25+ Ideas to Celebrate LGBTQIA+ History Month at Work
October is National LGBTQIA+ History Month—an opportunity to reflect on LGBTQIA+ rights and history and the achievements of those who have contributed to the progression of LGBTQIA+ movements around the world.
While LGBTQIA+ inclusion in the workplace should be a year-round effort, celebrating LGBTQIA+ History Month at work is a great way to engage employees and continue fostering an inclusive work environment for LGBTQIA+ staff and clients.
We sat down with some of our partner companies to learn how they support and empower their LGBTQIA+ employees to bring their full selves to work. Keep reading for some ideas to celebrate, educate, and inspire inclusivity in your workplace this LGBTQIA+ History Month.
Freddie Mac– CommUNITY at Freddie Mac
"Freddie Mac is committed to creating an inclusive environment for our diverse employees. Here are some of our efforts specific to our support for our LGBTQ+ community:
- Our Pride Business Resource Group (BRG) helps create a culture of non-discrimination based on sexual orientation and gender identity.
- We commissioned a first-of-its-kind study to research the LGBT housing experience.
- We hosted a history event highlighting the achievements of individuals in the LGBTQ+ community.
- Our Supplier Diversity Program has supported LGBTQ-owned businesses for more than 25 years.
- Our Pride BRG offers LGBTQ+ networking events, programs and keynote speakers throughout the year."
Learn more about Freddie Mac here.
CallRail– Showing Up As Your Full Self
"Our plan is to focus on 'Showing up to work as your full self". We have plans to host a training from Georgia Equality, do a round table discussion wiht LGBTQ employees here at CallRail, we will have some slack events and also a virtual financial literacy course. This will all be hosted by our Women's Circle & Rainbow Coalition ERG."
Learn more about CallRail here.
Sun Life– Networking for Members and Allies
"Sun Life Pride Network is celebrating LGBTQIA+ History Month with a multitude of events. The first features Catherine Meade, VP of Social & Community Responsibility at OLG in Toronto, Canada, on her experience of being out in her professional & sporting life. There will also be a casual networking event for members & allies to discuss what it means to come out in today's world.
Sun Life Pride creates a diverse, inclusive, and supportive workplace where members of the LGBTQIA+ community can reach their full potential, bring their true selves to work and feel proud to be Sun Life employees."
Learn more about Sun Life here.
MongoDB– Sharing Coming Out Stories
"To celebrate National Coming Out Day, MongoDB's affinity groups Queeries and The Queer Collective are organizing an external blog post and an internal panel of employees who will share coming out stories. MongoDB benefits support medical services for employees who identify as Transgender, Gender Nonconforming, or Transsexual, including hormone therapy, gender-affirming surgery, blepharoplasty, and many others. MongoDB offers 20 weeks of paid parental leave regardless of gender identity and fertility, surrogacy, and adoption benefits to all of our employees globally. In addition, MongoDB offers expanded gender options as well as pronouns in our recruiting, onboarding, and internal systems, includes gender identity as a protected category, and considers intentional misgendering and deadnaming as forms of harassment in our employee code of conduct.
Learn more about D&I at MongoDB: https://www.mongodb.com/careers/inclusion"Learn more about MongoDB here.
PagerDuty–Addressing Stereotypes and Misconceptions
"As an organization, creating a safe environment is paramount to fostering belonging. Celebrating the LBGTQ+ community must be authentic, strategic and inviting to those who are seeking to be an ally. Life Group circles, in addition to Pride Month, offer an inclusive, safe and learning opportunity for people to share their stories and address stereotypes and/or misconceptions, while celebrating the freedom to express themselves openly at work. You can't choose to be an ally; you are invited in. Life Groups allow us all to learn, celebrate and be proud of our differences."
—Roshan Kindred, Chief Diversity Officer
Learn more about PagerDuty here.
CoStar Group—Celebrating and Supporting Our Employees
"In celebration of LGBTQIA+ History Month, CoStar Group's Pride Network will host its inaugural general body meeting. Scheduled for October 11, National Coming Out Day, the meeting is essentially the "coming out" of our Pride Network. Later in the month, our employees will demonstrate our collective support for LGBTQIA+ youth by participating in Spirit Day, a day on which supporters raise awareness to the challenges faced by LGBTQIA+ youth.
These events celebrate the individuality of our employees, and their friends and families. They also underscore our commitment to a diverse workforce, equitable practices and an inclusive workplace culture."
Learn more about CoStar Group here.
