You've met some of them—maybe they're your family, friends, classmates, or coworkers, or perhaps you identify as neurodivergent yourself.
You may have recognized that some neurodivergent people are exceptionally skilled, excelling in things like pattern recognition and mathematics, and that those skills deserve to be celebrated, as the Harvard Business Review did in their report "Neurodiversity as a Competitive Advantage" in 2017.
But whether highlighting the significant contributions that neurodivergent employees have made or just honoring who they are as people, we wanted to take a moment this April to share some ways that industry leaders are marking World Autism Awareness Month.
We also want to acknowledge that Autism Speaks, the organization that began World Autism Awareness Month in the 1970s, has had a complicated relationship with the autism community. (Here's a good guide on that context.) We recognize that some prefer to celebrate Autism Acceptance Month, or to align with other organizations' World Autism Awareness activities, like the UN's.
However you decide to "Celebrate Difference"—the Autism Society of America's theme for April 2021—this month, PowerToFly and these 9 companies are celebrating right along with you!
Sharing inclusivity, not stereotypes, at Raytheon Technologies
"Raytheon Technologies and our Raytheon Alliance for Diverse Abilities (RADA) Employee Resource Group (ERG) is committed to trying to bring focus on invisible disabilities, as they are among the most misunderstood. Autism/neurodiversity isn't a mental illness and we recognize how important it is to bring awareness, be inclusive of everyone and avoid stereotypes. During Autism Awareness Month RADA is featuring a multi-regional presentation about Autism Awareness & Acceptance, as well as neurodiversity overall. The presentation is focused on educational information, including what Autistic people want in terms of inclusion and meaningful work, as well as dispelling common misconceptions."
Learn more about Raytheon Technologies.
Hiring a world-class workforce at the National Geospatial-Intelligence Agency
"The National Geospatial-Intelligence Agency recently launched the Neurodiverse Federal Workforce (NFW) pilot program, a collaborative effort between NGA, MITRE, and Melwood. The NFW pilot aims to help government agencies hire neurodiverse talent for U.S. Federal Government agencies. 'NGA mission success is contingent on a world-class workforce with a wide diversity of opinions and expertise,' said NGA Deputy Director Dr. Stacey Dixon. 'Neurodiverse talent can bring new perspectives to the NGA workforce and make important contributions to the mission.' The pilot is a great learning opportunity for NGA to continue to grow and improve our first-class workforce."
Learn more from the podcast "The National Geospatial Intelligence Agency Takes Workforce Diversity In A New Direction"
Learn more about the National Geospatial-Intelligence Agency.
Supporting each individual's preferred environment at Elastic
"We distribute anonymous surveys that allow anyone, including neurodiverse folks, to address potential barriers that we should address.
Our accessibility working group acts as an employee resource as well as an equity-seeking team that works to create and develop a disability inclusive workplace at Elastic.
The majority of our Elasticians work from home. Our hope is that this empowers neurodiverse employees, including those who may be on the spectrum, to have more control over their environment so that they can manage noise and light sensitivity, control their personal space, and manage their own schedule to reduce anxiety."
Learn more about Elastic.
Pioneering neurodiversity at Freddie Mac
"Freddie Mac values the insights and different perspectives that result from employees bringing their authentic selves to work. Our Office of Inclusive Engagement works with several organizations to identify qualified candidates, consider them for suitable roles and pair them with mentors who can help them adapt to an evolving new normal. In 2020, we evolved our neurodiversity internship initiative into a more robust training, education and hiring process called 'Neurodiversity at Work' to directly place candidates with Autism Spectrum Disorders into full-time roles."
Learn more about Freddie Mac.
Decoding inclusion at MongoDB
"MongoDB supports the neurodivergent community through interview accommodations, providing new hires the opportunity to select equipment and denote special requests, and onboarding checklists broken down into useful sections. To raise awareness about neurodiversity in the workplace, we have a learning and development (L&D) platform which has content on collaborating with different working styles. Our L&D Program focuses on building skills in managing teams inclusively. We also host Decoding Inclusion, a series of events aimed at building community and sharing foundational knowledge about D&I topics, including neurodiversity, to further our understanding of differences."
Learn more about MongoDB.
Encouraging allyship at Folsom Labs
"At Folsom Labs, we are passionate about building a culture of acceptance and inclusion. Our goal is not just to spread autism awareness but to strive to be allies and elevate the voices of those with disabilities. Now more than ever, this is important as many are facing the added weight of mental health and wellness challenges due to the pandemic. Encouraging allyship throughout the community and building a culture where everyone can thrive are at the forefront of our current initiatives. We are proud to celebrate Autism Acceptance Month — to set a stage where we can celebrate our differences and continue to create a space of inclusion and support."
