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Articles on this Page
- 09/24/13--13:06: _The 10 Most Fun Law...
- 09/24/13--13:31: _This Miserable Law ...
- 09/24/13--18:22: _You Can Make Incred...
- 10/09/13--07:55: _How To Make A Good ...
- 10/09/13--09:32: _Are You A Control-F...
- 10/09/13--17:24: _New York Needs Comp...
- 10/12/13--05:09: _Is it Sexist to Rec...
- 10/12/13--06:30: _The Longest, Crazie...
- 10/14/13--04:00: _Here's The Insightf...
- 10/15/13--10:06: _The 10 Best Careers...
- 10/16/13--21:02: _The Most Successful...
- 10/19/13--07:00: _INSPIRING STORY: Ho...
- 10/22/13--06:25: _5 Things You Should...
- 10/24/13--05:22: _10 Surprising Caree...
- 10/24/13--07:56: _I'm Married Without...
- 10/24/13--18:18: _17 New Ways To Make...
- 11/02/13--06:00: _This Chef Taught He...
- 11/05/13--07:05: _Sallie Krawcheck An...
- 11/05/13--21:16: _The 13 Best Celebri...
- 11/07/13--08:05: _How Anyone Can Crea...
- 09/24/13--13:06: The 10 Most Fun Law Firms For Summer Associates
- 09/24/13--18:22: You Can Make Incredible Sums Of Money In Enterprise Software Sales
- 10/09/13--07:55: How To Make A Good First Impression At A Job Interview
- 10/09/13--09:32: Are You A Control-Freak Boss? Time To Delegate
- 10/12/13--05:09: Is it Sexist to Recruit Women in Tech?
- 10/12/13--06:30: The Longest, Craziest, Job Interviews We Ever Heard Of
- 10/15/13--10:06: The 10 Best Careers Right Now For Recent College Graduates
- 10/16/13--21:02: The Most Successful Celebrity Siblings Outside Of Hollywood
- 10/22/13--06:25: 5 Things You Should Know That HR Will Never Tell You
- 10/24/13--05:22: 10 Surprising Career Tips For Millennials
- Never take career advice from people your own age. Your peer group is your competition. They are just as clueless and dumb as you are. If someone sounds smart, it’s because they are giving you advice that was given to them by someone older and wiser.
- Stop obsessing about mentors. You don’t want advisors or mentors. You want friends who will do things for you. And you want to support your friends. Guess what? An older, wiser person can be your friend.
- Invest in your abilities. Your natural abilities may be totally different than your passion; however, your skills and abilities will help you earn money. Money funds your true passion.
- Money and title are earned. I never want to tell you that you have to pay your dues. But you totally have to pay your dues unless you are an owner or a founder.
- Debt is your enemy. I know you struggle. Fight harder. Buy less stuff. Trust me on this one.
- Your social footprint matters less than people tell you. Certain people want you to be online because they make money when you are online. Your social footprint only really matters when it is negative. Keep it small and tight.
- No decision is lasting and permanent. You can get up, walk way, and start over at any time. There are consequences, sure, but you are not locked into a decision forever. You always have choices.
- Talk less. Listen more. This is just good advice for anyone in any situation.
- Never listen to anyone who works for free. There is a lot of advice on the Internet. You should consider the source and remember that very few people get paid to write unless they own the digital platform. Don’t take advice from people who have time to offer free advice that you didn’t ask for.
- You are more than your job. If you do it right, your life gets more diverse and interesting as you get older. You will wear more than one hat. You will have multiple roles. Life will get messy. And it will be awesome.
- 10/24/13--07:56: I'm Married Without Kids, And I Choose Not To Work
- The Web Application Hacker's Handbook (her bible)
- Head First SQL (another favorite book)
- WebGoat, which is a site and free software that teaches web hacking.
- XSS Challenge, a contest that teaches hacking.
- Various "Capture the Flag" competitions, a popular way to learn about security, like this one put on by NYU.
- 11/05/13--21:16: The 13 Best Celebrity Career Comebacks
- 11/07/13--08:05: How Anyone Can Create Their Own Luck
Many U.S. law students have spent recent weeks interviewing for summer associate jobs — the gigs before the last year of law school that are essentially 10-week interviews.
