AAPI Drinks Innovators
These 12 leaders are shaping the beverage alcohol industry while trailblazing more opportunities for AAPI professionals
The overwhelmingly white image of alcohol culture eclipses the work of Asian Americans and Pacific Islanders whose influence rings through all three tiers of the system.
We have our stars: The recently retired Annette Alvarez-Peters, who moved markets from the helm of a $2 billion wine program at Costco; Alpana Singh, the youngest American woman and only South Asian to achieve the rank of Master Sommelier (which she renounced in 2020 in light of sexual harassment allegations in the organization); and Hae Un Lee, who in 1981 opened a small liquor shop in Las Vegas and grew it into the largest alcohol retailer in Nevada—Lee's Discount Liquor.
But beyond these established names, we're shining our light on a new class of AAPI innovators—and their latest innovations.
Located across the U.S., these 12 drinks professionals are brand creators, bamboo ceiling breakers, culture ambassadors, all of them walking uncharted territory as the only one, or one of a few, who look like them in the room.
Caer Maiko and Sharon Yeung. Photo by Sam McCracken.
Celebrating Asian Culture Through Cocktail Pop-Ups
Caer Maiko and Sharon Yeung, Co-creators, Daijoubu, Austin, Texas
Until bartenders Caer Maiko and Sharon Yeung joined forces in 2019, Asian-inspired cocktails in Austin were defined by the overuse of lychee. But at their Daijoubu pop-ups (meaning "it's fine" in Japanese), the veteran bartenders can finally dig into their roots, using childhood ingredients in their inventive concoctions. The Tapioca Express—aged rum, Earl Grey tea cream, homemade Italicus bergamot liqueur-infused boba—and Milk and Hunnay shots—Yakult, vodka, sake, and honeydew melon served inside Yakult cups—have been surefire hits.
A group of Asian guests "saw me pour the shot into a Yakult cup, and all of them gasped. They were like, 'This is my childhood, and now you made it into an alcoholic beverage,' and it gave me this moment of, 'Oh, yes, you feel like you belong. I feel like I belong,'" recounts Maiko.
The pop-ups present a fun and holistic way of celebrating Asian culture and community. Yeung and Maiko, who studied and taught at the School of the Museum of Fine Arts in Boston, are masters at taking over a space and creating a vibe whether it's a dance party with fifteen different bamboo plants with giant pandas at a restaurant or a collaborative state-wide tour in their fire engine-red "Bruce the Daijoubus" (named after Bruce Lee) cocktail truck with Indian-, Vietnamese-, and Korean-American bartenders. They're currently saving up for a nationwide tour in 2022.
Guests can feel good about themselves, too. Japanese-American Maiko and Chinese-American Yeung have donated $13,000 of their pop-up revenue to AAPI nonprofits like Chinatown Community Development Center and Asian Americans Advancing Justice.
Thanh Nam Vo Duy. Photo by Brent Herrig Photography.
Paving the Way for Future AAPI Leaders
Thanh Nam Vo Duy, Vice President, Commercial Development, Moët Hennessy USA
Sixteen years into his career at Moët Hennessy USA, Thanh Nam Vo Duy is now leading a team of over 200 brand specialists, ambassadors, influencers, and merchandisers, which he grew from a third of its size. His trajectory is proof of his leadership skills—double-digit sales growth turnaround for Hennessy, the launch of Hennessy Black, which quickly topped sales projections. Yet he recognizes his path is one not often experienced by Asian Americans.
Vo Duy admits that "not having a mentor, a role model" particularly stung. A Vietnamese immigrant by way of France, he had to learn to adapt to American culture and "speak up," countering Asian customs of respecting one's elders, speaking only when spoken to, and having a shut-up-and-work mindset.
That's why he co-founded the Asian Employee Resource Group (ERG) in 2020 at Moët Hennessy USA. "None of us could look up to a VP who looked like us, and we had similar stories of how to speak up in meetings and how to advance our career," says Vo Duy. At the ERG, "you talk about those issues with people you can relate to culturally."
The ERG also provides mentorship opportunities, speaker series and celebration of cultural holidays. "I dream of a world where there's more diversity at the top," says Vo Duy. "It happens by us, the people who are in the ERG, doing everything we can to become the people on the top."
Ed Marszewski. Photo by Reuben Kincaid.
The Serial Community-Focused Entrepreneur
Ed Marszewski, Co-owner, Maria's Packaged Goods and Community Bar, Chicago
Chicago would not be what it is today without Ed Marszewski, who has been building a highly synergistic drinks-food empire since 2010. He grew up watching his mother, Maria Marszewski, engage in kye—a private lending circle often used among Korean immigrants—which in 1987 allowed her to save up, buy out, and operate Kaplan's Liquors in the South Side of Chicago.
"To see how all these Korean ladies chipped in money together to help each other run their businesses—that spirit of helping people in your community embedded in me," says Ed. "You know, immigrant families helping each other out."
