Finding the Right Industry, Country, and Work Culture for Growth: 3 Tips from Smartsheet's Pilar Rueda
It took her three industries, three countries, and half a dozen job titles, but Pilar Rueda has decided to adopt a new motto: "I'm going to speak up more and bring ideas to the table."
From Mexico City to London to Boston, and from manufacturing to finance to tech, Pilar is no stranger to having to find a way to fit into a new situation. But too often, the easiest way to do that was to accept the status quo and keep new ideas to herself.
"I was just finding places where I never felt like I could fully be myself," explains Pilar.
But when she joined Smartsheet, where she's now a Consulting Manager, things started to turn around. It took some time to adjust—Pilar had to get used to the differences in British versus American work customs (not to mention spelling, with all those dropped "u"s!)—but now she feels like she's able to show up as who she is on the job. That comfort allows her to share feedback, ask questions, and set development goals that excite her.
"It's important for me to find a place where I can have a voice," says Pilar. "I've been very lucky that Smartsheet takes diversity in all its aspects seriously, so that's why I've been very happy growing here."
We sat down with Pilar to hear more about her career journey, including why she thinks that tech companies, and Smartsheet in particular, are well-suited to create welcoming environments for people with diverse backgrounds.
Driving Towards Inclusion
Pilar's first job was in her hometown of Mexico City. She'd studied engineering and found a placement in a manufacturing firm, but from her first day there, she experienced adversities that made her feel out of place.
"It was a valuable professional experience for me as an engineer, but the atmosphere wasn't very open to women at the time," she says. "It was a male-driven working environment and little things like not having a ladies' bathroom or having to wear boots two sizes too big did not help."
That experience was enough to encourage Pilar to get out of the hands-on side of things and to switch to the business planning side. She applied for a master's in management at Imperial College London and moved there to study, then stayed to work in financial services.
That was more by default than by active choice, says Pilar. "When I graduated, I did not know how my skill set would allow me to thrive in the financial services, but that is where London's labor market happens to offer the most options," she says, smiling.
Pilar spent six years working in London. She learned many useful skills, including project management and how to perform in high-stakes situations, but they came with a cost.
"These were very high-profile projects, which required managing workflows between government authorities, boards of directors and other high-powered stakeholders. "As a result, there was a lot of pressure to stick to existing practices," says Pilar.
After six years of having to fit into rigid working cultures, Pilar decided to hit pause and take a few months to think through what she wanted to do next.
"Our VP [at Smartsheet] says that intentional luck is when you're prepared and then luck appears and you're there to meet it," says Pilar. "That's what it was with Smartsheet. I already knew what I wanted. I knew what I didn't want, as well. And I was working towards it. That's when the path opened."
The Benefits of a Culture of Growth
When Pilar's husband was offered a job in the U.S, they decided to make the move even though Pilar didn't yet have a role lined up for herself. She saw it as an opportunity to press pause and really think about what she wanted from her career.
Not long afterwards, Pilar was attending a career fair and met an HR rep for cloud-based collaboration platform Smartsheet. She was looking for a way to break into tech, which she thought would be a more inclusive field because of its intense focus on growth.
Because of her experience with leading big projects and being customer-facing, she was an ideal candidate for a consultant role there, and once she started in that role, she seized opportunities for professional growth.
"I think not many people get to experience the growth that we've experienced this year, especially in consulting where we almost doubled in size," says Pilar. "I'm constantly looking out there for things to improve. I guess it comes from my engineering training where you're looking for opportunities to make things more efficient."
She was promoted to senior consultant, and then to consulting manager. She credits Smartsheet's culture of growth and teamwork with the career fulfillment she's found and the increasing impact she's been able to make.
"I've been able to thrive in my role because I feel like my voice matters, that I can make an impact and have influence," she says. "When I have ideas for improvements, people take them seriously, and they give me responsibility to drive change."
That's a step change from what she experienced in her previous roles. "At Smartsheet, everyone's always willing to help you. It was a positive surprise that I had to get used to [at Smartsheet]. It's the mindset of growth—not 'I'm competing against you to continue growing,' but 'We can all grow together, with the organization.'"
Learning to Speak Up More
Even though she joined Smartsheet ready to make the best of an inclusive, friendly culture where speaking up wasn't just allowed but encouraged, it took over a year for Pilar to truly find her voice.
"Not only do I come from a different country, but I'd just changed countries, and it was a very different culture here in the U.S. I remember people saying things like, 'Oh, you're very serious.' I just didn't know how to be myself anymore because I didn't want to do or say something that could offend or upset anyone," says Pilar. She didn't consider herself quiet or reserved, but she was cautious trying to learn and embrace a new culture.
Pilar is learning what it means to be called Latina or Latinx. " The way I have previously identified myself is—I'm originally from Mexico, and I've lived a big part of my life in the UK," she explains. "Now I see myself as a citizen of the world."
It's been helpful, she adds, to see Smartsheet really commit to creating a diverse workplace. "Smartsheet has taken a lot of steps to try and make teams more diverse. For instance, they have created ERGs and hired a VP of Diversity, Equity and Inclusion to create awareness across the organization, so that's very encouraging."
"It's been an adjustment since I joined, but I've been very lucky that everyone's open-minded and we've grown together," says Pilar. "I am encouraged by the open environment, the ability to share diverse views and the culture of growth."
3 Quick Tips for Setting Goals That Are Right for You
In navigating so many different work environments, Pilar has learned how to channel who she is into whatever kind of setting she finds herself in. She encourages others to do that by:
- Being brave. "Speak up and say, 'This is what I want to do,'" says Pilar. "As a manager, if you don't tell me, I may not be able to help you. If I have more information, I can try and create that path for you to get there."
- Being true to yourself. "Don't just take the next role because you want to keep moving up. I've done it personally and it's not satisfying. You're not fulfilling yourself. You get the title and you're happy for a short period of time, and soon enough you realize that you may be pursuing someone else's goals and aspirations."
- Taking time to reflect. "We have this culture of everything needing to be a straight line up. But you can take a break, you can take a step back," says Pilar. She credits her two-month break between jobs as what helped her get the clarity to be able to start anew at Smartsheet, even though it was an entirely different industry. "Sometimes you do need to take that step back to be able to get to where you want."
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 firstname.lastname@example.org
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.