re most likely not gonna be the only person in that whole company that’s doing any kind of ERG work. Finding that support system, even if it’s just an emotional support system of people that can relate to you and can support each other and, and really share different tips and tricks that have worked with one another. That’s been really helpful for me.
Angie Chang: Okay. And I’m also curious, so how do you, when you like, meet these touch points? Are they like messages in a slack or are they small coffee chats? Are they small? How, how does this tactically happen?
Emily Garcia: From a structural perspective in my organization, all the ERG leads will meet monthly. And then I also meet with my council at least monthly. On top of that, there’s a lot of, yeah, like Slack, we use Google chat coordination. Then there’s a lot of like meeting in person, having a coffee. Like not just talking about like how we’re gonna do event A, B, C, and D more like, well how are you feeling? How’s this going on? Sometimes it’s just a straight up bend session and you like breathe and you get over it and you move on. All of the above, like any way to connect is gonna be a good way to connect and definitely leverage them.
Angie Chang: Thank you so much. These are all really excellent tips for our people looking to avoid burnout. Since we hear about it, we know it happens, it sneaks up on you. Please take care of yourselves, push back, have boundaries. Thank you so much ladies for joining us and we’re gonna be moving to our next session. And yes, Janice has written a toolkit in case you’re interested. There’s a website. Please check it out. Thank you.
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Angie Chang: Hi! Welcome everyone to ELEVATE. Please enter in the chat if you can share with us where you are dialing in from today. We’re really excited to see everyone again. Thank you for joining us for our second ever Girl Geek X ELEVATE Virtual Conference and Career Fair. My name is Angie Chang and I’m the founder of Girl Geek X and we have hosted over a decade of Girl Geek dinners in the San Francisco Bay Area. And in the last five years or so, we started doing elevate virtual conferences so that we can bring together women from all over the world to learn and level up our careers with tech and career talks, lots of networking. What we’re trying to do this summer is launch some career learning circles, so we’ll be hearing from our keynote speaker later today about that. But first I wanna talk a little about Girl Geek X and what we’ve been doing this last few years.
Angie Chang: Recently we started partnering with the Oakland Public Education Fund and volunteering in partnership with them at a local school in Oakland. We helped organize a field trip to a tech company for the underserved students. And that’s something that we’ve been doing more in the pandemic as a way to bring together other people as we return to more Girl Geek Dinners in the fall and next year.
Angie Chang: We love our sponsors. Their support keeps us going and hosting Girl Geek X events and Girl Geek Dinners. We wanna say thank you to Vannevar Labs, UCLA IT, BlueCross BlueShield of Tennessee – and you’ll be meeting and hearing from them later today. I believe it’s at 11:00 AM Pacific Time, and you’ll want to meet the recruiters and staff and ask some questions and they are all hiring for fully remote jobs, so I encourage you to check that out! I know that it’s a kind of shaky macroeconomic climate, so please tell a girl geek [about the job] and help a girl geek get her next job in tech. All the roles are listed at GIRLGEEK.IO/JOBS and now I’ll hand it over to Sukrutha.
Sukrutha Bhadouria: Thanks Angie. Hi everyone, my name is Sukrutha Bhadouria. I’m Angie’s partner in crime. For today, we’re gonna be hearing from a diverse set of women working in tech from executives to individual contributors. We love hearing from women about their unique experience, expertise and their inspiring stories. We’ll also learn about cool new job titles that may we may or may not have known of before. Each of these amazing people have incredible passions and values.
Sukrutha Bhadouria: Hopefully our speakers will inspire you to do that hard thing you always, always wanted to do or help you think differently. We will be learning so much today. We encourage you all to help us amplify and elevate the incredible takeaways our speakers will be sharing with us today. The best way to do that is to share on social media using the hashtag ElevateWomen. Some housekeeping notes. Not to worry all talks are recorded. They will be put on our YouTube channel under Girl Geek X later. You can also immediately hit replay in this platform itself after the session ends (this afternoon, evening, later this week, next, next week, you can rewatch the session and that’s just amazing). I know I do that all the time.
Sukrutha Bhadouria: There’s also closed captioning available in Airmeet. You can look down your Airmeet window and find the CC button and turn it on for yourself as the AI=generated closed captions do their magic. They’re absolutely excellent. Without further ado, I’m gonna hand it back to you, Angie, so we can kick off our amazing keynote, keynote talk with our awesome keynote speaker.
Angie Chang: Thank you Sukrutha. I wanted to kind of boast for her. Her day job is Salesforce Senior Director of Engineering, so she is definitely one of the reasons why we keep doing this because we are such great partners over the years helping each other with our careers. We used to carpool to Girl Geek Dinners and in that valuable hour of, you know, traffic, we would reconnect and maybe make plans to have a second dinner somewhere like Ramen Dojo in San Mateo.
Angie Chang: We definitely have over the years found opportunities to get together – and I think Girl Geek Dinners and events like this really helped with the networking and bringing together women to retain us hopefully through our careers. Is that what they call it? Retain, retain women, is the the line I hear all about. So hopefully people can make plans together, whether it’s a Girl Geek Dinner, a volunteering event, tuning into ELEVATE while you’re at work.
Angie Chang: Thank you so much for being here and today our keynote speaker is Margarita, a senior software engineer at Roblox. She’s a highly skilled mechanical and software engineer with a background in computer science, machine learning and algorithms development and organization optimization. During her PhD, she developed a novel simulation approach for significantly reducing computational time. And we’re excited to welcome our keynote speaker today, Margarita.
Margarita Akterskaia: Thank you very much for the great introduction. And hello everyone. Happy Wednesday. And first let me thank our organizers for this wonderful opportunity for all of us to connect today. Please use this chance, reach out to people, engage with each other, and with panelists, ask questions and have fun. My name is Margarita Akterskaia and I’m super excited to be here today. I have a background in mechanical space engineering and yeah, I am a software developer at Roblox. I also created a girls career bootcamp during pandemic to help women find their jobs in tech. And I’m a strong advocate for accessible education and the power of communities to grow together.
Margarita Akterskaia: These are the ingredients of who I am today and it took a while to find my way. I still have the desire to learn more, grow further, and be part of a supportive community. If you’re also interested to how advance your career and how to build up your company, let’s begin. I’m here today to talk about the importance of learning and building up learning circles. I will draw from my experience of participating in such circles and organizing them. I will also mention some research. Please participate actively use chat to ask questions. Think about what you would like to learn and share your experience.
Margarita Akterskaia: Let’s start with taking a journey back in time. Hundreds of thousands years ago, people used to gather around the fire pit to discuss their days and make plans for the future. These gatherings were not only crucial for survival, but also a way to bond, share knowledge and learn from one another. As time passed and civilization evolved, the concept of gathering and learning together remained an integral part of human existence. Fast forward to the present day and we find ourselves in a rapidly changing world where careers are constantly evolving, industries are being disrupted, and new skills are in demand.
Margarita Akterskaia: In this dynamic world, having access to information and the ability to generate new ideas is vital, but it can also bring you exciting possibilities, fun, and more satisfaction in your life. Growing together gives us the opportunity to generate new ideas, get information, support others’ perspectives, develop new skills, and get feedback. Share your knowledge and through sharing this knowledge, you could learn. Instead, show that people learn better through explaining the concepts to others. But how to build up community?
Margarita Akterskaia: If you think that relationships should form spontaneously, you may end up surrounded by people who are like you. You might share hobbies, views on life and get along very well. But here it comes, the affinity bias, which is a tendency to favor people who share similar interests, back backgrounds and experiences.
Margarita Akterskaia: We tend to feel more comfortable around people who are like us. There is another bias involved here called confirmation bias, which is a tendency to seek out and focus only on information that concerns our views and expectations. This might impact our ability to think critically and objectively. It’s important to consider the value of ideas that come from the people who are different from you, who are different, who have different the grounds and different perspectives.
Margarita Akterskaia: What is interesting is that studies show that we often secure job opportunities through our reconnections, reaching out to individuals whom we don’t know well,. Why is that? Well, our circle typically have access to the same information as we do (they know the same people, which isn’t particularly helpful during the job search).
Margarita Akterskaia: Expanding our connections would bring new people into our lives. They could become connectors to new opportunities, and social circles that we wouldn’t have access to otherwise. But community is a two-way road. Learning as much as you can is great, but learning to consciously create value for others is a big mind shift. Opening your network and looking around for opportunities for others, advocating and supporting that is about building meaningful relationships and fostering a sense of community.
Margarita Akterskaia: It’s about recognizing that by actively contributing to the growth and success of others, you not only enrich your lives, but you also expand your own horizons. When I was doing my PhD in Germany, I was tremendously lucky to join a team mentoring program. It was designed for six women – to help them navigate the complexities of doing a PhD and planning for the future. We were guided by the instructor to define our goals and formulate requests to each other and learned how to provide a feedback. This is what peer mentoring is all about. After several sessions with the instructor, we continue to meet regularly to discuss our struggles and celebrate achievements.
Margarita Akterskaia: Even after so many years, we still use our WhatsApp chats as a means of staying connected. I still remember one of our first sessions, I think we were asked to illustrate our day-to-day activities. Out of the six of us, four or five of us ending up drawing and octopus to represent feeling overwhelmed with tasks competing for our attention. Do you recognize yourself? Your goals and commitments may often be in conflict as you try to balance personal and work life, but it goes beyond that. When preparing for an interview, you need to have a ready resume, prepare for both technical and behavioral interviews, which usually happen on the same day. You can take a pause, pass the interview, the technical interview and then focus on the behavioral part. On top of that, you also need to research the company and be prepared to answer questions about the value you can bring to the table .
Margarita Akterskaia: At work, when considering promotional guideline guidelines, I have not come across any that require just one skill or qualification – it’s usually a complex set of requirements that demand different skill sets, all competing for your time and attention. Let’s learn how to navigate these challenges and build our careers with the power of community. But first, let’s take a closer look at the common career growth paths and the potential struggles they may bring.
Margarita Akterskaia: The career growth path is commonly represented by the S-Curve with an initial period of slow progress (resembling a plateau,) followed by a acceleration. And finally, another plateau (associated with the mastering). However, different career levels represent similar struggles, imposter syndrome, burnout, etc. What we see here is the beginning of your journey into the field. In most cases, your career starts even before your first job and it involves a lot of learning.
Margarita Akterskaia: However, it’s not just about practical technical interview skills. When I started the bootcamp, I initially thought that all I needed to do was go through technical problems, solve as many as possible, survive, and solve more. It was useful, but it turned out much more was needed, and I was asked so many questions in other directions.
Margarita Akterskaia: It was about dealing with imposter syndrome, trying not to lose direction in all the multiple learning resources, meetups, opportunities. It’s about lots of decision-making, setting up boundaries, and learning to say no to another course or book that you discover. It’s about building up confidence, and finding a moment when you’re ready for the interview. It’s about persistence and not giving up.
Margarita Akterskaia: There is a lot to worry about in practicing resilience, build up action plans, and having a support system is key for the successful journey. We had learning circles that had more of a free-form to create a support system. It worked well for many and some even decided to continue after the end of the bootcamp. But the beginning of your career is not much different as compared to the search of the job. You’re still learning a lot, but now you have more challenges. How to show your best self at work, how to build up strong relationships with your team? What is the team work and how to learn efficiently? And what about mentors?
Margarita Akterskaia: And here is a burnout everyone was cautioning you about how to take care of yourself. Next stage looks like you’ve already gained enough knowledge, built up relationships with your colleagues and must probably have some answers for previous questions, at least first iteration of them. Do you feel that you could relax? While you may have answers to previous questions, it’s crucial to recognize that the world is constantly evolving and your challenges and opportunities arise. So instead of relaxing, you might want to embrace a growth mindset and continue seeking ways to expand your skills and knowledge. Very often it could be associated with time to think more about your focus and reevaluate your values.
Margarita Akterskaia: And here is a burnout everyone was cautioning you about how to take care of yourself. Next stage looks challenging. You see it’s a plateau and it might feel good enough because you reach the mastery, but at the same time you might have become a leader of a larger department or a whole organization. And at that point you might feel the decision-making is taken a toll. How to build up clarity? What about longer vision? How to find the balance between your intuition and facts, and your imposter syndrome might be still here, but now it’s harder to talk about it with your peers. What about work-life balance, and how to become a role model for others?
Margarita Akterskaia: With all that, and here I want to emphasize something important. All of these questions that we’ve covered and even their answers can be found in numerous books, dedicated courses, countless articles, YouTube videos – nowadays, you could talk to ChatGPT about it, right? This all is one side of a coin. These are the instruments, but you also need an application of this knowledge – having a safe and supportive space to plan your actions, execute them, receive feedback, and be accountable. The practical implementation is another side of a coin and you need them both to grow. What do you need for practical implementation and growth?
Margarita Akterskaia: When I did my PhD, I was always wondering how to learn and grow efficiently with a very limited amount of time and very much information and knowledge I wanted to consume. Time is the most valuable resource. Please use it wisely. But what else is important? Since I was a researcher, I needed to collect, analyze, and summarize lots of information. The goal was to build upon existing knowledge and push the boundaries of science a bit forward. That means you don’t want to reinvent the wheel.
Margarita Akterskaia: On the contrary, you want to learn as much as you can about the latest inventions and build upon them. Building your career is similar. I strongly believe in the power of sharing knowledge and experience, which makes all of us stronger and more prepared to move forward. Knowledge sharing and streamlining this process is also important for growing. What else? Have you heard about the famous idea of 10,000 hours – put them in whatever you do and you will become an expert! But the extended version and more research coming up to the study says that, you need a clear goal and a deliberate practice, which is based on a feedback loop. Why is that important for efficient learning?