Riot Games–Sharing Gay Rights History
"To celebrate LGBTQIA+ History Month, Rainbow Rioters, our LGBTQIA+ employee resource group is engaging Rioters all month long to share the history of gay rights and related civil rights movements. Coinciding with LGBTQIA+ history month is National Coming Out Day where Rioters have traditionally shared stories of their own coming out with players and the public. Our goal is to let the world know that they aren't alone in their gender identity or sexual orientation. Check out our video to hear stories of Rioters coming out, sharing their own journeys of self-discovery, and advice they have for anyone who may find themselves in a similar situation."
Learn more about Riot Games here.
Automattic–Supporting Queer Employees
"Automattic's Queeromattic ARG is a community space, resource hub, and advocacy group for LGBTQIA+ employees and allies. We're all about helping and supporting our kindred queer folks working here, providing likeminded spaces, sharing resources, and finding ways to lift queer voices however we can. Recent support activities include public-facing queer support and content from Queermatticians, posts for Pride month, and a salute for Transgender Day of Remembrance."
Learn more about Automattic here.
Waters Corporation–Providing Best-In-Class Benefits
"At Waters Corporation, we believe diversity is a statement, but inclusion is an act. That's why we celebrate the more than 120 members of our employee-led Pride Circle and embrace new additions when the time is right in their individual journeys. Waters provides gender transition guidelines, holds information sessions for allies, encourages the sharing of pronouns, ensures the availability of best-in-class benefits for LGBTQIA+employees, and upholds a Supplier Diversity Policy. We eagerly partner with qualified businesses owned by underrepresented groups, and we know that harnessing the totality of our employees' perspectives, beliefs, and backgrounds drives our performance."
Learn more about Waters Corporation here.
Smartsheet–Hosting Employee-Led Panel Discussions
"At Smartsheet, we're committed to providing an open and supportive work environment consistent with our company values. The Rainbow Collab, our LGBTQIA+ ERG, regularly hosts employee-led panel discussions and events. Our HRIS system includes 13 gender-identity options (including the option not to identify), as well as 11 pronoun options (including the option "Ask me about my pronouns"). Our standard company email signature was also updated earlier this year to automatically include employees' pronouns based on their selection in our HRIS system."
Learn more about Smartsheet here.
Relativity–Using Inclusive Language
"It's our goal from day one that LGBTQ+ employees in every department and on every team feel comfortable being their authentic selves. Some examples are that everyone is encouraged to display, use, and respectfully inform of personal pronouns. Inclusive language matters. It's on Relativians to hold each other accountable. This year we had a companywide panel discussing LGBTQ+ Representation in Media and Why It Matters. We have Slack channels and community forums dedicated to discussing LGBTQ+ topics and issues. Personally, I make it my mission to do my best to make sure everyone feels supported and proud to be both a Relativian and, most importantly, themselves."
—Ken Diedrich – Senior Software Project Manager & Co-Chair of RelPride (Relativity's LGBTQ+ community resource group)
Learn more about Relativity here.
Collins Aerospace–Raising the Progress Pride Flag
"Through many Pride ERG events, sponsorship of Out and Equal Workplace Summit, raising the Progress Pride flag at 35 sites, and visible C-suite support, Collins Aerospace continuously evolves to create an atmosphere where all employees can bring their best whole self to work. Our Gender Transition Guidelines and Gender Transition toolkit ensure that when an employee shares their intention to transition, they have the support they need from human resources and leadership. Sexual orientation, gender expression, and gender identity are all part of our anti-discrimination policy.
Our parent company, Raytheon Technologies, is proud to score 100% on HRC's Best Places to Work for LGBTQ Equality."
Learn more about Collins Aerospace here.
Helix–Holding Intimate Conversations
"At Helix, we encourage every employee to bring their full selves to work. We do this in many ways, including fostering open discussions about intersectionality and respecting each other's choices and beliefs. Recently, we hosted a month-long event, 'Intersectionality in Identities: How who we are affects how we work,' where we invited employees to attend a Journal Club, a Happy Hour and an open discussion on the topic of intersectionality. We had intimate conversations, lots of laughs and built camaraderie through both our shared adversity as well as celebrating our differences.
In a traditional workplace, there is often an expectation of being "professional" which, to someone who identifies as queer, is perceived as "gender conforming". But Helix is anything but ordinary. At Helix, our authentic self is not only encouraged, but celebrated."
- Brian Nguyen, Compliance Project Manager at Helix
Learn more about Helix here.
"Moody's is committed to advancing the cause of LGBTQ+ inclusion. The recent name change for our LGBTA ERG to "Moody's Pride BRG", reflects Moody's ambition to enhance inclusivity and show solidarity with the Trans and Non-Binary community, as well as all minority groups. The mission of the BRG remains unchanged and will continue to be focused on advocating a work environment that respects, welcomes and supports lesbian, gay, bisexual, transgender and non-binary individuals, and enables them to perform to their fullest potential as well as continuing to promote the concept of being an ally."
