How These 30 Companies are Celebrating Women's History Month in 2021
Women have always had a lot on their plates, juggling their professional goals with societal expectations and responsibilities to their families, partners, and communities.
But women have never had a year like 2020.
It seemed like we couldn't go a day without a new national media outlet reporting on just how hard it is to be a woman right now. NPR said it best in their package Enough Already: How The Pandemic Is Breaking Women.
After nearly a year of job losses that have disproportionately impacted women of color, compounding caregiving expectations that have fallen mostly on mothers, and extended isolation, more likely to intensify loneliness for older women, it's hard to imagine how we're going to recover from it all.
But that's exactly what UN Women is hoping to do with their International Women's Day theme this year: "Women in leadership: Achieving an equal future in a COVID-19 world."
That plays into the larger theme of International Women's Day, #ChooseToChallenge, celebrated around the world on March 8, 2021. IWD organizers are asking individuals and companies to celebrate women's achievements, raise awareness against bias, and take action for equality.
Inspired by these themes, we decided to ask PowerToFly partner companies how they are supporting women at work through both longer-term initiatives and March-specific programming for International Women's Day and/or Women's History Month.
Read on and get inspired!
Hosting a Leadership Day — Facebook
"Our Women@ employee resource group is hosting Women@ Leadership Day on Monday, March 8 to bring together women from across the company to celebrate, empower and develop leadership at all levels. This year's theme is 'Lead with Me — Uniquely You, Uniquely Powerful.'
At Facebook, women tap into their unique background and lived experiences to define how they lead. We fearlessly live our mission inside and outside of our company, giving others the power to build community and bring the world closer together. Each woman is uniquely powerful, and together we're an unstoppable force."
Launching a Gender and Finance Hub — Moody’s
"In honor of International Women's Day, Moody's will launch a designated Gender and Finance hub featuring a range of our business offerings, leadership programs and community partnerships that center on promoting gender equality.
In addition, our employee-led Women's Business Resource Group will hold a range of virtual events and activities around the world to celebrate the accomplishments of women and address the barriers women still face in the workplace and greater society. Throughout March, we will profile leading women at Moody's to recognize their contributions and give them a platform for guiding the next generation of leaders."
Spotlight Sessions, Workshops, and a Kudos Board — MongoDB
MongoDB's 2019 International Women's Day event in NYC
"We're actively working to increase representation at every level. This is done through the investment in programs to mentor and accelerate the development of high potential talent to grow into leadership roles, enabling managers to become inclusive leaders, constantly reviewing our processes for effectiveness and fairness, and diversifying our candidate pool through internal initiatives and external partnerships like PowerToFly.
MongoDB is celebrating Women's History Month with a variety of events:
- Spotlight sessions with various internal MongoDB Women's Group speakers who will share their strengths and skills with other members
- A workshop session with four MongoDB women leaders titled 'Being a Woman Leader and Growing Your Career'
- A Women in Engineering panel with two external speakers, highlighting women with successful careers in engineering
- An internal kudos board where women and allies can give shoutouts to their women peers
- Global purple shirt day on International Women's Day
- A women and allies Yoga and Meditation session"
Celebrating the Year of the Woman 2.0 — Freddie Mac
"Freddie Mac supports the development of our community of women by providing opportunities for networking, leadership and career development using internal programming and external organizations that enable us to retain and attract talent. Our Women's Interactive Network (WIN) Business Resource Group is hosting activities throughout Women's History Month that celebrate the resilience and power of women.
- 'Get Out of Your Own Way' workshop featuring author and executive coach, Regan Walsh
- 'Women Surviving and Thriving Covid-19' roundtable with Freddie Mac leaders
- Kick-off series on refining and developing leadership skills with Jacqueline M. Baker, Principal Consultant and Founder of Scarlet Communications"
Challenging Hiring Practices — Elastic
Elastic's Singapore office celebrating the #EachForEqual theme of IWD last year
"We've been working towards wider female representation in leadership positions at Elastic. We recently doubled down on our commitment towards challenging a male-dominated field with our equal pay policy, these internal initiatives, and by filling several senior-level positions with top female professionals.
Elastic is celebrating Women's History Month (WHM) and International Women's Day (IWD) by amplifying female voices throughout the organization. First, we're releasing a variety of content on our culture blog this month including a statement from Leah Sutton, our senior vice president of global human resources at Elastic, on how we're meeting the #ChooseToChallenge in our hiring practices. We'll also release a roundup of recent blog posts featuring our female leadership. Finally, our Elastic Cares team will hold sessions throughout the month to encourage volunteering with organizations that empower women both in the workplace and in day-to-day life."
A Day of Reflection — Chainalysis
"International Women's Day is one of Chainalysis's Days of Reflection (Company Holidays focused on DE&I). To celebrate, the Diversity Committee has planned several events including a panel discussing 'Can crypto help solve gender inequality?', a Linkedin campaign featuring some amazing women at Chainalysis, 'Wear Purple' day, and a Linkedin Power Hour inspired by PowerToFly to name just a few!"
A Holistic Program to Educate and Engage — ServiceNow
"At ServiceNow, we've increased women in leadership (director-plus) by nearly 8% in just three years. We've also been intentional about diversifying our board of directors, which is now 30% women. One of our most effective programs has been our annual Diversity, Inclusion, and Belonging Leadership Summit). It has brought together new and established female leaders, along with male allies, to learn to combat bias and microaggressions, as well as how to combine caring with candor for powerful conversations.
ServiceNow is proud to be celebrating International Women's Day with our employees globally. We've worked closely with our Women at Now Belonging Group (ERG) to develop a holistic program that will inspire, educate, and engage employees globally, including:
- A series of events focused on dialogue around allyship and intersectionality
- Employee voices from around the world sharing what they will personally 'choose to challenge'
- Featured article in FairyGodBoss on why ServiceNow is a top company for women
- Thought leadership content and blogs shared on our social media channels focused on amplifying ServiceNow's support for gender equity and belonging."
Investing in Talent — Datadog
Female leaders and employees at Datadog's IPO in 2019
Per Armelle de Madre, Datadog's Chief HR Officer:
"In 2020, Datadog was able to increase our representation of women in leadership by 220%. And we're excited to continue building on that momentum in 2021 and beyond. While we place emphasis on better diversifying our candidate pipeline by partnering with organizations such as PowerToFly, we also aim to create an environment of education and empowerment internally at Datadog to encourage female employees to grow into positions of leadership.
At Datadog we are incredibly excited to be co-hosting an International Women's Day webinar event for both employees and external attendees featuring a panel of prominent female Sales leaders from Datadog, Microsoft and OpenView.
Internally, we wanted to promote the intersectionality of gender and ethnic diversity in line with both Black History Month and Women's History Month, and in February we were honored to welcome Margot Lee Shetterly, the author of Hidden Figures, for a Q&A with Datadog employees to learn what drove Margot to tell this story that forever changed the course of computer science at NASA, and inspired the movie of the same name.
In addition, we're excited to be partnering with Bravely for an internal presentation for employees on 'Women at Work,' a fireside chat with Sarah Sheehan and Ericka Spradley, which will be followed by career coaching sessions for Datadog's female employees."
