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In Person Events

A Conversation with Fast-Growing Seattle Startups

If you are interested in attending this event, please email hi@powertofly.com to be considered for an invitation.

PowerToFly is returning to Seattle to present an engaging evening of cocktails and conversations featuring women tech leaders from some of Seattle's hottest startups.

The event will be held on Wednesday, December 5th from 6pm to 8pm at MAKERS Workspaces Seattle, located at 92 Lenora Street, Seattle.

PowerToFly is currently putting together a stellar lineup of companies, including:

Convoy - Convoy is reinventing the supply chain with technology-backed, full-service trucking. They offer the world's largest companies the best option for moving their freight, via their immense network of technology-connected trucking companies. Shippers get instant quotes, real-time GPS tracking on all shipments, and actionable business analytics to improve their supply chain. Trucking companies get access to free tools and resources that allow them to find loads they want, drive fuller trucks, and get paid quickly.

Agenda (Subject to Change)

  • 6:00pm - Check-In & Networking over Drinks and Light Food
  • 6:30pm - Event Kickoff with MAKERS Workspaces
  • 6:35pm - Introductory Remarks by PowerToFly
  • 6:40pm - Product Demonstrations & Panel Discussions featuring women tech leaders from Convoy and more companies to be announced.
  • 6:55pm - Audience Q&A
  • 7:10pm - Networking over Drinks and Light Food

About the MAKERS Workspaces: Modern and chic, MAKERS is an ideal setting for those who appreciate creativity, natural light, and open space. Designed with history and sustainability in mind, MAKERS incorporates many refurbished elements including polished bleacher board floors, salvaged window panes, and tables made of recycled gym floorboards.

About PowerToFly Events: All attendees who RSVP are welcome, regardless of race, color, religion, national origin, gender identity, pregnancy, physical or mental disability, or age. If you require accommodation to fully participate in this event, please email hi@powertofly.com, and we will contact you to discuss your specific needs.

Unfortunately, PowerToFly and the participating companies cannot admit outside recruiters to this particular event. Please email hi@powertofly.com if you have any questions about this policy.

Related Articles Around the Web
Career and Interview Tips

Remote Work vs. Telecommuting: Surefire Ways To Tell The Difference

Quick tips on what to look out for.

As an expat in Buenos Aires, who until very recently was being paid in Argentine pesos, my salary nearly halved when Argentina's currency plummeted this August. Facing my financial reality like the fiscally responsible millennial I am, I was worried I might have to move back to the U.S. and leave the city I've come to love. But then a friend suggested a seemingly perfect solution to my dilemma: working remotely. I could continue living in Argentina while working for an American company… and start getting paid in sweet, stable U.S. dollars.


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As I began searching for my ideal remote gig, I quickly discovered that not all jobs advertised as remote actually are (luckily my new role as a content marketing associate at PowerToFly is). To my frustration, I realized I didn't qualify for many "remote" jobs because I wasn't located in a particular part of the U.S. Why would companies offer the flexibility to work outside the office and then impose these restrictions?

So I did some digging, and discovered that those companies were actually looking for telecommuters. While many people consider telecommuting and remote work to be synonymous (and oftentimes they are used interchangeably, to the confusion of many, myself included), there is actually an important difference in meaning.

Remote Work vs. Telecommuting

*check out this explanation of the Nexus law if you'd like to learn more

Still confused? Let's look at two examples:

Telecommuting Example

Although Dell labels this job as remote, they clarify that you must reside in the DC area. Why? The position is, "Home Office Based with travel in the Washington DC Metro Area."

Dell mentions the location restriction in the headline for the job, but it would be clearer if they labeled the job as telecommuting instead of remote.


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Remote Example

A truly remote gig! No location restrictions are mentioned - actually, the post even mentions that the whole team is remote (a great sign that you'll be well-integrated as a remote team member, and not missing out on any impromptu in-person meetings).