Inspired by her entrepreneurial savvy and knack for drawing a diverse crowd, Ed started to forge a community-focused, family-owned complex. He converted Kaplan's to Maria's Packaged Goods and Community Bar, a 41-tap, two-bar "slashie" (liquor store-slash-bar), and built the Marz Community Brewing Co., a 15-barrel brewhouse and taproom whose inventive and conscientious brews—like the Triple Crown rice lager with jasmine, via a partnership with the eponymous dim sum restaurant—are sold at Maria's.
The slashie has long been cherished for its fantastic selection of local craft beers such as Half Acre and Off Color, a range of eclectic ciders, bottled house-made cocktails like the Royal Wailuku—gin, orgeat syrup, pineapple, lemon, and Peychaud's bitters—and Marz-label CBD-infused sodas and coffees.
Maria's long-running "policy of tolerance and respect for others" is another draw for guests. "We have a really mixed group of people coming to our establishment," says Marszewski. "We try to be open to all demographics and all people."
Next door to Maria's, Marszewski opened two counter-service restaurants: Kimski, serving riffs on the foods he ate in his Korean-Polish home and Pizza Fried Chicken Ice Cream. He's also building a second outpost for the brewery.
Carol Pak. Photo courtesy of Makku.
Bringing Korea's Oldest Alcoholic Drink Stateside
Carol Pak, Founder, Makku, New York City
Makgeolli isn't yet a household name among non-Korean drinkers, but Carol Pak is trying to change that. That's why the Columbia Business School graduate and Anheuser-Busch alumna is canning the centuries-old fermented rice alcohol for nationwide distribution under her Makku brand.
Makgeolli's complex personality—milky, fizzy, sweet, and sour—is achieved through a complicated brewing process that America is literally not equipped for. Makku requires a brewery with both sake and beer production capacity, equipment for canning, carbonation and pasteurization, and the capability to handle a fermentation agent called nuruk that's "uncontrollable like a wild child," describes Pak.
"But no one in all of America that I could find—and I talked to brewers, scientists, founders, everyone I could possibly think of—could figure out how to pasteurize this product," says Pak.
With maxed-out credit cards and depleted savings, she finally drew in Strong Ventures as an investor, teamed up with a brewery in South Korea, and launched Makku in 2019.
For Pak, the trouble is worth it, particularly in a country where cultural appropriation is common. "I'm doing this because I'm Korean, and I'm proud to do it," she says, recalling makgeolli flowing at family dinners in the Korean immigrant enclave of Flushing, Queens. "I'm supposed to be the one who's bringing makgeolli over." She's selling Makku at spots like Momofuku Noodle Bar and Sunac Natural Market and trying to start a new alcohol category for makgeolli (which can either be classified as beer or sake currently) while she's at it.
Krista Farrell. Photo by Eugene Lee.
Championing Craft Spirits
Krista Farrell, Spirits Sales Manager for the Northeast and Spirits Specialist, Skurnik Wines & Spirits, New York City
Before Krista Farrell gets behind a spirit, she zeroes in on its production. Was it made in a farm distillery? Is the distillery growing its own grain? Malting it?
"Whether it be in New York or Martinique or Guadeloupe, it's just so cool to see people using what is endemic to their land, supplying their communities and their GDP with their own products," says the Korean-American industry vet who grew up gaining insights from a small family distributorship in Martha's Vineyard. "It keeps the craft in craft spirits."
In 2019, she transitioned from Caribbean rum producer Spiribam, where she managed Northeast sales, to one of its distributors, Skurnik, which offered her a more diverse portfolio of wines and spirits to sell from. "As a supplier, it was cool to see a distributor who was mindful about the things that they put in their books and not just picking up things because they could sell tons of volume of it," says Farrell. To her, Skurnik had a tight spirits portfolio that really delved into a producer's key sustainability practices like farming processes, packaging, disposal of distilled waste, energy efficiency for production and transportation, and impact on the surrounding communities.
It was a perfect match for Farrell's farm-first approach. Some of her favorite producers—which she sells to on- and off-premise venues through Pennsylvania, California, Ohio, Indiana, and Kentucky—include Uruapan Charanda Blanco, an "under-represented, historically significant" Mexican rum that highlights the country's sugarcane cultivation on volcanic soil, and combines sugarcane and molasses in its distillate for "a really funky yet accessible rum," and Idaho-based Square One Vodkas which is distilled exclusively from Montana-grown rye—infusing a nutty complexity—and is the largest consumer of Rocky Mountain Wind Power.
Farrell is also helping expand the Skurnik portfolio with more women and BIPOC producers.Ran Duan. Photo by Jesse Hsu.
Building Creative, Cross-Cultural Cocktail Programs
Ran Duan spots opportunities that others don't. He seizes them, and then blows them out of the water.
When his dad asked for help with the bar inside the family's Chinese restaurant, he taught himself to bartend and built Baldwin Bar into an acclaimed tiki cocktail destination, drawing bloggers and journalists out to a small suburb outside Boston to pair homestyle Sichuan cuisine with Duan's creative Mai Tais.
For his second act, Duan saw how Latin and Sichuan cuisines overlapped and conceived tropical drinks with the likes of cinnamon and star anise for Blossom Bar, located in his dad's other restaurant.