Leading by Design — Deloitte
"We are committed to investing in our women. In November 2020, as part of this commitment, we introduced Leadership by Design, a program aimed at helping professionals shape and advance their career paths at Deloitte. Since its launch, more than 1,200 women across all levels have enrolled in Leadership by Design.
On March 8th, Deloitte will hold a conversation with champions and thought leaders in gender equity around how they each have harnessed their own power to challenge orthodoxies in their respective fields, and the world."
Celebrating with Songs, Speakers, and Support — New Relic
"To celebrate Womxn's History Month, New Relic will be celebrating through various events, social media spotlights, and non-profit donations. The list of events includes:
- Guided meditations
- Movie nights
- Womxn's History trivia games
- Guest speaker events
- Distant disco nights featuring strong womxn songstresses
- Career development in partnership with Dress For Success
We'll also be highlighting our Womxn ERG in the #ChooseToChallenge campaign, supporting Womxn entrepreneurs through Kiva, and donating to Susan B. Komen Breast Cancer Foundation."
Global, Local, and Inclusive — Smartsheet
"We're focused on encouraging our employees to stretch and grow within Smartsheet. We're working to launch an internal job board that will provide employees the opportunity to apply for roles before the role is posted externally. We're pairing this work with diverse candidate slate goals for our most senior roles to ensure we have considered diversity of talent. By giving our current employees the first opportunity at our open roles and holding ourselves accountable with representation goals throughout each stage of the hiring process, we're working to grow our talent and ensure that we're reflecting the diversity of our workforce.
Our Women's History Month and International Women's Day celebrations will be global with local tailoring:
- Sharing: Creating a montage of responses from employees on "women who inspire"
- Creating community via creating groups of women and gender minorities (3-5 people) to build bridges and support
- Creating opportunity for our employees to share an area of expertise via a TED-style internal talk
- Bringing in external perspectives: Hosting speakers on gender-equality topics
- Local (Australia): Panel of women (internal and external) across levels and experiences to share their journey"
Pushing Toward Equal Representation — Relativity
From Relativity's International Women's Day celebrations in 2020
From Relativity's CHRO, Beth Clutterbuck:
"Relativity is intentional about recruiting women in tech, particularly leadership. In 2020, we added two women to our Executive Team, one to our Board and one as the Managing Director of APAC, one of our fastest growing customer regions. We've continuously made a conscious effort to hire more women, especially in Europe where tech skews heavily to men. We increased our women headcount in Poland by 10%, and in EMEA broadly, we now have nearly equal gender representation at 49% women (22% increase YoY). Relativity aspires to reach its global goal of 50/50 gender representation in all roles by 2024."
From Relativity's Tricia Johnson, Program Manager, Field Marketing:
"Workplace (RelWoW) Community Resource Group will celebrate International Women's Day and Women's History Month with a full slate of programs during March. We offer various programming to engage employees in the ways they respond best. This year's programs include:
- An internal panel highlighting diverse career paths within Relativity
- An external recruiting panel on mentorship
- Multiple channels to discuss what International Women's Day 'Choose to Challenge' means to individuals
- A book club featuring a book by Samantha Kirby
- A blog highlighting key milestones for women in the legal industry
- A BadAss Women of History virtual tour"
Developing Early- and Middle-Career Women — CSL Behring
"A core component of our Diversity, Equity and Inclusion (DEI) initiatives includes a focus on the recruitment and development of gender diverse talent. Not only do we have female representation goals established for our Board, Executive and People Manager roles, but we also have multiple programs or initiatives focused on developing our female entry-level and middle management talent through formal leadership development and mentoring programs to increase women's representation in leadership.
At CSL Behring we are encouraging, developing and showcasing our female talent around the globe through various panel discussions, seminars and messages. Notable events include:
- Women in Leadership Panel discussions where senior female leaders will share their career experiences including lessons learned and advice for others who are looking to advance their careers.
- Video of leaders sharing messages on the advancement of women and recognizing IWD.
- Sponsorship of multiple IWD partner events providing networking and development opportunities for females in leadership and STEM, as well as programs directed towards engaging men to advance women in leadership through allyship."
Launching an ERG for Women’s Success — OfferUp
"Female leadership is important at OfferUp. As part of our DEI plan, we track several metrics including our promotion activity and our goal is to increase the amount of women promoted every year. Our plan also includes the launch of our first employee resource group, Women In Tech, which will educate, enable and empower women at the company through learning opportunities, mentoring experiences and employee support.
For Women's History Month, we are promoting the success of our women employees and hosting education and recognition events for our full staff, including:
- On International Women's Day, a Women in Leadership speaker panel featuring women leaders from the Puget Sound who will talk about their leadership journeys
- A launch event for the Women in Tech employee resource group
- Weekly education on prominent women in history in our all-company newsletter
- Women in History themed all-company trivia competition"
Looking at a Post-COVID World for Women — Raytheon Intelligence & Space
"Raytheon Intelligence & Space believes we are stronger together. We are focused on critical areas to increase women's representation in leadership by removing barriers to advancement, delivering purposeful development and targeted retention. We deploy conscious inclusion programs and practices to drive outcomes and attract talent. We also mitigate bias in job postings and interview questions.
In celebration of Women's History Month, Raytheon Intelligence & Space will be sponsoring and participating in the California Conference for Women, and sharing career advice from our executive team with employees. We will also be hosting a webinar focused on women in STEM, the challenges facing women in the COVID environment and the changing workplace in a post-COVID world. In addition, our Raytheon Women's Network Employee Resource Group is hosting a series of employee-focused events to commemorate the month."
Listening to Women's Stories — CallRail
"In honor of Women's History Month and International Women's Day, CallRail is accepting this year's challenge through their ERG, the Women's Circle. With a full week dedicated to celebrating the progress women have made in tech and challenging the road ahead, The Women's Circle is looking inward to celebrate the success of women at CallRail and the unexpected paths that led them here.
Through a virtual, company-wide Q&A panel, we'll listen to the stories of women in all positions of leadership about how they made it to these roles - from the hurdles to the triumphs and everything in between."
RiseUp and Mentor — Dassault Systemes
"Dassault Systemes has made a public statement promising to reach 30% Women People Managers by 2025. To reach this goal, a new program called RiseUp has been launched in order to accelerate women's leadership and empowerment. Currently, a high-performing group of women have been identified and are being coached and mentored in preparation of becoming people managers.
- This year the UN Women's theme is 'Choose to Challenge.' We are challenging our employees to take action for equality and have launched a social media campaign internally and externally.
- We are hosting a series of webinars highlighting our internal Women Leaders. We had a fireside chat with Michelle Ash, CEO of our GEOVIA Brand. We learned about her views on the mining industry, women leadership, and inclusion.
- In our EURONORTH Geo, a Diversity Week is being held and will include Unconscious Bias training."
Hosting Employee Panels and Breakout Groups — VTS
"VTS has made a consistent and conscious effort to increase women in leadership roles by having a promote-from-within culture, and ensuring that the company has access to coaching opportunities to get them to the next step in their career. Currently, women in leadership positions at the company make up almost 40% of that group—and it's on the rise!