It's pretty well known among lawyers that summer associates don't end up doing a ton of work. They do go to a lot of parties.
We spoke to one former summer associate at a big New York firm who said she gained 10 pounds after a summer of cocktail parties and firm-sponsored dinners.
"It was kind of an exhausting social calendar," she said.
The wining and dining of summer associates began as a way for law firms to attract top talent. Now, many of the lawyers at the firms have grown accustomed to these events.
"The attorneys at these firms really like these events," the former summer associate told us. "It's fun to go to a cocktail party with these shiny summer associates."
The summer associates she worked with had a general operating procedure to make sure they were behaving appropriately during those parties. "As long as there was a partner there who was drunker than you were," she said, "then you were in the clear."
Of course, some firms might have better parties for summer associates than others. Careers site Vault recently did a survey of law firm associates who had participated in their firm's summer associate programs to find out which ones were the most fun. (Vault also did a separate ranking of which firms prepared summer associates the best, and which ones had the best overall program.)
Here are the firms that associates ranked as the most fun:
1) Kasowitz, Benson, Torres, & Friedman LLP — The firm says it tries to give summer associates a balance of work and play. Recent summer events included an art tour followed by dinner with artists, a Yankees game, and an evening at New York's oldest beer garden. There are also a lot of happy hours and summer lunches, associates told Vault.
2) Shook, Hardy, & Bacon LLP— Summer associates at Shook, Hardy participate in cultural and sports events and have dinner in partner's homes. The firm says specifically says it wants summer associates with a good sense of humor.
3) Irell & Manella LLP— This California firm organizes many fun events for its young summer lawyers, including a weekend in Catalina and a night at a Newport beach resort.
4) Troutman Sanders LLP— Each regional office of Troutman has an "abundant" mix of social events, according to the firm. There's also a firm-wide retreat every year at a beach resort.
5) Gibson Dunn & Crutcher LLP— Summer associates in the Denver office recently went to a weekend golf and spa retreat in the Rocky Mountains. The summer associate program at Gibson Dunn includes so many social events that one law student who participated in it had this to say to The American Lawyer: “I would ask that the Summer Associate Program be scheduled so that there is a bit more time for work.” Another summer associate told Vault, though, that the firm hits the "work/play balance perfectly."
6) Linklaters LLP— The most fun part about the summer associate program at Linklaters' New York office could be the trip to London.
7) Ropes & Gray LLP — Summer associates here participate in scavenger hunts, trips to museums, baseball games and cooking classes.
8) Skadden, Arps, Slate, Meagher, & Flom LLP— The firm says its sponsored events provide a "social outlet" for summer associates to get to know the lawyers there. Recent events included a party at the Museum of Modern Art in New York and a Rolling Stones concert in Philadelphia, according to Above the Law.
9) Paul, Weiss, Rifkind, Wharton & Garrison LLP— Summer associates get to sail around Manhattan, go to cocktail parties, and watch Shakespeare in the Park.
10) Haynes & Boone LLP— "You'll have fun!" the firm promises prospective summer associates on its website. Associates get to participate in firm parties, go to dinners, and attend sports games.
Will Meyerhofer, a New York psychotherapist in private practice, resisted going into the mental health field for a long time. Psychotherapy is his third and most satisfying career.
His online forum, The People’s Therapist, is especially popular among lawyers. Will knows from personal experience what their work lives are like.
As an undergraduate at Harvard, he spent a lot of time counseling people. Among his friends, and then their friends, he developed a reputation as a good listener who kept secrets. There was no shortage of Harvard undergrads who needed someone trustworthy to talk to.
“I was everyone’s therapist,” he says.
In fact, Will came from a family of therapists. His father is a psychiatrist and his mother and brother are psychotherapists. His brother suggested that Will might enjoy being a therapist too, but Will headed to New York University School of Law instead. After graduation, he joined the New York office of Sullivan & Cromwell.
Will hated the adversarial nature of law firm work from the start. He liked working with other people, but the firm culture placed a higher value on working against them. When he tried to take a more collaborative approach with opposing counsel, the partners came down on him hard. He was miserable, and started having panic attacks. He had started going to group therapy at NYU while he was still in law school. Those sessions became invaluable while he was at Sullivan & Cromwell.