Margarita Akterskaia: Studies show that the feedback in learning facilitates learning in and also improves cognitive functions. Most studies claim that we need to fail and make errors while learning so we learn faster, there are adjustments to the core behavior (which is not very culturally accepted, right? I’m talking about failures). We need someone by our side, someone who would be ready to advocate for us and let us learn our way. In the bootcamp example, it was important to have a support system to build up confidence, so much needed before the first interview. Research shows that we perform better when we know someone believes in our abilities.
Margarita Akterskaia: Creating a bootcamp for women taught taught me a lot. When pandemic was at a full start, I created a post in the Facebook group suggesting to help women to prepare for technical interviews. The post got nearly 100 replies and I decided, okay, let’s go for it. It was a pandemic and everything would be online anyway, so no need to rent a physical space. But what is important here is that it was already nearly impossible to do it all by myself. The bootcamp that had three successful batches wouldn’t have happened in that format. If I want to get help, these are fantastic woman who jumped with me into this adventure and at different stages help teaching and planning for our women. It’s very rarely that anything is created by one single person. It’s almost always a result of tight collaboration and incredible support that allows beautiful things to happen.
Margarita Akterskaia: If we create products altogether, why not to consider our career and grow in that career to be a product? We need a team to work on. It takes a village to raise a child. It takes a village to build a career. Think about all people who are official and unofficial mentors to you, those who might not even know about you but served as role models. Those who believed in you. Why not to crowd this community to support you and invest into that community to grow together as a team?
Margarita Akterskaia: Being a part of a community is essential for career growth. But here’s a question. Is that a right thing for you? Please answer these three questions carefully. Do you have a pain point you are ready to talk about? Are you open for feedback? Are you ready to invest in others? And it’s totally fine if you say no to one of these questions or all of them. It takes time and lots of efforts to move into that state. It’s a journey.
Margarita Akterskaia: While circles are a very powerful tool, they’re also very fragile, especially at the beginning when connection is not yet strong. These are some common things that could kill this spirit of the community. Not showing up at meetings, having other priorities. Someone takes all the time and attention, so there is no facilitator or time moderator, but I think also there is a lack of respect in that case. Not having clear goals for yourself and for the circle, so you don’t know the direction where you want to go. Not participating actively through listening and sharing – this is social law. Often in social law law often we usually gather as a group of people, but then we expect that someone else will contribute and do the work, and we will just be here and listening.
Margarita Akterskaia: Obviously when not everyone is contributing, it would need to decrease productivity and efficiency of the whole group. Not having action points so there is no clarity how to learn and how to apply what you just discussed. Since we’ve covered main don’ts, here are the do’s. Schedule regular meetings, depending on the urgency of the goal and number of participants from once a week to once a month, very often is biweekly. For five to eight participants, submit to the meetings as your top priority. Remember the previous one and build trust and collaboration. Have a plan for the meeting and the moderator. Define clear goals, be actively engaged and participate and set up action steps after each meeting. Actually I have one more thing. It’s creating accountability. Usually in the circles, the meeting starts with discussing the action steps taken by each participant since the previous meeting.
Margarita Akterskaia: And there is something more I’d like to share. The learning circle is a journey and through this journey, you’ll learn a toolkit of peer mentoring. You will learn how to provide the feedback, share your story, and formulate a request. You’ll learn how to come up with an action plan, express support, ask questions, and listen actively. Everyone is unique, so the problems we need to help, I help with. And I encourage you to make your own list, which should start from your goal.
Margarita Akterskaia: Here’s I share some common ideas of topics that could help you to start, such as power of frustration, work-life balance, and the economics of wellbeing, building a personal brand, effective workplace communication, what is inclusive leadership, and strategies for personal growth. But obviously there are much more. Now I want to ask you to do something and write in the chat one career goal you’d like to accomplish this year. And write down one action you need to take to achieve this goal. Please participate actively. There might be a small and large career goal. You might iterate over read eventually, so it’s not a final thing that you have to contribute, but at least some idea what the career goal you might want to have and which one you want to pursue. Okay, perfect. Obtain employment. Yeah, that’s a fantastic and important goal.
Margarita Akterskaia: You might also consider what might be an action plan, at least one action that you might do for that. Mm-Hmm. <affirmative> Find my first role as a new grad. Need to keep applying and attend career fair. Perfect. Remote job in tech. Yes, yes. Explore employment. Yes. Awesome. I’ll talk to recruiters today at ELEVATE. Fantastic. Yeah, please learn from each other as well. You see there are some brilliant ideas about, especially about action plans. That’s great.
Margarita Akterskaia: Why is defining a goal is important? It helps you assess your current level of skills and experience and in identify where you want to go. It also helps to match you with the right circle of people who have a similar current level and share similar goals and aspirations en enabling you to grow together.
Margarita Akterskaia: The idea is to start with a goal you want to achieve. Join a circle that best fits your goal. Life brings us family, partners and friends. Some of these individuals are inherited while others are chosen along the way. However, not all of them may work in the same field, at a similar level, or share the same work-related concerns. So, what if you take a proactive approach and seek out a community that shares our challenges and desires to grow in the same direction?
Margarita Akterskaia: What if we view ourselves as the CEOs of our lives? Circle can then become our own board of directors as we navigate our careers. I hope this empowers you to create your own circles based on who you are and who you aspire to become. You’ll get more information about learning circles a bit later and here it is. I hope you’ve learned a bit about learning circles and I will finish with what I believe: “If you want to go fast, go alone. If you want to go far, go together.” Please don’t hesitate to connect with me on LinkedIn. Thank you for your attention.
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March is Women’s History Month! Do you recognize Shanea (pictured, middle)? She is regularly featured as stock photography as a modern corporate woman, thanks to that #WOCINTECHCHATphotoshoot!
Today, Shanea Leven is the CEO and founder of CodeSee, a venture-funded startup in San Francisco that raised over $11 million in funding to date. She’s now scaling her dev tools company, helping developers onboard to codebases, gave a talk on Int’l Women’s Day AND led a developer workshop at the Girl Geek X Career Fair. Black founders raise 1% of all venture capital dollars in the United States, so this Black female founder is exemplary and exceptional.
We are proud of these ambitious technical women making history with glass-breaking insights on tech careers, self-care, ambition, career pivots, squiggly career paths, optimizing your resume for the ATS and recruiter, and much more. We have been so excited to host Shanea and 40+ incredible women in tech as speakers at ELEVATE 2023 Conference & Career Fair!
Don’t miss their key career advice and action items, with links to their inspiring videos and transcripts below – be sure to bookmark this heavily-resourced and inspiration page, and share with your job-seeking friends this link (GIRLGEEK.IO/JOBS) – Please help a girl geek find her next job in tech!
#1– Stevie Case – “If you want to build an incredible career with a non-traditional background, my number one tip is that the online application pretty much will never cut it.“
#5 – Aastha Gupta – “It’s self-care, fundamentally, especially when you become parents, when you’re in parenthood, we start to put a partner, a marriage, children, work, before us.”
#6 – Sharmeen Chapp – “The hardest part of my cancer journey was the mom guilt of not being able to pick up my son for eight weeks. Not the chemo, when I couldn’t get out of bed all day, or help myself, or change my own clothes after surgery. The mom guilt.”
#7 – Maria Kazandjieva– “Let’s talk about the ‘it’s risky‘ thought-terminating clichés. List the risks. Specific risks. Evaluate the new unknown opportunity. Evaluate some of the risks in your current role,a fairer comparison.”
#8 – Dr. Tonya Custis– “I learned so much from playing roller derby. The best lesson was like research. It doesn’t matter how many times you fall down, as long as you get up again.”
Dr. Tonya Custis(Director of AI Research at Autodesk) shares how she learned about management and strategy by playing both offense and defense as a roller derby skater. She talks about her team’s research papers, making designers’ jobs easier by using AI to reverse-engineer objects and assemblies into sketches and CAD models, as well as generating the designs themselves. You can watch her talk “Designing AI for Designers” on YouTube orread her full chat transcript.
#9 – Claudia Natasia – “My mom took me, when I was 5 years old, to business meetings at banks across Jakarta’s financial district. Sometimes I had the privilege to watch her close deals. I learned it’s important to build businesses and enterprises that last.”
Claudia Natasia (Director of Product Insights at Highspot) talks about how to build and structure a team that supports strategy and growth, to to calculate the impact of investments and results against financial models (e.g. discounted cash flow), and how to speak the language of investors and c-level, so your team will be leveraged as a strategic hedge against negative impacts of a recession. You can watch her talk “Hedging For Revenue In Recessions Through UX Research” on YouTube orread her full chat transcript.
#10 – Maya Israni – “The government is entrusted to provide critical services and programs to the public. And the types of services that we work on and the people that we’re impacting. The scope is enormous.”
#11 – Kimberley Parsons – “When you’re leading without formal authority or role, that’s where the relationship piece becomes important. Build the relationship. Practice inquiry and curiosity.”
#12 – Jessica Sahagian – “Many neurodiverse women don’t know they’re neurodivergent. Consideration of neurodiversity should be given to everyone. Pick a career that works with who you are, not against it.”
As an ADHD/autistic,Jessica Sahagian(Director of Engineering at connectRN) discusses why women’s neurodiversity gets overlooked, provides tips on how to attract and hire neurodiverse candidates, shares tips for making your atmosphere conductive to amplifying ND voices, and inspires you to shine as a neurodiverse woman in a neurotypical work world. You can watch her keynote “Neurodiversity @ Work” on YouTube orread her full chat transcript.
#13 – Luiza Pena – “We need to be intentional about forming relationships, and build our networks.Stakeholder awareness is understanding key people to help you amplify your impact toward the next step in your career.”
Luiza Pena(Lead Application Engineer at Cadence) talks about the 4 allies you need in your career to facilitate growth. She discusses the challenges of remote work regarding career development and networking, how promote yourself in this new environment, and most importantly, how women can leverage professional relationships to go beyond their dreams. You can watch her talk “The 4 Allies You Need to Boost Your Career” on YouTube orread her full chat transcript.
#14 – Joy Ebertz – “I write about running, but I also write a lot about diversity, equity, and inclusion. I write about career topics and tech technical topics.”
#15 – Moriel Schottlender – “Working in the open, working in open source, has benefits. Even if no one ever produces a PR to your code, you put it out there.That’s important, because we tend to only put out things that are perfect.”
#16 – Shanea Leven – “When onboarding, start from the key flows and then expand to the architecture. You know, make sure that you start there and maybe draw them out.”
#18 – Katie Egeland – “Always connect back to the decision, or course of action, that this data storytelling will influence. Start with a summary of your key takeaways. Spoilers are good.”
#19 – Aashima Lakhanpal – “Working in teams is only going to get tougher. Learn your team members’ key motivations. Then, pair them with your own strengths.”
#20 – Odette Nemes – “Apprenticeships impact inclusion with a cohort model, so they’re not going in as an ‘only.’ Build your ecosystem. 91% of white people’s friends are white. We cannot keep using referrals.”
#21 – Spandana Govindgari – “Startups offer different things than corporates. For example, startups offer accelerated growth. It is important that you have diversified work experience of both in your career.”
#22 – Judith Syau – “Networking is important for referrals. Get your foot in the door when an application doesn’t work. You never know how valuable a connection is, and potentially key to getting your next job.”
#23 – Ginger Holt – “To increase your visibility, present and share your work as much as possible. Get face time with execs. Sign up for office hours. Ask questions in meetings.”
#24 – Erica Pisani – “Keep a long-running brag sheet across various roles. Listing dates that the project(s) ran for demonstrates velocity of work as a valuable lever for promotion.”
#25 – Aliza Carpio – “Your base salary and your bonus tend to be the least flexible. Your RSUs and PSUsare where you have the greatest flexibility for negotiation. On balance, a modified schedule is negotiable.”
#26 – Melsha Nicole Key – “Make sure that your definition of excellence aligns with your manager’s definition of excellence. Don’t just do the work that you that you have to do. Align with the department goals.”
#27 – Cynthia C. Harbor – “Intentionality beats imposter syndrome any day. You will encounter roadblocks and gatekeepers every step of the way. Navigate them by becoming a subject matter expert.”
Cynthia C. Harbor (Senior Technical Program Manager at CACI-Federal) discusses “troot mout” and calls a thing a thing. Gatekeeping is not always bad. In the height of the civil rights era, grass-root organizations and the church served as gatekeepers (from politicians and developers and others encroaching on the African American community). Become a subject matter expert. You can watch her talk “How To Navigate The Gatekeeping Culture in Tech“ on YouTube orread her full chat transcript.
#28 – Kelly Kitagawa – “The limiting belief about interviews is that people are born good interviewers. In fact, the people who are best in interviews are the ones that are the most prepared.”
#29 – Arathi Mani – “In the spirit of International Women’s Day, let’s pick a very cool tissue – the uterus! See here all of the different cell types in the uterus. The uterus is also an incredibly cool muscle – what enables it to expand from the size of a lemon, to the size of a watermelon.”
#30 – Elena Ringseis – “Leverage discussion prompts in different ways. Try to meet live or in-person wherever you can.Twice-weekly Slack posts on key happening in the org, company announcements, and activities.”
#31 – Tasha Penwell – “You get certificates of completion after you complete a course – something that you can share on LinkedIn. AWS is one of the most in-demand skills in technology today.”
#32 – Sheri Byrne-Haber – “You don’t have to get a college degree in accessibility. In fact, such a thing does not exist. Go learn about all this stuff yourself, invest time, go to meetups, talk to people who are already in the field.”
#33 – Korene Stuart – “Highlight your strengths in 1-2 sentences – your experiences and skills. Include key words to generate hits on the tracking software, making sure your keywords are coming straight from the job description.”