VTS is hosting a panel of our employees on March 10, moderated by our Interim Head of People Margaretta Noonan, who is a member of the advisory board for the Global Summit of Women. Going along with this year's International Women's Day theme of 'Choose to Challenge,' we are hosting different breakout groups after the panel. These sessions aim to have our employees learn how to challenge themselves in order to invest in their personal brand, unlearn bias, and support women in work and life."
Cheersing to Women’s Success at Afternoon Tea — dv01
"At dv01 we have several women in leadership positions, including COO and VP of Sales, and have continued to promote women to management positions. We provide our team members with increasing responsibility and give them space to take ownership of their projects. Additionally, we pride ourselves in offering a flexible work schedule, which allows our team members to work around life's many challenges. We continue to acknowledge the hard work of women and motivate them to grow within the company.
For International Women's Day at dv01 we'll be hosting a Women's Day Party starting with a morning yoga session and a virtual afternoon tea! Throughout the month we will have several events geared toward women and female empowerment, including women's history month trivia, virtual viewings of films either directed by women or with strong female leads, and other events which highlight accomplished female writers and artists."
"Following the Sun” with Events Around the World — Ciena
"Women@Ciena is hosting a global event to celebrate International Women's Day on one continuous Zoom. Kicking off in Singapore, this year's global event will 'follow the sun' to each region, from APJ to India to EMEA and to the Americas, with unique events being hosted in all regions and live handoffs taking place in between – All in Together!
We will have exciting surprise guests including a four-star Navy Admiral to hear her thoughts on diversity and experience a live cooking demo to inspire heart healthy lunches amid our Zoom-filled days.
Also, we will offer breakout sessions like: Your Career Path is a Journey – Are You Navigating?, Choose to Challenge, Taking Grit to a New Level, Owning your Personal Brand, among others.
The day will close with an all-star Ciena panel with members from our Leadership team, highlighting the importance of allyship."
Celebrating a Culture Where Everyone Can Thrive — Autodesk
"Autodesk is proud to celebrate Women History Month by hosting a series of events. Autodesk Women Network (AWN), one of the company's many ERGs, is pleased to kick-off the month with a fireside chat featuring Herminia Ibarra to discuss diversity, authentic leadership, belonging, and the important role we all play in making Autodesk a place where people of all gender identifies can thrive. Furthermore, we have coordinated a series of talks, workshops, and a belonging circle on Belonging and Authentic Leadership. We are excited to kick-off March events and celebrate women globally! #Autodesklife"
Honest Discussions on Supporting Women — LogMeIn
Women around the world continue to be dramatically impacted by the shift in how we work. At LogMeIn, we believe we each have a responsibility to challenge gender bias and inequity in the modern workforce and find creative ways to seek out and celebrate women's achievements, especially in a remote environment. Join us on March 24th at 11:00 a.m. EST for a discussion about this year's WHM theme: explore why women need our support now more than ever, and what you can do to support women in this new flexible working era. Register here."
Coaching Circles and Leadership Forums — NBA
"The NBA's Women's Network conducts a series of year-long coaching circles. Circles are small groups of 10-12 women who want to connect, learn and grow together. This is a safe space for women to connect and share experiences and also build new skills together. This year's theme is Finding Personal & Professional Success in 2021 and each circle will meet virtually 6 times during the year.
The NBA is also hosting the 3rd Annual Women's Leadership Forum, a gathering of women from the league office and NBA, WNBA, G League, 2K League and Basketball Africa League teams. At this year's forum, we will celebrate champions and changemakers who will lead discussions that empower us to inspire one another, break down barriers and learn from our collective experience to achieve our full potential."
Leading by Example — Bumble
"Bumble is a women-led company that has an equitable gender representation within our C-suite with 54% comprising of women. Furthermore, 73% of Bumble's board is made up of women. At Bumble, we truly value cultivating a culture that's rooted in kindness, respect, equality, diversity, inclusion, and growth. This means that from the very beginning of the hiring process, we actively seek diverse candidates and our careers page strongly encourages people of color, lesbian, gay, bisexual, transgender, queer, and non-binary people, as well as individuals with disabilities to apply.
Bumble is excited to celebrate Women's History Month this year through the following lineup of programming for our global team:
- International Women's Day Kickoff: Team members will be invited to participate in their #ChooseToChallenge social campaign by sharing their commitment to gender equality throughout their social channels.
- Throughout the month, we will host interactive events that will foster community by inviting amazing guest speakers from organizations such as PowerToFly to share why fast-tracking gender equality is essential to prosperity for all, to a panel event featuring women in leadership at Bumble about the importance of community connections and women lifting up other women."
Building a “Foundation for Progress” — Procore
"Procore is a people-first company, and we remain committed to our vision of improving the lives of everyone in construction––regardless of race, gender, background, or otherwise. At its core, our vision is founded on inclusion, with a focus on enabling every person at Procore, and in the industry, to do their best work. We have revisited our employee calibration practices and focused on hiring a workforce with more women and people of color. We've also taken steps to educate our leaders by offering mentorship and training opportunities.
As part of International Women's Day and Women's History Month in March, Procore is organizing several activities to celebrate the achievements and contributions of women in the construction industry and beyond. We recently hosted an external webinar on the future of Women in Construction as part of our series 'Foundations for Progress.' Our employees and industry professionals were invited to join construction leaders as they took stock of the progress women in construction have made and the work that still has to be done. This month, we're publishing a number of thought leadership articles to provide guidelines, stories, and anecdotes that inspire action. Read more about the impact of Procore's Women in Construction efforts."
Leveling Up Skillsets — uShip
In our weekly company newsletter, we highlight different events going on in our local community as it relates to Women's History Month, that employees can attend, watch online, or read about."
Sourcing Talent from Within — Primer
"When we have an open leadership role, we intentionally source women candidates either internally or externally. We know we'll be growing and women in management positions now will be in senior leadership positions in the future. We are also building relationships between our employees, and women leaders on our Advisory board. We know mentorship is important for women as they take on leadership roles.
We are engaging with the women of Primer to understand what would be most meaningful for them. Some of the ideas we are considering are swag celebrating women at the company, events with women leadership mentors, and virtual luncheons."
Intersectional Empowerment — S&P Global
"In celebration of Women's History Month and International Women's Day, S&P Global will highlight employee testimonials internally and externally in addition to feature programming with women thought leaders. Our Employee Resource Groups play an integral role in our employee engagement. This month we are partnering with WINS: Women's Initiative for Networking and Success and BOLD: Black Organization for Leadership & Development to welcome esteemed speakers Lola Akinmade Akerstrom and Baroness Floella Benjamin to speak to our employees on the theme #ChooseToChallenge."
Video to include: https://www.youtube.com/watch?v=bmJgm4AxmeA
Honoring a History of Women — T. Rowe Price
These pioneers brought invaluable skill sets and unwavering commitment to the firm.
Isabella Craig handled statistical calculations and accounting before becoming the Secretary of the corporation and a client counselor. Early associates credited her talents as a major influence on the quality of the firm.
Marie Walper managed administrative duties during the firm's formative years. As the firm grew, she remained Mr. Price's personal assistant and sounding board. She also helped codify the firm's ethics and served as treasurer.
