Dorcie Lovinsky seeks activities that help bring balance into her life.
“My newest hobby is golf,” she shares. “It's a very technical, chill sport. I would say the yin to my yang.”
Her yang is the ambition and drive that not only fuels her work as Senior Data Manager at Zapier but is also what pushed her to become so successful today.
The daughter of working-class Haitian immigrants, Dorcie had to make her own way into the tech world.
“I feel like it's just been a constant battle throughout my career to feel like I belong because there aren't a lot of people that look like me. So my goal is to get more people that look like me into these spaces so that we don't have to do the extra work to feel like we belong.”
We sat down with Dorcie to learn more about how she carved her career path and the advice she gives to those seeking a career in data.
The Ambition to Make Her Way
The results of a high-school Keirsey Temperament Test are all it took for Dorcie to start making career decisions. She carefully analyzed the three it suggested: teaching, philanthropy, and computer science.
“In high school,” she recalls, “I realized that my family are immigrants who never really had a lot of money so I would need to make my own way. I looked at the salaries of all these types of jobs and realized computer science had the highest one. I thought, ‘If this test says I can do it, then I can do it.’”
However, she knew that trying to break into a male-dominated field would mean having to prove herself. So the summer before starting her college computer science program, she saved up all the money she earned as a cheerleading instructor and built her own computer.
“I thought that they weren’t going to take me seriously unless I built a computer,” she explains. “So I built my first computer and that gave me the confidence to feel like I can be in this room now.”
Taking Unexpected Advice
During an internship, she became a PeopleSoft developer, which helped her land her first job out of college.
With work she enjoyed and a nice salary to match, Dorcie was content. However, four years in, something happened that altered the trajectory of her career.
“One day the security guard at my work comes up to me and says that I needed to leave this place because people tend to get comfortable here and that I’d never do better unless I leave.”
Heeding his warning, Dorcie started applying to open positions and found a PeopleSoft development job in Manhattan. “It was really fun because I had always dreamt of working in Manhattan,” she shares gleefully.
Although she was living the dream, she knew that being a PeopleSoft developer offered limited opportunities. “I knew I was going to hit a ceiling quickly,” she explains, “So I started teaching myself iOS and iOS development.”
These new skills soon came in handy when her company began laying off employees.
“I was working for a public company that went private and laid off 80% of its workforce,” she reveals. “I remember walking in and thinking that they would never lay me off, but they laid me off.”
As devastating as losing one’s job can be, Dorice cried tears of relief instead of sadness. “I cried because I was overjoyed that I could finally make that pivot,” she admits. “I can finally do something else.”
Hustling and Teaching
Although she was walking away from job security, Dorcie was excited to explore new opportunities.
“I wanted to do something different,” she explains. “So I taught yoga, Zumba, and cycling because I loved all of those things. I also got a job as an adjunct professor teaching computer science and it was so much fun to get people excited about a topic that they aren’t inherently interested in.”
Dorcie spent two years enriching the lives of others through teaching sports and computer science.
Eventually, the hustling lifestyle became tiresome and Dorcie decided she needed a little more stability.
Pushing into Data
That stability came with a position at a small software company.
“I feel like all throughout my trajectory, I was always doing some kind of work with data,” she reflects. “PeopleSoft was very data-driven. It was almost like an analyst role because you were creating reports.”
However, before transitioning into data engineering, she was met with some barriers.
“At this previous job, they had posted a data engineering role, so I reached out to my manager's manager and said that I wanted it,” she recalls. “But to my face, he told me that I was not qualified.”
Then, when the company claimed to support and give opportunities to women, she couldn’t let this unfair denial go without comment.
“I said something to the director of the company and they gave me an interview for the position. I ended up being perfect for the job.”
Dorcie further progressed in her career by coming to Zapier, the leader in no-code automation. She started off as a manager of data engineers and has grown to manage multiple teams of data engineers and data scientists.
“I really like helping each of my teams work as one,” she shares proudly. “The most satisfying part of my job is helping people be efficient, helping them understand how to connect what they need to do with how much it's going to help other people, and telling stories with data.”
Within a little over a year and a half, her responsibilities have expanded to managing four different data teams.
“I have such a supportive manager who pushed me to do more than I thought I could,” she says. “I think it goes back to that fear of the unknown. Questioning yourself, can I do this? And someone saying, yes, you can do this.”
Advice for Pursuing a Career in Data Engineering
Dorcie’s path to Data Engineering wasn’t a typical one. Yet her story shows that if you put in the hard work, speak up for yourself, and are truly passionate about what you do, you can carve the path of your choice.
For those wanting to excel in the world of tech and data, here is Dorcie’s advice:
- Find your tribe: Dorcie describes a tribe as a “group of people that are extremely supportive.” She expresses that her tribe spans from her friends and family to her managers at work. “Having a tribe is super important because those are the people that are going to help you see the things that you don't see and give a different perspective, or just cheer you on when you're down on yourself.”