Duan's latest is an original concept: A seafood restaurant and oyster bar with multicultural flavors called Ivory Pearl that specializes in wine-inspired, carbonated cocktails like the Champagne Papi—a blend of vodka, fermented koji rice, honeydew, and citric acid, sold in both single-serve and large formats.
Fanfare follows all his projects—all undergirded by a deep sense of gratitude to his immigrant father who had sacrificed his passion for opera to provide for the family.
"The American dream for me is being able to set my kids up for success in the future, making sure they don't experience the same struggle as me," says Duan. "We're gonna work as hard as we can until we get there, even if that's seven days a week, twelve hours a day. That's the intelligence my parents were able to put in me. It's all about legacy."
Maya and Naoko Dalla Valle. Photo by Jimmy Hayes.
Revitalizing a Legacy Cult Wine
Naoko Dalla Valle, Founder, farmer, and proprietor, Dalla Valle Vineyards, Napa Valley
Maya Dalla Valle, Winemaker, director, Dalla Valle Vineyards, Napa Valley.
When the husband-and-wife Dalla Valle team—Japanese-born Naoko and Italian-native Gustav—purchased their eponymous vineyard in 1982, they had no idea their estate would catapult to cult wine status, fetching $500 a bottle.
Dalla Valle's 1992 Maya cuvée, a Cabernet Sauvignon/Cabernet Franc blend, earned a rare perfect score from Robert Parker. The Maya is still considered one of Napa Valley's greatest wines featuring Cabernet Franc.
Since Gustav's death in 1995, Naoko, who lives at the vineyard, has been directing the daily vineyard operations, walking weekly through the vines, and sorting grapes. "We work so hard to grow those grapes and this is the moment of truth," she says. "So yes, I take my pride in touching pretty much all the grapes." She's also ensuring that her daughter Maya, the famed wine's namesake, continues the legacy.
With oenology degrees from Cornell University and Bordeaux Science Agro, stints at renowned wineries like Ornellaia e Masseto and Château Latour, and four Dalla Valle vintages under her belt, Maya is now head winemaker and vineyard director. She has been pushing the company in new directions, by aging wine in clay amphorae instead of oak, and spearheading the conversion to biodynamics.
She's already observed higher vineyard resilience despite the increasingly extreme weather conditions. "One of our biggest issues was trying to protect the vines from the heat," says Maya. "And 2020 was the first year there was no sunburn on the grapes, which is rare." Microbial diversity has also increased with eight different types of naturally occurring yeasts which she employs for native fermentations.
"I really feel like the future is bright. By becoming a winemaker, it's like having your own destiny in your hand, and she does," Naoko proudly says of Maya. "She is the complete picture of the ideal winery owner—everything that's built into her."
Jhonel Faelnar. Photo by Mike Rush.
Setting the Standard for Wine and Korean Food Pairings
Pairing wine with Korean food is a relatively new thing, one that's followed the development of haute-Korean, Michelin-starred tasting menu restaurants like Atomix, where Filipino-American Jhonel Faelnar is leading the charge in this front.
"It's almost like open territory where nobody really knows what to pair with miyeokguk (seaweed soup) or galbi (barbecued short ribs) or whatnot," says Faelnar. "So then it becomes a process of experimentation and just, truly, freedom. Scary freedom but freedom nonetheless."
To pair chef JungHyun "JP" Park's food—heavy on seafood and vegetables, delicate in flavor—the former NoMad sommelier leans on white wines for 60 to 70 percent of the list, along with plenty of Champagne and lighter reds like Pinot Noir and Burgundy.
So for a deep-fried langoustine with doenjang (soy bean paste) caramel, he suggests Champagne from Jacquesson or a slightly off-dry Riesling with 20 to 30 years of age. For a grilled fish with sesame oil: a Godello from Spain by Raúl Pérez. "Actually, when I opened [the Godello], it had a bit of reduction on it, and was smelling a little bit like sesame oil itself."
Paula de Pano. Photo by Daniel Turbert.
Building a Big Wine Program in a Small Town
Paula de Pano, Beverage and Service Director of The Fearrington Village, Pittsboro, North Carolina
In a town that doesn't have the buying power of New York, Paula de Pano has championed a high-demand beverage program well-suited for the Relais & Châteaux property Fearrington Inn and Restaurant. The former Eleven Madison Park sommelier negotiates hard for every Champagne and Burgundy in Fearrington's roughly $200,000 cellar of 1,500 unique labels.
Heir to an existing wine list that focused on off-the-beaten-path regions like Chile and South Africa, De Pano expanded into classic regions like Italy and Spain during the 10 years she has been at Fearrington.
"We have a bottle for every person," says De Pano. Her well-rounded approach is key because she's charged with catering to the distinct needs of every venue in the villa: lunch counter, pizza and beer garden, fine dining restaurant, bookstore, and spa, in addition to the wine classes that she teaches.
Though De Pano used to doubt whether her opinions and ideas were worthwhile, finding the courage to speak up has resulted in new and exciting ways of approaching wine. "Suddenly you say [your ideas] out loud and people are like, 'Oh yeah, we didn't think about that,'" she says.