Learn more about Folsom Labs.
Recruiting for diverse problem solvers at Dell Technologies
"Dell's Neurodiversity Hiring Program provides professional development training, internships, and full-time career opportunities for neurodivergent job seekers. The program rethinks the traditional interview process by removing barriers that may limit an individual from fully showcasing their skills and capabilities. Additionally, program participants benefit from job coaching and mentorship provided by our community partners and True Ability ERG members.
A variety of critical positions across the company have been filled through the program. In doing so, we are bringing in diverse perspectives for problem solving that have helped us differentiate ourselves within the marketplace all while cultivating a culture of inclusion."
Learn more about Dell.
Supporting professionals with autism throughout their talent journey at Deloitte
"At Deloitte, everyone contributes to our diversity, equity, and inclusion efforts. Our inclusive culture, empowers all of us, including those with diverse abilities, to connect, belong, and grow. Deloitte's Autism@Work program supports our professionals with autism throughout their talent journey. A customized, autism-friendly assessment process helps draw out our candidates' strengths. Our employees have an internal Coach, an Onboarding Advisor, and access to external job coaching. Our Onboarding Mentor/Buddy Program pairs professionals with autism with other Deloitte colleagues/allies. Through Neurodiversity Training, our professionals can help support and manage our differently-abled professionals. We also have our Abilities First Business Resource Group for people with disabilities plus allies."
Learn more about Deloitte.
Sharing stories to support awareness at Lockheed Martin
"Lockheed Martin shares employee stories internally to help others understand Autism Spectrum Disorder (ASD) and hosts internal events to support ASD awareness and education. The Able & Allies business resource group, whose mission is to build an environment that empowers employees with disabilities, has recently partnered with ASD advocacy organizations to offer resources to assist with managing the effects of the COVID-19 pandemic with persons who have ASD and their families. Missiles and Fire Control (MFC) is a member of the Florida Ability Inclusion Network and strives to educate employees and leaders on disabilities and recommend best practices to promote a disability-friendly workplace."
Learn more about Lockheed Martin.
It’s hard for us to believe it’s been eight years since we started PowerToFly.
Today, we’re excited to share that after six months of fundraising and what felt like a million “no’s,” PowerToFly has closed its first official round of funding since 2015 (it’s been a long, “capital efficient” road, as our investors like to point out).
This investment will support us on our journey to becoming a truly end-to-end Diversity, Equity, Inclusion, and Belonging (DEIB) recruiting and retention platform. In addition to the press release announcing the funding, we wanted to take a moment to speak directly to all of you — our community members — to share more about what this investment means for you and the future of PowerToFly.
How we got here
As many of you will remember, PowerToFly began with an emphasis on increasing gender diversity in male-dominated fields through remote and flexible work.
We still believe wholeheartedly that remote and flexible work (we were fully remote even before the pandemic showed us how productive we can be outside of traditional offices) can help organizations attract, retain, and empower underrepresented talent, but our focus has broadened substantially since 2014.
After founding PowerToFly, it didn’t take us long to realize that we needed to help all kinds of workplaces (remote or not!) become more diverse, equitable, and inclusive, and that most importantly, we wanted to help all kinds of people find workplaces where they could belong.
That meant growing beyond gender, and looking at the many aspects of intersectionality regarding identity and experience — age, race, ethnicity, nationality, and ability, just to name a few — that contribute to truly diverse workplaces.
As two white women in this space, we’ve long been aware that this was not work we could do or should do alone. Yes, our personal, lived experiences as women and mothers (and in Milena’s case, as a queer woman and immigrant) helped inform much of what we first knew we wanted to change and improve in the workplace. But those personal experiences and identity markers come with their own privileges and blindspots that we’ve worked hard to address.
Learning to be better allies and to employ a truly intersectional approach to DEIB has required us to continually educate ourselves and challenge our own perspectives.
We couldn’t have done — and we could not do — that work without the support of our incredibly talented and diverse global team.
So as we share our excitement with all of you about this investment, we want to take a moment to THANK the team that got us all here. It wouldn’t have been possible without them. Their hard work, their perspectives, their questions, and their pushback have been a true gift, lifting us as company leaders, professionals, and people.