“The group was my refuge for five years,” he says. He also started seeing an individual therapist, whose work he admired so much that he started to reconsider his brother’s career advice.
But he needed to get out of law first. The firm helped him with that. As a consequence of his misery, Will stopped performing at work as well as he had when he started. His supervisors noticed, and suggested that perhaps Sullivan & Cromwell was not the right place for him.
“Thank goodness I got fired,” he says. The firm paid for him to see an outplacement counselor.
Because Will knew so little about what other jobs involved, the counselor suggested that he do some informational interviews. At the time, Will knew little about networking, and it didn’t come naturally to him. His outplacement counselor pushed him to develop those skills, a coercive approach that was exactly what he needed at the time.
In all, he had forty-one informational interviews. As Will thought about what he might want to do, he kept thinking about books. He started to focus his outreach on people who had something to do with publishing. His networking led him to his next job: a junior marketing position at Barnes & Noble. “And after that, I had a new identity,” he says.
The persuasive skills Will had honed in law school helped him get his first marketing job. Although Barnes & Noble was initially resistant to hiring someone with Will’s legal background, he convinced them that he was a great bargain.
Because he wanted the job so much, he told them that he would be very flexible about his salary. He also pointed out that they could probably halve their legal bills by hiring him, since he could review contracts in-house. They gave him a chance.
Will’s starting salary at Barnes & Noble was half of what he had been making at Sullivan & Cromwell. He had a more junior title, but his work was more engaging. Will liked the process of brainstorming with corporate partners like MBNA and Master Card to come up with deals that worked well for everyone.
Will was soon known as the person who could make corporate relationships work, and he could draft agreements quickly himself. His creative approach was praised instead of punished.
Although he was doing well at Barnes & Noble, something was still missing. One night, his brother noticed that Will seemed to be bored with his work, in spite of his success. “He asked me whether I really cared if the company’s revenue was up or down,” says Will. “And that cut through me. I was at Barnes & Noble only because I liked books, but I didn’t care at all about selling them.”
For the second time since law school, he set out to change careers. Will wasn’t afraid to ask for support. “I told a friend that I needed someone to remind me who I was, and that I was unique and skilled,” he says. “He told me that I was a good listener. I knew that on some level, but it helped to hear it from someone else.”
What Will really valued, he realized, was people and personal relationships. Leaving the firm for Barnes & Noble had been a good first step, but it hadn’t put him on the path he really wanted to follow. After talking with many therapists, including his brother, he decided to become a therapist himself.
In order to do so, he had to go back to school for a two-year program. He took on another $35,000 of debt to go to Hunter College School of Social Work, which was a fraction of what he would have owed had he gone to a private university. “I highly recommend cheap schools,” he says. Returning to school in his thirties, he was quite a bit older than most of his classmates. He also had to work at an unpaid internship for two years. He found it hard to be as deferential as his internship required, and at one point he was almost thrown out.
When Will graduated, he got a part-time job at a clinic, earning less than $27,000. He taught ten-week group sessions at the clinic, filling the seats primarily by word of mouth. After his clients completed the group sessions, he offered to see them individually through his own practice. His fee, set deliberately low at first, rose over time. After five or six years in practice, he was making a six-figure salary again.
But he is not in it to get rich, he says. He is in it to be happy, and he is. After all, he says, “What would you pay if I could guarantee you would be happy about what you were doing all day?”
Some of Will’s clients now are unhappy lawyers. He empathizes with the difficulty some of them have in seeing outside the world of the firm. “Law firms can be hermetic,” he says, “and it’s easy to get tunnel vision.” When everyone you know is a lawyer, he says, it can be hard to see that not everyone works on weekends. His lawyer clients, he notes, often try to rationalize their unhappiness at work by telling him that it is “just a job.”
Will disagrees. He believes that work is a form of self-expression critical to living a good life. “It’s important to find the work you love to do, but you need to look inside to do so,” he says. “Everyone deserves to get up in the morning and go to a job they are excited about. It is a right.”