Take the "double" wine pairing concept introduced to Fearrington by the Philippines-born beverage director. "I find wine pairings to be subjective," says the Culinary Institute of America graduate. "What you taste might not be something that I taste."
So she'll serve a sea bass with two wines side by side: a Meursault and a Syrah. This way, diners can explore how each wine plays with either the fish or the ingredients in the sauce. Her method also invites a teaching moment for her guests: The perception of Syrah is that it's too full-bodied for fish. De Pano enlightens with a light Rhône Valley Syrah.
Joanie Kwok. Photo courtesy of AB InBev.
Bringing Innovation and Diversity into the Beer and Malt Beverage World
Joanie Kwok, Senior Marketing Director, Flavored Malt Beverages Portfolio and National Co-Chair of Pac-Asia, Anheuser Busch, New York City
Anyone who wants to know what's next in the world of flavored malt beverages—and how to market them to a more diverse consumer base—need only chat up Joanie Kwok.
She and her team have launched six brands (with two more on the way) for the Beyond Beer division at Anheuser Busch—a new group that was formed in response to today's drinking culture of declining beer sales and growing consumption of hard seltzer, whiskey, and tequila.
The second-generation Chinese American brings her lived experiences as an Asian American into the process, helping ensure that AB's products are launched with elevated social impact and culturally inoffensive messaging. For a Budweiser commercial featuring Dwayne Wade and Natalie Johnson, she heightened its impact by helping implement a scholarship to hire more Black brewers. For Super Bowl ads, she guarantees that a diverse list of advertising agency partners is considered.
"I think we're all trying to learn how to sell products in a way that's authentic," says Kwok, noting that contemporary customers are placing more weight on brand values. "There's more emphasis on, 'who am I supporting and are they then supporting my community back?' What is the quid pro quo?"
Reaching the consumer requires a multi-faceted approach, and for Kwok, that includes fostering an inclusive workplace where employees feel heard and educational conversations around experiences like Black Lives Matter happen—and engaging in a good dose of self-reflection.
"What are my privileges? What are the things that I've been taught that I need to unlearn, and then how do I lend a hand?" asks Kwok. "And everyone has the power [to do so] based on the rooms that they're in."Caroline Shin is a food journalist and founder of the "Cooking with Granny" video and workshop series celebrating diverse immigrant grandmothers. She grew up in Queens, NY with all its food, diversity, and attitude. Catch her work on Eater, New York Times, New York Magazine, and @CookingWGranny on Instagram.
January is National Mentorship Month— the perfect time to focus on growing and building important relationships with mentors that will positively affect your professional career.
Research shows that mentorship greatly improves career outcomes by providing professional guidance, skill development, and support through major work and life transitions.
We asked some of our partner companies to tell us about the mentorship opportunities they offer. If you’re ready to unleash your full potential by joining an impactful mentoring program, keep reading to hear what they said. (Plus, they’re all hiring—check out their open jobs under each entry!)
“Clarus Commerce has been running a mentorship program for the last 9 years. Here is how it works:
- Senior leaders nominate mentors within their department.
- The program lasts for about 6 months.
- Those who are interested in being mentored provide 6 topics that they’d like to discuss in mentoring meetings, which help us pair people up. Mentoring topics should focus on topics such as: leadership, how to manage up, presentation skills, communication, work life balance, etc.
- We leverage our Insights and Discovery profiles that each employee has to help better understand each other’s communication styles and help facilitate great discussions.”
Learn more about Clarus Commerce here.
“PwC professionals are provided learning opportunities, supportive career growth and unique mentoring opportunities to help them to fulfill their potential. The firm has several programs that include intentional mentorship and focus on building representation, inclusion and development of their people. For example, the firm launched Enrich, an experience designed to support the development and leadership skills of high-potential female and racially and ethnically diverse senior managers and directors. There is also Thrive, an innovative two-year experience for Black and Latinx entry-level new joiners that helps lay the foundation for a successful career through culture workshops, networking, connectivity and leadership engagement.”
Learn more about PwC here.
“At CallRail we have a program called Connection Point where individual contributors are paired with members of the Senior Leadership Team. Each pair is together for a full quarter and are given topics for their meetings, topics range from; career stories, situational advice and feedback, etc. At the conclusion of the quarter the individual contributors that have been in the program have a round table lunch with the CEO. This has been a great way to foster deeper connections within the organization, demystify senior leadership and help individuals see a path forward.”
Learn more about CallRail here.
“Automattic’s Design Mentoring program is a mutually beneficial partnership providing development opportunities for all. Mentees pick up new skills or get guidance with a project. Mentors practice communication, leadership, and knowledge sharing. The organization benefits from more engaged, productive employees, who have increased job satisfaction because mentorship encourages meaningful work that aligns personal and professional goals. In our distributed work environment, mentoring provides a human connection and a trusted space to grow. Tapping into all of the design experience and skill that our organization has is a powerful way to grow individually … and collectively."
Learn more about Automattic here.
“Relativity Women of the Workplace (RelWoW) Mentorship Circles is a group mentoring program that brings together women at varying stages in their careers and from every department at Relativity. The program sessions are curated by our team and include materials, talking points and action items to help create open dialogue, build connections and develop skills for personal and professional development. The program runs around six months, and includes a kickoff, mid-point event exclusive to program members, and a closing celebration. Relativity also plans to pilot a new mentoring program with broader reach across the company in 2022.”