We pay homage to our history as we honor women at the firm today."
Intentional Hiring & Promotion in Leadership — VideoAmp
"As a People First organization, we believe in promoting from within as our default to accelerate career growth. This philosophy has resulted in several promotions to leadership and executive roles for the women in our workforce, most recently in the Engineering department, Client Success, and on the Revenue team.
Our diversity partnership with PowerToFly has been beneficial in bringing more interest, attention, and active applications for roles at VideoAmp by women interested in the adtech space from around the country. Most recently, we welcomed a highly talented woman in a leadership role on our Engineering team, a department that historically has lacked a strong female presence, and we expect to continue this effort as a priority. We celebrate and seek out those with unique experiences to further a culture of belonging and innovation. Our business is growing and this means we expect the opportunity for women to grow at VideoAmp. Together we rise!
- Embrace wellness is a core value at VideoAmp, and to honor and celebrate the women in our workforce, this year we're hosting a wellness practitioner to take us through a guided mindfulness practice focused on self-compassion and self-care, from the unique perspective of women in the workplace. Our goal is to give back to the women who contribute everyday as a means to celebrate and give thanks."
10 Full-Time Roles You Can Do Remotely! [Updated Sept 2021]
[This article was updated September 20, 2021]
Work-from-home jobs sometimes get a bad reputation: low pay, repetitive work, micromanagement... the list goes on. But if one good thing has come out of 2020, it's that it's redefined working from home. Remote work has come a long way, and the opportunities to work from home in 2021 are more promising than ever before.
If you're like me, and freelance, task-oriented remote jobs like article writing, data entry, transcription, or professional survey taking (yep, that exists), aren't your thing - don't worry. There are more full-time remote opportunities than ever before that offer you the freedom to manage your own time, the security of consistent monthly income, the support of a team, and the promise of growth. In fact, we've got close to 5,000 on PowerToFly.
So, if you're looking for a remote opportunity in 2021 that will push you to develop professionally, look no further than our list of the 10 best work-from-home jobs. And by best, we mean fun, challenging roles that will help you grow, while making a respectable income.
All the jobs listed have average salaries between 45 and 119k, and have average or higher-than-average growth potential (based off of the U.S. Bureau of Labor Statistics' predictions for growth from 2018 to 2028 and/or LinkedIn's 2020 Emerging Jobs Report).
10 Best Work-From-Home (Remote) Jobs for 2021
Jobs sorted from highest to lowest average salary. (Salary data taken from ZipRecruiter, Glassdoor, LinkedIn, and/or the U.S. BLS depending on availability and specificity to remote roles.)
Who It's Good For: Detail-oriented stats masters skilled at identifying and understanding trends.
Why You Can Do It Remotely: With more data than ever before at our fingertips, companies know the value of hiring folks who know "big data" as more than just a buzzword. True stats buffs are hard to come by, so expertise often outweighs location.
Growth 2018-2028: 30.7%
Average Annual Salary: $119,000
Who It's Good For: Self-directed (and disciplined) coding enthusiasts who love problem solving and having the freedom to work whenever they feel most focused.
Sound Like You? Check Out: 4,000+ Software Developer/Engineer jobs on PowerToFly and be sure to check out this Q&A with software engineer, Kasey Champion to learn about her experience working at a fully remote company and get her tips for acing technical interviews!)
Why It Can Be Done Remotely: Arguably, not only can programming be done remotely - it should be! Why? Writing code requires undisturbed blocks of time rarely found in traditional workplaces.
As computer scientist and entrepreneur Paul Graham observed in his essay on makers' vs. managers' schedules:
" Most powerful people are on the manager's schedule...But there's another way of using time that's common among people who make things, like programmers and writers. They generally prefer to use time in units of half a day at least. You can't write or program well in units of an hour. That's barely enough time to get started."
Office culture was designed with managers' schedules in mind, and thus makes adhering to a maker's schedule extremely difficult. Remote work, alternatively, is much more conducive to this. After all, it's a lot easier to snooze your Slack notifications than it is to ignore your boss literally hovering over your shoulder.
Growth for 2018-2028: 21%
Average Annual Salary: $111,781
3.Designer (Web, Graphic, Product, or UI/UX)
Who It's Good For: Designers who do their best work independently or from the comfort of their own home.
Sound Like You? Check Out: Remote Design Roles
Why You Can Do It Remotely: No doubt there's value in brainstorming with your team, but once you know the needs of a project, most design work can be done independently and then shared. With tools like Zoom, Jira, and Slack, it's easier than ever before to share your work, get feedback, and hit deadlines. (And, like programmers/developers, designers are also more likely to benefit from a maker's schedule!)
Average Annual Salary (for UX Design): $98,816 according to data from ZipRecruiters
Average Median Salary (for Graphic Design): $50,370 in 2018, according to the U.S. BLS (not specific to remote roles)
Who It's Good For: Anyone who loves big-picture strategy and building products that users will love.
(If you enjoy more nitty-gritty task oversight, consider project management instead — both roles can be done remotely! You can learn more about the differences between the two PM roles here.)
Why You Can Do It Remotely: As more and more software engineers and other tech professionals work remotely, it only makes sense that the PMs coordinating with them work remotely. If you're a virtual communication wiz comfortable communicating online and using tools like Zoom, GitHub, Jyra, Slack, and Asana (the list goes on...), then you're all set!
Annual Growth: 24%*
*Based on expected growth for Product Owner from LinkedIn's emerging jobs report. The BLS doesn't currently track growth specifically for Product Manager positions.
Average Annual Salary: $81,149
5.P.A., Nurse, or Nurse Practitioner
Who It's Good For: An experienced medical practitioner ready to swap 12 hour shifts for a more flexible schedule.
Why You Can Do It Remotely: New technology is changing the way healthcare is delivered. You can provide wellness and medical education, patient-centered care, and treatment virtually, all while collaborating with a multi-disciplinary team of engineers, physicians, and medical assistants.
Growth for 2018-2028 (Nurse Practitioner): 26%
Average Annual Salary (Remote Nurse): $73,374
Who It's Good For: Top-notch communicators (writers) who can explain complex topics succinctly and clearly. (It's helpful if you have expertise in at least one technical subject.)
Sound Like You? Check Out: Remote Technical Writer Jobs
Why It Can Be Done Remotely: Like programmers, technical writers are makers - they need large, undisturbed blocks of time to create content. Technology and the nature of remote work can help ensure writers are able to communicate efficiently with their teams and organize meetings when they'll be constructive, not distracting.
Growth for 2018-2028: 8%
Average Annual Salary: $68,,454
7.Customer Success Manager
Who It's Good For: Good communicators who love helping others and problem-solving.
Sound Like You? Check Out: Remote Customer Success Roles
Why It Can Be Done Remotely: Most customer service needs can be met over the phone and online. With a computer and good internet connection (and enough patience), you can handle all your customers' needs from wherever you are.
Growth for 2020: 34% annual growth rate (The BLS doesn't share data specific to customer success, but thanks to the growth of SaaS, Customer Success Specialist made LinkedIn's 2020 list of the top 15 emerging jobs)
Average Annual Salary: $67,371
Who It's Good For: Folks who are equal parts creative and analytical.