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Whether you're an employer or a job seeker, the key is to know what you're looking for and strategize accordingly.

Employers:

  • Do you want to cast a truly global net in your search? If so, label your job opportunity as remote and make it clear that it doesn't matter where the applicant is based.
  • Alternatively, if you're only looking for workers in certain regions, label your job as telecommuting and specify the exact restrictions in your post!

Job seekers:

  • Do you want a truly remote job that gives you the flexibility to work from the beaches of Thailand or the comfort of your bedroom? If so, be sure you're looking at remote jobs that don't have any listed restrictions.
  • Or would you rather find a job that offers you the flexibility to work from home, with the option to come into the office occasionally and physically interact with your team? If so, you may want to gear your search towards telecommuting gigs.
  • Regardless of whether you're looking for a remote or telecommuting gig, consider using both terms in your search in order to maximize your chances of finding what you're looking for. In spite of the growth of telecommuting itself (FlexJobs' 2017 State of Telecommuting report stated that nine million people work from "home" at least half of the time, a substantial increase from 1.8 million in 2005), a quick Google search reveals that telecommuting jobs returns 19,600,000 results compared to 546,000,000 for remote jobs.This may be due to the fact that the term telecommuting often evokes images of car phones and oversized blazers… which makes sense, given that the term was first popularized in 1980. Many younger workers who technically would be considered telecommuters prefer to use the term remote worker because it sounds more modern, and employers will often categorize jobs as remote to appeal to a wider base of candidates.

So, is telecommuting just an old-fashioned way to say remote work?

Telecommuting might sound like an antiquated term, but its meaning is distinct from that of remote work, and employers as well as job seekers should be aware of the difference.

That said, whatever type of flexible job you're looking for, always do your due-diligence. If you're a job seeker and you're not sure whether the "remote" job you just found will give you the flexibility to work from your current home-base in Vietnam, ask for clarification. After all, the key to success in any out-of-office job is good communication.

How to Improve Company Culture Today

Company culture is more than just a word that sounds nice in HR pamphlets. Today it's a fundamental measure of an organization's success, especially in a tight labor market where employers are having to put in even more effort to attract and retain top talent.

When a company's culture is healthy and positive, you can feel it: employees seem excited about the company and its mission, take a collaborative approach to problem solving, and feel invested in where the company is headed. When company culture is toxic, it tends to breed feelings of distrust, dissatisfaction and a lack of motivation throughout the organization.

With a New Year fast approaching, our friends at Comparably took a look at some of the best ways business leaders can boost company culture right now.

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  • First look at flexible, work-from-home, in-office roles
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Check out the full article here.

Dow Jones Company

She Was Hired After Attending A PowerToFly Event - Here Are Her Tips

A Q&A with Rachel Cohen, A Software Engineer At Dow Jones

Rachel is talking to PowerToFly members at 3pm ET Today, Monday November 11th at 3pm ET. Sign up now for free!

Rachel Cohen, a Software Engineer at Dow Jones, spent the first decade of her career in journalism and recently landed the career of her dreams after attending a PowerToFly event! If you're currently pivoting your career, in the trenches of a coding bootcamp, amidst your first technical interview, or have been rejected once or twice, don't be discouraged!

"The letdowns and rejections are experiences that will make you better in every aspect," Rachel says. Keep reading to hear more about Rachel's journey and if you're interested in learning more about careers at Dow Jones? Click here to 'Follow' them on PowerToFly!

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Career and Interview Tips

How The​ ‘Tell Me About Yourself' Question Can Set You Apart

By Carroll Welch - Originally posted on iRelaunch

No matter how it's worded or where you hear it, if you're relaunching, you'll be asked by someone to tell about yourself. It may be at a barbecue, an informational interview, a college reunion, a screening interview or a conference. Depending on the context, this question could be asked as:

  • What should I know about you?
  • What's your background?
  • How can I help you today?
  • Do you work outside the home?
  • Tell me in your own words, who is [your name]?
  • Tell me about yourself.