And, of course, we also want to thank all of you who have joined us on our journey thus far, whether by applying to a job, joining (or maybe even hosting!) a virtual or in-person event, or reading our content on the site.
We’re so excited you’re here for this next chapter — read on for more on what that will look like below!
Where we’re going
This funding — led by Morgan Stanley Expansion Capital, and with additional capital from: The Next Level Fund, in partnership with Hearst, Microsoft, and Walmart; Chartline Ventures; and Grasshopper Bank — sets us up to offer better, more supportive experiences for those seeking DEIB-informed networking, upskilling, mentorship, and job opportunities.
We’ll be able to offer more (and still free!) upskilling resources, covering everything from leadership development and industry-specific skills training to financial wellness, navigating disability disclosures at work, and breaking up with perfectionism. We’ll also be continuing to grow our Diversity Reboot Summit, the biggest summit series in DEIB today, and virtual job fairs. With this new round of funding, our job-seeking community members will have even more opportunities to connect directly with hiring managers and company decision makers, at our virtual events and in an updated community space.
And speaking of job searching, our freshly funded product roadmap includes all kinds of personalized updates to PowerToFly’s job search platform, with recommended jobs, hand-picked guidance for every phase of your job search, the ability to book 1:1 sessions with recruiters, and fast-apply functionality for open roles all coming soon. (To learn more about how this funding will fuel our development, including the launch of a DEIB membership platform for HR and People Operations leaders, read the full press release here.)
We’d like to think that’s putting our money where our mouth is — and we can’t wait to offer folks like you even more ways to build a career that celebrates, and doesn’t just tolerate, everything that makes you, you.
Yours in this journey,
Katharine and Milena
Diversity, equity, inclusion, and belonging (DEIB) work is sometimes in the details. A study by PowerToFly showed that although a majority (72%) of participating organizations have LGBTQIA+-focused employee resource groups, only 50% encourage gender pronoun identification. A mere 18% have held trainings to address gender pronouns at work.
As a company leader, you may feel confused over the best way to be sensitive. You are willing to meet the needs of your team members in an ever-evolving space, but you may simply not know how. Facilitating pronoun sharing at your organization will go a long way in creating an open and welcoming environment. Below, we’ll walk through seven practical steps your company can take to practice more inclusive workplace communication.
Why do we talk about pronouns at work?
Why are gender pronouns at work important? Let’s start by acknowledging that pronouns and identity are important concepts to people’s lives in general. Outside a work setting, how people present themselves affects daily life. Every interaction is socially informed by how we are perceived by others. Being perceived as their correct gender (or as gender non-binary) makes a person feel seen. The same is true at work.
As decision-makers, we also know this hard truth about retaining talent: Happy employees stay, while unhappy people leave. Per a Catalyst report and McKinsey findings, 1 in 10 LGBTQIA+ employees reported leaving a job because of an unsupportive work environment. In fact, 50% of all LGBTQIA+ employees in the U.S. are closeted in the workplace because they are unsure or fearful that it wouldn’t be a supportive environment. Whether we’re talking about gender identity or sexuality, being seen affects our work.
Also, we talk about gender pronouns at work because it’s our job to. Our work is to foster environments where our employees feel they can be themselves. Need stats to back it up? See the complete guide Inclusive Language: How to Talk about Gender & Sexuality at Work from PowerToFly. With the increasing use of non-binary or gender-nonspecific pronouns, making our employees feel welcome means leading education efforts and ensuring open communication around pronouns at work.
Face the reality
Normalizing the use of gender pronouns at work is key to creating a sense of belonging for everyone on the team. According to Pew, 42% of American adults know someone who is transgender. Half that number knows somebody who uses a gender-neutral pronoun like they/them. Since gender is a spectrum, the pronouns we use need to reflect that. Many people choose to use gender-neutral pronouns, multiple pronouns, non-traditional pronouns, or even no pronoun at all! Our pronoun choices reflect personal identity and should be respected at all times.
Safety is an absolute factor in the workplace. Since 2019, U.S. state legislatures have introduced a record number of anti-trans bills (more than 100 in 2021 alone) that discriminate and criminalize people based on gender identity. With 2021 being the deadliest year on record for transgender and gender non-confirming people, violence against trans people is on the rise. A concrete way for trans and gender non-conforming employees to feel safe (whether out or closeted) at work is to have their identities seen and respected in the workplace.
Know your team members
Some might ask “How do you avoid pronouns at work?” but this is not a solution. According to Harvard Business Review, the best approach to a respectful conversation about gender identity and pronouns at work is to stay clear, straightforward, and casual (and, of course, to not put folks in situations where they feel forced to disclose personal information).