From "Life After Law: Finding Work You Love With The J.D. You Have" By Liz Brown, J.D. Copyright © 2013 by Liz Brown. Reprinted with permission from Bibliomotion Inc.
We've been closely watching Oracle President Mark Hurd's attempt to overhaul the company's sales force.
Hurd's plan is risky for Oracle because the company has always been known to be one of the best-paying tech companies for sales jobs.
So, just how much money can someone make selling enterprise software?
Top performers get up to $400,000 a year, year after year, our sources say. (Bear in mind that the average salary in the U.S. is about $46,000, according to the Bureau of Labor Statistics.)
"On average, an Oracle sales rep has a base of $110,000 and earns $250,000 a year, but there will be people at Oracle this year who earn over $500,000," says headhunter Paul McEwan, a partner for technical sales recruiter, Richard, Wayne and Roberts.
Overall, at top-paying enterprise software companies like Oracle, SAP, HP, Microsoft, and IBM, the "top 20 percenters"— the 20% of salespeople in the company who consistently sell the most — make $250,000 to $350,000 a year, headhunters and enterprise sales people tell us.
The top 10 percenters "make from high the $200s to low the $400s, and are cranking in that zone, year after year," McEwan says.
In a really good year, a top salesperson at these companies can even earn $1 million, says Eliot Burdett, CEO of headhunting firm Peak Sales Recruiting.
But it's tricky for them. Salespeople are paid a base salary plus commission, and the commission structure can be complicated, Burdett says. An enterprise software salesperson will have a quota, perhaps $5 million.
Hit the quota and it's "cha-ching!"
Miss it and risk losing your job.
Salespeople who regularly exceed their quota will find that the company raises it. They should get paid more, but they'll also have more pressure to perform.
One salesperson who has worked for several of the top companies mentioned here, but who requested anonymity, told Business Insider:
"My base has run from $100,000 to $134,000 and commissions for sales on target are typically $200,00 to $300,000 with $240,000 or $250,000 being most common. The last two years I was in the low to mid $400,000s."
This person also told us that while Oracle, SAP, and EMC are known for their high pay scale, "the best pay is at mid to large independents like Informatica, Tibco, etc. They have more aggressive sales plans."
Software-as-a-service cloud-app vendors like Workday, Salesforce, and Cloudera are also known in the Valley for paying very well, where Microsoft and IBM have a mixed reputation. They have complicated commission schemes, but giant sales support systems that help sales folks earn their quotas, they've told us.
Software startups tend to pay less (not surprisingly) and frequently offer bonuses of stock against an eventual IPO. Top salespeople work for startups for two reasons: 1) they like the culture or the company or 2) they are proving themselves so that an Oracle or Salesforce will one day hire them, says Burdett.
The best salespeople are folks who are naturally driven and competitive, but also extremely helpful. They want to solve their customer's problems, not just sell stuff, says McEwan.
"It's not their resume, it's their presence. When you meet a star salesperson, people will ask, did you meet her? She's awesome," he describes.
But the pay is high for a reason. This isn't an easy career, warns Burdett.
"It's a tough life. Some of these folks are on the road all the time. That's tough to do if you have a family. It's a high pressure job where you are only as good as your last quarter or fiscal year. There's lots of pressure keep performing or running on that treadmill. If you take a breather could get thrown off for good," he says.
Washington: Highest ever income, $300,000 - $400,000
The "vertical industry" experience is important. That indicates which industries a salesperson knows, has contacts in.
Outside Rep/Field Sales, Washington
Previous Employer(s): Oracle, BEA, IBM
Product Expertise: Enterprise Application Integration/B2B Integration, Internet Infrastructure Software, Business Intelligence, Database & File Management Software
Vertical Expertise: Health care & Medical, Industrial Manufacturing
Largest Deal Ever Closed: Greater than $2.0 Million
Highest Ever W2: $300,000 - $400,000
Average W2 Last Four Years: $250,000 - $350,000
North Carolina: Highest ever income, $300,000 - $400,000
Enterprise resource planning software (ERP) and Supply Chain Management (SCM) are big, expensive investments, that yield big commission checks.