Whether formally or casually asked, 'Tell me about yourself' is an opportunity. When you have an articulate, confidently delivered response that takes into account what the listener wants to know, you can distinguish yourself and make a positive impression.

Here are three points to help you prepare. (For convenience sake, all forms of Tell Me About Yourself will be referred to as TMAY.)

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1. Prepare. Don't wing this. Your response to TMAY is an important part of how you market yourself, just as your resume and Linked In profile are. It's hard to come up with a good response to this deceptively difficult question on the fly. By preparing bullet points in advance that you've committed to memory and can tweak and integrate into conversations as appropriate, you'll be ready.

2. Consider Your Audience. What a prospective employer wants to know about you is not the same as what your best friend's spouse wants to know at the neighborhood holiday party. Don't reflexively tell the person what you want to tell them. Instead, think about what they might want to know and make it part of your response.

  • Strengths. For job interviews, make sure that the beginning of your response includes 2-3 key features about you that would be compelling to that employer. Here's an example:

Q. Tell me about yourself.

A. I'm a career relauncher and project manager with 10 years of experience in pharmaceutical marketing. I've always loved project management work because I can use my excellent organizational and technological skills to make sure that all the moving parts of a project sync. During my 7 year career break, I became a trustee for my local public library and chaired our technology committee so I've been able to continue to use and hone those skills. Also, I was a four year DI college athlete, and when I worked at Rose & Whitney as a project manager, I was consistently recognized for my strong team orientation, and how I coordinated and communicated well with all team members, regardless of seniority.

  • Relauncher Status. It may be okay in some circumstances to explain that you're exploring, researching or considering more than one relaunch career path. Usually, this will likely be in a social or casual situation or in informational interviews, but not in job interviews. An example of how to explain your 'undecided' status as part of a TMAY response to a networking or social contact who might be able to help you is:

I'm a relauncher and before my 10 year career break, I practiced as a health law attorney at a large law firm for 5 years. I'm planning to return to work as a practicing attorney. I'm currently exploring either a path to a hospital legal department position or practicing elder law at a small firm. I've always been interested in health care and was pre-med in college. I became interested in elder law when I helped my parents navigate some challenging long term care, Medicare and estate planning issues.

  • No Chronologies. Your response to TMAY should never be a chronological story that starts with where you were born or what you did after grad school. Instead, it should highlight who you are now and what your strengths, 'value adds' and/or career relaunch plans are.
  • Mind the Time. Your TMAY response should be between 30 seconds and 90 seconds long -- at the most. You'll lose your listener's interest and attention after that.
  • Fluid Not Static. Your TMAY response will change over time, as your goals and targets do. Check in on your TMAY response periodically to be sure that it's still doing the job of conveying an accurate picture of you.

3. Practice Delivering with Confidence. Your listener in some cases may remember how you delivered your TMAY response more than what you've actually said! Practice with a friend, in front of a mirror and/or with the recording feature on your phone. If you're not feeling particularly confident about your TMAY response at first, pretend! With repeated delivery, you'll get better.

Many job searchers and relaunchers flounder when asked to tell about themselves. By nailing this question and making it a positive part of how you market yourself, you'll become more memorable and compelling as a relaunch candidate.

This article originally appeared on the iRelaunch blog. iRelaunch is the pioneering company in the career re-entry space with a global community of over 65,000 individuals who are in all stages of returning to work after a career break. We also work directly with more than 55 blue chip companies to create career re-entry programs. Sign up to learn more about how we can help you return to a rewarding career.

Career and Interview Tips

Diversity In The Workplace Benefits: 5 Studies To Take To Your Boss

Recently, a recruiting manager at one of the world's largest companies told my team he was struggling to build a case for investing in more diversity-focused initiatives. His employees were questioning why their company would be spending money on diversity recruiting campaigns, including events, where women and people of color could hear why the company should be considered an inclusive place to work.