—Yvonne Frazier – Executive Assistant
Learn more about Relativity here.
“CDW Business Resource Groups are a key source for networking and mentoring opportunities. In 2019, our BeU BRG launched a formal mentoring program through their Project IMPACT initiative aimed at recruiting, retaining and promoting Black coworkers. It has been a successful program that has brought coworkers together across departments and roles, sharing new experiences and perspectives for both mentors and mentees.”
Learn more about CDW here.
“BRIDGE is Kinesso's reverse mentoring program bringing together senior leaders and future leaders globally. Our program pairs employees with Kinesso's Senior Leadership Team, but rather than leadership mentoring employees, our employees mentor our senior leaders!
Through mentorship programs like Bridge, Kinesso's brings together employees across generations, cultures, territories, and job levels. Giving our future leaders the opportunity to share fresh perspectives and innovative ideas allows our current leaders to look at inclusion, capabilities, collaboration, and connectivity from a completely different lens.
"(Bridge) is immensely important for many reasons, but most of all, it shows that no matter where you are in your career, you should never stop learning and growing."
—Arun Kumar, CEO at Kinesso and Global Chief Data & Marketing Technology Officer at IPG”
For more information on Kinesso, please visit Kinesso.com/careers.
Learn more about Kinesso here.
"At SoundCloud, one of our core behaviors is to embrace the challenge- but that doesn’t mean that you go at it alone. We encourage SoundClouders to ask for help and to give help to those who it need along the way. Over the past few years we have offered a mentorship program that connects rising SoundClouders with under-represented identities (gender/race/ethnicity) with more senior level employees around topics of professional branding and career growth, influencing and emotional intelligence, and strategic thinking. In 2022, we aim to launch 2 cohorts of mentorship/coaching targeting different ranks of women of color."
Learn more about SoundCloud here.
“BlackRock has nine employee networks and four professional networks – all of which offer mentorship programs or opportunities.
Our employee networks: Mosaic; Ability & Allies Network; Asian, Middle Eastern & Allies Professional Network; Black Professionals & Allies Network; Families & Allies Network; Out & Allies Network; SOMOS Latinx & Allies Network; and Women's Initiative & Allies Network.
Our professional networks: Analyst Alley, Associates Arena, Global Administrative Initiative Network, and VP Village.”
Learn more about BlackRock here.
“Having both formal and informal mentors is crucial to elevate any career. At Lockheed Martin, mentoring is the development of meaningful relationships to transfer valuable knowledge and understanding from one person to another. It is a personal enhancement strategy through which one person willingly facilitates the development of another by sharing known resources, expertise, values, skills, perspectives, attitudes, and proficiencies. Our mentoring program is tailored to the individual employee to give them the right tools, the right resources, at the right time.”
Learn more about Lockheed Martin here.
“Autodesk is a place where you can shape your future and help others do the same. The Autodesk Mentorship Program empowers employees to take ownership of their careers and build on a mindset of learning from each other by offering mentorship opportunities for professional and personal development, peer-to-peer learning, and focused networking. The program helps you identify your goals and recommends matches for a mentor or mentee to help you accomplish them. Through the Autodesk Mentorship Program, employees can make connections, grow their skills, explore opportunities and build their career paths.”
Learn more about Autodesk here.
“Cummins Women’s Empowerment Network (WEN) focuses on a mission to create the right environment by advocating for equal representation, empowering women, and fostering inclusion for every employee in all work assignments at all levels.
As part of the work to achieve such a mission, WEN focuses on mentoring and development initiatives designed to foster mentoring relationships, broaden employee networks, and provide opportunities for personal and professional growth. Initiatives include Speed Mentoring Sessions, Personal Development & Networking Events and WEN Mentoring Circles Program. This annual Mentoring Circles Program provides a monthly opportunity for exempt employees to participate in a forum for open discussion, explore new perspectives and learn from peers and leaders.
Within the Europe region we also have the Cummins Business Services mentoring program which is open to all employees at all levels.”
Learn more about Cummins here.
“Meet a pairing in Millennium’s Mentorship Program: Cari Smalley, Co-Head HR Business Partners, Americas, and Jasmin Zirino, Operations Specialist. They say, "The mentorship program is a fantastic experience for anyone who wishes to join. It allows you to meet someone you do not directly work with and grow your network. It is invaluable to have the ability to work through solutions to problems, use one another as sounding boards, and occasionally just blow off steam in a supportive space."”
Learn more about Millennium Management here.
“Mentorship is about stepping out of our comfort zone, taking charge and acting upon our ambitions, opening doors for others and learning more about the skills that make our own success.
Expedia Group has a volunteer-led program allowing every employee to have an equal chance to grow and succeed. The program has brought together a group of 1,700 Expedians from all over the world who believe in skills development and the power to elevate others while creating Inclusion at Expedia Group. Through a self-service marketplace platform and organized meetup sessions, EG’s Mentoring Program enables all employees to ask for help and embrace their own identity while belonging to a community that thrives through diversity.”