- Trusting your intuition: When you are put in unfamiliar situations and are met with certain challenges, Dorcie suggests asking yourself “Does this feel inherently good to me?” When making a career change do what is best for you, not what’s best for others.
- Continue to educate yourself: “There are all these Bootcamp classes that are showing up. So, don't be afraid to take an eight-week boot camp class or something like that to learn something new.”
- Continue to move forward in the face of adversity: Although Dorcie has an amazing story, her journey is a road paved with successes, failures, rejections, and tenacity. “There's a bit of struggle that happens all the time, but there are so many big wins at the end of the day that makes it so worth it.”
- Don’t let anyone hold you down: An employer once told Dorcie, ‘You’re not worth anything more’ when she had tried negotiating a raise. “I felt like I deserved it because I had put in a lot of extra hours to get our product MVP out the door. Plus, I was making way less money than I should have been. After hearing that, I didn’t let it get me down and made better career decisions going forward. I realized at that moment that sometimes there is a mismatch in how I value myself and how others value me and that shouldn’t define my future.”
If you’re looking to work in a supportive environment, check out Zapier’s job openings.
Not Everything is Engineering: Logicworks’ Courtney Pearce on Taking on Tech from a Sales Perspective
Courtney Pearce’s background isn’t one you’d expect to find in a tech sales position. But as a motivated self-starter, it makes all the sense in the world that she’s been so successful in her role as Solutions Specialist at Logicworks.
If you ask her what she’s most proud of about her time so far at Logicworks, she’ll say her growth over the last four years.
“Even though I came from a technology company that was selling software, selling infrastructure and infrastructure managed services is very different. There was a learning curve. And when I started four years ago, I was the only woman. So I felt like there was this uphill battle of educating myself on the cloud platform. Now, I'm one of the top sales reps and have consistent top performance. So I'm most proud of my growth over the last four years.”
Courtney has a lot of wisdom to impart to those interested in taking on the sales side of tech. We sat down with her to learn more about how she broke into the tech world by utilizing her retail experience.
An Unexpected Path Into Sales
Courtney started college as an Orthodontics major but eventually realized that science wasn’t her calling.
“Although I'm a great student, science and math were difficult subjects for me,” she admits. "I ended up taking a random textile and clothing elective and it was my favorite class.”
She enjoyed the breadth of the program and decided to become a Textiles and Clothing major.
“You got the opportunity to learn the sociology behind why people wear clothes, the chemistry behind dying, how to make fabric, then creating a line from start to finish and marketing that to the class,” she shares.
Although fascinated by the program, her career journey didn’t lead her to the fashion industry but rather to an adjacent career in retail.
“I ended up accepting a leadership position for a big box department store,” she says. “At 23 years old, I ran a 35 million dollar store. It was a great experience and I learned a lot.”
After two years of working in retail for various name brands, she found her way into a tech company through a recruitment role.
Breaking Into the Tech World
While Courtney was working at a recruiting firm, she was approached by a security tech company with a position as a technical recruiter. She was interested in the role and applied, but didn’t get an immediate response.
“I didn't hear back, but continued to follow up,” she recounts. "One night, I got a phone call that said, ‘You're not a good fit for the technical recruiter role, but we have this new group that we're building out called business development and they're working directly with sales. Based on your experience and the fact that you're willing to follow up, we think you'd be a great fit’.”
At the time Courtney knew nothing about the tech space but that didn’t stop her from interviewing for the position.
"I spent an entire week browsing the website, watching all their product marketing videos, and tried to wrap my head around what this security company did," she explains.
During the interview, she blew them away with her knowledge of the company.
“I gave my five-minute spiel and I think that impressed them,” Courtney shares. “I had taken the time to research the company, and not having had a tech background, I tried to comprehend what they do.”
Hired as a business development rep, she had the opportunity to build the team from the ground up.
Reaching New Heights at Logicworks
Courtney continued to rise in the ranks, but she eventually felt that she had hit a plateau. With a desire to try out something new, she looked to Logicworks who offered her the career advancement she was looking for.
“I had reached my potential with my previous employer. There wasn’t anything new for me to learn. I wanted to figure out what was next in my career. There was an opening at Logicworks for a Solution Specialist to be based in Boston. That was enticing for me.”
When Courtney moved to Logicworks she was able to explore job autonomy.
“It gave me the opportunity to move into a territory that I'd been working in for many years, but also run that territory like my own business,” she explains. "There was nobody else working within that space, and I could create the process that I wanted to.”
Now at Logicworks, she experiences the constant changes of a cloud system.
“I'm constantly learning,” she shares. “We're constantly evolving our services, what products we're providing, and how our services are integrated as the cloud is maturing. It keeps me interested every single day.”