Learn more about Moody's here.
JW Player–Encouraging Proper Pronoun Use
"At JW Player, we believe that diversity fosters a better workplace. In fact, it's embedded in our company culture as one of our six core values. We strive to cultivate an inclusive environment where everyone feels safe and comfortable to come to work as their most authentic selves. Since 2020, we've had an active committee dedicated to Diversity, Equity, and Inclusion which organizes events, shares news and information, and works with our executive team to institute change when needed. JW Player's DEI committee has been responsible for encouraging pronoun use and communicating stories on LGBTQIA+ issues year-round. We are committed to continually educating ourselves, valuing each other's perspectives, and acting in ways that have positive impacts on the company and our wider community."
Learn more about JW Player here.
Cummins–Hosting a Lunch and Learn
"Cummins supports LGBTQ+ community:
- The first Pride Affinity group was launched in Cummins in 2005
- There are now 15 Pride Employee Resource Groups in existence globally set up to foster a safe, equal and inclusive environment to support and empower LGBTQ+ individuals
- Pride ERGs provides quarterly learning series, lunch and learn events, safe leader training and has a Pride Ally program.
- The group aims to provide a supportive, safe and caring environment for all
- Cummins received two recent honours for its support of LGBTQ+ employees and for diversity in general"
Learn more about Cummins here.
Expedia Group–Creating Community-Driven Action
"We at Expedia Group recognize that both inclusion and equity are needed to ensure employees feel safe and encouraged to bring full selves to work. In addition to our LGBTQIA+ Employee Resource Group creating community driven action, we have launched initiatives driving systemic change and equity including a Transgender and Gender-nonconfirming Inclusion Advisory Council. Members of this council advise on multiple company programs, one of which is global benefits. We have also integrated pronoun, gender identity, and preferred name options into our HR platform and company-wide applications to foster global engagement about gender diversity."
Learn more about Expedia Group here.
ServiceNow–Promoting Action About Culture Change
"At ServiceNow, we champion an inclusive workplace for all LGBTQ+ employees to be their authentic selves. With our Pride Month campaign this year, ServiceNow created dialogues to promote allyship and activate employees around key issues facing LGBTQ+ employees and the work that needs to be done. Through our Pride at Now Belonging Group, LGBTQ+ employees and allies have a safe space to be themselves at ServiceNow. Together, this group focuses on making an impact and promoting action around culture change and inclusive global practices and policies.
Learn more about our commitment to diversity and inclusion here."
Learn more about ServiceNow here.
Facebook–Advocating for an Equitable Space
"Facebook believes in the power of community and driving action to help make Facebook and the LGBTQ+ community stronger. Facebook honors and supports the LGBTQ+ community by continuing the progress of advocating for an equitable, safe, and supportive space for our LGBTQ+ team members.
In support of National Coming Out Day, Facebook's employee resource group Pride@ hosted it's 4th annual Pride@ Development Summit, a virtual event for internal employees who identify as LGBTQ+ rooted in the theme of "All of You. All of Us". Pride@ members united to learn and commit to taking bigger & greater actions to change the world for All of You and All of Us. You can learn more about Life at Facebook by clicking here."
Learn more about Facebook here.
Mural–Helping Our Community Feel Valued
"We encourage employees to bring their full selves to work by ensuring that community and belonging don't stop at the PRIDE ERG. The work continues in meetings during which we use murals to put each voice on equal footing, during pay and promotion conversations when we ensure LGBTQIA2+ people have representation, and when we train our managers to ensure each of our employees can thrive across our business. We also have mindful allies across the organization who also help members of the Community feel valued."
—Alecia Page, Diversity, Inclusion, and Belonging Program Manager
Learn more about Mural here.
Capco–Fundraising for LGBTQIA+ Organizations
"Capco supports LGBTQIA+ employees and encourages them to bring their full selves to work through programming sponsored by Pride@Capco, our global affinity group for LGBTQIA+ employees and allies. Pride@Capco creates networking opportunities, hosts educational and social events, fundraises for LGBTQIA+ organizations, and coordinates a mentorship program. We also work with industry groups such as Out4Undergrad and myGwork to ensure we are engaging and recruiting from diverse communities. Through these initiatives we aim to elevate our community's careers and experiences, foster learning about different perspectives, and create a safe and brave space for everyone at Capco to be themselves at work."
Learn more about Capco here.