Outside Rep/Field Sales, North Carolina
Previous Employer(s): SAP, Siebel, Oracle
Product Expertise: Enterprise Resource Planning (ERP), Supply Chain Management (SCM), Vertical Specific Solutions, Business Intelligence, Customer Relationship Management
Vertical Expertise: Industrial Manufacturing, Capital Equipment, Consumer Goods
Largest Deal Ever Closed: Greater than $2.0 Million
Highest Ever W2: $300,000 - $400,000
Average W2 Last Four Years: $250,000 - $350,000
New York: Highest ever income, $300,000 - $400,000
A sales person that isn't routinely making over $150,000 a year won't last long in this business, sources say.
Outside Rep/Field Sales, New York
Previous Employer(s): TIBCO, Information Builders, Computer Associates
Product Expertise: Enterprise Application Integration/B2B Integration, Internet Infrastructure Software, Systems & Network Management, Business Intelligence
Vertical Expertise: Mid-Market, Pharmaceuticals & Biotechnology, Financial Services
Largest Deal Ever Closed: Greater than $2.0 Million
Highest Ever W2: $300,000 - $400,000
Average W2 Last Four Years: $150,000 - $250,000
See the rest of the story at Business Insider
Click for sound.
Produced by Justin Gmoser; Additional camera by William Wei
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It's surprisingly difficult to let go of the daily grind.
As successful employees transition into managerial and leadership roles, they often have trouble relinquishing the small tasks and busy work that used to pile up on their desks, writes executive coach Judith Sherven in a recent LinkedIn post. For some people, busy work becomes an ingrained habit. Others may hesitate to rely on another person to complete the task. But making the shift is important for both you and your employees.
"Understand that if you can’t surrender the work that should no longer be on your plate, you’ll be seen as a control-freak and micro-manager by those who work for you, whether or not you ever hear a word about it," Sherven explains.
How can new executives, managers, and leaders learn to be better delegators? Sherven says it's important that they train and trust the people they'll be delegating to. If someone doesn't make the cut, then the new manager might need to replace or fire that employee. The manager also needs to rethink his or her identity to include the role of delegator, Sherven says.
"When you’re clear about the power of appropriate delegation, then you can grow that new identity as you build and develop an effective team behind you that you can trust to take over when circumstances demand," she concludes.
No question about it. New York's tech industry is thriving.
Right now New York actually has more job openings for computer programmers than San Francisco, according to job hunting site Indeed.
To be fair, San Francisco is only one relatively small part of the programmer's nirvana known as Silicon Valley. When you add in job openings in cities across the whole San Francisco Bay Area (Palo Alto, Menlo Park, Santa Clara, San Jose, etc.), it's hard to beat the Valley for programming jobs per capita.
But on a city-to-city comparison, New York wins.
Here's the top 10 cities with the most job openings for computer programmers according to Indeed.
1. New York, NY (4,942)
2. San Francisco, CA (3,890)
3. Seattle, WA (3,040)
4. Chicago, IL (2,788)
5. Washington, D.C. (2,170)
6. Houston, TX (2,161)
7. Atlanta, GA (2,066)
8. Boston, MA (1,761)
9. San Diego, CA (1,749)
10. Dallas, TX (1,690)
Julie Ann Horvath is a designer at Github, the open-source code development startup in San Francisco.
I recently gave an interview to Dame Magazine to discuss whether or not efforts to recruit women in tech are sexist, and while answering questions over email, I realized I hadn't really sat down and written enough about my worries, reasoning, and motivations around Passion Projects. There's a ton of great stuff in this interview (that didn't get written about in the article) that I think everyone needs to hear.
Here's the full interview:
1. Some say that Women in Technology Initiatives can do more harm than good, and that they don’t want to be seen as token females. As one of GitHub’s first female developers, did you ever feel a pressure to represent all female developers? What was that experience like?
I actually still worry about this pretty often. I think there's a misconception, even within GitHub, that I *speak* for all women at our company. Even amongst the Ladies of GitHub, we're a super diverse group of people. We're on different teams, some of us have families, some of us don't, we're from different parts of the world, have different backgrounds, different interests...It's not my job to be the figurehead of women at GitHub...but I'm protective of the culture we've built and want to enable more women to do awesome work and feel like they're valued as peers.