Sound Like You? Check Out: Remote Marketing Manager Jobs on PowerToFly
Why You Can Do It Remotely: Analyzing industry trends and crafting strategy can be done from anywhere. And with teams becoming more and more spread out, you can coordinate cross-functionally with sales people, engineers, and more using Zoom, Slack, and other online tools.
Growth for 2018-2028: 8%
Average Annual Salary: $62,788 (according to data for remote professionals from ZipRecruiters)
Average Median Salary: $134,290 in 2018, according to the U.S. BLS (not specific to remote roles)
Who It's Good For: A people-person skilled in market research, project/time management, and negotiation.
Sound Like You? Check Out: Remote Recruiting Roles
Why You Can Do It Remotely: As remote work takes off and fully remote teams become more common, it only makes sense that recruiters at these companies would be remote as well. Although recruiting saw a dip at the start of the pandemic, the number of remote recruiting roles is steadily increasing as companies ramp back up their hiring goals—we have hundreds of open remote recruiter roles on PowerToFly!
Growth for 2018-2028: 5%
Average Annual Salary: $59,474
10.Sales Development Representative
Who It's Good For: A self-starter with previous experience or an interest in Sales, or anyone who's just starting out and eager to prove themselves!
Sound Like You? Check Out: Remote SDR Roles
Why You Can Do It Remotely: You don't need to be in a particular location to make sales calls, deliver pitches, send follow-up emails, or manage your sales team. And if you have to fly from an office to meet a client, you can just as easily fly from your hometown.
Growth for 2018-2028: 5%
Median Annual Salary (not specific to remote) for SDRs: $45,937
Interested in one of the roles above? Check out these resources for landing your dream remote job and get ready to reap the full benefits of remote work in 2021 - doing what you like, where you like. Good luck!
[A version of this article was originally published on Dec. 19, 2018]
Presented in partnership with 15five
If you are in talent acquisition or you are a hiring manager, you probably already know that it's a candidate's market for the foreseeable future. The world has changed forever over the last two years and that includes the talent acquisition space.
PowerToFly has partnered with 15five, a human-centered performance management platform, to present a free webinar on the practices and pitfalls of talent acquisition and retention through a diverse lens. This is a great opportunity to start setting clear goals for 2022.
Join us Thursday, November 4th at 1pm Eastern (10am Pacific)? RSVP HERE (It's free!)
PowerToFly's Sienna Brown, Global Director of Diversity, Equity and Inclusion, will be joined by Mike Fitzsimmons, CEO & Co-Founder at Crosschq; Shweta Jacob, Recruiting Team Lead at Lever and moderator Polly Stocks, Human Resources Business Partner at 15Five for an honest and interactive discussion on all things talent acquisition and inclusive hiring.
Can't attend our webinar on November 4th? 15five also has upcoming talks on goal clarity, employee recognition and performance reviews with such speakers as Chris Timol, President & COO at PuzzleHR. Your free registration works for all talks!
Insight from Elastic's Stacey King Poling
Stacey King Poling knows that tornadoes don't really sneak up on you.
Growing up in Texas and living around the west, including in Oklahoma, Stacey knew what to look and listen for regarding the powerful storms: the National Weather Service warnings, the emergency sirens, the regular instructions on where to go and how to protect yourself. All that preparation and advanced warning helped Stacey and her family live through the 2013 El Reno tornado, the widest tornado ever recorded, and escape unscathed.
If only burnout had the same warning system.
With a 25-year career in engineering, Stacey, who is currently the Director of Engineering for Cloud Productivity at Elastic, has worked on her fair share of high-stress projects. She loves solving hard problems and always found herself energized by them, even when they required long hours of intense effort. A few years ago, though, she started to realize that her energy and motivation were dropping.
A perfect storm of tons of work, a lack of personal boundaries, and a neglectful boss had been brewing, but Stacey didn't see it coming. She burnt out right into a layoff, and only recovered when her next job forced her into an office with clear start and stop times. When COVID hit and sent everyone back to their home offices, where work and life balances blurred, she was back where she'd started.
We sat down with Stacey to hear more about her experience, including why she decided to join the Elastic team and what she's doing there to ensure her engineers don't have the same experience she did.
Finding Her Passion—and a Way in the Door
Stacey knew she wanted to work in technology the day she saw the movie Tron. "From that moment I was like, 'Oh, that is my life. I need to be part of this. I don't even know what it is, but it's awesome,'" she remembers.
She learned how to program in BASIC on her parents' Commodore 64, eventually winning an award for her first video game, which she coded when she was in the seventh grade. She went to school to become a mathematician, but didn't have the money to finish her degree, so she started taking database and tech support jobs as she could find them.
"Not a lot of people wanted to give me a shot," says Stacey. "I had to push really, really hard, above and beyond anyone else in my peer group, just to get in the door."
After a string of temp jobs, she applied for a contractor position at IBM. She thought the interview went terribly, but when she got home, she had a voicemail informing her she'd gotten the job.
"It opened a whole new world for me," says Stacey, who got down to work and says that she automated herself out of a job within the first few weeks. IBM was impressed, and had her move over to their web team, which is when she got the infrastructure bug.
"I thought I was going to go into software engineering, because that's where all the glamour is, but I liked the infrastructure side much better. It is so challenging and hard. There's so many areas you have to understand, all different types of systems work," she explains.
She loved her manager at IBM and loved the chance to learn about automation and to push technology forward. Until, eight years into her career there—with not a day of burnout in sight—she was laid off.
Entering the job market was different this time around. With IBM on her resume, she had an offer in two weeks, and began exploring different roles. She did a bit of software engineering and confirmed she didn't like it, then did some systems and integration engineering where she got very into application performance monitoring. "I found a memory leak that was eating up enormous amounts of resources, and it was like, 'Holy crap, I'm good at this.' It's kind of like being a detective, and I really liked it," says Stacey.
She basically created a dev ops function before that function existed, going so far as to speak at tech conferences about it and winning an industry award—her first since the certificate she'd earned for her seventh-grade video game—for her contributions.
As her career grew and advanced, so did her responsibilities. Though Stacey had long been committed to staying an individual contributor, she started to absorb management responsibilities, too, taking on one team, then another.
She kept herself sane by rationalizing that the people she was managing didn't report to her in Workday. "I didn't have official responsibility over them. And there's something about the officialness of that responsibility that changes the game," says Stacey.
But that was just a formality: she was still in charge of hiring, firing, performance reviews, and capacity management. She also had a full plate of technical lead responsibilities to juggle alongside it.
It was just a matter of time until she burned out trying to do it all.
Backing Her Way Into a Burnout Diagnosis
"I'm a super workaholic, right? I'm passionate about what I do. I love it. I could do this all day and all night and be super happy," says Stacey. "That's why I didn't know I was getting burned out."
She paints the picture: Stacey was working her regular hours, which started when she woke up and ended when she went to sleep, which was never for long. She hadn't taken vacation in years, even when her mother was dying. If she woke up during her few hours of sleep, she'd decide to log on and get a little more work done, to push her team a little further along.