It’s also best to, when addressing people, use non-binary terms from the outset, so as not to exclude trans or non-binary team members by constantly being gender-specific. Don’t assume people’s pronouns based on their appearances, and stick to gender neutral language in group settings, too.
Sharing pronouns at work: 7 practical steps
How do you respectfully use gender pronouns in the workplace? A good place to begin as a leader is to start the conversation. Attitudes towards pronouns at work can be set by decision-makers like you.
1. Always share your pronouns first
How do you use pronouns at work? Create an open environment by sharing yours first. Remember to bring up pronouns when you introduce yourself one-on-one.
- “I’m Trisha. I go by she/her pronouns. Nice to have you on the team.”
2. Model, don't mandate
In a group, set the tone for introductions by leading with your pronouns, too. Cisgender people, or those who identify with their gender assigned at birth, may learn a thing or two about identity in the process. Note that it’s best to model this behavior without explicitly requiring it; you, again, don’t want to put anyone in the position of feeling forced to share.
- “Let’s go around and make introductions. I’m Trisha, my pronouns are she/her, and I’m the CEO.” Versus: “Let’s go around and share our names, titles and pronouns.”
3. Include gender pronouns in your work email signature
Include your pronouns in all your work signatures, out-of-office, and away messages. Not sure how to structure it? A simple example is below. For a more uniform solution to use company-wide, you might consider reaching out to a DEIB-focused mentorship program for guidance.
- “Caroline Mayo (she/her/ella)”
4. Don’t overcorrect
Addressing gender pronouns at work doesn’t need to be uncomfortable. If you forget or aren't sure of a person’s pronouns, just use that person’s name. If you make a mistake when referring to them, stay calm. A quick apology and correction is fine before moving on.
- “My mistake. When he is back after the break, Aiden will lead the team meeting.”
5. Don't police without permission
What about when you hear someone else refer to a teammate by the wrong pronouns at work — what’s the best way to respond here? Know that there really isn’t a single, blanket solution, since not every person who’s been incorrectly gendered will want the same type of response or intervention. People are individuals, and it’s important not to lump all employees together who, for instance, use they/them pronouns by assuming they’ll want the same thing. Whenever possible, it’s best to hear directly from individuals themselves about how they’d like to be supported in these situations and at work in general.
That said, if you hear an incorrect pronoun used, the following example may be sufficient for the situation:
Colleague: “I was thinking we could ask Sara to take on this project. She’s great at this sort of thing!”
You: “I think that they would be a great fit for this project, yes.”
Colleague: “Sorry, yes! They would be perfect.”
How about if you repeatedly hear someone refer to your colleague by their wrong pronouns, knowing that they've been made aware of what their correct pronouns are — what then? Don't go straight to HR without talking to your colleague who is being misgendered first. That's a classic example of how supposed "allyship" becomes harmful. You should be listening to what your colleague wants to do about a situation like this that impacts them, not making assumptions.
6. Audit the wording of your hiring processes
One of the most basic places to address pronouns at work is with your hiring process. How is your HR system presenting a gender pronouns list to potential applicants? Are you scaring away trans and gender non-binary individuals by including or excluding certain options? There are three ways to go here:
- Add more options: The Human Rights Campaign Foundation suggests the addition of the more inclusive “Mx.” if you already have “Ms.” and “Mr.” as options.
- Offer a text box: Give candidates the option to self-identify.
- Leave gender off: Consider eliminating gender from applications until further along in the process.
Remember that for some, their legal name isn’t the name they go by professionally or socially. Include a space for names that aren’t reflected by official identification documents. During the interviewing process, suggest that recruiters and hiring managers share their pronouns as well as ask candidates how they’d like to be addressed. Then, reflect that response throughout the process. If a candidate knows early on that the company is supportive of all pronouns, there is a strong foundation.
7. Make a plan for facilitating pronoun updates
Haven't yet managed someone who's updating their pronouns? Don't wait until you encounter this situation for the first time to know what your plan of action will be! Know in advance what logistical steps you can offer to take to support someone in this position, especially if a pronoun change is accompanying a larger gender identity update.
Common pronouns on job applications
Here’s a short gender pronouns list with commonly used terms today.