2. How did things change for you personally once GitHub hired more women?
I guess I hadn't noticed how much I missed working with other women.
I remember I was helping out a friend with a side project after work one day. We sat down and spent the night writing code together. It was just so...easy. To get along, to get on the same page, our arguments were productive and from the minute we sat down together there was an immediate sense that we respected each other.
I'm not saying these working relationships can't exist between across all genders. It was just cool to sit down with someone, write code, and assume that that other person was my peer. I didn't have to prove that I was as smart as them nor did I have to scream to be heard or have my opinion considered.
I knew I hadn't felt this at GitHub in a while. So when I got back from working on that project with my friend, I posted this status update on our internal communication tool we call 'Team':
"Made my first contribution to a friend's project tonight. Really fun to write code and work on projects with other lady scros [reference to the movie Idiocracy / inside joke]. Something I wish we had a little more of at GitHub. Which reminded me, it's been a while since we've hired a female engineer or designer. In fact, If we had a "Technical Lady Hubbers Hired" graph it would look like the one attached. Would anyone be interested in a few talks about growing an awesome female engineering culture from some amazing lady devs in the new year? I would be most willing to PRP [be responsible for] this effort."
That was the seed that Passion Projects would eventually grow from.
There are women who are super comfortable with being the only woman in tech. Some of them see it as an advantage, you know, being the unicorn. Tina Fey has a great quote about this in her book Bossypants on career advice for women who work in a male dominated industry:
“This is what I tell young women who ask me for career advice. People are going to try to trick you. To make you feel that you are in competition with one another. "You're up for a promotion. If they go for a woman, it'll be between you and Barbara." Don't be fooled. You're not in competition with other women. You're in competition with everyone.”
I don't just want to hire more badass women, I'm focused on keeping them. I don't want to hire women and put them on a shelf like "look at all our women" (I'm sure this is the tokenism Lea's worried about). My motivation is not for GitHub to beat other tech companies in the percentage of female employees race. I don't care about that.
I want to empower the women I work with, the women who inspire me. I want them to be more visible and I want other people to see that you don't have to be followed around by a fleet of nannies to be a successful woman in our industry. The women I see affecting change every day are so normal. We don't just need role models, we need to see people who weren't born on 3rd base succeed.
3. Do you agree that the anonymity of the internet makes it more attractive to women?
Absolutely. My coworker Kyle wrote a pretty good blog post entitled 'Pixels Don't Care' you should it check it out.
4. Some argue against having female role models. You wrote in your blog, however, that seeing a woman succeed in your environment made you realize you could do the same. In your experience why are female role models important? How did it impact you to have a female role model?
You have to have a connection with the people you look up to. With your mentors. For me, it's incredibly important for the people who mentor me to have come from a similar community, have a mixed background, or be a woman. Or all of those things. It's about relating to them.
My role model at my first company was all of those things. She prepared me for a ton of things that I was going to run into. And that she knew would upset me. In a lot of ways, she evened the playing field for me a little bit. And I try to do the same thing for the girls and women I mentor as well as those whom I work with.
5. What inspired you to create Passion Projects around the idea of featuring female role models? How is Passion Projects different from other Women in Tech initiatives?
I don't know how much it's different. One thing I've really pushed is that I don't want women to come and give talks about being women. I hate that. I get asked "What is it like to be a woman in tech" all the time. And I never really know how to answer that question. I think it goes back to the idea that every woman's experience in this industry is the same. They aren't.
I decided to ask these incredible women to speak about whatever project they're most excited about. This has kept the talks really diverse and interesting to everyone, not just women. The typical Passion Projects audience is usually split right down the middle, half men and half women. And I wouldn't have it any other way. It's just as important for men to see these women as role models as it is for women to.
6. You mentioned in your blog that you had some negative experiences early on. Can you share one story and explain how you dealt with the situation? How did that experience motivate you to create Passion Projects?
To be honest, I created Passion Projects because I didn't want to dwell on the negative experiences anymore. I think I got to a point where I was so frustrated with the leadership in this industry. Because I would hear "We should hire more women!!" on almost a daily basis from the same people who kind of refused to respect me as a peer. So in a lot of ways Passion Projects was an attempt to call all of their bluffs. I was finally asking my founders and this industry to put their money and their support where their mouths are.