"I started getting really uninspired. My motivation levels were dropping. I know everybody has their off days or even weeks, but I wasn't picking up; this was going on for weeks," she says. "I knew the work was important, I thought the work was interesting, but I couldn't get excited about it."
When there was a round of layoffs at that company and Stacey's next role required her to be in the office, everything changed. After years of working from home and having little to no division between her personal life and the demands of her work, having to be in the office—and to leave the office—at a certain time each day shrunk her work day to a manageable eight hours.
"It really gave me the rest that I needed. I got a good routine going, doing workouts and getting my weekends back and seeing friends and family. It really refreshed me, and I didn't realize how important that was until hindsight," says Stacey.
Then the pandemic hit.
Back in her home office, Stacey found herself slipping into old patterns. But this time it was even worse, because she had just taken on teams and projects distributed between the U.S. and Shenzhen, so she'd stay up until late at night to talk to her team in Shenzhen, then hand things off to her counterpart there so she could sleep for a few hours before logging back on and picking it up again.
"I was so tired. I started seeing other people dropping like flies, and I was like, 'There's got to be a connection to why I feel the way I do and why I don't wake up and get excited about my work anymore,'" she says. "It's amazing how those old habits will come right back if you don't protect your time."
Why Elastic—and Stacey's 2-Step Guide for Creating a Healthy Culture There
Even knowing she was prone to burnout, Stacey couldn't stop herself from sliding back into it. Looking back on it now, she attributes some of that to the toxic management culture she had there.
"The CIO was the type of person that said sleep was for the weak and really was extremely demanding," she explains. "It would have been nice to have somebody who would set the example for me. So I wouldn't feel guilty [for not being online], you know?"
She knew that no amount of personal boundaries could change a toxic culture, and that it was time to change companies. She'd used Elastic's products before and liked them, and after seeing they had a role open on LinkedIn, she started to investigate their culture.
Their Glassdoor reviews were "outstanding," says Stacey, and she loved how their recruiting process gives applicants a chance to schedule time to chat with someone of a similar background at Elastic. She ended up talking to a guy named Dan, who had also spent time at IBM.
"I was like, 'Give me the real juice, you know?' And he was like, 'Seriously, I'd tell you if it wasn't, but it's a great place,'" remembers Stacey.
The cherry on top? Elastic's tech-first leadership. Part of why she burned out at her old company was because they didn't recognize the weight of being a combined people manager and technical lead—they usually divided those responsibilities, and Stacey was the odd one out for having both.
"But Elastic is a technical company first. They have demands and expectations that all of their leadership are very technical," says Stacey. In other words? "You have to know your shit."
That was "game-changing" to Stacey, and she decided to apply. She'd gone from being curious about another role to being sure that the role at Elastic was the one for her. Luckily for her, they agreed.
Six months in, she's quite happy with the move. And she's quite committed to making sure she creates an environment where her engineers can succeed—without burning out.
It's a two-step process, explains Stacey. First, there's setting an example of stepping away and taking rest. That looks like visibly being offline herself, as a director.
"You have to be really, really careful because you can get bored of playing any game if that's all you do," says Stacey. "I sign out and step away so that people don't see me online."
It looks like encouraging people to take vacations and breathers when they need them.
"If they want to push through and do a twenty-four hour push, that's awesome. But I better not see them for two days, either," says Stacey.
And it looks like respecting people's time off and not bothering them during it.
"I have a lot of regrets about the time that I spent with my mom and didn't get to spend with my mom, and I never want anybody to go through that. There's no single thing at work, big picture, small picture, that will ever be more important than that," says Stacey.
The second thing is all about giving her team the credit for their own wins.
"I try to make sure that they have ownership of the work that they're doing, that they own the success of it, that they get acknowledgement, because a lot of times in engineering, people don't get the credit for it," she says.
The combination—a healthy approach to time off, and healthy appreciation of the effort put in during working hours—is allowing Stacey to create the kind of place she wishes she'd worked in before.
"I want every single person on my team to know that I know who they are, I know the work that they're doing, and I appreciate their work, because I want them to be proud of their work and love what they do."
Learn more about the amazing speakers and sponsors from our October 2021 virtual summit Diversity Reboot: Lifting Latin Voices All Over The World; 4 days of fireside chats, panel discussions, networking sessions, and our 2-day virtual job fair featuring 16 companies.
From discussions on what it means to be a member of the Latinx community to the correct terminology to refer to this diverse community - we covered it all! If you tuned in, thank you! If you didn't, you can relive the entire experience on our PowerToFly website.
We want to extend a HUGE thanks to our Gold sponsors Pluralsight, UnitedHealth Group, Autodesk, Smartsheet, PwC, NGA, and American Express plus our Silver sponsor dv01. (All of those companies are hiring, by the way) This summit would not have been possible without the contributions of our Influencer sponsors Techqueria, Latinas in Tech, and APCO Worldwide.
Also, don't forget to visit our Merch Store and grab yourself some PowerToFly apparel, we donate 100% of the proceeds from our sales to TransTech Social, supporting transgender people in tech.
Registration for our last Diversity Reboot 2021 summit: Supporting Military and Veteran Spouses is now open! If you're a veteran or a military official looking for a civilian role that will leverage your prior skills and experience, or a spouse looking for a job that can accommodate your mobile lifestyle, we hope you'll join us to hear directly from companies committed to supporting military members and their families!
Special Moments from the Summit
Rep. Ritchie Torres: "If We Don't Care Enough to Fight, No One Else Will"
"If We Don't Care Enough To Fight, No One Else Will" www.youtube.com
Fostering a DEI Community as a Latin Leader
Fostering a DEI Community As A Latin Leader www.youtube.com
Claudia Romo Edelman: Creating Support Networks in the Latin Community
Creating Support Networks In The Latin Community www.youtube.com
When You're Aligned with Your Passion, "Magic" is Not Enough To Describe It!
When You're Aligned With You Passion, "Magic" Is Not Enough To Describe It! www.youtube.com
Dr. Anthony Ocampo's Take on Queer+Immigrant Identity
Dr. Anthony Ocampo's Take On Queer+Inmigrant Identity www.youtube.com
Our Gold Sponsors
Founded in 2004 and trusted by Fortune 500 companies, Pluralsight is the technology skills platform organizations and individuals in 150+ countries count on to innovate faster and create progress for the world.With assessments, learning paths and courses authored by industry experts, our platform helps businesses and individuals close skills gaps in critical areas, innovate faster and deliver on key objectives.Our technology skills platform helps companies create life-changing products that better the lives of their customers. It empowers technologists to dream big and do big. And this is what motivates us every day.
UnitedHealth Group is on a mission to help people live healthier lives and to help make the health system work better for everyone. A Fortune 6 company, they're focused on helping people live healthier lives while making the health system work better for everyone. Here, they seek to empower people with the information, guidance and tools to make personal health choices.They work harder and they aim higher. They expect more from themselves and each other.
And, at the end of the day, they're doing a lot of good for more than 142 million people worldwide.
Their biggest point of differentiation is their people - and the collective talent, energy, intelligence and drive their force of 305,000 individuals around the world bring to our mission every single day.