- He/him - traditional male pronouns
- She/her - traditional female pronouns
- They/them - gender-neutral pronouns
- Ze/hir - gender-neutral pronouns borrowed from non-English languages
Keep in mind that pronouns continue to change and evolve over time. The list can grow. Some individuals are comfortable with multiple pronouns too; for example, “she/they.” Note, too, that international workplaces with multilingual team members should consider seeking out further guidance, as from a global DEIB consultancy team like PowerToFly.
Continue to learn about emerging practices
As social theories evolve, so do the variations of gendered and non-gendered pronouns that we collectively use. By continuing to learn, keeping the conversation open, and incorporating emerging practices, employees at every level of your organization can enjoy an inclusive, safe, and identity-affirming work environment.
Download the full report: Inclusive Language: How to Talk About Gender & Sexuality At Work
Rita Wharton defines her leadership style as “servant-leader.” According to her, “being a servant-leader means not only being able to lead but also making an effort to relate to the people you're asking to follow you.”
She does so in both her leadership positions at work and in her community.
“I'm a Girl Scout leader working with young women, encouraging them to be in touch with their community and helping them achieve what they can through the Girl Scout experience,” Rita shares.
When she’s not guiding young minds, she’s focused on leading her team as a Director of Enterprise Applications and Business Intelligence at ScienceLogic.
We sat down with Rita to learn what it means to be a servant-leader in practice and how this type of leadership style has shaped her career.
The People Behind the Solutions
Rita believed that pursuing an engineering degree would lead to endless career possibilities. Once she completed her degree in electrical engineering, she realized her connection was working with the people behind the solutions, and less on being “the” engineer.
“I love putting things together and taking things apart but soon realized through my studies, I didn’t want to be an engineer,” she explains. “My summer internships helped me realize I enjoyed working with technical people–hearing how they think, seeing how they build solutions to solve business problems.”
Through networking with college alumni, Rita landed a role as a product marketing engineer where she was the liaison between the customers who buy the product, the people who sell the product, and the engineers who build it.
“I found that my passion was being that conduit between the technical community, sales team, and our customers, and being able to simply translate how our technology was used to solve business problems,” she says.
Within this role, she was able to experience both the business and marketing side of technology early in her career, and continued to grow and develop her skills, primarily in the networking and IT industry. When she joined ScienceLogic, she expanded her capabilities.
Developing Her Leadership Skills at ScienceLogic
Rita began working at ScienceLogic as a consultant. When the company started to grow, she saw an opportunity to explore a new career path.
“I decided to transition to a full-time position as a project manager,” she says. “Two ladies and I came together to form the charter project management organization (PMO) at ScienceLogic.”
With a permanent position, Rita began to take advantage of available career opportunities.
“I managed customer deployments with the project team,” she recounts. “I took my experience and worked with the project managers to lead the transition of our disparate project management ‘tools’ into a single application. This helped us gain efficiencies and real-time visibility into project status information and access to executive dashboards.”
Rita was also involved in the SL1 deployments for large, strategic accounts.
“Sometimes you have an atypical problem because of the size and complexity of the deployment, and the answers aren’t necessarily in the product manual,” she points out.
When there is no obvious solution, it takes a leader to bring people together in order to solve the problem.
“I’ve been able to successfully communicate and collaborate with customers and internal technical teams,” she highlights. “Bringing all stakeholders together to assess, evaluate, present, and implement solutions to business problems is what I believe leadership is all about.”
This led to her governing the service delivery methodology for the global service delivery team.
“There are certain tasks we want to make sure we do consistently,” she explains. “So, we'd have checks and balances in place in order to achieve certain goals every single time we do a deployment for our customers.”
Becoming more comfortable with overseeing the global project delivery governance, she continued to seize opportunities to demonstrate her leadership skills.
“My manager encourages our leadership team to pick a few things to do well that will have the biggest impact on the business and not boil the ocean. I was in a position where I was able to constantly evaluate and verbalize the things I observed and highlight areas where we could improve,” she shares. “The governance role, more than any other role, allowed me to find my voice and be heard in a way that I hadn’t experienced before in my career. And when an opportunity presented itself to take on a leadership role, I was considered for it.”
Becoming a Servant-Leader
The more roles and responsibilities Rita took on, the more she shaped her style of leadership.
“I'm a doer, so I won’t drop an idea on the table and walk away,” she says. “I want to talk with the project team about their deployment strategies and the technical team about solution development. In that vein of wanting to be in the trenches with the team, I make myself available to brainstorm ideas as much or as little as needed.”
Rita sees her leadership role as someone whose job it is to listen to and unite people on different fronts.