BlackRock–Offering Mentorship and Professional Development
"At BlackRock, we are committed to supporting our LGBTQIA+ employees to ensure that we create equitable access to opportunities, career advancement, and a culture in which everyone feels they belong. Our Employee Network, the Out & Allies Network (OUT) was founded 10+ years ago and connects the experience of the LGBTQIA+ community to our BlackRock principles by promoting a culture where employees feel comfortable sharing their stories and bringing their genuine selves to work. The network provides an opportunity for mentorship, sponsorship, professional development, and a channel for allies to learn how to help take action and demonstrate their support."
Learn more about BlackRock here.
Bumble–Hosting Internal Discussions
"At Bumble, our priority is building a company that represents the communities we serve—and ensuring each employee can bring their whole self to work. We do this through a number of initiatives, including but not limited to:
- An internal 'Buzzword' discussion series, where we host subject matter experts and industry leaders to engage in cross-cultural discussions, share varied perspectives, and foster education with our global team.
- 'Diversibees,' our intersectional employee resource group designed to share, support, and celebrate diverse conversations and build community.
- Special programming around LGBTQIA+ History Month, Pride Month, and more. When Pride events halted in 2020, we found a way to support the community through our Pride Donation Campaign. We also love to support local initiatives that our team members are passionate about, such as last month's Unite The Fight Gala in Austin, Texas."
Learn more about Bumble here.
GameChanger–Providing Unconscious Bias Training
"PRIDE month is in June but GameChanger takes pride in standing as an ally to the LGBTQIA+ community every month. Examples of how we show our allyship are:
- Supporting teammates in sharing their gender identities in both the onboarding process, in our intranet, and Slack
- Extend our various benefit opportunities to domestic partners in addition to spouses
- Offer paid parental leave to birthing and non-birthing parents as well as adoption benefits
- Utilizing software that both prevents and promotes awareness of gendered language in various company communications
- Providing unconscious bias training and other diversity and inclusion curriculum to all teammates year round"
Learn more about GameChanger here.
Uber–Sharing Diverse Experiences
"Uber has a tradition of celebrating National Coming Out Day by asking members of Pride at Uber, our LGBTQ+ network, to share their coming out stories. Telling stories is old as (queer) humanity itself, and sharing in the diverse experiences of coming out allows all employees to better understand the LGBTQ+ experience. Sometimes the stories are short, sometimes they're cinematic epics! Often they end well, and other times they're not as easy to hear. What unites these stories is what unites everyone at Uber. The belief that we're all better when we're able to be and share our authentic selves."Learn more about Uber here.
Turo–Fostering Inclusion Through Education, Discussion, and Action
"At Turo, we don't just celebrate LGBTQIA+ History Month; we advocate year-long. We have multiple Slack channels dedicated to creating a safe space to discuss LGBTQIA+ topics and diversity globally and within the Turo ecosystem. As part of our Diversity Inclusion and Belonging framework, we hold town halls and feedback sessions to evaluate what's going well and brainstorm ways to improve inclusivity on everything from recruiting and hiring to learning and growth. In addition to educational resources like Trans Allyship, we Turists actively foster inclusivity, from promoting gender-neutral alternatives to "Hey, guys!" to inviting personal pronouns during the hiring and onboarding processes."
Learn more about Turo here.
Nestlé USA–Providing Inclusive Healthcare Benefits
"Nestlé, along with the Nestlé Pride Alliance, are working to create a space where everyone can bring their most authentic self to work, on National Coming Out Day and every day. Nestlé has long been committed to policies that support LGBTQ+ employees — from equal marriage and parental benefits for same sex couples, to healthcare coverage for gender affirmative surgery. This Pride Month we announced the launch of Included Health, an addition to our existing healthcare benefits that elevates care for LGBTQ+ employees across the country, and advocated for the Equality Act through SFPA."
Learn more about Nestlé USA here.
10 Full-Time Roles You Can Do Remotely! [Updated Sept 2021]
[This article was updated September 20, 2021]
Work-from-home jobs sometimes get a bad reputation: low pay, repetitive work, micromanagement... the list goes on. But if one good thing has come out of 2020, it's that it's redefined working from home. Remote work has come a long way, and the opportunities to work from home in 2021 are more promising than ever before.
If you're like me, and freelance, task-oriented remote jobs like article writing, data entry, transcription, or professional survey taking (yep, that exists), aren't your thing - don't worry. There are more full-time remote opportunities than ever before that offer you the freedom to manage your own time, the security of consistent monthly income, the support of a team, and the promise of growth. In fact, we've got close to 5,000 on PowerToFly.