Korene Stuart (Director of Programming at G{Code}) gives you the tools and resources to create a technical resume that highlights everything you have to offer! Her pro-tip: find the three job roles that you want to do the most, and only apply to those positions, instead of being all over the place and applying to 30 different job roles. She walks job-seekers thru building a technical resume for both the applicant tracking system (ATS) and recruiter. You can watch her workshop “Building a Technical Resume: Workshop“ on YouTube orread her full chat transcript.
#34 – Jenée C. Smith – “Make your GitHub profile shine and showcase your personality. Think about who you are. How do you want to be remembered?”
#35 – Xinran Waibel – “I like writing about data engineering. I created a publication called ‘Data Engineer Things’ to share my learnings of what I learn at work.”
Xinran Waibel (Senior Data Engineer at Netflix) talks about modern data engineering, how data quality is defined and measured, and why it’s important for data engineering to closely connect with business. She discusses challenges and practical tips on designing data systems that consistently produce high-quality data. You can watch her talk “Engineering Data for Data Quality“ on YouTube orread her full chat transcript.
#36 – Carly Richmond – “Solve hard problems in a more quantitative way. Here’s how we can use tools such as Google Lighthouse, Synthetic Monitoring, and Elastic Real User Monitoring to achieve that.”
#37 – Shalini Sundaram – “One of my early moves, I jumped into a cybersecurity startup to wear multiple hats. One day, I sat next to the security researcher. The next day, I spent time with the business development team learning use cases and integrations.”
#38 – Bhawna Dua – “Imagine hackers using your IOT devices to get into your home network and access all your information through Ring doorbells, Ring camera, and digitized fridges. This motivated me to work in cybersecurity.”
#39 – Shanea Leven – “Open source contributions are an easy check mark to show off your experience to recruiters. Then, optimize by visually walking people through those code changes. You won’t be alone in doing this by joining OpenSourceHub.io”
#40 – Allison Liemhetcharat – “Ultimately, how do you want to tell your story? How do you want to plot the line, with all the data points all over the place? If you’re interested, I can tell you all the twists and turns in the straight line.”
#41 – Mudita Tiwari – “Typically, a developer is working on a business problem. Your developer is trying to understand ‘what is it that the business wants from me?’ That’s what you’re trying to solve for.”
#42 – Marilyn Hollinger – “Use tools like Figma, Sketch, and InVision for people to get into the design, see them, and comment on them. There needs to be ongoing commentary about your designs, preferably in the designs themselves.”
#43 – Rashmy Parimi – “I joined a startup working on a soft tissue surgical platform. Verb Surgical has been acquired by Johnson and Johnson, and that team is continuing the work on that platform. Hopefully soon that will be in the market helping people improve their quality of life.”
#44 – Sukrutha Bhadouria – “With hosting Girl Geek X events, we’ve dramatically seen a shift in people wanting to get more, do more, and move the goalpost for ourselves. We also need to take care of ourselves. Throughout these sessions, you’ll see us balancing that conversation. How do you seek out more while also putting yourself first?”
#45 – Angie Chang – “We’re really excited to have Autodesk, Cadence, United States Digital Service, Dematic and CodeSee with us, as sponsors and government participants. You’ll be hearing from their women leaders and founders today and tomorrow. Also, check out GIRLGEEK.IO/JOBS!”
Angie Chang: I’m so excited that we are here today. If you can cheer us on in the chat, we really appreciate it, and tell us where you’re coming in from. I see we have people from all over. We have over 2,500 people signed up so far, and we’ll be open all day for registration, so if people are interested in joining, they can totally do so at any time and just register and click on that join link.
Sukrutha Bhadouria: Yeah. Hi, everyone. Welcome to ELEVATE 2023. Loving seeing everybody telling us where they’re joining in from. This is our sixth annual Girl Geek X: ELEVATE virtual conference where every year we celebrate International Women’s Day. This is Angie who just spoke and she founded Girl Geek X. It was originally called Bay Area Girl Geek Dinners, started all the way in 2008. Some years later, I’m Sukrutha, I cornered Angie into joining her and together we saw, with a lot of help around us, we saw this really take off from small meetups to huge, huge in-person meetups every single week. Booked up all the way to the following year. And then we were commuting to an event in the South Bay. Angie and I started to talk about what else could happen with this, and we are like, “Let’s do conferences and let’s keep it virtual, so we go beyond the Bay Area.” And that’s where we ended up. We also did podcasts along the way, and what we struggled with in the pandemic is while virtual, how do we also still encourage people to network? Which is why we incorporated the networking aspect into this particular conference. You must know somebody from everybody around you who’s looking for a job, especially in this climate. So, please do look at our sponsors page. The girlgeek.io/jobs link will take you to our list of sponsored jobs. Angie, do you want to give a shout-out to our sponsors?
Angie Chang: Yeah, we’re really excited to have Autodesk, Cadence, United States Digital Service, Dematic and CodeSee with us as sponsors and government participants, and you’ll be hearing from some of their women leaders and founders later today and tomorrow. I really encourage you to check out the agenda and go find them and bookmark them, so that you don’t miss a thing. I know it’s a really hectic day, so if you bookmark the sessions, you’ll get a calendar invite so you won’t miss it. And the link is girlgeek.io/jobs.
Sukrutha Bhadouria: Yeah, today we’ll be hearing from a diverse set of women working in various roles in tech, right? And that’s what we really are passionate about, Angie and I, we want to give the mic to anyone who hesitates to share their story, share their journey, and hence, end up inspiring more and more people to not just get into but stay into tech. In many years that we’ve been doing this, we’ve dramatically seen a shift in people wanting to get more, do more, push themselves more, and as we continue to see ourselves move the goalpost for ourselves, we also need to take a pause and take care of ourselves. So, throughout this sessions today and tomorrow, you’ll see us balancing that conversation. How do you seek out more while also putting yourself first? So, it’s going to be amazing and very, very interesting. But Angie, since we have you for a few minutes, we should hear from you, what’s the flavor of the week? What’s on your mind right now?
Angie Chang: I’ve been thinking about all this talk about imposter syndrome, and I also want to turn it back and say there has to be systemic change in the way that women are promoted throughout the levels. And I encourage women to come to events like the Girl Geek events and get out of their own organization or their own small group. I used to be in engineering and then I was in product and I was in these very small groups, but I also think that we need to look at how teams can work together to figure out how to solve these structural problems that exist across companies and not just your company’s problems, because they exist all over. And so together, we can work together in these big structural problems, hopefully, or point to researchers and Harvard Business Review researched on how to solve for that and not just say we all have imposter syndrome, which we do, but let’s leave that over there along with the bad stories you tell at the bar, and go ahead to find solutions together. I think that is what I am thinking this week.
Sukrutha Bhadouria: Well, I’ve been thinking about it is a very, very difficult place to work, this industry in the first place, and then now this industry is going through so much of a struggle with all the layoffs and I see so many stories that people share on LinkedIn about how much they’re struggling. And I keep getting reminded of, how do you lead people through these difficult times and how do you lead yourself to navigate through these difficult times? And something that keeps coming back to me is this piece of advice a mentor gave me several years ago, that it’s more important to lead with empathy than with force. So, whether you are navigating your own career or you’re trying to motivate your team through a difficult time, put your heart first, because that’s what’s going to last the longest. Yeah. Well, and with that, I want to remind everybody we have hashtags to use, so please continue to share the love on social media with the #ElevateWomen, because we want you all to lift as you climb, and the #IWD2023, because it’s International Women’s Day and we are so excited to have you all here with us today. Anything else, Angie, before I welcome an amazing, amazing speaker, Stevie?
Angie Chang: No.
Sukrutha Bhadouria: All right. We have our keynote speaker, Stevie Case. She’s a Chief Revenue Officer at Vanta. Before that, she was VP at Twilio, and also is an angel investor and advisor. Welcome, take it away.
Stevie Case: Thank you so much for having me. Good morning. I want to share a little bit of my story this morning because the truth is, I was never qualified for most of the jobs that I succeeded in. I want to start with a story of this girl, this young girl in the late 1970s, growing up in Kansas, not exactly a tech hub. Growing up on 300 acres of prairie, I actually did grow up in a little farmhouse on the prairie. And I grew up with a mom and dad who were very idealistic, who were not at all connected, who had big ideas about helping people. My dad, a biologist, my mom was a nurse and later, a social worker. They had really incredible view of the world, but we also had a pretty limited view of the world.
Stevie Case: Growing up in the country in Kansas. Growing up poor. I certainly had no passport. I had no concept of what was beyond the state borders in many cases. I definitely knew nothing of tech, but I did have big dreams. And as I made my way through high school and I saw what was ahead, I dreamt of being a lawyer, being a constitutional lawyer of all things. This is a real picture, I actually met Bill Clinton at the White House. I was on this path. I felt like, “Okay, I’m on my way. I’m going to go to law school and map out this future helping people.” At that point, I believed that politics was a great path to helping people. I’ve got mixed feelings on that now, although a lot of people are doing incredible work out there.
Stevie Case: And that idealism carried me through to college and I went to the University of Kansas, right down the street from where I grew up. Still big dreams of going to law school. And then this happened. If you were around in the late ’90s, early 2000s, you might recognize this as a LAN party. You’ll see the 21-inch CRT monitors back in the day. That person in the red circle there is me. And you’ll note, I think I’m one of two women in the room in this photo. And this was the beginning of the great derailment of my plants.
Stevie Case: And this moment came about because I started playing games. At the time we were playing Doom and then Quake. We were playing games in the dorm and I lived in this dorm on this honors floor, with all these really smart guys. They introduced me to these games and I fell in love with playing these games and I got quite good at it. And that took me on the road. I got to meet all these gaming legends. I got to play a variety of games and I got to compete. And as I competed and got better and better, I got the opportunity to challenge the man who had made one of those games. I ended up beating him at that game and I ended up dropping out of college.
Stevie Case: Imagine being my mom at 10:00 PM on a weeknight, when your daughter shows up with the U-Haul and says, “I’m moving to Dallas, I’m dropping out of college, I have no real plan and I’m going to just go down there and play video games.” This was not a popular decision in my household, but it did lead to this and it mled to some really interesting adventures. I got the opportunity to play professionally, to travel all over the world, and then ultimately, to make video games. I saw this evolution that I could undertake to get deeper into the industry.
Stevie Case: I took every opportunity to learn and ended up making video games for a living, and that was my detour into tech. Flash forward 25 years, it wasn’t all rosy, as you can imagine, in an industry that at the time was like 98, 99% male. It was rough. I was almost always the only woman in the room. I endured a tremendous amount of harassment and sexism and things that today blow my mind that they actually happened in the real world. And I recently told that story just last year in Vanity Fair.
Stevie Case: I’ve had an incredible adventure since then. I’m a single mom. This is my daughter. She’s 18 now. That’s her senior picture on the right. She’s a total sweetheart. She’s just about to graduate. I’ve had full custody of her since she was three. That was also not the plan, but here we are. And now, I’m the chief revenue officer at a company called Vanta. This is my team, just a few weeks ago, kicking off our year down in Austin where we did a big revenue kickoff event. Vanta is a unicorn. It’s a more than billion-dollar company and it is my first role in the C-suite at a company of this size. And we work in security and compliance, which is again, a fairly male-dominated industry vertical.
Stevie Case: I am so grateful for this ride and I could not have predicted it if you look back 25 years. Even at the beginning of my gaming career, I had no idea this is where it would take me. Over 25 years, I’ve built an incredible career. I am a self-made multimillionaire. I’ve got this daughter about to graduate high school, and I’ve got a life I am so excited about. But when I look back at the reality of everything I went through, I was absolutely never qualified for the vast majority of roles that I ended up taking and succeeding at.
Stevie Case: I’ve joked about this in some of the roles I’ve taken over time, that if you actually looked at the job description for the job I was doing, if we had a job description on the website, I didn’t meet the criteria. I was a college dropout. I didn’t have all the check-boxes. And yet, in each of those roles, I found a path to success. And I’m here to tell you today that there’s nothing magical about what I did, and I don’t think there’s anything particularly special about how I plotted my way through that journey. There are a bunch of tactics that I used, that I believe anyone can use to help open up opportunity and to plot out the kind of unique career with a unique background that I have been so lucky to have.
Stevie Case: I want to make a special pitch too, for tech sales. Sales has been really good to me and I think there are great reasons to consider it. I know that in tech there are times when it’s frowned upon, it’s seen as less technical or less sexy than coding, but I’m here to tell you it’s actually a great career.
Stevie Case: Let’s flashback a little bit to the beginning of that journey in gaming. I want to tell you a little bit more the mechanics of how I made my way to where I am now and then some of the tactics I used along the way. Flashback to the early 2000s, I was a pro gamer. I knew I wanted to make games. I knew that gaming itself had a shelf life. You’ve got have great twitch reflexes and I thought, “Okay, I want to become a designer. That seems like a great path forward.”
Stevie Case: I thought, “I need to gain some technical skills of some kind.” And the only technical job I could get at that time was taking calls in a call center. It was a support call center for Toshiba laptops. I will never forget this experience, and it was very much a fake-it-until-you-make-it experience. I had to learn along the way. I had to study and I got actually quite good at tech support. I continued to work within the gaming scene. I got an offer to do quality assurance work at a video game company. And this, to me, was a huge win. I got to join the team onsite, go work in the big office with the creative team. And granted, I was the lowest paid person at the entire company, paid less than our receptionist. It was total hustle, and I was so thrilled. And I took that job and again, I learned, and I would find time to go talk to the designers. I was trying to absorb everything around me. At one point, I slept at the office for two weeks and kept a suitcase under my desk, trying to learn the business.
Stevie Case: Over time with enough hustle, I got the opportunity to get a design job and I worked on the product side of games. I continued there in Dallas doing that for several years, and after a relationship gone bad, I fled to LA, and in LA I found more opportunity in gaming and I ended up at what I felt at that time was the pinnacle, as good as it gets, I was at Warner Brothers making mobile games and it felt like, “Oh my gosh, I’ve made it. I can go on this studio lot.” And for a Kansas girl, there are actors and celebrities and I’m making content with all this great IP. “This is it. I have made it.”