“I make sure I'm listening to the customer and providing that feedback to the technical team,” she shares. “That way, I can bring the project stakeholders together and make sure all parties are prepared and no one is blindsided. By the time we all come together, everybody's in agreement and we have a path for success to meet the expected business outcomes.”
Now as a director, Rita’s leadership style has taken a more hands-on approach.
“With my leadership style, I’m able to both lead and work alongside my team to create core values and structure, encourage cross-team collaboration, and foster a foundation of trust and support. For me, it's important that I show that I'm willing to help team members get started if needed. I'm willing to be a sounding board and offer ideas. At the end of the day, it’s all about helping each team member see the role they play in realizing the vision.”
Advice for Being a Servant-Leader
Rita recognizes that an important aspect of being a servant-leader is having a vision. However, vision execution doesn’t always go according to plan.
“You always need a vision or a mission,” she says. “The challenge is making sure I don’t make a hard right turn when I don't see the vision coming together the way I initially planned. That’s when I have to work through the challenges and not lose faith in the vision. I remind myself if a plan doesn’t work, change the plan, not the goal.
For those looking to build their leadership skills, Rita offers the following advice:
- Know your strengths. “Allow your strengths to be part of how you lead the team,” Rita advises. “When taking on a leadership role it’s common to have self-doubt, however, when you understand what your strengths are, utilize and build on them to help you lead with confidence.”
- Give yourself grace. “You're going to make mistakes,” she says. “You're never going to know it all, and that's where you ask questions to fill your knowledge gap until you get to the point of knowing enough to move forward or make a decision.”
- Carry out the vision of the company as a team. “Allow the team to be part of defining the vision and you’ll have a much easier time leading. A secondary benefit of this approach is when you experience a challenge or roadblock, the team will be proactively invested in finding solutions because they were part of the vision.”
- Take time to mentor others. “Offer yourself up as a mentor to team members or colleagues to help them tap into their core strengths in their roles and align to the vision and their career goals,” she explains. “I’ve been encouraged by my mentor to define stretch goals to grow and develop my strengths. It’s been a great benefit for me and I feel it’s important as a leader that I pay it forward by mentoring others to help pave the way for future leaders.”
💎Passing an applicant tracking system is the first challenge in a new position. Watch the video to the end to learn how to get hired at Moov Financial.
📼 The applicant tracking system helps recruiters search for the best candidate. Kristi Mark, Manager of Talent Acquisition at Moov Financial, goes over Moov’s application and interview process and gives you some insight on how to prepare for it!
📼Get your resume past the applicant tracking system following three tips. First, look at the job description, and make sure you understand the qualifications needed and what the responsibilities are. Secondly, make sure your resume has some of the qualifications that match what the company looks for. Lastly, add something to your objective or even a cover letter that shows why you're interested in Moov Financial.
📼 To get past the applicant tracking system, start by doing your research. Moov loves hearing what people have learned about the company and there’s a lot of information out there. Also, express why you want to work there and what you feel you can bring to Moov Financial. Since Moov Financial is 100% remote, the whole process is also remote, so try to solve any technical issues before your interviews, and don’t forget eye contact during every meeting!
Once Past The Applicant Tracking System, The Process Begins!
What does the interview process look like at Moov Financial? Once you have received that email saying they’re going to be moving forward with you, you'll have a preliminary phone interview with the recruiter. Secondly, you're going to have a virtual meeting with the hiring manager. If it's a technical position, then you're going to have a practical meeting with two engineers. After that, you would be in a meeting with three of the team members that you potentially would be working with. If it’s a non-technical role, you're going to have 3 to 4 meetings with hiring managers or directors from different areas in the company. If you are on the sales side of things, you're going to have an email scenario or a presentation that you put together, and then you will present those in front of the VP and the hiring managers. After all the interviews have been conducted, Moov will ask for some references.
🧑💼 Are you interested in joining Moov Financial? They have open positions! To learn more, click here.
Get to Know Kristi Mark
Kristi Mark helps create and execute an aggressive recruiting strategy to build durable A-player teams while building relationships across the company to ensure they are proactively working on everyone’s needs before they arise. If you are interested in a career at Moov Financial, you can connect with Kristi on LinkedIn. Don’t forget to mention this video!
More About Moov Financial
Moov Financial is the payments processor devoted to delighting users. They believe moving money is an essential building block of every software company. Instead of dealing with user onboarding, compliance, and becoming a payments expert, they make money movement dead simple, freeing businesses to focus on what matters most. Every company will become a fintech company, and Moov is the platform developers will use to get there.