Now as a sales lead, Courtney focuses on building relationships with current and potential clients.
Coincidentally, the relationship-building skills that Courtney uses on a daily basis come from her experience in retail.
“I think coming from retail, you have to be able to talk to anyone,” she says. “You're getting a lot of different customer personalities, so it allows me to be comfortable talking to strangers, which I think is key in sales.”
Along with sales experience, Courtney's internal drive has been key in propelling her forward.
“Being a self-starter and watching YouTube videos on what the cloud is, what AWS is, and taking that time on my own to learn and absorb as much as I can are, at the end of the day, the kinds of things that you can prepare you to enter the tech space,” she explains.
Ultimately, it was the skills she learned in retail and her self-taught understanding of tech that have led to her success.
Advice for Entering the Tech World Through Sales
If you're looking to enter the tech world from a sales angle, Courtney offers this advice:
- Find companies that resonate with your values. “Whether you like their product and think that product is solving a pain point in the marketplace, or you align with the company's values, work for a company whose mission you support,” Courtney advises.
- Be pleasantly persistent. “The biggest thing that helped me was when I reached out and nobody responded, and then I followed up and nobody responded, and then I followed up again and they called me. Being pleasantly persistent shows that you’re interested and invested in the organization,” she explains.
- Do your research. “Take the time to figure out what the company does and what they are all about. Educate yourself above and beyond the basic training material to ensure that you have the right knowledge base to be successful in the role.”
If you are looking to grow within the tech space, check out these open positions at Logicworks.
💎Nestlé’s manufacturing excellence team is growing. The team supports Nestlé USA factories that produce bakery sweets brands including Toll House, Libby's and Carnation, and Nestlé Professional Brands which supply food service operations. Watch the video to the end to apply and begin your career there!
📼The manufacturing excellence team seeks someone passionate about driving world-class manufacturing through continuous improvement methodologies. Jennifer Watson and Taylar Marshall, Senior Managers, give you all the information you need to join their team.
📼Join the manufacturing excellence team if you are a go-getter, someone who takes the initiative to establish cross-functional teams to eliminate losses. This also means you should be highly collaborative with a variety of people and have a curious mindset about how things are manufactured. If you fill these requirements, don’t hesitate to apply!
📼The manufacturing excellence team unlocks career path opportunities throughout different functions, locations, and brands across Nestlé USA. Jenny Watson shares her own experience: her career has included roles in three different functions: manufacturing excellence, manufacturing, and operations strategy. She was based out of three different locations: Springville, Utah, Solon, Ohio, and Medford, Wisconsin across four different categories. The opportunities at Nestlé are truly endless!
Inside The Manufacturing Excellence Team
This team is driving continuous improvement and project management routines in the Toll House factory to contribute to the overall expected business results in the bakery and sweets category. It is a boots-on-the-ground team that tries to solve complex problems with a focus on people development and operator capability building. No day is the same in their team!
🧑💼 Are you interested in joining Nestlé USA? They have open positions! To learn more, click here.
Get to Know Jennifer Watson and Taylar Marshall
More About Nestlé USA
Nestlé USA has been nourishing a growing world for generations. No matter where you work within the Nestlé organization, you’ll discover new opportunities to grow while you help them inspire healthier lives, support local communities, do what’s right for the planet, and make an impact.
From September 12-15, 2022, PowerToFly hosted a four-day virtual event, featuring a three day summit and single day virtual job fair.
To kick off the event, attendees had the opportunity to partake in a one-hour guided networking session followed by three full days of fireside chats and panels where they were able to listen and ask questions to experts and thought leaders across multiple industries.
Featured Summit Topics Included:
- The Art & Science of How to Clarify Your Best Fit Career Path
- Going Back to the Drawing Board: How to Navigate Major Career Shifts
- Pulling Back the Curtain: Understanding What’s Happening Behind the Scenes In the Hiring Process
- 4 Ways to Get Your Foot in the Door to a New Career
- Nailing the Basics: How to Grow with Intention and Purpose
- How to Break Into a New Industry Without Starting Over
Companies We Hosted At The Job Fair:
- Bank of America | Hiring for: Senior Financial Analysts, Business Bankers, Senior Technology Managers, and more!
- ScienceLogic | Hiring for: Technical Support Engineers, Chief Marketing Officers, Product Managers, Executive Assistants, and more!
- PowerToFly | Hiring for: Global DEIB Strategist & Trainers, Account Executives, Support Specialists, Events Specialists, and more!
Thank you for joining 4 Ways to Get Your Foot in the Door to a New Career with Flatiron School Career Coach Betsy Kent! In case we weren’t able to get to your question in the Q&A, or if you thought of additional questions after we wrapped, here are two ways you can contact the Flatiron School Admissions team directly:
- Schedule a casual 10-minute chat with a Flatiron School Admissions rep
- Email us at email@example.com
Attending information sessions, panels, and workshops is the best way to get a sneak peek into what studying at Flatiron School is like — so don't miss what else is coming up! You can find a list of our events HERE.