UnitedHealth Group logo
They make software for people who make things. From the greenest buildings to the cleanest cars, from the smartest factories to the biggest stories, amazing things are created every day with Autodesk. Over four decades they've worked together with their customers to transform how things are made, and in doing so, they've also transformed what can be made. A car's performance now inspires the method of its manufacture, a city's infrastructure helps predict the unpredictable, and the creation of ever-bigger universes shapes ever-bigger stories.
Today their solutions span countless industries empowering innovators everywhere. But they're restless to do more. They don't believe in waiting for progress, they believe in making it. By combining and recombining technologies. By blurring boundaries, reinventing rules, and merging fields. By unleashing talent and unlocking insights across industries. By helping their customers converge on solutions to the challenges they all face today. At Autodesk, they believe that when they have the right tools to work and think flexibly you have the power to transform what actually needs making. The power to design and make a better world for all.
In 2005, Smartsheet was founded on the idea that teams and millions of people worldwide deserve a better way to deliver their very best work. Today, the company delivers a leading cloud-based platform for work execution, empowering organizations to plan, capture, track, automate, and report on work at scale, resulting in more efficient processes and better business outcomes.Smartsheet went public on the New York Stock Exchange in April 2018 and currently enables collaboration, better decision making, and accelerated innovation for over 76,000 domain-based customers in 190 countries, including 96 of the Fortune 100.Smartsheet is a passionate team of 1500+ employees spanning offices in Seattle, Boston, London, Edinburgh and Sydney.
Join their community of solvers. They're inspiring and empowering their people to change the world. Here, you'll learn with purpose, lead with heart and put your skills to work to make a meaningful difference in the world. As part of a diverse team, you'll build trust and create innovative client solutions in unexpected ways. Their purpose, vision and values are what connects the more than 284,000+ people across the PwC global network of firms and helps distinguish us in the marketplace and with our clients. Discover more about the firm including our impact on society, our commitment to creating a culture of belonging, and how we are investing in technology and our people.Discover their new ways of working at PwC. Their hybrid work model includes three ways of working: virtual, flex and in-person. They're expanding the availability of the virtual option to eligible client service staff and new hires. Now, you can live anywhere in the continental US and work for PwC.NGA
The National Geospatial-Intelligence Agency (NGA) delivers world-class geospatial intelligence that provides a decisive advantage to policymakers, warfighters, intelligence professionals and first responders.Anyone who sails a U.S. ship, flies a U.S. aircraft, makes national policy decisions, fights wars, locates targets, responds to natural disasters, or even navigates with a cellphone relies on NGA.NGA delivers world-class geospatial intelligence, or GEOINT, that provides a decisive advantage to warfighters, policymakers, intelligence professionals and first responders. Both an intelligence agency and a combat support agency, NGA fulfills the president's national security priorities in partnership with the intelligence community and Department of Defense. For information about the NGA's mission, vision, and goals, click here.NGA is headquartered in Springfield, Virginia and has two major locations in St. Louis and Arnold, Missouri. Hundreds of NGA employees serve on support teams at U.S. military, diplomatic and allied locations around the world.
As a global company, it is vital to our success that our employees are as diverse as the customers and communities we serve. American Express has built a diverse workforce and an inclusive workplace— a culture we are committed to continuing.Through our Global Diversity & Inclusion strategy, we're able to channel our efforts in specific ways. We aspire to continue to develop a talent pool that brings together unique perspectives, backgrounds and experiences. We foster a workplace culture where differences are valued and expressed freely and all employees have the support they need to take risks, learn, and collaborate.
American Express logo
Our Silver Sponsor
They are dv01, the leading capital markets fintech driving technological innovation and transparency in structured finance. They built the world's first data management, reporting, and analytics platform tailor-made for lending markets to help prevent a repeat of the 2008 global financial crisis.
On their engineering team, they'll collaborate closely to create and develop products that promote accountability, data reliability, and transparency. They're looking for dreamers, thinkers, and doers to help us modernize Wall Street's tech stack.
For your next bookclub:
Hispanics are 100% Hispanic and 100% American. They believe in the American dream and are incredible contributors to this country. US Hispanics represent 60 million people, 18% of the population, 12% of the country's GDP, $1.7 trillion of purchasing power, the youth population - and the list goes on! Yet, they are often invisible, negatively portrayed, seen as takers. Hispanics contribute so much to America, and now it is time for others to see just how beautiful and resilient they can be. Hispanic Stars Rising: The New Face of Power shares the stories about the experiences, challenges, and successes of Hispanic Stars nationwide. It showcases the diverse backgrounds, obstacles and contributions made by this strong and resilient population nationwide and shines a light on the beauty of this fundamental American community.
This compilation of stories includes some of the most important names in aviation and space exploration. From the Wright brothers, who invented the airplane, to Sally Ride, the first American woman in space and the first to flyin the space shuttle, these stories will offer the readers the chance to understand how curiosity and hard work (and a little bit of fearlessness), allowed ordinary individuals to become extraordinary. Learn about how their actions contributed to the progress of humankind and how they became an inspiration for every person that has had an impossible dream.
Is race only about the color of your skin? In The Latinos of Asia, Anthony Christian Ocampo shows that what "color" you are depends largely on your social context. Filipino Americans, for example, helped establish the Asian American movement and are classified by the U.S. Census as Asian. But the legacy of Spanish colonialism in the Philippines means that they share many cultural characteristics with Latinos, such as last names, religion, and language. Thus, Filipinos' "color"―their sense of connection with other racial groups―changes depending on their social context.
The Filipino story demonstrates how immigration is changing the way people negotiate race, particularly in cities like Los Angeles where Latinos and Asians now constitute a collective majority. Amplifying their voices, Ocampo illustrates how second-generation Filipino Americans' racial identities change depending on the communities they grow up in, the schools they attend, and the people they befriend. Ultimately, The Latinos of Asia offers a window into both the racial consciousness of everyday people and the changing racial landscape of American society.
Disney Encanto tells the tale of an extraordinary family, the Madrigals, who live hidden in the mountains of Colombia, in a magical house, in a vibrant town, in a wondrous, charmed place called an Encanto. The magic of the Encanto has blessed every child in the family with a unique gift from super strength to the power to heal—every child except one, Mirabel. But when she discovers that the magic surrounding the Encanto is in danger, Mirabel decides that she, the only ordinary Madrigal, might just be her exceptional family's last hope. Girls and boys ages 4 to 6 will love this Step 2 Step into Reading leveled reader based on the animated feature film. Step 2 readers use basic vocabulary and short sentences to tell simple stories. For children who recognize familiar words and can sound out new words with help.
B.R.A.N.D. Before Your Resumé: Your Marketing Guide for Veterans & Military Service Members Entering Civilian Life by Graciela Tiscareño-Sato
Student veterans, military spouses, veterans in their first, second, or third career transitions will all learn valuable self-marketing skills, guided by a veteran who knows the transition chaos (and success!) firsthand. This book is essential if you're joining the ranks of veterans choosing the entrepreneurship track, if seeking your first career after leaving the active-duty force, or pursuing your first internship or full-time job after completing your degree as a student veteran.