Learn more about Expedia Group here.
“At Equinix, our employee connection networks (EECNs) play an important role in bringing together communities for learning and growth opportunities, including mentoring. While mentees gain much from mentors, we often find that mentors also discover growth opportunities.
By asking these questions, we instill best practices for a successful mentorship:
What does each party want from this experience? How often to meet? Confidentiality: What’s shareable and what isn’t?
Feedback: What are the expectations around giving and receiving feedback?
And remember, a mentoring relationship is like any other relationship—it takes time to develop. Build trust by getting to know one another.”
Learn more about Equinix here.
"At Unstoppable, it is our commitment to having a crypto forward culture. Every new team member is matched with a Crypto Buddy who acts as their first point of contact outside of their direct team, guides them down the crypto rabbit hole, and welcomes them into Unstoppable’s culture. As a fully remote company, making cross-team collaboration a key part of onboarding strengthens our community. This is also an opportunity for the buddy to hone their mentoring and teaching skills. When the new hire has been with the company for six months, they will then become a mentor themselves, driving a continuous cycle of mentorship."
Learn more about Unstoppable Domains here.
“Mentoring@Uber connects employees who are passionate about helping and up-skilling others with those who are seeking guidance and development. It is a way of connecting and sharing challenges on a mutual and reliable relationship —and trying to get another perspective from an unbiased source. It’s also an opportunity to learn from the experiences of others, or collaborate together to come up with a solution to professional problems that arise. People with mentors perform better, advance in their careers faster, and even maintain more work-life balance. And mentors benefit, too.”
Learn more about Uber here.
“MongoDB has offered two pilot mentorship programs to support underrepresented groups. One program focused on promising first-line managers and ICs from underrepresented groups and the other focused on providing executive mentorship to women & nonbinary leaders at the director level and up. In both programs, participants were matched with a mentor with who they regularly met to discuss career planning and personal development. Feedback from both pilots was hugely positive with participants indicating that they received helpful support from their mentors. Members from our ERGs have also served as mentors to our summer class of interns.”
Learn more about MongoDB here.
“Our Black and Latinx ERG, Array, offers a mentorship program pairing individual contributors within Array to C-Suite and VP level mentors, including PagerDuty CEO Jennifer Tejada. Dedicated to leveling the playing field for Black and Latinx employees, the program is structured so everyone can learn from each other. Mentees are paired with mentors from within or outside their department for a nine-month term, which includes check-ins, themed discussions, and monthly one-on-ones. Bri Solorzano, an Array mentee, explained that this mentorship program allows her to build bonds with higher level executives, and share her personal experiences as a Latinx employee and individual contributor at PagerDuty.”
Learn more about PagerDuty here.
T. Rowe Price
“Due to the highly collaborative culture at T. Rowe Price, the firm understands the value of relationships and the opportunities strong mentorship can provide. It is committed to not only developing talent within its walls but developing the next generation of talent within communities.
The firm will launch a new global mentorship program in 2022, which will offer associates the opportunity to connect with colleagues, agnostic of location or business unit. T. Rowe Price also provides leadership development to youth in the community through strategic partnerships such as the Baltimore Ravens Leadership Institute, a program aimed at high school students.”
Learn more about T. Rowe Price here.
“At Pluralsight, we take growth seriously. Which is why we offer a six-month long mentorship program for all of our employees. Our mentorship program is facilitated bi-annually by Women@Pluralsight, one of our Employee Resource Groups (ERGs) and aims to empower participants to recognize their full potential. We intentionally pair mentors and mentees to create connections that encourage the development of skills crucial to success, and foster personal and professional growth. In our most recent cycle we paired nearly 200 participants and have plans to continue growing that number. Because at Pluralsight, your growth is our growth, and vice versa.”
Learn more about Pluralsight here.
“At Yelp, we value and actively foster an environment focused on learning and development. There are a variety of mentorship opportunities available, such as:
- New Hire Mentors — new employees are paired with a team mentor to help them onboard and get settled in.
- Engineering Mentorship Program — any IC engineer can sign up to become or get a mentor within Yelp Engineering.
- Manager Mentorship Program — new engineering managers or proto-managers can get support from experienced managers at Yelp.
- Awesome Women in Engineering — This employee resource group’s mentorship program helps AWE members find mentors or mentee within the group.”
Learn more about Yelp here.
“At Turo, we help each other. We collaborate. We challenge each other. And we create the tools to succeed independently and as a team.
When you join Turo engineering, you’re assigned a mentor, a reliable, single point-of-contact to help you set up your environment, navigate the codebase, and acclimate to Turo’s culture and workplace. Mentors have a great responsibility to ensure new Turists feel welcome, offer encouragement, and provide advice and guidance on complex matters of systems and architecture. Engineers who demonstrate our core values of efficiency, pioneering, and being down-to-earth and supportive have an opportunity to mentor new engineers. Mentoring engineers is a great way to build the skills necessary to further your career at Turo.”
“Mentoring has allowed me to deepen my technical understanding and team connections.”
– Lauren Kroner, Senior Software Engineer
Learn more about Turo here.