Starting out as a viral trend on TikTok, the phrase “quiet quitting” has since taken over headlines everywhere from NPR to the Harvard Business Review. But what, exactly, is quiet quitting — and why are so many business leaders getting this so-called “crisis” wrong??
What is quiet quitting?
Per Psychology Today, “quiet quitting” isn’t actually quitting in the two-week notice sense of the word. It’s when employees keep doing their job, but only do the work that’s in their job description or covered by their explicit responsibilities. No going above and beyond. No late hours. No taking on extra projects that don’t come with extra remuneration.
Gallup similarly defines the trend as employees who are “not engaged” at work — people who “do the minimum required and are psychologically detached from their job.” Per their research, that’s a full 50% of the American workforce.
Why quiet quitting isn’t actually a crisis
As a burgeoning attitude toward work, quiet quitting makes perfect sense. With the challenges and stresses of the last few years impacting all workers — but especially working parents, people of color, women, and other marginalized groups — employees are looking for ways to set boundaries, disengage from work, and find working rhythms that work for them and their lives.
And that’s something companies should be supporting. Employers’ responsibility, after all, isn’t to slap a Band-Aid on the problems that are driving quiet quitting in order to get productivity metrics up. It’s to create the conditions for employees to succeed, with work that can be accomplished within reasonable working hours, and to incentivize and tangibly reward any engagement that goes beyond quiet-quitting levels.
It’s time we got this clear. Quiet quitting was never the crisis. Expecting employees to go above and beyond at work in order to maybe stand a shot at a pay raise and promotion next year was.
If you want to ensure your company culture is creating opportunities for folks to feel truly engaged, we’ve rounded up the steps to take below.
8 things your company needs to do to stop facilitating quiet quitting
Quiet quitting doesn’t mean that employees don’t want to work. It means that everyone — employees and employers alike — are recognizing, more than ever, that the workplace can and should be evolving to meet the needs of everyone involved in making work happen. Here are some ways that companies can ensure they are doing that, sourced from McKinsey research on burnout and engagement:
1. Hold your leadership accountable.
Culture is set by the people on the ground, and you need to know that your managers and leaders are creating a culture that’s supportive of mental health. This looks like incorporating mental health questions into regular employee satisfaction surveys, so you have data to track, and including the management of employee well-being as part of how leaders are evaluated and compensated. It also means getting rid of toxic leaders.
2. Destigmatize mental health and boundaries.
Most employers know that stigma exists at work, despite best intentions to fight it. But when employees are afraid to ask for help with mental health needs or to request accommodations so they can do their best work, everyone suffers. Companies can work to destigmatize the issue by highlighting senior leaders’ own experiences with mental health. Vulnerability can help promote psychological safety, as can rewarding employees for setting boundaries and using mental health and wellness benefits.
3. Evolve the kind of benefits you offer.
45% of people who have recently left their jobs said that their care responsibilities were a big part of their decision. Do the benefits your company offers reflect that reality? For instance — if employees must be on-site, can you offer on-site childcare? If not, do you offer a childcare stipend? Do you know what issues they are most struggling with, and are you responding?
4. Promote sustainable working hours.
Do your employees need to be at work — whether online or at the office — from 9 a.m. to 5 p.m.? Or can they set those hours to fit their own schedules? Do you have flexible work policies that are available to everyone, no matter their level of seniority? Hybrid work can facilitate unfair treatment when policies aren’t clear and universally applicable.
5. Provide opportunities for employees to build social ties.
Another reason employees are disengaged at the office? Lack of social support. It can be hard to make connections over video calls and chat, especially for new employees or those who haven’t worked remotely before. Investing in team building can help give employees access to social connections that make their work more meaningful over time.
6. Enable right-size workloads.
As employment has ebbed and flowed over the pandemic, and especially now during the Great Resignation, many companies are finding themselves short-staffed. But piling more work on the people who have stayed isn’t a sustainable solution — it just speeds up their own burnout. Creating
7. Facilitate upskilling and reskilling at work.
Per the McKinsey study linked above, employers who offer reskilling and upskilling opportunities end up with more engaged employees. It pays off for everyone involved: giving employees the chance to laterally move into a different job in order to learn a new set of skills can predict employee retention 250% more than compensation can, for instance.
8. Strengthen your commitment to DEIB.
Employees don’t want to work somewhere they don’t feel like they belong. McKinsey calls out five key action areas when it comes to making a DEIB commitment real: ensuring representation, holding leadership accountable, increasing transparency (like with analytics on promotions and pay), tackling issues with a zero-tolerance policy, and embracing intersectionality.