Asking Theresa Rapior where she’s from is somewhat of a complicated question.
“I’m currently living in Los Angeles, but I was born in Germany,” she explains. “My dad's German, and my mom's American. I grew up mostly in Canada, then went to university in Scotland and studied in Cairo. And then, I lived in Korea for a couple of years before I moved to the States.”
Having lived in various corners of the world has not only given Theresa a unique perspective but has also helped her build valuable skills that she now uses as a Frontend Engineer at SoundCloud.
We sat down with Theresa to learn more about how she has connected archaeology and education to her transition into the computer science world. She also shared advice for those seeking to break into software engineering, but who lack the formal education.
Thinking Like Indiana Jones
As a teenager, Theresa had the unique opportunity to explore Egypt with her father and brother, an experience that would confirm her childhood dream to study archeology and Arabic.
“In November 2001, my dad took my brother and me to the north and south of Egypt. My dad had friends in the antiquities department so we got to go inside the Sphinx," she recounts. “I remember thinking: Wow, this is an adventure. Indiana Jones is the right path for me.”
Fast-forward to her early twenties and Theresa was back in the Egyptian capital pursuing archeological studies. However, when she realized that doing so as a lone foreign woman had its risky side, she decided to pivot to exploring Asia and teaching English in Korea.
Despite this shift, Theresa took away crucial lessons that would come in handy as a future software engineer.
“Archeology is very much like a crime scene investigation,” she explains. “You're trying to find evidence and explain something. Software engineering is a lot of problem-solving and asking the right questions.”
This way of thinking would stick with her throughout the rest of her career path.
Autodidact Mode: On
After two years of teaching English in Korea, Theresa decided to move to Los Angeles to be closer to her sister. Since teaching was the most recent addition to her resume, it made sense for it to be her start in a brand new city.
Although the transition from education to tech seems like it's going from one end of the spectrum to the other, it was Theresa's experience in education that helped shift her mindset to succeed in the tech world.
“This divide between whether you are smart or not smart is something that holds students back," she says. "I made this realization for myself and what I wanted to impart to the kids is that if anyone can do something, you can do it too.”
In 2013, Theresa put this lesson to practice when she decided to try to scale solutions related to education and working with kids.
“I started trying to learn Ruby, build websites, and work with WordPress to see if I could build and find product solutions that help solve problems,” she explains.
Over the course of three years, Theresa pivoted from teaching herself these skills in order to build platforms to creating lesson plans and teaching coding.
Teaching others to code not only helped her gain a better understanding of programming but also allowed her to challenge herself with more advanced projects. Eventually, she decided to change gears and focus on becoming a programmer.
“I realized that I still wanted to be the programmer that I was training these kids to be, the person that's building these products and solving these problems,” she recounts. “So I asked the one engineer who was working on the website in our office if I could join the web development team because I had all these product ideas. For example, we really needed a form for teachers to submit content—it was only email and it took days and days to do it. So, I designed and then helped build a platform.”
With this practical coding experience under her belt, Theresa was primed for software engineering opportunities to come her way.
Serendipity at SoundCloud
One of Theresa’s favorite anecdotes to share is that when she was in university around 2010, she recalls coming across SoundCloud and being obsessed with how it connected her to niche artists and genres. She even fantasized about working there.
“I remember thinking, ‘Wow, being an engineer at SoundCloud would be the coolest job, but that is not my trajectory.’ And the fact that it happened this way is extremely serendipitous. It’s a really special thing for me,” she shares.
When Theresa came to SoundCloud, she was the first woman in their Los Angeles office to join the engineering team and she was happy to find that her teammates were extremely helpful.
“I had learned a decent amount on my own, but the vast majority of what I know now, and the skills that I have is from my jobs. When I feel lost, I don't feel bad for asking a simple question.”
Theresa raves about the freedom and support she has received at SoundCloud to explore new things and engage in collaborative problem-solving.
“I was hired as a front-end engineer. But, I have some backend experience and my goal is to be a full stack engineer because I want to be able to work on the platform end-to-end,” she explains. “So my team has been giving me access to things and problem-solving with me when I ask or letting me explore. It's extremely supportive.”
In addition to this supportive company culture, Theresa also mentions that her coworkers’ sense of humor and their shared interest in music help level the playing field.
“It doesn't feel like there are any hierarchies,” she says. “There's no hierarchy of knowledge, you're always able to talk to whomever.”
The Lessons Along the Way
Through her diverse experiences and self-study, Theresa learned that the key to understanding complex or new topics, such as programming, was to understand the meaning behind what you are doing.
“Once you know the meaning of things, then you can form your connections," she explains. “It's about finding the connection between the new material and what you already know. Then you can find ways to apply new knowledge fast.”
She also points out the importance of creativity and how we can all access it.
“I used to think that if someone was creative, it meant they were supernaturally artistic, and that was something that I did not have. I was never creative, I didn't make art, and so I didn't have the capacity for creativity. And then I realized that when I was trying to come up with ideas for how to scale education and solutions, these ideas that I was having are creative.”
Theresa highlights that combining this creativity with problem-solving is crucial in software engineering.
“With software, you have to figure out what is the problem you're solving and break it down to find the most efficient solution, which can be creative and novel.”
4 Tips for Breaking into Tech
Theresa will be the first to admit that learning code on your own can be hard. She assures us that feeling frustrated and wanting to give up are valid feelings, but it’s just a matter of pushing through.
For those who have always wanted to pursue their dream career in software engineering, Theresa offers this advice:
- Gain experience. Theresa says that having a degree in computer science is valuable but not always necessary to get a job. “You just need to gain experience and be able to show proof,” she explains. “And showing proof can come from building a portfolio, even if no one looks at it. What is important is that, even without an academic background, it is key to know the core of a language and not just a framework built on top of it.”
- Be able to explain what you do. “You need to be able to explain how to build things. In coding interviews, they want you to talk out loud about what you're doing and why you're doing it,” she shares. “They want to know what it would be like if they assigned you a task and how you would do it.”
- Have the motivation to keep going. “If something's frustrating and it makes you cry or makes you want to quit, that’s okay. Maybe you can try again next week, find a different solution or drop the thing that made you upset,” she advises. "And then connect to something that’s a little more fun, just keep pushing; if anyone can do it, you can do it.”
- Resources, resources, resources. Theresa shares a helpful resource that shows the step-by-step process of how to become a developer. Studying this roadmap helped her secure her job at SoundCloud.
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.