Stevie Case: And along that journey, I had a vendor and he approached me and said, “Hey, I need a junior salesperson and I think I can teach you to sell.” And I had no idea what that meant. I had a huge amount of social anxiety, I was very shy, and it sounded honestly, deeply, deeply uncomfortable to me. But one of the things that has defined all the life-changing moves I’ve made in my life is that they felt deeply, deeply uncomfortable and scary. So, I thought, “If I’m this scared of this, I probably should do it.” And I did.
Stevie Case: And ever since, 15-plus years on, I have been in sales. And through that journey I took first just a job as a junior salesperson. I went on the road. I was really bad at it. I had a great mentor who really just beat into my head what great sales looked like, what it looked like to be vulnerable. One of those core lessons he taught me in those early days is that the best way to have success in sales is to just be authentic and be vulnerable, and it’s actually okay if you make mistakes, because that gives the other person permission to be human. That lesson really stuck with me throughout my career.
Stevie Case: I started to climb the ladder. I had some great leadership roles. I started to have the opportunity to run a team. I ended up as a VP at a company that was acquired by Visa, worked my way into additional opportunities, running everything revenue-facing. And ultimately, I landed at Twilio, and Twilio was an inflection point in my career. When I was offered the opportunity to join, they offered me either an account executive, a salesperson role, or a leadership role, and I decided I wanted to have the opportunity to just own the quota.
Stevie Case: Twilio was very early, it was all self-service. There was not really a sales team, and it felt like kind of the Wild West. I thought, “If I can just be an enterprise salesperson and go sign a bunch of big deals, that could be a really cool experience.” So, I did that. Ended up spending six years at Twilio, first as an enterprise AE, signing deals with Fortune 500 companies for them, then as a frontline manager running a team, then as the second line manager running the Western US, and ultimately, as the leader of the mid-market business, a $400 million business. And at each step, there was so much luck involved and so much pressing forward and learning and challenge and deep discomfort. But there are some tactics I used both inside Twilio and along the way to get there, that I think everyone can leverage. I want to share those with you now.
Stevie Case: If you want to build an incredible career with a non-traditional background, my tip number one is that the online application pretty much will never cut it. When you’ve got a unique background, what makes you so special and a compelling candidate to any hiring manager is really difficult to articulate in a resume. And as somebody who is currently a hiring manager, I can tell you the deluge of resumes is incredibly hard to break through. If you are unique, if you bring a special skillset, it’s incredibly important that you get in front of people with your story, and your story in particular about what does make you unique and why someone should take a chance on you.
Stevie Case: Don’t settle for the online application. And if you get a lot of rejections through the online application, do not take it personally. It is not about you. There is so much limitation in a single page of paper that misses everything that matters about who you are. So, never settle for the online application. It’s got to be about the human connection.
Stevie Case: Number two is, own your story. And what I mean by this is, be you. You don’t have to fit the mold of what people are expecting. And rather than coming into a role, if you’re going for a stretch role, if you are applying for a job where you know you don’t meet the criteria, own that. Don’t pretend that you fit in that box, because if you pretend you fit in the box, you’ll often then get put up against the standard criteria. Hiring managers will say, “Uh, I’ve got somebody that fits this set of boxes better.” And it will be a struggle to succeed.
Stevie Case: What you’ll find is that if you truly own your own narrative and especially the parts of it that are unique about you, that will resonate, because really, hiring managers are looking for somebody that can do the job and can do so uniquely. And job descriptions are a very inaccurate and very rudimentary way to describe what they need. It’s a vague notion of what’s needed to succeed in a job. If you own your story and you tell them why you’re uniquely suited to do the job for reasons that aren’t on the page, that’s often much, much more compelling. And owning your story can mean writing it down. Get down the elements of your narrative that you think are unique and memorable. And be vulnerable. It’s okay if it’s not perfect and it’s okay if it doesn’t meet the requirements.
Stevie Case: The next is, do great discovery. And discovery is a word we love in sales. It really just boils down to asking great questions. Doing great discovery means figuring out all of the details about the situation, the people involved, what the expectations might be. And in many cases, especially if you’re looking to make a career pivot or you’re reaching for a job that you might not meet the requirements for, sometimes it’s just about knowing the right words. It’s incredible the power of mirroring and of spending the time to understand how the hiring manager and how the team you’re trying to join thinks about and talks about their business.
Stevie Case: Now, as you do this, one thing that I think is really important is that a lot of people who are trying to break into an industry or get a new job, they shoot high, they’ll go to the most senior person in the org or the hiring manager, or their boss. I would actually encourage you to make that connection and do discovery with people who are in the job today, people who are perhaps a little bit lower in the org chart, who are going to have more concrete information about the expectations that might help you form a great story about why you would be so wonderful for this role.
Stevie Case: Meet people, ask little of them, and just absorb their knowledge. You can do this in adjacent industries and folks who are in that role today, but ask the questions and spend the time to get to know people. You’ll be shocked in the ways that it pays off.
Stevie Case: The next is to paint the art of the possible. One of the things that really strikes me about hiring is that folks who are coming in who might be intimidated by the role they’re applying for, they want to justify their background. They’ll tell you a lot about the past, but really what hiring managers care about and what people building businesses care about is the future. One way you can counteract having a less-than-perfect resume or a non-traditional story, or different background than they might be looking for, is to talk to the hiring manager and talk to folks in building the company about the future and how you can help them build that incredible future.
Stevie Case: One way I manifested that at Twilio, when I was up for the VP role running this $400 million business, I had never run a $400 million business before. What I tried to focus on was rather than giving them proof points that might show them in the past, I’d done something similar. I focused instead on telling our CRO about my vision for the future of that business and how I was going to take it from $400 million to a billion dollars, and that forward-looking vision was compelling, and I explained the how. That got him on board, that while I might not have done it before, I did have a vision for it and I understood how to make it happen, and he was willing to take the risk.
Stevie Case: My next tip is, seek out opportunities that lack definition. If you’re trying to make big leaps in your career, if you’re trying to do something new, you’re going to have more luck doing that in places where it’s either early stage, people are building things that don’t exist before, or there’s a new opportunity that isn’t yet well-known. So, seek out these areas where it’s sort of the Wild West and you can help define and build something from scratch. It’ll give you an opportunity to show your unique skills and really stand out from the crowd, because you know that what you’ve got in your background makes you unique. Use that uniqueness to build something great where the expectations aren’t well-defined. In these situations, you’ve got a real chance to succeed and exceed expectations.
Stevie Case: And along the way, remember that every hiring manager is just another human. Everybody you’re trying to do business with, get a job from, connect with, they’re just other human beings. I have met some of the richest and most powerful people in the world. They’re not special, they’re just like you, they’re just like me. They’re just people. Approach them from the point of view of an equal. Approach them with confidence and vulnerability. Treat them like a human being and not somebody magical, special. Just be kind, just be normal and you’ll be shocked how far it goes. It’s very rare actually, the more senior you become that you get that equal treatment, and it’ll go a long way in establishing you as an equal on the playing field.
Stevie Case: And developing champions. I cannot recommend this enough. One of the ways that I see this go wrong is I think early in career, especially folks who are coming from backgrounds outside of tech, feel like they have to have formal mentorship. And formal mentorship is great, but what I have found in my career is that most of the folks who can actually make stuff happen for me, don’t have time for formal mentorship, but they’re willing to make things happen for me if they believe in me and if I’m willing to ask them and try to learn from them and also be respectful of their time.
Stevie Case: These are three of my champions. Matt Golden, on the left, was the first person who gave me a sales job and believed in me and taught me and was very hard on me and made me so much better. Alyson Welch, at Twilio, promoted me into a second line role when I’d never been a second line leader before. George was my COO at Twilio. He taught me so much and would really just open my eyes to the possibilities. I would not be in the C-suite today if it were not for George.
Stevie Case: Find your champions and be careful with their time. Don’t demand too much of their time, but really try to get deep on how they think about it, because the truth is as you move up, every role is a different job. The job of a salesperson and a frontline manager are extremely different. The goals are different. The way you think about the business is different. And every time you want to make that move up, start trying to discover from these champions how they think about that role and what matters there.
Stevie Case: And my favorite probably, celebrate discomfort. My most successful moves have come when I was deeply uncomfortable and I would encourage you to lean into that. It is okay. The worst case scenario is probably some embarrassment and an overreach of what is possible. And that’s okay. The world won’t end. And the more you lean into that discomfort and the more that you take those risks, the more you’ll know you’re growing.
Stevie Case: I want to talk a little bit about the, “Why not me?” This is the core question that I would encourage you to ask yourself as you look at opportunities that might feel beyond your reach. If we’re all on a level playing field, it’s important to ask yourself, “Why not me for these opportunities?” Because they are really accessible to you. And don’t become the person that believes it’s not possible, because you don’t want to be your first big blocker.
Stevie Case: Now, I want to give you a brief pitch on tech sales. I know we’re tight on time. Tech sales is an incredible path to wealth creation. And while it may be slightly less geeky in some senses, if you’re interested in it, this can be an incredible way to go. If you’re looking for an entry level role, an SDR or BDR role. If you want to make a technical pivot from a technical role, a sales engineering job.
Stevie Case: Or, if you want to pivot from an industry, find a sales job, selling something in that industry where your subject matter expertise will matter. Why would you do that? Because truly, tech sales is one of the greatest paths to wealth creation for women, for people of color, for folks from underrepresented backgrounds. This is an incredible path to building wealth and it is accessible to everyone.
Stevie Case: So, what can you do today? Draft a version of your own story. Cold outbound to three people that are outside your comfort zone. And make one uncomfortable ask. Challenge yourself to get outside that level of comfort, and I think you’ll be shocked by the results that you get.
Stevie Case: Thanks so much for having me today. I’m pretty active over on LinkedIn. Would love to see you all over there. Come follow me, come connect. I hope you all have a great day. Happy International Women’s Day!
Like what you see here? Our mission-aligned Girl Geek X partners are hiring!
Angie Chang: My name is Angie Chang, I’m the founder of Girl Geek X, and we are so excited to have with us on International Women’s Day Cadence corporate vice president of EMEA, Rebecca Dobson. She has spent time as successful start-ups and then joining the semiconductor industry. And she’ll be telling us all about her career journey with some real talk leadership and career advice that you won’t want to miss. So grab some tea, grab some coffee, and get ready for Rebecca’s story and you’ll be sure to walk away with plenty of insights to take to your own career and climb that career ladder. Welcome, Rebecca.
Rebecca Dobson: Thank you Angie. Well, a lovely introduction. It’s really great to be here, all the way from snowy London. I’m here today to talk about tenacity and owning your career. And the reason I wanted to cover this is, because we really want women to be successful, but we want to give women as much opportunity as possible, but it’s also really important that they want to own it for themselves. So as Angie mentioned, I’m the Corporate VP for EMEA at Cadence. I’m going to talk a little bit about my journey and share some insights and some quite personal and professional challenges, which I hope helps you whilst you are driving your career. But one of the first things I really wanted to touch on was a little bit around success.
Rebecca Dobson: We talk a lot about success, but I think it’s really important to think to yourself about, what does success mean for you? Because the reality is that it’s very personal for all of us, and means something different for all of us. For some of us, it means about being the expert, being the best individual contributor you can possibly be. And remember, you don’t have to manage people to be a great leader. Some of the best scientists in the world have been individual contributors, and changed the world we live in, such as Marie Curie, Ada Lovelace, and of course Charles Darwin. If that’s what you want to be, then that’s what you want to be.
Rebecca Dobson: Sometimes we look at jobs or careers, and sometimes you don’t want a career, you want to have a job. Just identify what your priority is. I think also there’s obviously lots of us that want to be in leadership roles, leading teams, setting direction, running companies, and inspiring others. It’s a very people-orientated role. Very important to understand why. That’s what success may mean to you. It also may be in status. It may be mean having the best of everything, or it may be being a parent. Being a parent is a big thing in a lot of women’s lives, because many of the times we are the primary caregivers, whether it’s extended family, children, friends, and this sometimes impacts on our choice of career. And then finally, we also talk about family, because family is different to just parenthood.
Rebecca Dobson: Determine yourself, what’s important for you, because the success really does mean something different to everybody else. Talking about success, I’m really going to spend quite a lot of time focusing on what does it mean, and what does it take, to make us successful? And success you can see, can be described as iceberg.
Rebecca Dobson: We often see people at the top who are very successful, but underneath it all, what it takes to get there is actually a huge amount of sacrifice and also a lot of mistakes along the way. We’re going to talk about some of the things that I’ve learned on my journey, which I hope they really help you but learn. The one most important thing I want you to take away is why tenacity is important. And we’re going to talk a little bit around tenacity, but also learning from your mistakes. It’s always great to get everything right all the time, but actually, the reality is, you learn more from mistakes, than you do from successes.
Rebecca Dobson: What does it take to be successful? I personally think a really important thing is to understand your non-negotiables. And when I say your non-negotiables, this is what you won’t compromise on, and there are lots of different things you may think about, that are important to you, that you won’t compromise on, and those non-negotiables will change as your life, and your career, goes on. For example, when you are a grad, you might think, “Okay, well I have no non-negotiables. I’m prepared to move to anywhere in the world, to do any sort of job that I think fits with my aspirations. I have very few non-negotiables.” But then as you get a bit older, and maybe you get married, or you have a family, or you’ve got caring commitments, you may then think, “Actually, you know what, I’m not prepared to be away from home so much, so I need a job that’s going to keep me grounded and keep me close to home.”