“In the US, Moody’s has an intergenerational mentoring program, our Pride BRG members coach youth in the Queer Coders program. Our Women’s, Veterans, and Multicultural BRGs have a variety of mentoring programs, including summer intern mentorship, our Asian Leadership Initiative and our ConectaMos Hispanic/Latinx 1:1 mentoring program. Our Women’s Group Mentoring Program just celebrated its 10th anniversary with over 800 mentor-mentee participants over 10 years. In EMEA, Moody’s offers Power to Act reverse mentoring, mentoring through the Women’s and Pride BRGs, and a parental leave mentoring scheme. In APAC, Moody’s has various cross-BRG and cross-department mentoring programs.”
Learn more about Moody’s here.
“At Condé Nast, we are focused on providing positive career development opportunities. We recently launched a Global Mentorship Program as an option for employees to connect and learn from one another. For six months, employees participate as a mentor and/or mentee to develop their careers, grow their skills and guide one another. The structured framework creates and sustains an inclusive experience that empowers everyone’s growth.
The MentorcliQ platform we use lets us create mentoring pairs based on their interests, experiences and personality compatibility. To date we have had 473 active mentorship pairs.”
Learn more about Condé Nast here.
“Thornburg Small Group Mentor Program was created to bring employees of various tenures and experience levels together in order to cultivate organic relationships and opportunities for influence in a low-pressure environment.
The program consists of six small groups comprised of one mentor and three to six mentees. These groups meet for one hour every month for six months. The series concludes with a virtual event where all participants from every group can meet and share takeaways from their experiences.
- Small group format (not one-on-one)
- Low cost, low maintenance, light structure
- Flexibility for mentors to lead through individual style"
Learn more about Thornburg here.
“Women@Okta’s upcoming mentorship program:
W@Okta’s vision for the year is to empower, develop and support women-identified employees in order to ultimately improve gender diversity at Okta. One of our key methods is to empower the next generation of female leadership by providing a platform for women to connect and learn from one another through group and 1:1 mentorship opportunities. Our Professional Development branch is launching a pilot mentorship program with an initial cohort of 32 mentors and mentees.
Goals: Career, personal and organizational
Share your needs, desires, goals, and challenges; career choice and mobility.
Explore people, resources, information, expertise you need – but don’t have – to speed up, enhance, and ensure your results.”
—Professional Development Lead Christina Gallagher (Senior Sales Development Representative) & Partnerships Co-Lead Sarah Schiff (Senior Manager, Customer First Recruiting)
Learn more about Okta here.
Cloud computing has seen huge advancements in the last couple of years as the pandemic has forced companies to keep up with productivity, reduce costs, and stay connected. Instead of using in-house servers and computing power, “the cloud” offers the flexibility, scalability, and cost-effectiveness that companies need.
So it’s no surprise that cloud computing has been rated as one of the most sought-after tech skills by LinkedIn and Indeed this year. With ever-changing technology, the demand for certified cloud computing professionals has soared. The shortage of qualified professionals in this domain presents a golden opportunity for those who are willing to learn the necessary cloud computing skills.
And that’s why we’re excited to announce that PowerToFly is collaborating with the Microsoft U.S. Developer team to bring you FREE Cloud Skills Challenges all year long. Participants can develop new, highly-sought after skills by enrolling in three new challenges every quarter and get the chance to earn a Microsoft Cloud Computing Certification once the challenge has been completed. Those who take the challenge through PowerToFly have the opportunity to take the exam for free!
Cloud Skills Challenge
The challenges consist of completing a series of modules on Microsoft’s learning platform and benchmarking progress against other participants. After completing the challenge, participants can take an exam to earn an official Microsoft certification (paid for by PowerToFly!).
PowerToFly hosted our first Cloud Skills challenge in December 2021, where over 1,200 participants completed a Microsoft certified online course focused on Microsoft Azure and DevOps-related cloud computing skills.
We were blown away by the quality of students who participated in the challenge and walked away with new, marketable skills and an official certificate. It went so well that we are pleased to announce that we will be offering more Microsoft challenges exclusively for the PowerToFly community.
We are currently offering the following challenges:
Learn to design and implement strategies for collaboration, code, infrastructure, source control, security, compliance, continuous integration, testing, delivery, monitoring, and feedback.
Azure AI Engineer Associate
Learn to analyze solution requirements; design solutions; integrate AI models into solutions; and deploy and manage solutions.
Azure Data Scientist Associate
Learn to manage Azure resources for machine learning; run experiments and train models; deploy and operationalize machine learning solutions; and implement responsible machine learning.
These courses have been hand-picked by PowerToFly’s Customer Success team because they cover some of the most in-demand, high-paying skills companies are looking for this year.
PowerToFly will reimburse the first 50 people who successfully complete the challenge coursework and the certification exam!
Don’t miss your opportunity to level up your tech career! Click here to earn a FREE Microsoft Certification exam.
💎 Looking for some tips and tricks to prepare for your job interview with CallRail? You’ve come to the right place! Make sure to watch the video until the end for some valuable insights.