So, if you're looking for a remote opportunity in 2021 that will push you to develop professionally, look no further than our list of the 10 best work-from-home jobs. And by best, we mean fun, challenging roles that will help you grow, while making a respectable income.
All the jobs listed have average salaries between 45 and 119k, and have average or higher-than-average growth potential (based off of the U.S. Bureau of Labor Statistics' predictions for growth from 2018 to 2028 and/or LinkedIn's 2020 Emerging Jobs Report).
10 Best Work-From-Home (Remote) Jobs for 2021
Jobs sorted from highest to lowest average salary. (Salary data taken from ZipRecruiter, Glassdoor, LinkedIn, and/or the U.S. BLS depending on availability and specificity to remote roles.)
Who It's Good For: Detail-oriented stats masters skilled at identifying and understanding trends.
Why You Can Do It Remotely: With more data than ever before at our fingertips, companies know the value of hiring folks who know "big data" as more than just a buzzword. True stats buffs are hard to come by, so expertise often outweighs location.
Growth 2018-2028: 30.7%
Average Annual Salary: $119,000
Who It's Good For: Self-directed (and disciplined) coding enthusiasts who love problem solving and having the freedom to work whenever they feel most focused.
Sound Like You? Check Out: 4,000+ Software Developer/Engineer jobs on PowerToFly and be sure to check out this Q&A with software engineer, Kasey Champion to learn about her experience working at a fully remote company and get her tips for acing technical interviews!)
Why It Can Be Done Remotely: Arguably, not only can programming be done remotely - it should be! Why? Writing code requires undisturbed blocks of time rarely found in traditional workplaces.
As computer scientist and entrepreneur Paul Graham observed in his essay on makers' vs. managers' schedules:
" Most powerful people are on the manager's schedule...But there's another way of using time that's common among people who make things, like programmers and writers. They generally prefer to use time in units of half a day at least. You can't write or program well in units of an hour. That's barely enough time to get started."
Office culture was designed with managers' schedules in mind, and thus makes adhering to a maker's schedule extremely difficult. Remote work, alternatively, is much more conducive to this. After all, it's a lot easier to snooze your Slack notifications than it is to ignore your boss literally hovering over your shoulder.
Growth for 2018-2028: 21%
Average Annual Salary: $111,781
3.Designer (Web, Graphic, Product, or UI/UX)
Who It's Good For: Designers who do their best work independently or from the comfort of their own home.
Sound Like You? Check Out: Remote Design Roles
Why You Can Do It Remotely: No doubt there's value in brainstorming with your team, but once you know the needs of a project, most design work can be done independently and then shared. With tools like Zoom, Jira, and Slack, it's easier than ever before to share your work, get feedback, and hit deadlines. (And, like programmers/developers, designers are also more likely to benefit from a maker's schedule!)
Average Annual Salary (for UX Design): $98,816 according to data from ZipRecruiters
Average Median Salary (for Graphic Design): $50,370 in 2018, according to the U.S. BLS (not specific to remote roles)
Who It's Good For: Anyone who loves big-picture strategy and building products that users will love.
(If you enjoy more nitty-gritty task oversight, consider project management instead — both roles can be done remotely! You can learn more about the differences between the two PM roles here.)
Why You Can Do It Remotely: As more and more software engineers and other tech professionals work remotely, it only makes sense that the PMs coordinating with them work remotely. If you're a virtual communication wiz comfortable communicating online and using tools like Zoom, GitHub, Jyra, Slack, and Asana (the list goes on...), then you're all set!
Annual Growth: 24%*
*Based on expected growth for Product Owner from LinkedIn's emerging jobs report. The BLS doesn't currently track growth specifically for Product Manager positions.
Average Annual Salary: $81,149
5.P.A., Nurse, or Nurse Practitioner
Who It's Good For: An experienced medical practitioner ready to swap 12 hour shifts for a more flexible schedule.
Why You Can Do It Remotely: New technology is changing the way healthcare is delivered. You can provide wellness and medical education, patient-centered care, and treatment virtually, all while collaborating with a multi-disciplinary team of engineers, physicians, and medical assistants.
Growth for 2018-2028 (Nurse Practitioner): 26%
Average Annual Salary (Remote Nurse): $73,374
Who It's Good For: Top-notch communicators (writers) who can explain complex topics succinctly and clearly. (It's helpful if you have expertise in at least one technical subject.)
Sound Like You? Check Out: Remote Technical Writer Jobs
Why It Can Be Done Remotely: Like programmers, technical writers are makers - they need large, undisturbed blocks of time to create content. Technology and the nature of remote work can help ensure writers are able to communicate efficiently with their teams and organize meetings when they'll be constructive, not distracting.