Rebecca Dobson: It may be that I want to retain in my specialism, for example. I always want to be a programmer. I’m not prepared to go into the commercial world. I love what I do that is one of my non-negotiables. Whatever that means for you, understand your non-negotiables, but also expect them to change as your life and your career moves on. Secondly, I think this is just so important, particularly for someone who has spent a long time working out what I’m good at, because I think I was very aware of what I wasn’t good at. But the most important thing is focus on your strengths. You will have a lot of setbacks in your career, and how you deal with them will be down to your strengths. But this is also when you start leveraging your personal brand.
Rebecca Dobson: Your strength should really be what helps you develop your brand. Think about what you are good at, what you are really good at, and think about how you can leverage them in your career or in your job, whatever that may mean to you. Think about if you see a gap, what can you do to help fill that gap? Maybe there’s something in your team that someone else can’t do and you think, “Well actually I can do that quite easily.” Be curious, step into that gap, and see if you can help out. People are often unlikely to say no when you offer your experience and expertise, so focus on your strengths, and be tenacious in using them.
Rebecca Dobson: Set goals. We often talk about having massive career plans, and knowing where you want to go, and lots of interviewers always say, “Where do you want to be in five years time?” which is just a horrible question to ask on so many levels. But I think the important thing here is you don’t have to have a grand plan the whole time. I think if you speak to many senior people, men or women, a lot of them will say, “Actually, I didn’t really have a plan. I didn’t really know where I wanted to be.” The most important thing is that you set yourself goals and they can be short-term goals. “What do I need to develop? Am I good at presenting? Am I good at writing technical documents?” Try and identify short-term, what are some of the building blocks that will help broaden your expertise and broaden your career?
Rebecca Dobson: And then, long term, and that could be three years, it could be two years, it could be five years, whatever you feel is important for you, have an aspiration of where you want to be, and then how those short-term goals can help you get there. Sometimes you have to understand what the big thing is, in order to set the short-term goals to help you get there. For example, if someone had said to me six or seven years ago, you are going to be running Europe for Cadence, I would’ve said, “Don’t be so ridiculous.” Because in my mind, I probably had too many gaps that would help me get to the role that I’m in. But if you set those short-term goals, with a long-term aspiration, you start closing the gaps to where you want to be. So that’s really, really important.
Rebecca Dobson: I think this is critical, and I’m going to talk about this a lot when I kind of share a personal experience on my journey. It’s really, really important, particularly very early in your career, to find someone that you respect and can learn from. Now quite often that is someone that you work for, and there’s a great HBR article which I’ll reference at the end, which also talks about this in a bit more detail. But having someone that can coach you, whether it’s a direct manager, or someone that you know and that you respect, is really important. You can learn so much from them.
Rebecca Dobson: It’s not necessarily just about technical skills, it can be soft skills. Because I work in the commercial world, understanding how to speak to a customer is really, really important. Really prioritize identifying people around you that you can learn and respect from. And always have a boss that you respect and you can learn from. And always remember, no matter what job you do, no matter how senior or expert you become, you never stop learning.
Rebecca Dobson: Don’t expect to know everything all the time. Once you stop learning, it’s time to move on. And then a big one, I think you’ll probably hear a big theme today, is about embracing opportunities, whether they’re big or small. You need to embrace opportunities as they come to you, which does sometimes happen, and they sometimes come to you if you’ve been very vocal about what your aspirations are and what you want to do. But sometimes you have to make opportunities to build momentum. It may be something like I was saying before. If you see a gap and you think you can fill it, then go and ask, “Look, I can do this. I think I can help you.” People will say yes, okay.
Rebecca Dobson: It could be that you are asked to do a project, you think, “You know what, that’s out of my comfort zone. It’s not really my core strength. I’m not comfortable doing it right now.” Okay, you may decide to say no, but often in life, people regret more often the things they said no to, rather than things they say yes to. And remember, you can manage any sort of impact of doing something not as well as you wanted, as long as you’re honest. Embrace opportunities, I think that’s really, really important.
Rebecca Dobson: And then finally, I can’t tell you how important this is. Hard work is incredibly important for success. And when I mean hard work, it does come down to sacrifices. Everyone always says you can have it all. For example, I’ve got two boys, one is 11 and one is nine, and I’ll talk about them a little bit later, but I have to still now prioritize what I’m doing when. I work really hard. I have to think about the times that I’m working hard, the impact it has on my job, and the impact it has on my family. But working hard is really, really crucial to success. And no one should ever expect, no matter how smart you are, or you know what you believe that you are giving, you can’t do it without hard work. Always bear that in mind.
Rebecca Dobson: I will also always say that you have to balance that hard work with a way to decompress and manage your stress, manage what’s on your mind, and look after yourself. I will always say there are two things, right? No one’s ever going to drive yourself as hard as you, and no one’s going to look after themselves in the way that you need to look after yourself. It’s really, really important that you think about your role in your career, but also looking after yourself. Those are the really key things that I think are really important in driving success for yourself. Don’t underestimate when you see everybody and lots of really amazing people talking today, they would’ve made decisions and sacrifices to get to where they are.
Rebecca Dobson: I really do believe you can be very successful with compromise, but it is impossible to have everything, so there will be sacrifice. I want to talk a little bit around my personal journey and professional and personal setbacks. It’s a very honest description of some of the challenges that I’ve faced and some of the things that I’ve kind of challenged myself with overcoming. I hope it’s useful for you.
Rebecca Dobson: I joined the tech industry 23 years ago now. I started out of university, I did a technical degree doing programming. I’ve never been a programmer since I’ve graduated. I’ve always wanted to work in the commercial space. But I think one of the first setbacks as well as one of the first transformational parts of my career journey were that when I joined Sensaura, which was a startup out of a research lab, I joined doing public relations, and I was absolutely awful at it. I mean awful. I hated every moment of it. I hated speaking to journalists, I just didn’t understand it. I just hated it.
Rebecca Dobson: I was very lucky because I worked for the CEO and he was amazing and he was someone that I’m still in contact with today and actually gave me a job later on in my career. And he was someone I respected and learned from. And he said to me, “Rebecca, I don’t think you’re very good at what you are doing.” And I said, “I’m not very happy doing it either.” But this was like, “What do I do?” But actually this is when it probably provided me with the biggest opportunity.
Rebecca Dobson: He said, “I can see in you something that you probably can’t see in yourself. I think you’re brilliant at speaking to customers. Why don’t you think about going into sales?” That’s when I made my first move into sales, and for a couple of years, I worked for that company running all of our sales in Europe.
Rebecca Dobson: I then decided to take a career break. I’d been a backpacker in my university days, so decided to go off and do a little bit of South Asia and finished in Australia. And when I got to Australia, I was really lucky, I’d run out of money, but I was really lucky because I got a job with what is now Dolby. This is probably one of my first biggest personal setbacks happened. I just got my job at Dolby literally one week, and I was due to start on the Monday, and I got a phone call from home in the middle of the night, and my father had had an enormous heart attack, and it was horrendous. I knew that I couldn’t stay in Australia. I thought, “I don’t even know if he’s going to survive this.” I got on a plane in, first plane I could get, and I flew back to the UK.
Rebecca Dobson: I was very lucky when I got back. He was ill for quite a long amount of time. He had another heart attack, almost immediately after the first, which that one doesn’t represent, but I looked after the family business. When I got back, I couldn’t go back to starting my career. I looked after the family business. But I have to say this did teach me a lot about resilience. It’s a very traumatic time when you experience illness in your family, and I also got thrown at the deep end running my family business, which I didn’t really know a lot about at the time to be honest. But I thought, “What’s the worst that can happen? Someone’s keep it going.” My dad’s got to rest when he came out of hospital, so I did that for about six months, and it taught me a huge amount about being determined, about being resilient, really looking at what the setback was.
Rebecca Dobson: I was thinking, “Well, it’s not about me, it’s about my family business, looking at the bigger picture of how I could help.” I got loads of experiences a result of it. I had to speak to the accountants, I had to speak to the lawyers. It gave me some great experience. Then I went and got a job again. Again, my last CEO from my last company, hee said, “We’ve just set up a new one, Rebecca, would you like to come and work for us?” And that was amazing. I had an amazing journey for about six years with this company called Sonaptic. My boss, who is the CEO, gave me amazing opportunity. I learned everything from how to work with our lawyers to set up precedents for contracts, negotiating commercial deals, and then toward the end of that time before we got acquired, I was running the European sales, and I was personally looking after Nokia, which at the time was the biggest consumer electronics brand, particularly in mobile phones at the time.
Rebecca Dobson: My father had another heart attack. This is a theme, you may see coming on here, but then we were acquired, and we were acquired by a company called Wolfson who’s been acquired subsequently, but we were acquired because they wanted our relationship with Nokia, to help them leverage their business. And I have to say this professionally was probably the first time I was devastated about a role. Shortly after we were required, Wolfson said, “We don’t want you looking after Nokia anymore.”
Rebecca Dobson: Someone I was working for was brave enough to tell me at the time they thought I wasn’t experienced enough, and granted, I was in my late twenties at the time, so I certainly wasn’t experienced enough as some of their sales team. But as a startup, we had managed to sign a contract with this multi-billion dollar company, and we were only about 30 people, and we’d done what this bigger company hadn’t managed to do, and they’d acquired us to do. And so I was kind of blown out the water. They’d asked me not to run Nokia anymore and they’d asked me to work for someone who I didn’t really respect, which I found very difficult because I’d worked alongside them as a peer and knew what they were, how they operated and what they did. And at that point, I just thought to myself, “I don’t think my career is going to be here.”
Rebecca Dobson: That setback then put me on the road to looking for a new role. And ironically, at the same time, I was approached by ARM. And ARM, some of you may be familiar with, it’s the biggest intellectual property provider in the world. It’s a massive cornerstone of the semiconductor industry. And I was approached by ARM to come and join them to run Southern Europe for them, and I have to say I had massive imposter syndrome. I was absolutely terrified. I thought there’s just no way I’m going to get this job. This is even before the interviews.
Rebecca Dobson: And then when they offered me the job and I arrived, I was the youngest, I think I was the only the second other woman in the team as well. And I just found it completely overwhelming. But the great thing was, I had an amazing team around me. I worked for someone who was fantastic, and they gave me amazing opportunities. After nine months of running a relatively small region, they asked me to step up and run one of their biggest accounts, and it was definitely their biggest accountant in Europe, and I think it was possibly one of their biggest accounts globally as well.
Rebecca Dobson: And I looked back and I thought a year ago there was me being told, “You’re not good enough to run this account for us.” Then moving onto an even bigger company, being asked to run one of their biggest accounts, I just thought, “Oh my goodness, this has happened in the space of 12 months.” And if I’d stayed there, if I’d stayed in that role, I wouldn’t have got this opportunity, but it was scary and I really had to be brave.
Rebecca Dobson: One of the reasons that I managed to make the move myself was, because I had amazing support at home. My boyfriend, now husband, has always been massively supportive, and he just used to say to me, “Oh God, I can’t believe you’re even thinking that you can’t do this. Of course you can, just go off and do it. You’d be amazing.” Now if he hadn’t pushed me, I don’t know whether or not I would’ve been brave enough to even go to the interviews for ARM. And I look back now and think, oh my goodness, I can’t believe that I even doubted myself.
Rebecca Dobson: I then had a really great career in ARM, but then my father had another heart attack. But then, about 11 years ago, I had my first son. I took him a little bit of time out on maternity leave, and then I came back from maternity leave, and then they asked me to pick up lots of different areas. In ARM, I moved roles quite often, so whenever I was asked to take up an extra project or extra responsibility, I always did it, even if it was for a short amount of time, deputize for my boss, or picking up another region, I always did everything. And then in the end, I got some great experience across the region, although I was not promoted in that time. I was probably there five years doing lots of different things without being promoted. Came back from having my first son, like I say, got a broader role and then I fell pregnant with my second son. And then I think probably one of the most devastating things happened.
Rebecca Dobson: My mother had a massive stroke, and she was incredibly ill for a really long time, and we didn’t think that she was going to survive. And I was actually eight months pregnant at the time, and in that last month of pregnancy, I lost 14 pounds in one month, just purely down to stress, which for any of you that have been pregnant, you’ll know that losing weight in pregnancy is very unusual, let alone in the first month, in the last month. It was an incredibly stressful time. And it was also an incredibly stressful time because at work I was doing a deal with a customer that I had been looking to close a deal with ever since I joined, and we’d never ever got there. And finally, right at this point, that’s when I managed to close that deal.
Rebecca Dobson: It was a really hard time. My mother was really, really devastatingly ill. I had a newborn baby, closing a deal at work and we’re also doing building work at home. It was unbelievably stressful, but I did just keep on going. And I think one of the reasons I kept on going was, because I just thought, “What are the alternatives?” I had a little baby to look after, I had a toddler to look after, I had to think about my mother who was incredibly sick, but I knew I always wanted to go back to work, so I took a full maternity leave, which in the UK is quite generous. I think I took about nine months off after I had my second son, maybe 10 months, and I spent a lot of that time kind of helping through the family with my mother being sick.
Rebecca Dobson: And then I was really lucky. I went back to ARM, and as soon as I got back, I think I was back three months, they then promoted me to director. And then I scooped up a lot more of responsibility in the team, and then had an amazing journey, and then a couple of years later, finished as VP. But, it was really hard and I think my natural tenacity to just keep going, and problem solve, and I am someone who loves problem solving, really helped me pursue that career, and really helped me develop in that role as well.
Rebecca Dobson: Then about four or five years ago, I decided that probably I really wanted to move on from ARM. The danger was if I carried on there, I probably would stay there the rest of my career. And I thought, “I don’t want to spend another 20 years, so I want to go and do something different.” And then I really did challenge myself. I thought, “Right, I am going to move out of the industry, and g,o and do something completely new.”