📼 Watch this video to get some tips that will help you prepare for your interview with CallRail. In this video, you’ll meet Kristin Marsicano, Director of Engineering, and Jon Cyprian, Talent Acquisition Manager at CallRail, who will tell you about the application process and give you some tips and tricks to crush the interview!
📼 Tip #1 for your interview with CallRail: Based on Jon's personal experience as a recruiter, he shares there isn't a "moment" when he knows the candidate is perfect for the job. That said, some vivid indicators naturally give recruiters a better feeling about a candidate, including the research they've done and just their genuine honesty! Transparency about skillsets and what you are looking for in your career journey matters!
📼 Tip #2 for your interview with CallRail: Kristin reveals, “One of the most common hiring misconceptions is that you have to meet all of the criteria in order to even consider applying." That is not true! Being on the other side of engineering hiring for the past seven years, Kristin has seen so many scenarios where the company extended an offer to somebody, even if they didn't meet every single one of the criteria. She recommends that you directly call out how your existing experience matches the job requirements when you apply. Then, if and when you get through to the interview, be prepared to note specific examples that match your experience to the role's needs. Kristin is looking to hire people who can adapt, who have the self-awareness to know what it takes to learn on the job.
Resume Tips for your Interview with CallRail
Jon says there are really only two things to keep in mind when it comes to resume tips. First, a resume over two pages can be too much. But if you still want to present that extra information, Jon recommends doing two submission formats: a short-form and a long-form. The second thing Jon suggests is to submit your resume in a simple form, using either PDF or Microsoft Word. That's because many applicant tracking systems that recruiters use do not accept additional formats.
🧑💼 Are you interested in joining CallRail? They have open positions! To learn more, click here.
Get To Know Kristin and Jon
Kristin is an experienced technical leader, people manager, educator, and mentor with 20 years in the software development industry, including authoring Android Programming: The Big Nerd Ranch Guide. She excels at project and team leadership, and is effective at communicating with technical team members across disciplines and skill levels, as well as non-technical team members and stakeholders. She has experience seeing projects through from inception to implementation. Kristin builds buy-in with internal team members and stakeholders through transparency, collaborative ownership, and consistent practices.
Jon has been with CallRail for more than three years now, first as an Internal Recruiter and currently as a Talent Acquisition Manager. If you are interested in a career at CallRail, you can connect with Kristin and Jon on LinkedIn!
More About CallRail
CallRail is here to bring complete visibility to the marketers who rely on quality inbound leads to measure success. Their customers live in a results-driven world, and giving them a clear view of their digital marketing efforts is the first priority for CallRail. They see the opportunities in surfacing and connecting data from calls, forms, and beyond—helping their customers get better outcomes. CallRail has appeared on best places to work lists and are ranked #1 on G2, but they’re not done. They need savvy, innovative people like you to help their customers scale and grow. Are you game?
💎 Get some top tips before your technical interview with Uber! Don’t miss the valuable advice from a company recruiter. And get to the end of the video for the most important tip!
📼 Play this video to get three top tips that will help you ace your technical interview with Uber. You'll hear from Kelly Hay, Senior Technical Recruiter at Uber, who shares everything you need to know if you’re aiming for a technical role with the company.
📼 Tip #1: Communication Is Key. The first tip to nail your technical interview with Uber: You must articulate your approach to the various problems the interviewer will put in front of you. Also, you should demonstrate that you have the knowledge and the skills necessary to thrive in the role. So, think out loud and explain your thought process as you code! This helps fully communicate your solution and allows your interviewer to correct any misconceptions and offer high-level guidance.
📼 Tip #2: Share Your Experience. The second tip for a technical interview with Uber: Clearly illustrate your current role and projects to convey your efforts and accomplishments. Be able to describe how you've been managing various aspects of a project, from planning to completion, and how you've used your problem-solving skills to guarantee project success! Make sure that you focus on projects that had the biggest impact on the organization, where you’ve had a pretty large scope. Share all the details, including the budget timeline and why certain decisions were made. It's all about building and telling the story from the beginning of the project to the end: Why and how you got specific requirements, how you translated those requirements into engineering terms, what types of challenges you faced, and how you solved those challenges.
Tips for a Technical Interview with Uber: Be Prepared!
Take the time to read the interview prep that the recruiter provides. Also, focus on revisiting fundamentals. While it's great to impress the team at Uber with your in-depth knowledge, it's just as important to nail the basics! It may sound obvious, but Kelly highlights that recalling things you haven't revisited for a while can be incredibly tricky.
📨 Are you interested in joining Uber? They have open positions! To learn more, click here.
More About Uber
We are Uber. The go-getters. The kind of people who are relentless about our mission to help people go anywhere and get anything. Movement is what we do. It’s our lifeblood. It runs through our veins. It’s what gets us out of bed each morning. It pushes us to constantly reimagine how we can move better. For you. For all the places you want to go. For all the things you want to get. For all the ways you want to earn. Across the entire world. In real-time. At the incredible speed of now. We welcome people from all backgrounds who seek the opportunity to help build a future where everyone and everything can move independently. If you have the curiosity, passion, and collaborative spirit, work with us, and let’s move the world forward together.