Growth for 2018-2028: 8%
Average Annual Salary: $68,,454
7.Customer Success Manager
Who It's Good For: Good communicators who love helping others and problem-solving.
Sound Like You? Check Out: Remote Customer Success Roles
Why It Can Be Done Remotely: Most customer service needs can be met over the phone and online. With a computer and good internet connection (and enough patience), you can handle all your customers' needs from wherever you are.
Growth for 2020: 34% annual growth rate (The BLS doesn't share data specific to customer success, but thanks to the growth of SaaS, Customer Success Specialist made LinkedIn's 2020 list of the top 15 emerging jobs)
Average Annual Salary: $67,371
Who It's Good For: Folks who are equal parts creative and analytical.
Sound Like You? Check Out: Remote Marketing Manager Jobs on PowerToFly
Why You Can Do It Remotely: Analyzing industry trends and crafting strategy can be done from anywhere. And with teams becoming more and more spread out, you can coordinate cross-functionally with sales people, engineers, and more using Zoom, Slack, and other online tools.
Growth for 2018-2028: 8%
Average Annual Salary: $62,788 (according to data for remote professionals from ZipRecruiters)
Average Median Salary: $134,290 in 2018, according to the U.S. BLS (not specific to remote roles)
Who It's Good For: A people-person skilled in market research, project/time management, and negotiation.
Sound Like You? Check Out: Remote Recruiting Roles
Why You Can Do It Remotely: As remote work takes off and fully remote teams become more common, it only makes sense that recruiters at these companies would be remote as well. Although recruiting saw a dip at the start of the pandemic, the number of remote recruiting roles is steadily increasing as companies ramp back up their hiring goals—we have hundreds of open remote recruiter roles on PowerToFly!
Growth for 2018-2028: 5%
Average Annual Salary: $59,474
10.Sales Development Representative
Who It's Good For: A self-starter with previous experience or an interest in Sales, or anyone who's just starting out and eager to prove themselves!
Sound Like You? Check Out: Remote SDR Roles
Why You Can Do It Remotely: You don't need to be in a particular location to make sales calls, deliver pitches, send follow-up emails, or manage your sales team. And if you have to fly from an office to meet a client, you can just as easily fly from your hometown.
Growth for 2018-2028: 5%
Median Annual Salary (not specific to remote) for SDRs: $45,937
Interested in one of the roles above? Check out these resources for landing your dream remote job and get ready to reap the full benefits of remote work in 2021 - doing what you like, where you like. Good luck!
[A version of this article was originally published on Dec. 19, 2018]
💎 Looking to apply for a position with Expedia Group? Here are some great tips to prepare for your interview!
📼 Watch this video for valuable insight from Audrey Mcgee, Talent Advisor at Expedia Group. These tips will help you get ready for your interview with the company, whether on-site or virtual!
📼 There are three main skills Expedia Group recruiters look for in candidates during their interview: #1: Communication skills. As Audrey shares, this is a skill that goes a long way and cuts across all industries, from HR to technology and even finance. Whether you're interviewing for an entry-level or executive-level role, you must have effective communication skills. #2: Problem-solving skills. The ability to articulate a problem or a challenge and the steps that you took to overcome those challenges will impress your interviewer. #3: Teamwork. Expedia Group has a diverse team across various geographies, time zones, and cultures, so they look for candidates who excel at collaboration!
📼 Probably, for the time being, Expedia Group will interview you over Zoom, so here are some great tips to keep in mind: Establish good eye contact with your interviewer. It indicates that you're engaged and interested, and it also exudes confidence. Make sure that your environment has good lighting, is free of distractions, and that noise is kept to a minimum. And last, but not least: Take a deep breath, relax, smile, and be yourself!
Get That Job at Expedia Group! Last Tip Before Your Interview
Be sure to send a follow-up note after your interview. While thank-you notes used to be very common, the trend has died down. So showing your appreciation will help you stand out! Plus, according to Audrey, this will also reiterate your interest in the role. Good luck!
Get to know Audrey
She's building a world-class team of technology professionals as a Recruiter for Expedia Group.
She spends her days finding, recruiting, and hiring the best talent who can help realize that mission. Audrey takes pride in providing the best recruiting experience possible for candidates and hiring managers. You can connect with her on LinkedIn!
More About Expedia Group
They are travelers and technologists. They work across time zones, hemispheres, cultures and languages. They're used to breaking things down and building them back up again, until they're even better. They know travel can be hard, but they also know that it's worth it, every time. And because they believe travel is a force for good, they take their roles seriously. They're here to build great products, and facilitate connections between travelers and their partners that truly bring good into the world. You'll discover a world of passionate people, all guided by an inclusive purpose: to strengthen connections, broaden horizons, and bridge divides.