Rebecca Dobson: I joined a British satellite network provider called Inmarsat, and I was there to run the sales team. They very quickly promoted me, and I picked up the marketing team, and became an SVP as well, and I was there to transform the business. So it was kind of like a channel business, and I was there to transform it into an IT solutions business, and I was only there 14 months because Cadence had approached me about joining them. And like I said, this role at Cadence was something which I’d never considered, I would’ve been good at doing, but I had learned a huge amount of time at Inmarsat, although one of the main reasons I was happy to move on was because on my second day, they told me that the investment they promised me when they gave me the job, I was never going to get.
Rebecca Dobson: Again, I thought, “Well, how can I transform this business if you’re not giving me the investment I’m supposed to have?” It was quite a problematic business, so I went through a transformation, transformed the business, restructured the business, and then moved on from that to Cadence. And I have to say Cadence, I’m now three years in and it really is an amazing place to be. But there have been some big challenges since joining Cadence. If you think I joined three years ago, I joined eight weeks before we went into the pandemic and went into lockdown, and this in itself has presented me with lots of challenges. I had to think about how was I going to build my networks with HQ, which obviously is in the [Silicon] Valley when I’m based all the way over in Europe, different time zone, I don’t know the culture of the business.
Rebecca Dobson: And it’s very difficult to understand the culture of the business when you’re not in the office, you’re not with people all the time. I then spent to spend another two and a half years behind the screen, basically, still just trying to set myself up. So I had to get to know my team, get to know HQ, get to know the politics, get to know the networks, understand where the powers of influence, and everything were, all remotely. And it was really, really difficult. The first year itself was probably the most challenging year, and then I’ve kind of moved on from that now and got to know people, but I’m still now only really just getting out into the field to get to know different networks in the US and both in Europe. So there have been lots of challenges along the way.
Rebecca Dobson: I’ve always worked incredibly hard. I’ve always thought about what I’m happy to compromise on and what I’m not happy to compromise on. And I would urge you to think of those things. Think about what are your non-negotiables. Think about what’s important to you, and that you are not going to compromise on. And like I say, those will change as you go through your career.
Rebecca Dobson: Create and take opportunities, so don’t always wait for everything to come to you. Make sure you are making opportunities as well as taking things that are offered to you. Sometimes it’s okay to say no, but if people offer you lots of times and you keep saying no, then they won’t come back to you. So really, really think about those opportunities. Networks, you’ll hear a lot about networks again today. Networks are so important in helping you dealing with setbacks, whether it’s your personal networks, your friends, support at home or people in the business.
Rebecca Dobson: I look back at a lot of those times when I had challenges both professionally and personally. It was probably my professional friends, like people in the business who are really important to me, that probably kept me going. Either saying, “Look, this is a period in time, this is a period in time, it’s going to get better.” Or giving me tough love, it’s nothing like tough love, right? People to give you a bit of feedback.
Rebecca Dobson: Evaluate your successes and your setbacks. It’s very easy sometimes to go, “Yeah, I smash that, I’m so happy. And move on.” Look at those successes and understand why you were successful. But also even more importantly, look at your setbacks and understand why it went wrong and what you would do differently now based on understanding the outcome of that. It’s making sure you’ve got a balance, ok? It’s really, really important.
Rebecca Dobson: And then take calculated risks. You have to be brave, but you have to be bold as well. We all have to put ourselves out there. And sometimes, like I say, people make mistakes. You will learn more from those mistakes than you learn from successes. And one other thing I just wanted to mention as well about networks. Good relationships really are critical. No one wants to work with people they can’t get along with. Make sure that you are great to get along with, and humble, and people will do the right thing for you as well.
Rebecca Dobson: Be bold, be brave, take calculated risks, utilize your networks and leverage strength wherever you can find it. Friends and family are so important. Friends at work are really important. Find someone at work that you can talk to that you can trust because sometimes they understand the context of some of the challenges that you have.
Rebecca Dobson: And make sure that you enjoy everything that you are doing. Don’t always look to the end point and think, “Oh, when I’m there, it’s going to be better. It’s going to be better.” Actually, enjoy the journey. Enjoy everything that you are doing, enjoy every role that you have. And I want to say, come and join Cadence. We are hiring. If you go to our careers page, you’ll find lots of fantastic open roles. We’re always looking for engineers both in the sales team and also in R&D.
Rebecca Dobson: I know you’re going to hear from one of my colleagues, Luiza, this afternoon, and she’s going to talk to you as well, about looking after advocates, and looking for support your network. Make sure you listen to Luiza and then the resource that I mentioned as well, which is in from at the Harvard Business Review, which is all about how successful women sustain their career. There’s six key points in there, which I think are really, really important to understand.
Rebecca Dobson: I hope you’ve enjoyed a little bit of insight. We all have personal and professional challenges. Make sure that you understand you’re human, you’re not superhuman. Don’t try and do everything all the time. Just do what’s important for you, makes you happy, and makes you successful, whatever success means to you. Thank you very much and really enjoy the rest of today’s conference.
Angie Chang: Thank you, Rebecca. That was an excellent talk. I enjoyed that thoroughly. It was very inspiring to hear about your entire career and the ways that you can pivot and work through the family health crisis that happens to all of us. We actually had a speaker cancel for today because she is out sick. So we have a little bit of time if you would like to take some questions. I just want to let you-
Rebecca Dobson: Oh yeah,
Angie Chang: … Yeah. Our next speaker, Cassandra is sick. So we have about five, 10 minutes if you would like to take any questions that have been asked or we can…
Rebecca Dobson: Sure. Happy to take questions, Angie, if that’s good. I’m very happy to take questions.
Angie Chang: Yeah, is there any questions anyone has for Rebecca? It’s a good time to ask it.
Rebecca Dobson: Okay, here’s one, “If we’re ready for C level, or how can we pursue them when they’re rarely get posted?” Okay. This one is a really good example of your networks. A lot of the time roles like that are absolutely not advertised. They are absolutely word of mouth. Someone may recommend you or they’ll go through a headhunter. This comes back to making sure that you are talking to your networks about your long-term career aspirations. You are extending your network.
Rebecca Dobson: I think sometimes women are not particularly good at maintaining their networks. My recommendation would be anyone you meet, link in with them, make sure you maintain that relationship, make sure you check in with them, make sure that you are making your social media presence visible. I didn’t touch too much on brand, but this whole setting yourself up with non-negotiables and being clear about what you want is your brand. That’s who you then become and people acknowledge you, but your networks will help you get exposed to these non-posted C level jobs.
Angie Chang: Great. That’s a good answer. How do you recommend staying in touch? That sounds like a lot of work.
Rebecca Dobson: Yeah, I mean it is important. I think if you are someone that’s going to conferences and attending these things, I think it’s always good. Drop someone a note and say, “Look, I’m going to be there, do fancy meeting for a coffee or be great to meet you beforehand.” I don’t live in the center of London, but if I’m going into London, I’ll say to one of my old contacts, “Hey, do you want to meet up? It’d be great to see you.” Luckily these days, LinkedIn’s brilliant, you can just drop them a note, “See things are going well, how are you? Not heard from me for ages.” You’ve got to manage your time, can’t be with everyone. But it is important to maintain those contacts and those networks and have positive relationships with people.
Angie Chang: That sounds like great advice. That’s a good reminder to take a little bit of time to find a quick coffee or lunch, when you go to a work event or a conference, to just reconnect with somebody, and get recharged and re-inspired,
Rebecca Dobson: Our CFO at one of our women’s conferences. He said something which I thought was really powerful, he was like, “Networking is not for weekends. Networking is part of your job. So take time as part of your job to make sure you network.”
Angie Chang: That’s excellent advice. I think your Harvard Business Review articles are really inspiring. I love sharing articles about the latest in the research about how women in tech and business can be successful or help raise red flags for ways they’re not, so that we can all address the issues. And I think sharing articles like that has been a fun way to break into people’s LinkedIn in boxes and people share news all the time and we’re always looking for that cutting edge research to bring back to work and apply with our teams. And that can be a part of that networking and messaging each other saying, “Hey, did you see this cool article? Maybe you’ll get some useful use out of it.”
Angie Chang: Great. If you have to go, we can let you go and I will be here. Once again for anyone that joined us, Cassandra is out sick today and we are looking forward to hearing her talk at a later time and we’ll be sharing that with everyone. The voice within was a great talk. I felt like when I heard the dry one it felt like very therapeutic. Look forward to that coming, not today but another day. But is there any more questions or we can let Rebecca-
Rebecca Dobson: There’s one I’ve seen here that I think is quite interesting, which is about focusing on your strengths. “How do you identify your strengths?” Sometimes people are very self perceptive and they know what they’re good at. I know what I’m good at, but it’s taken a while to work that out. And one of the ways you do that is asking for feedback. not just your boss but people around you and being really thick-skinned when they give you the feedback. Quite often with my team, we do top, start, and continue. We go and ask people three things they should stop doing, three people things they should start doing, three things they should continue doing and it helps them understand what they’re good at, maybe where they need to develop. Feedback is really important. Make sure you ask for it, but listen to it.
Angie Chang: That is so scary, but also so true that you have to ask for feedback, listen to it, process it and work on your strengths and weaknesses, or strengths.
Rebecca Dobson: Strengths, yeah. Strength based is always good, right? It’s always good, yes.
Angie Chang: Any more questions? We have a few more minutes before the next session.
Rebecca Dobson: “How is the work culture at Cadence?” Okay, so that’s a great question. I’ve been at Cadence three years. I think it’s a great environment. So it’s a highly intellectual environment. We’ve got a huge amount of technical employees. It’s an environment where people are trusted. For example, we’re going back to the office now and some people are saying, “Well how are you saying we’re going to go back to the office?” And say, “Look, we just trust everyone to do the right thing they need to do.” It’s a very outcomes based company. We have some amazing individuals within our field, like real experts in our field as well, and so it’s a very insightful business, but it’s a lovely place to be. It’s a very warm and welcoming place to be, and we’re a very international business ,and so culturally very diverse as well.
Angie Chang: That’s great. That’s great to hear. Okay.
Rebecca Dobson: Oh, that’s a hard one. I think grief is one of those things that doesn’t ever go away. A lady that worked for me, her husband unfortunately had a very unexpected heart attack and she struggled with grief for a really long time. And she said, “Oh, everyone keeps on telling me that it’s going to get better with time.” And she said, “It’s not getting better with time.” I think, you need to find your way. Quite often talking to people really makes things better. Maybe talking to someone who understands, who’s been through it and also someone who maybe know the person as well that you are grieving with. But I think the most important thing is don’t rush trying to recover from something like that because we’re all… Same with everything, we’re all individual in it. It’ll mean something different to other people.
Angie Chang: It does feel like we’re always moving through a lot of different griefs in our lives, so sharing them with others when you feel ready or finding support groups has been something that I found very useful. And this day and age of Facebook, it’s actually very easy to find a Facebook group where people were struggling through, very, not similar but different things.
Rebecca Dobson: Yeah, it’s someone who understands, isn’t it really, that you can… Yeah, it’s important.
Angie Chang: You have one more question.
Rebecca Dobson: “When things don’t work out, how do you ensure you accurately understand how things got there and take away the credit lessons?” It depends on the complexity. Sometimes you need to really get a lot of people together to unpick what happened and go through it step by step. At what point did something not work or not become successful? I think you need to really make sure you’ve got the right people involved. You can’t do this stuff on your own always. Make sure that you’ve got the right people involved. Go through it as a process, understand what happened, where and when, and then really do some research around it as well. Look at best practice depending on what you’re looking at. See if we can understand best practice and then think about lots of different potential outcomes. I think really having a group of people who are both involved and also not involved to cast an eye over it will help you understand how things may have gone and maybe what should have been done differently and learned lessons.
Angie Chang: Yeah. Thank you Michael for asking that question. We actually do get about a few percent of our Girl Geek X event attendees have been people who don’t identify as women. So I’m always encouraged to see men and allies come to our events, learn something, ask questions, and have fun, share the takeaways and expertise with other people. I think Jamie said we have one more question. You have to answer that.
Rebecca Dobson: This is a great question. I think this is down to people getting to know you. So I’m sure if any of my team are on the call, well, I am very firm, I’m very clear, but I’m very fair. So I think as people get to know your personality and they understand your non-negotiables and they understand kind of what the boundaries are, then they understand. But also if any of you are fans of Simon Sinek, as I am, explaining why is really, really important, not just what. So you think about when you are explaining something like you mustn’t do this or we can’t do this. It’s always the context of why. I think that’s really, really important. And the simple things, don’t be emotional, don’t be out of control. Just be really reasoned and sensible as you would expect someone to be in a professional environment. And then people will see that you are making the right decisions and being fair.
Angie Chang: That is very fair. Thank you. I think hearing from people like you, Rebecca, and being inspired by, you’re very measured, very fair, very firm, very empathetic personality, it’s really inspiring to see on International Women’s Day. So we’re going to wrap up this session and go to our next session. So thank you all for joining us and thank you especially to Rebecca for joining us from London.
Rebecca Dobson: Pleasure. Thank you so much. Have a great time.
Angie Chang: [inaudible]. So thank you so much and we’ll see you in the next session.
Angie Chang: And with us today, we have Cassandra Terry who is Chief Risk Officer of Security Development at IBM in Texas. In addition to her work in security, she’s passionate about coaching and mentoring, and offers coaching services, vision board parties, and personal development training. We’re excited to hear about how the voice within wins. Welcome, Cassandra.
Cassandra Terry: Thank you. I have an alarming statistic, 85%. There is research that shows that 85% of the population either has, or is suffering from, low self-esteem. Let that sink in for a moment. Just think about that. On average, 85 out of every 100 of us that is enjoying this conference either does not believe that you deserve or that you can have the life that you desire. What messaging is playing in your head? That is one of the most important questions that you will ever answer, because it is the voice within that wins. After today’s session, you are gonna stop that negative messaging that’s running on autopilot, and you are gonna begin the journey with me from the 85% and we’re gonna expand that 15%, one deserving woman at a time.