Readers will complete the "extracting product attributes" exercise, see ample examples of great branding created by veterans Graciela has personally coached, and be able to write their own authentic personal branding to influence their intended target audience. Graciela teaches the reader a repeatable marketing messaging process that will be useful for years to come.
Those who wish to collaborate live with Graciela who will coach them to perfecting their branding and/or discussing their business startup idea will be offered the option to do so.In this marketing guidebook, Graciela guides you in becoming an epic storyteller of your unique value, long before you write your resumé which she reminds us all is a marketing deliverable. Taking this approach as she did during her career transitions means that your audience for your new forward-looking branding will be so intrigued by your value that they'll ASK for your resumé!
You'll be empowered to confidently communicate your value to make things happen, as Graciela did during her transformation from military aviator to technology marketing manager. Graciela freely shares the communication process she followed during her highly successful military-to-civilian transition, in which she was mentored by women veterans every step of the way.
Stop going at it alone.
And most importantly, stop listening to those pushing you into writing your resumé (or worse yet your LinkedIn profile) before you've done the essential work to understand your personal values and interests, your value to civilian organizations and the target audience you need to attract.
Learn to B.R.A.N.D. Before Your Resumé with a marketing-savvy fellow veteran at your side.
Learn about other companies that joined us:
Natasha's dad used to ask her why she was opening up their VCR—and whether she was planning on putting it back together.
"I loved breaking and fixing things around the house," Natasha explains. "I couldn't wait to see what was inside!"
Her dad, who was one of the first people in his family to pursue higher education, always encouraged her, says Natasha. So did her mom, who wanted to see Natasha and her two siblings pursue STEM careers and get the best education possible.
"I really owe [my success] to her," says Natasha. "My parents were so supportive of all the experiments I did, and all the things I broke."
Her parents may have encouraged her love of hands-on problem-solving, but Natasha was the one who turned it into a successful engineering career, and now to a role as the Head of Data at video game company Riot Games. We sat down with her to hear more about that journey, as well as what advice she has for people like her who don't consider themselves big gamers, but who are interested in solving complicated problems with and for a passionate, talented community.
Natasha did her undergraduate degree in India, near where she's from, and she knew she wanted to go somewhere else for her master's.
"I wanted to go somewhere far but with a great program, and that was the U.S.," she says. "The independence you have here in terms of choosing your own curriculum, you don't have that in India."
She moved to L.A. not knowing anyone but an aunt's family, and has since built a full life of her own in California. And her siblings followed her example, too—her younger brother, who had sat with her for hours working on programming problems when they were young, ended up moving to Singapore, and her older sister now resides in Switzerland.
"Now my dad is like, 'Oh, you should totally not come back.' He's so proud and so excited that I'm here, that all his kids [have pursued opportunities abroad]. I used to call him and be like, 'What the hell? You're not missing me?! What is going on?'" says Natasha, laughing.
She made the most of her independence, though, and found fulfilling work as an engineer. "I loved that I got to experiment a whole lot, that I got to build things," she says.
Then a roadblock popped up: her manager asked her to take on a management role.
Solving People Puzzles
Natasha initially said no to the offer. But eventually her manager convinced her to give it a shot, even if just for a year. She signed up and immediately had one of the hardest years of her career.
"It was horrible," she remembers. "I was comfortable with being an engineer, so [as a manager] I was always one step back, still in that world [of being an engineer]."
But when her manager left, and then his manager left suddenly, too, Natasha found herself reporting directly to the CTO—and leaning into the challenge.
"If that hadn't happened, maybe I would've never really left engineering to give management a true investment from my side," she reflects. "But because it did, I knew I couldn't keep messing up. I had to grow up. I realized that I actually enjoyed aspects of management, especially how you can make an impact."
Eventually, some mid-level managers were hired, and Natasha got more coaching and mentoring versus just trial-by-fire experience. She realized that understanding the product, finance, and operations parts of an engineering business was just as vital as knowing how to code, and seeing the longer-term strategy of the business unfold allowed her to better manage her team and their own career goals.
"You start to position people so they can advance their careers. It's like putting a puzzle together, that same excitement. You feel really good when someone starts their career with you and then you help them grow, and when they leave, they're ready to own an entire org," she says. "That's when I feel successful."
Natasha was content with her scope of impact at her then-employer… but then she got an email from a Riot Games recruiter that she couldn't ignore.
Prioritizing Player Impact
"This might sound cheesy," starts Natasha, "but the email [the recruiter] wrote me was just so personal, so thoughtful, that it made me want to talk to him."
They talked, and though Natasha wasn't (and isn't) a big gamer, she loved what she learned about the problems Riot Games was trying to solve. As her interviews continued, she discussed issues like how to build a safe community and how to leverage data to create unique experiences, and she felt like she was being treated like a respected collaborator versus a candidate.
"I never felt like an outsider. All the amazing work, the people, how they kept me engaged throughout the entire process...at the end, I was like, 'Okay, I need to join this company,'" says Natasha.
She was particularly excited about her role as Head of Data because it came with a mandate to not just make a positive impact for her direct team, but to make a positive impact for the broader gaming community, including the millions of people who play Riot's games.
"I was really pleasantly surprised when I joined Riot to see how they think through the holistic experience. It's not just that you go into the game, you play, and you come out," she says. "It's how do you go in? Who do you get matched with? How do we make sure people are not being toxic on the chat with you? That you're having a good experience? That we're providing good recommendations for you for things to buy or champions to consider?"
Natasha herself has played League, and is fascinated by gaming and the community around it, but she's quick to point out that it's not her strong suit. "I just don't have the hand-eye coordination to play all of those crazy games where you really need to be precise!" she explains. "I'm a casual gamer."
4 Tips for Adjusting to a New Industry
Natasha was happy to learn about the world of gaming—and she wasn't afraid to ask the questions necessary to do it.
"I needed to understand every part of the gaming industry, from how we publish to how we do our esports, to provide ideas or even think through the strategy of what we're going to do next," she says. "When I started, it felt overwhelming, but I leaned heavily on my team."
She has advice for other people who are interested in working in an industry like gaming, but might not know where to start:
- Recognize what you bring to the table. Gaming, just like any other industry, is made better when it's led by a diverse set of people. "If everyone's thinking the same way, you're never going to see your game differently. We want diverse opinions and different ways of seeing," she says.
- Know you're not alone in being new. "If you're open to learning, people are there to help you," says Natasha. "You're not going to feel alone. There are a lot of people going through that same journey."
- Engage with the broader community. Natasha says that at Riot, she has direct access to the player community, and that's really helped her build a sense of who they are doing their work for. "Usually when you talk to customers, you get all formal; there's a protocol," she says. "But here, directly interacting with the players is huge."
- Don't be afraid to propose new ideas. Riot Games has a strong culture of open-mindedness and transparency, says Natasha—so strong that she was shocked by the direct and tough questions people asked the company's leadership at her first all-hands meeting. But what she's learned from that example is that pushing the envelope is required to make real progress on long-term problems, and that starts with having the space to propose new ideas. "Take risks!" implores Natasha. "Our players are dreaming of a new thing every day. So listen to them and take risks because that makes [your ideas] better."