Victoria Vitale has always had a passion for computers, but that passion isn't what drove her to become a software developer.
It was practicality.
"I needed a job that could pay rent!" explains Victoria with a wry smile. A friend suggested she apply for a data analyst role, telling her that she could learn any necessary skills on the job. A few months into the role, Victoria realized that friend was right—and that she wanted to grow her skillset even more and become a developer.
We sat down with Victoria to hear more about how she consciously built the career that she wanted—including her current role as an engineering manager at remote design tool company MURAL, and what advice she has for other people looking to do the same.
Putting Her Hand Up
Victoria, who hails from and lives in Buenos Aires, got her first engineering job because she spoke English. She learned everything else she needed, from how to structure databases to use SQL, once she got there. When she was working her second database job, she realized she could apply the same technique in the software space.
She just had to ask for the opportunity to do so.
"I was very curious about how things worked, so I started collaborating with the [software development] team whenever I could," says Victoria. She offered to QA for them—and then had to teach herself basic programming in a week's time when they took her up on it.
"That's when I knew I wanted to focus on that," says Victoria, who adds that she absorbed all the knowledge she could from that team before eventually switching into a developer role.
She faced a little imposter syndrome about the fact that she hadn't studied programming formally (though she was doing a second degree in multimedia design and web development). "There were a lot of pieces I had to put together as I went," says Victoria. "But I stayed very curious and motivated, and I trusted my team to help me."
Scaling with MURAL
Victoria was getting coffee with a friend who just happened to work at MURAL when she met some of his coworkers. "I saw the people and how happy they were, how they looked working together, how motivated they were, and I was hooked," she says. There wasn't an opening at the time, but she deployed her characteristic patience and applied as soon as there was one.
The job she ended up getting at MURAL was as an individual contributor—a step down from what she'd been doing at her previous company, where she was a lead software developer. Victoria didn't think twice about taking it. "It was an opportunity to work on a project where, even as an IC, I would have a lot of [opportunities to give] feedback on what was happening. At the time, there were 30 of us across just two teams, and I had a chance to build the product from scratch," she says. As excited as she was to develop hands-on product knowledge, she also knew that one day she'd like to return to a leadership role: "It was always in my mind that I wanted to come back to [management.]"
While she soaked up all of the product knowledge she could, MURAL grew. First it tripled, hitting nearly 100 employees. Victoria's mentor gave her a stretch project, and when she crushed it, he asked her to be a team lead of the newly-formed enterprise pillar.
"It was a mixture of me being passionate and curious, and him teaching me, seeing that potential, and wanting to help me grow," she reflects. "That's definitely key. Even if you're super motivated and enthusiastic about growing, if someone doesn't give you the space to do it, it's very hard."
Then MURAL hit another milestone that freed up a lot of space: it grew to 700 employees. Leadership realized that the team lead role needed to be split into technical leadership and people management responsibilities, and Victoria's manager asked her which role she was more interested in. As the only woman tech lead in a group of 11, she decided to stay on the technical side to deepen her skills there.
But a few months later, when she realized that the team really needed help scaling its strategy and hiring to keep up with growth, she decided to pursue the engineering management path.
"It wasn't a hard conversation," says Victoria. "My manager said, 'Hey, you're doing this already—why don't you step up to it [in a new role]?'"
Victoria says she had lots of company support as she grew into a bigger management role. MURAL provided resources for hiring and focused on creating a truly global and remote culture where everyone could thrive.
"My growth at MURAL has been very organic. At the time I joined, I knew that one day I wanted to have another leadership role, but I couldn't know yet if MURAL would be the place for me to do it… As it turned out, as the company grew, so did I," says Victoria.
3 Tips for Engineers Wanting to Grow Their Careers
Victoria's combination of open-mindedness and determination has led her through an impressive career in engineering. Now that part of her role requires her to manage the career paths of others, she hopes she can pay that forward, starting with her advice for developers:
- Be curious! "Keep your eyes open and don't put yourself in a box," she says. "Get to know the product, the people. Doing that not only enriches you and makes you a better professional, it also empowers you."
- Be humble. When coaching her team, Victoria is careful to tell them what they're doing well along with what they need to work on. "Know your strengths, but also know what you still have to learn and what areas you can grow in. That leaves you open to learning from others," she says.