Cassandra Terry: Hi, I’m Cassandra Terry, and as Angie mentioned, I’m an an employee at IBM. Last Monday was actually my 23rd anniversary as an IBMer, something that I’m very proud of and I’ve accomplished a lot while I was there. But it’s specifically the work that I do as a coach and mentor that’s bringing us together today. Much of those 23 years, I suffered from imposter syndrome and other self-limiting beliefs. I just was not able to believe or to wrap my head around the goodness, the success that was happening in my life. I’ve done a lot of work to reframe that and to step into my own power and to see my own value. And what we’re gonna do today is, I’ll share those lessons with you, so that you can begin your journey into that 15%.
Cassandra Terry: No one wants to have negative messaging playing it in their head, but it’s there. What messages are you hearing on autopilot? Our internal messages have a profound effect on how we show up in the world. I wanna do a little exercise, so bear with me. I’m gonna ask you in just a moment, if you’ll close your eyes. I’m gonna have you close your eyes and just try and just ignore everything but the sound of my voice, and what I’d like for you to do, while you’re in that state, is to really hone in on what you’re feeling, and where you’re feeling it, and what thoughts crop up, as I say these words. You ready?
Cassandra Terry: Let’s take a deep breath in through the nose and out through the mouth. One more. Close your eyes and just listen to the sound of my voice. You are worthy. You, you, you’re important. You are capable. You are innovative, and able to solve complex problems. You are special, just the way you are. You are enough. Your company is fortunate to have you.
Cassandra Terry: What’s happening? What are you feeling? Are you smiling in agreement with me because you’re like, you better believe I am? Or, are you starting to feel some discomfort? Did some of that not resonate with you? It’s okay if you are, because what you’ve discovered with that discomfort is just, where you are. Have you ever gone to the mall, and you’re trying to find the new store? What do you do? You go to the directory, and you locate the store on the map, right? Good information, but that’s only half the story. The other thing that you look for, is that star on the directory, that says you are here.
Cassandra Terry: Once you know where you are, in conjunction with where you’d like to be, now you’re ready. You’re ready to plot a good, efficient course to your destination, right? You need to know where you are and where your heart, where you’re feeling that discomfort. You may be harboring a self-limiting belief. Self-limiting beliefs can either be conscious, or they can be subconscious. They’re those little truths, that we hold about ourselves, that quietly dictate what we do, and what we don’t do. What we’re willing to try and what we wouldn’t even consider trying. They’re powerful, but you know what else else they are?They’re based in fear. Fear of failure. I don’t believe that I can really do it. Fear of success. What if I actually pull it off? Will I be able, will I really be able to handle the responsibility that comes along with it? Fear of not being enough. No one who looks like me, no one who sounds like me, no one who comes from where I come from have ever accomplished anything like this, so who do I think I am? What makes me believe for a second that I could pull it off? I’m not even going there. Or, fear of being laughed at. If they had any idea, that I wanna be CEO. If they had any idea, that I dream of running my own corporation, they would laugh me right out of the room.
Cassandra Terry: After today, I believe that you’ll say, let ’em laugh. I’m gonna be laughing right along with them, because as I obliterate my goals one by one, I am going to be so giddy, that I will let be laughing just as hard as they are. Self-limiting beliefs.
Cassandra Terry: Which of these self-limiting beliefs is a growth opportunity for you? Does any of these resonate? Put some thought into that. But regardless of whichever one you choose, if it’s left unchecked in our minds, it will become not only a belief, but it can expand into a self-limiting behavior, and self-limiting behavior shows up in many ways. These are just a few. I alluded to imposter syndrome a little bit during my intro.
Cassandra Terry: When you’re suffering with imposter syndrome, you are convinced that everyone thinks that you know more than what you actually know. You believe that you have to be so careful, because the slightest mistake, the slightest blunder, and you’ll be found out as the imposter that you really are. You’ve got ’em all fooled.
Cassandra Terry: But the truth of the matter is, the only person that you have fooled is you. You fooled yourself. Everyone else is operating off the evidence. They’re operating off of your results. They can actually see you, and your value, but because of the messaging that’s playing unchecked in your head, regardless of how much success you experience, you’re not able to tap into it. Self-limiting belief, imposter syndrome, it’s a big one. There’s also covering. Covering is an interesting one, because unlike imposter syndrome, it’s based in some fact, there’s something about you that you’re concerned about. If they knew this thing about you, it may have a negative effect in your environment, in your workplace, in your community, whatever the case may be.
Cassandra Terry: I’ll give you an example. I had a well-meaning executive a few years back tell me that I may wanna tone down the grandma thought. Well, anybody who really knows me know that my grandchildren are my absolutely the apple of my eye. They are my most favorite thing, hands down. I talk about them a lot. I’ve got pictures and videos galore of those kids. When me and my coworkers are talking, or I could be in any environment, it’s not uncommon that I would mention my grandchildren. So he pulled me aside one day and he said, “I just got a little bit of advice for you. No one looking at, you would think that you’re a grandmother. You don’t look like a grandmother. So you may wanna tone the grandmother talk down. You can talk about the kids, but you don’t necessarily have to say they’re your grandkids, because when people start to hear you talking about being a grandmother, they may start to make some assumptions. They may assume you’re on your way out, that, that you’re looking for retirement, that you’re not gonna be as productive as you were a few years ago. You just might wanna think about that and tone that down.” Now, his intentions were well-meaning, but it wasn’t good advice.
Cassandra Terry: There’s a lot of research that shows that when we show up in any environment as less than our authentic self, that we’re not as productive. We don’t form as good of relationships, we are less satisfied in that environment. So because of that research, lots of companies, and you may have noticed it at yours, they they’re talking about showing up as your in as your authentic self because they know that if they get the real you, if they get all of you, that they’re gonna get a more productive, a more loyal, a happier employee.
Cassandra Terry: Covering is a big one, especially in the workplace, and then there’s shrinking. When you find yourself shrinking, you’re in the room, but you don’t necessarily want anyone to notice. You don’t want the spotlight. You’re gonna let everyone else answer the questions. You may know better. You may know the answer, but you’re not likely to speak up. There’s something inside of you that hasn’t let go, that hasn’t allowed you to trust yourself enough to speak up, and let your voice be heard. So you shrink, and you make yourself smaller. You give the spotlight to everyone else.
Cassandra Terry:And then, flip flopping. That’s my technical term. I don’t think you’ll find it in any <laugh> psychology research paper or anything like that. But I use flip flopping to describe someone who can’t stand in their point of view. You may have a point of view for a moment, but as soon as someone opposes it, then you start to, instead of defending your point of view or trying to talk through it, you just give up on it, and take on the point of view of the other person.
Cassandra Terry: You can imagine how difficult of a situation that is if there’s two points of view and the two people are each trying to bring you to their side. You’re swaying and moving back and forth with the conversation, but to actually stand on it, to actually have an opinion and to be solid in that opinion, is very difficult. If you don’t have good self-esteem, you don’t trust yourself enough to land on an opinion and defend it. And then there’s people pleasing. I was at one point in my life, the poster, girl, you should have looked up “people pleasing” and here you go, this is what you should have seen.
Cassandra Terry: People pleasing is definitely rooted in fear, fear of abandonment fear of rejection. Those are paramount in someone who’s operating from a people pleasing point of view, you just can’t say no. You’re not comfortable saying, no, you’re not comfortable making someone uncomfortable because you don’t trust the relationship. You don’t believe that they’re in it with you just because you believe that they’re only dealing with you because of how you make them feel. You may be the class clown, make everyone laugh, or because of what you do for them, your fear is that as soon as you say no, as soon as you put yourself first, that the relationship is over. People who are people pleasers rarely put themselves first. They have a hard time with self-care because they’re saying,”yes” to everything, their plate’s always full, and you’re ripping and running and just trying to keep everybody happy. Everybody except for you.
Cassandra Terry: Which of these self-limiting behaviors is a growth opportunity for you? Think about that. And while these experiences can be debilitating, they don’t have to be permanent. No one wants to have negative messages playing in their head, and while realizing that they’re there is important, that’s just the beginning. You have to realize that you’ve got the control. You are the author of your story, and you have to start to rewrite those negative messages. And I’ve got five steps to help you get there.
Cassandra Terry: I call them the five ways to subdue your inner critic. Step one is to realize everything begins with it – awareness. You first have to become an observer of your thoughts and feelings, so that you can realize that that negative message is actually playing in your head. Step one, you’ve gotta hear it. That’s why it’s so important that you don’t judge it. You don’t try to push it away. You just allow it to be. You tune into it, and you take notes. You get really clear about what’s being said, because then, you can begin to do some work. You can begin to change some things.
Cassandra Terry: The second step is to recognize, now our inner critic sounds like a bad thing. It can be debilitating if it’s left unchecked, but it’s there for a reason. It was actually born out of some sort of self-protection, something in your past, something in your history said that this is not safe. This stove is hot. I better not touch it. And so every time you see a stove, you back away. But we know that that’s only for our toddlers in the very beginning. As we get older, we teach them how to properly use the stove, so that the heat doesn’t burn you, but it gives you what you need, so those self-limiting beliefs will actually become a burden. They were born to protect you, but they become a burden, and stop you from blossoming, if you don’t work with them, if you don’t realize that they’re there, recognize that they’re there for a purpose.
Cassandra Terry: Try to understand how, where they came from, because your real work starts with reassuring them. You wanna reassure that message that you’re okay, and this is where it may start to get difficult for some people, because you have to get comfortable talking to yourself. You have to hear that message, and then you have to talk back to it. And you have to tell it, “Everything is okay. I’m not fighting with the message. I’m not denying the message. I am reassuring the message that there’s nothing that you need to really protect me from. Everything is okay.”
Cassandra Terry: You say things like, “I trust myself. I am capable of getting through this. I have a lifetime of success, that I can draw on, that can help me get through this situation as well. You literally talk back to it, and try and feel yourself, start to calm down and be a bit less anxious about that situation. And after you’ve reassured it, now it’s time to reframe it. You actually have to rewrite the message, and it’s a good idea to grab pen and paper or keyboard and a notepad and actually rewrite it, hear the message for what it is, and then rewrite it, flip it on its head so that it becomes something that serves you and moves you towards your goals instead of shackles you to your past and keeps you from being able to move forward. Let me see if I can think of an example.
Cassandra Terry: Math. I talked about math this morning. I grew up believing that I wasn’t good at math. Now, I’m an honor student. My whole life, always made straight A’s would even eat them out in math, but math was hard. My entire life, up until probably almost 30 years old, I just had that playing in my head – I’m not good at math. Because I went into the situation with that mindset, it was always a little bit more difficult than what it needed to be, because I was anxious, I was uptight, I was stressed. What I learned from Carol Dweck and her growth mindset, and from others is really small word, three letters – “yet”
Cassandra Terry: If I could have known back then what I knew now, life would’ve been so much easier getting through my classes. I could have said,” I don’t understand how to solve this problem, yet.” As long as that “yet” is there, I’m still hopeful. I’m still planning for success. I still have a path forward, but if I just can’t do it, I’m stuck right there. There’s nowhere to go. It that’s the end. And so learning “yet”, and tagging that on to the end of some of these some of these messages, will really help you continue to think, and call on your innovation, and get solution-focused, and plan your way out of a difficult situation.
Cassandra Terry: And then the last step is repeat. We repeat in a couple of ways. One of the ways is repeating the new message that you’ve reframed over and over again until you believe it. Every time that negative message comes up, you repeat it, you repeat the new message until eventually it takes the place of the old. And that positive message is what comes to mind first.
Cassandra Terry: And then the other way you repeat is the five steps. As new messages appear, and you observe another negative message, you wanna run through these five steps every time, and so that you can continue to do the work and clear the path, because the thing that stands between us and the life we desire more than anything, is us. It’s internal. It’s not external. There’s a lot of external stuff out there, but we can handle it, if we believe that we can handle it, right? All right, so knowing that those messages are there, doing the work to reframe them, working your way through the five steps, and you are well on your way.
Cassandra Terry: Which of these five steps do you think would have the biggest impact on your life? We’ve walked through them. You know the five steps, and now we wanna look at how do we maintain this new mindset? Think of affirmations, positive affirmations, as your maintenance. I’ve put a few here, four that I like, that I repeat on occasion over myself, but what would work for you? It’s very personal. One of the things that I have on my mirror in my bathroom at about eye level is a little note card with some affirmation on it. It’s called habit stacking. I brush my teeth every morning like clockwork. I’m gonna do it when I get outta bed. That’s a habit that I already have ever since I’ve had teeth. To get a new habit, you wanna stack it on an existing habit. I put those affirmations right there quite some time ago, so that I remember to say them.
Cassandra Terry: I began my day and I end my day with positive self-talk. I do affirmations. I I think about what I’m grateful for, and I set intentions for my day, so that I am not just going through my day on autopilot, but I’ve already told my brain, I have told myself, how this day is gonna shape up. And because I start my day in a positive mindset, if things do start to go awry, I’m in a better position, a better head space, to think about a solution, instead of getting bogged down, with the emotions of what’s going on.
Cassandra Terry: All right, we talked about a lot. And before we end our time together, let’s do a quick review. There are three things out of everything I said. If you grab these three, then I think our time together would’ve <inaudible> Starting with, how you think affects how you feel, and how you think and feel, affects what you do. That’s why it all begins with the mind. And then I hope if that you learned today, that you have way more control than you may have realized before.