I was shocked. It's 2018. Homogeneous teams are not only bad for business and the economy as a whole, but diverse teams literally strengthen profits and innovation within workplaces.

Study after study has proven this.

Then it dawned on me that so many people are ill-equipped to make a case for the benefits of diversity in the workplace.

Don't worry. What follows is a quick guide for how to make the case. It includes research from Harvard, McKinsey, Gallup, and peer reviewed studies for you to lay out how your business could be reaching new levels of productivity, profitability, and long-term enhanced recruiting outcomes if diversity were to become a priority. Take this to your boss, skeptical colleagues, and even your uncle who argues that his male-dominated workplace doesn't need to change.

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1. Diverse Teams Produce Financial Returns 33% Higher Than The Industry Mean  

A 2017 McKinsey Study used a data set of 1,000 companies to determine that profitability and long-term valuation increased dramatically when teams were diverse.

Say this to your boss and team members:

  • This McKinsey study proves that returns rise when you have people working at your company who represent the vast array of customers you're trying to reach.

2. Gender Diversity Could Grow The US Economy By 5%. 

Source: Building Inclusive Economies

The IMF showed that closing the gender gap in labor force participation in the United States could boost GDP by an estimated 5 percent.

Say this to your boss or team members:

  • When women have higher paying jobs, they create multiplier effects for their communities because they reinvest more than men do (look at the studies) into the health, nutrition, and education of their children.
  • It's called "womenomics" and instituting it literally saved Japan from a recession when its workforce was aging out.

3. Harvard: When There Are More Women On A Team, Collective Intelligence Rises 

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This Harvard Business Review study says it all:

"There's little correlation between a group's collective intelligence and the IQs of its individual members. But if a group includes more women, its collective intelligence rises."

Say this to your boss or team members:

  • Many studies show women score higher on social sensitivity tests. That means they share feedback and learn from customer cues, creating stronger products and financial returns.

4. Gender Diverse Teams Are Radically More Innovative Over A Two-Year Period  

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"In a study published in Innovation: Management, Policy & Practice, the authors analyzed levels of gender diversity in research and development teams from 4,277 companies in Spain. Using statistical models, they found that companies with more women were more likely to introduce radical new innovations into the market over a two-year period."

Say this to your boss or team members:

  • There's a reason why women, immigrants and people of color have propelled American innovation and started our most successful companies. They see windows of opportunity and products to modify that traditionally white all-male groups don't see.

5. Diverse Team Members Bring In More Diverse Team Members 

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Stacy Brown-Philpot, the CEO of TaskRabbit, spoke about the problem of not recruiting early for diversity at Google. When she joined Google they had about 1,000 employees. "It took me two and a half years to look around and realize there weren't a lot of people like me. So [my colleague] David Drummond and I…put together a group. It was really late. I think that's part of the challenge [at Google]." Brown-Philpot's story is backed up by a study that shows the cumulative effects of having the same people interact with each other over time.

Say this to your boss or team members:

  • Investing in diversity recruiting now will pay dividends. Diverse team members will help draw in more candidates from personal networks and we can speak truthfully that we cared about diversity - and all of its benefits - from day one.

How To Actually Diversify Your Workplace 

As made clear by the Google example, if you've waited years to make diversity in your workplace a priority, then you have a challenge ahead of you. It gets harder to diversify teams if you wait too long. But don't fret, you can still turn it around.

Here are a few quick tips:

  • Ensure you have an environment diverse candidates want to join. Survey your workplace anonymously to ask what needs to be done to make it more inclusive.
  • Throw an event, and partner with a diversity-focused organization like PowerToFly to run the invite list, programming, and follow-up so people feel engaged and heard.
  • Set goals that are realistic and look at how you're getting there. Often the simple things matter most: are you responding to diversity candidates and are you making sure they are interviewed by panels that aren't all white and male?

For more tips, check out this piece I wrote for The New York Times that highlights simple ways to ultimately employ more women and diverse candidates

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