- Always teach others. Management might not be for everyone, says Victoria. She'll sometimes tell people that she thinks they'll be great tech leads and hear that they are uninterested in management. She doesn't force them, because that makes everyone involved miserable, she explains—instead, Victoria encourages them to share what they know with others, even if in a more informal mentorship or training capacity versus a full-out management role. "Pay back as much as you get from your surroundings and the people you work with," she says.
Speakers will include Simone Biles, Brené Brown, Glenn Close and Laverne Cox
PowerToFly is proud to join the Pennsylvania Conference for Women as a community sponsor and is happy to share a registration discount code with the PowerToFly community.
The Pennsylvania Conference for Women is a non-profit, non-partisan, one-day professional and personal development event for women that features more than 100 renowned speakers sharing inspirational stories and leading seminars on the issues that matter most to women, including health, personal finance, executive leadership, small business and entrepreneurship, work/life balance, branding and social media marketing, and more.
This year's conference will be virtual and will be hosted on November 10th, 2021.
REGISTER FOR THE CONFERENCE HERE. PowerToFly community members can receive a $25 registration discount with code 2021PASO.
Speakers will include:
- Brené Brown, researcher and storyteller
- Glenn Close, award-winning actress, mental health advocate, and co-founder, Bring Change to Mind
- Laverne Cox, award-winning actress, producer and equal rights advocate
- Simone Biles, most decorated gymnast of all time
- Susan Cain, author, Quiet
- Dolly Chugh, author, The Person You Mean to Be
- And many more
💎 "What can I do to stand out from other candidates?": Almost all applicants have asked themselves this question before a job interview.
📼 When it comes to learning how to set yourself apart, there's no better resource than tips from a recruiter! Watch this video to get super valuable insights from Steven Burleigh-Sheard, Associate Director of Talent Attraction, and Violet Rylo, Talent Acquisition Manager at Kinesso.
📼 After watching this video, you'll have all the tips and tricks to stand out from other candidates during the application process at Kinesso—from the moment you find your ideal job scrolling through Kinesso's company page on PowerToFly to the last interview with a hiring manager that will (fingers crossed!) offer you the position. Steven and Violet offer advice on how to prepare questions, structure your answers, and demonstrate your skills to stand out from the crowd.
📼 Ready for even more insight on how to stand out from other candidates? First things first, it starts with your resume. When recruiters look at a resume, they look for the experience you have, what you are doing currently, and what successes you've achieved. Make sure that all of this is clearly highlighted. Other things to include could be your hobbies or activities. Do you volunteer? Are you a mentor? Are you a leader anywhere else, like a sports club? These are not just great examples of you as an individual, but also transferable skills you could bring to Kinesso.
Last-minute tips to stand out from other candidates
Another important thing to consider: Be mindful of Kinesso's culture and values, like how the company encourages diversity through thought, ideas, and experiences. And one last tip before you enter your interview: You may get nervous; everybody does. Just be you!
🧑💼 Are you interested in joining Kinesso? They have open positions! To learn more, click here.
Get to know Steven and Violet
Steven Burleigh-Sheard is a global talent acquisition manager/full cycle search consultant and headhunter specializing in all technology, digital innovation, and transformation product and services talent acquisition solutions. He's experienced in recruitment, procurement, compliance, and governance within diverse and challenging technology environments. Advising and guiding organizations through workforce planning, recruitment cycles, and strategic innovation. He's a strong communicator who can reach all candidates and client groups, continually generating candidate and client attraction exceeding expectations in a global capacity. An active member on the DE&I Council to represent T.A. in a worldwide degree while supporting ERGs.
Violet Rylo is driven by an exciting company mission with an eagerness to find top talent for a growing organization. When it comes to recruiting, thinking of creative ways to build pipelines with top quality and unique prospects is what she loves to do most. She has a consistent track record of sourcing, recruiting, and closing talent for roles at all levels.
More About Kinesso
Kinesso is fueling a sea change in the marketing industry. Not an agency, not quite a consultancy, not just experts in data or tech. Kinesso was founded by IPG on the belief that marketing ultimately delivers better business results when all parties benefit. When marketers can act on connected data. When people feel they're being treated like human beings. When brands know their message isn't getting lost in all the noise. It all starts with the flexibility of an open platform. One that allows Kinesso to integrate with the very best technology and data providers, to bring the right solutions together, and to make them actionable for marketers in all the ways that matter. Kinesso powers connections. Not just clicks. As a marketing intelligence engine, Kinesso helps brands connect with the right people and drive meaningful outcomes. The company's connected suite of applications leverages proprietary, patent-pending technology, machine learning, and leading data sources, including Acxiom. Together, these elements can help marketers create memorable experiences for the right people – and help their brands reach new heights.