Cassandra Terry: You are the author of your story. Write your story so that it is uplifting and moving you forward towards your goals, and not holding you back. And use those five steps to do that rewrite. Realize, recognize, reassure, reframe, and repeat. Before we talk about what’s next, I wanna take a minute to thank the girl geek community. This is a awesome opportunity and I so appreciate being chosen to be able to share with you guys. But more than that, I appreciate your mission. You guys are out there building the leaders, the next women leaders in STEM, and you’re preparing them for that journey.
Cassandra Terry: I’m so grateful to be connected with you and be able and being able to participate in that in any way that I can. I have another 85% statistic for you. 85% of people who attend conferences, workshops, classes, what have you, do absolutely nothing with the information that they received. Please don’t let that be you. I’ve got a course that can help you along the way. It’s a free online course. Go ahead and take your phones and scan the code. I’ll put it up again at the end. It’s called “Transforming Your Inner Critic Into Your Inner Advocate.” Your inner critic is really what we’ve been talking about all day. It’s those negative messages that are on autopilot, and this course, it’s a short mini course that reinforces the things that we’ve talked about today, and gives the opportunity to continue to practice it.
Cassandra Terry: I look forward to you doing that, and I really wanna hear from you guys and hear how, what your experience was like with the course, and if you have any suggestions for it. Connecting with me is definitely not a problem. Scan whichever platform is your preferred way, and by all means, let’s stay in touch. Let’s get in touch after the conference, and I really would like to hear your feedback in all sincerity. All right. It is decision time.
Cassandra Terry:You have to decide now if you are going to join me in moving from that 85% to expanding the 15%. You’ve gotta decide that you are gonna take those negative messages. You’re gonna move them off of autopilot. You’re gonna tap in, hear them for what they are, and run through those five Rs as many times as it takes to rewrite them. Because if you didn’t know before today, you know now it is the voice within that wins. Thank you so much.
Like what you see here? Our mission-aligned Girl Geek X partners are hiring!
Angie Chang: Welcome to Elevate. My name’s Angie Chang, the founder of Girl Geek X, and today we welcome Claire, who is Senior Vice President and CIO Champion at Bentley Systems. She’ll be speaking to us about overcoming proximity bias, a very timely topic. Welcome, Claire.
Claire Rutkowski: My name is Claire Rutkowski. I am the Senior Vice President and CIO Champion at Bentley Systems, and I wanna talk to you today about overcoming proximity bias. I’ve been so inspired by our speakers so far today, loving the stories. And today I’m gonna talk to you about kind of my story on working remotely as well as give you some practical tips on things to do cuz we’re kind of in a whole different world these days. I’m curious about where people are watching. There’ve been lots of comments in the chat about calling in from Portland in the UK and DC and Chicago, which is where I am, and everybody I think is all over. But I’m curious about whether you’re in an office or working from home.
Claire Rutkowski: Now, I apologize in advance for international attendees that this is a sort of America’s focus survey here, but it was the most recent I could find. This survey found that 26% of us employees are working remotely full-time. That’s a lot. 36.2 million Americans are going to be working remotely by 2025. And two thirds of folks are working remotely at least one day a week. I think we all, those of us who have the opportunity to work from home. Boy, look at all those work from home, work from home, work from home, remote, comments!
Claire Rutkowski: I think for those of us who get to work from home, we very much value the ability to get a little bit more work life balance, maybe just being able to focus and not have people dropping in no drive-bys, you don’t have to commute, you don’t have places to go which takes up a lot of time. So it’s fabulous, but it has a darker side, which we’re gonna talk about. Now, to give a little context, I work at a company called Bentley Systems. I’m not gonna spend a lot of time on this, but Bentley produces the software that engineers use to design and construct and operate infrastructure like bridges and wind farms and roads and rail and everything else. We’re in 60 different countries and so we’re very used to geographically dispersed teams, which is great. But that doesn’t necessarily mean that pre pandemic, we were used to working remotely with home as the option.
Claire Rutkowski: Now, personally speaking, I’ve worked from home for a very long time and I’m gonna tell you about my journey to remote working very briefly. There are train tracks up for a very good reason. I’m gonna date myself here, but in the early two thousands, I took a job with a company called MWH and they were an engineering firm. And engineering firms tend to be very traditional. That’s changing, but they’re kind of old school. There was that belief that I have to see you to know that you are working. I joined as a consultant and I only agreed to take the gig for two weeks. I ended up being there for 19 years, but that’s a whole other story.
Claire Rutkowski: I said, I’ll take this gig for two weeks, but only if I can have Wednesdays working from home, because the commute was an hour and 50 minutes each way. Oh yes, it was a 20 minute drive to the train station, and then I had to sit on the train forever, and then walk to the office. It was a really long commute. And if it wouldn’t have been such a fun job, I never would’ve done it. But I only agreed to do it if I had Wednesdays to break up that commute.
Claire Rutkowski: And then what ended up happening, was each time I got a raise, that I thought kind of sucked, let’s say, cuz you know, there’s only a certain percentage that the company could give out in raises. And so whenever I felt my raise was lacking, I would say, “Okay. Well, I’m a little disappointed in a raise, but you could give me an extra day a week from home because the commute is terrible.”
Claire Rutkowski: And so I gradually worked my way in the early two thousands into full-time working from home, which was fabulous and I loved it, and I still do love it. I worked from home now and I think that people are increasingly moving to a full hybrid or working from home model as we saw from the survey results. That was my journey into working from home. I’ve been doing it for full-time, 15 plus years, so well before the pandemic.
Claire Rutkowski: But as I mentioned, there’s a darker side to working from home. And it’s one of the things that, that we really need to address proactively. It’s called proximity bias. In 2021, the Society for Human Resource Management did a survey, which Harvard Business Review reported on. They surveyed 800 supervisors and 67% said that remote workers are more replaceable than on-site workers. I’m just gonna let that sink in for a minute. 42% admitted. I love this one. No, I don’t really to forgetting about their remote workers when assigning work. Like how does that even happen? I don’t know how you forget about someone, but the general feeling was that onsite workers are more productive, which I kind of secretly die inside a little bit when I I read this report. But this is, this is sort of that unconscious bias of I know you’re working if I see you working.
Claire Rutkowski: Now, the problem with the problem with this data is that the perceptions are all wrong. They’re wrong. In 2015, a study by Stanford found that remote workers are 15% more productive. And Mercer, which we know is a very large large consulting HR talent management organization in the US, said that 98% of employers say productivity is the same or better since the pandemic began. And yet we had those results from the other survey. There’s conflicting data there. The data actually says workers are more productive.
Claire Rutkowski: I know that myself. I used to run a team of 400 people and during lockdown, I would say our productivity went up 30 to 35%. That’s huge, right? And so post pandemic, I was like, okay, well we’re never going back to in the office. I want everyone to have a choice of where they wanna work because why would I walk away from a 30% increase in productivity? That would just be dumb. Nevermind the fact that it gives everybody so much more flexibility. It really helped people with work-life balance and childcare issues and family care issues as our last speaker was talking about, to be able to be flexible. Why walk away from that? That would be stupid.
Claire Rutkowski: But we have managers who still think, well, I’m more likely to give a promotion to somebody who shows up in the office. That’s bad. And the reason I really wanted to talk about that is to raise it as an issue. I know we as women on International Women’s Day, are very concerned about diversity. Our male allies who are here and who work with us in the office are also very concerned about diversity and inclusivity. And the problem with proximity bias is it creates even more of a diversity challenge. And here’s why.
Claire Rutkowski: Because the people who are those who are likely to experience or have experienced microaggressions or just outright discrimination in the workplace, whether it’s, we can think of a hundred different ways, right? Cutting people off, not listening to them making comments, you name it. Those are the same types of people who will more be more likely to choose to work from home. Why? So they don’t have to experience those microaggressions and annoyances or discrimination in person on a daily basis. You’re kind of buffered a little bit if you’re working from home.
Claire Rutkowski: But the problem with proximity bias is if people are choosing to work remotely and we have proximity bias, then promotions and the more important work likely going to the people in the office just sort of spreads the divide even further, right? Which is not what we want to happen. It’s really important both as leaders and as employees, that we are aware of proximity bias and take proactive action to overcome it. I don’t think there’s any point in saying it doesn’t exist cause it does.
Claire Rutkowski: If you lead a team, I think the most important thing that you can do is to be aware of proximity bias. Know that it happens. Make sure that you are not guilty of it, right? And do all that you can to create a level playing field – and what I mean by that, is making sure that there isn’t like, an A team, and a B team. You know, it’s really hard. Those of us who are remote know there’s nothing worse than being remote when there’s a bunch of people co-located in a conference room. It’s better with video technology nowadays, but it’s hard sometimes to feel included and God help you if somebody uses the whiteboard in the room, right? So annoying.
Claire Rutkowski: I think it’s important as a leader to make sure that, that you are creating that level playing field for everyone on your team by treating everyone the same. And how do you do that while you make sure nobody writes on the whiteboard in the room? First of all, use the whiteboard in [Microsoft] Teams. It’s a small step, but it helps a lot.
Claire Rutkowski: Also, be very purposeful with your calendar. Make sure that your one-on-one time is the same amount for the people who are in the office as the people who are not in the office. I’m using the words “not in the office” because “remote” has implications and I don’t actually like the connotations of the word remote, right? It makes it sound like you’re really far away, and not really connected. I think “geographically dispersed” or “not in an office” is just a more neutral way of saying it, right? Be conscious of the time that you spend and where you spend it if you’re a leader, and also make sure that you are continuously creating that sense of team, both with geographically-dispersed folks and people that you might be physically co-located with.
Claire Rutkowski: There are lots of ways that you can do that, whether it’s through virtual celebrations or simple things like starting a meeting with, “Hey everybody, turn your camera so that you can show us your view from your desk, right?” And that way everybody feels like they’re included. Another thing that’s really important is making sure that there are objective goals and everyone knows what those goals are and share them across the team, right? I think when people know what each other is working on, we avoid some of that. Well, are they working? Are they actually working? A lot of that, right? And make sure that you make it fun for your team.
Claire Rutkowski: There’s so many different things that can be done nowadays in terms of making sure that, that there are remote parties virtual happy hours, you name it. There’s so many different things to do as a leader to make sure that you recreate that sense of community for folks who aren’t necessarily in the office.
Claire Rutkowski: Now, the second thing that’s really important is, let’s say you’re not leading a team, but you are a contributor. You’re on a team and you are this, this first one actually goes whether you are remote or not. And whether you are in the same office as your manager or not. This is something that I’ve done ever since I started my Wednesdays from home many, many years ago. Make sure your manager knows what you’re working on, ma work.
Claire Rutkowski: Managing up is really important and it’s your responsibility, not your manager’s responsibility. One of the things that I’ve always done every Friday whether my managers ask for it or not, and I’m an SVP and I still do it, is on Fridays, I send an email saying, “Okay. Here’s what went well this week. Here’s what did not go well this week. And here’s what’s teed up for next week.” I call it the “no surprises” email. It’s not the “let me justify my existence by telling you every little thing I’ve done”. But it is making sure there’s no surprises for my boss. I do it out of respect for them. And when I lead a team, I ask my team, my directs to do the same for me. But that way there’s absolutely, you are visible, right?
Claire Rutkowski: Use cameras when necessary. I say when necessary because using a camera is three times more mentally exhausting than not using a camera. Scientific studies have shown this, and I don’t have time to go into it right now, but it is actually exhausting for your brain to translate 2D images into 3D pictures. And then back in your brain, there’s this whole thing around it with body language and what’s happening off camera. Can’t see my hands right now. You’re probably kind of doing some mental gymnastics. It’s exhausting. Use the camera when necessary.
Claire Rutkowski: It’s good to use a camera so people know you are, you are working right, and you are, you are looking professional and you’re at your job, but you don’t have to use it all the time. That is too much pressure, I think. And so I think it’s absolutely okay to say, “I’m having a no camera day today.” I do that. Have a no camera day. It’s fine. But, use the camera when you need to be reachable, when you should be right, and be clear on when you will be part of the advantage of hybrid teams and remote working is that flexibility. It’s okay to say I am well in my company anyway. I should preface that. It depends on your manager.
Claire Rutkowski: I try to create a culture where it’s okay to say, “I am stepping away right now. I will be back at 1:30 PM central time or whatever it is.” That transparency is really what’s important to help overcome proximity bias and finally treat remote working. I’ve done it again, remotely, working in a hybrid fashion as a luxury, not as a, well of course it’s expected. I think if you treat it as a luxury, you’re more conscientious about making sure people know what you’re working on, when you’re working on it, when you’re gonna be back. And all of those things help eliminate any kind of distrust.
Claire Rutkowski: I think those are all really important things to do. But remember the Friday email, it helps so much. The other thing that that Friday email can do for you is, is when it’s time for performance reviews, you sort of have a record of everything you did that week and you’re like, wow, I did a lot. And you go through the year and you’re like, geez, that’s awesome. There are lots of things that you can do, but that’s probably I think the most important. And so with that I will turn it back over to Angie. And I’m just looking, I don’t see any questions, but if anyone has any, feel free to pop them in the chat. All right. Thank you everyone very much. I am going to move into the lounge if anyone has any questions. And Angie, back over to you.
Angie Chang: Thank you so much, Claire. That was an excellent talk on overcoming proximity bias. Thank you for joining us on International Women’s Day. I am sure everyone is chatting their way and saying what a great talk this is. Thank you so much for joining. We will be moving into our next session. In just one minute, we’ll be having a fireside chat with some cancer survivors who also happen to be executive women. Please stay tuned for that and we’ll see you on the other side again in Happy International Women’s Day. Hope you can help elevate some women. We have a million of them speaking at this conference and attending, so please hang out in the lounge or networking. And then tomorrow you’ll meet some recruiters and help get your next, or your fellow girl geek, her next tech job. So thank you so much. All right, bye. Thank you.
Claire Rutkowski: Bye-Bye.
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