The support from my coworkers, both female and male, has been totally extraordinary and inspiring.
7. What has been the biggest impact of Passion Projects? Any surprises or unexpected results?
I'm so happy with the communities that are being built around Passion Projects. And to be honest, It's really awesome that men are walking away from these talks inspired by these women speaking. It's great to see faces in the crowd I don't recognize. Because that means we're growing our community.
8. Women in Tech Initiatives can certainly increase visibility, but what makes a company a great place for a woman to work once she’s hired? If you were looking for a job today, what criteria would you consider about the work environment?
I need to see women in leadership roles. I need to see them contributing to product decisions. And I need to see that women at these companies aren't being tricked into competing with one another.
9. You wrote: “Over the years I've learned that the best way to make sure your experience doesn't go to waste is to invest it in the people around you.” How did you learn this lesson? Why is this important?
I learned this by connecting with other women in my industry. I realized that I was internalizing a lot of problems that weren't really mine to begin with. And that there were better ways to handle sh---y situations and conflict without blaming myself for other peoples's shit. It's my job to do my job, to design products and write code, and to be good at these things. It's not my job to correct the way that other people behave. Once I started talking to other women about some of these situations I was dealing with, I started connecting a lot of dots. And with their help and advice I was able to distance myself from these toxic situations and focus on the work I do.
I really wanna pay some of that forward. That's always been instilled in me. I think it has to do with coming from where I come from, seeing fucked up things and wanting to fix them.
10. Last but not least, is it sexist for companies to focus hiring on women? How do you find a middle ground between sexism and support?
Just to say they have? Absolutely. I struggle with this all of the time actually. And I'm incredibly careful about this internally and being clear that Passion Projects is not a recruiting mixer. I don't want the women who attend our events to feel like they're being preyed on. I've also been hesitant in partnering with other companies in any effort to scale the series specifically because I want them to have the right motivations. Sure, it's great your company wants to hire more women. But *why*? I think there are a lot of people talking about diversity in tech right now because they think it's what they're supposed to be talking about.
Don't get me wrong, I plan on taking full advantage of this to try to even the playing field for women and for people who come from different socio-economic classes, and belong to different races and ethnicities.
But not because someone told me those are things I should care about, but because that's who I am. And I'd like to make it easier for more people like me to learn, succeed, and become leaders in tech.
Read the article Are Efforts to Recruit Women in Technology Sexist? in Dame Magazine.
Horvath is a designer and frontend developer at GitHub. She is also the creator and organizer of Passion Projects, a monthly talk series designed to help surface and celebrate the work of women in the tech industry.
Todd Pollak is director of Financial Services at Google, running a team responsible for some of Google's biggest customers like Amazon, eBay, and Walmart.
His great career wouldn't have happened without one of the craziest job interviews we've ever heard of: a six-hour car ride with his potential boss from San Francisco to L.A.
It was 2001 and he was a young salesperson working for a startup called Vuepoint (later named Certpoint Systems, which is now owned by Infor), founded by Ara Ohanian.
Ohanian needed a sales manager. Pollak didn't have the experience but Ohanian liked him.
"I saw that this person had tremendous potential, but before letting him take half nation as territory I said, let's travel together,'" Ohanian, CEO of Certpoint Systems, told us.
Pollak's interview was supposed to be long and tough as it was: a flight and a meeting with the company's biggest customer in L.A.
It was scheduled for September 11, 2001.
Then the World Trade Center was attacked and all air flights were grounded. So Ohanian told Pollak they were renting a car and going to the meeting anyway. He even made Pollak drive.
"He said, we're going to the meeting as a show good faith. I thought he was crazy, but went with him, curious to see what would happen," Pollak said. "The minute I started to drive, I realized that Ara and I are similar people with similar values. We talked for six straight hours."
When they arrived a security guard refused to let them in, yelling,"Are you crazy? The Twin Towers were just hit. Go home!" Pollak remembered.
And the two road-tripped home, good friends by that time. Pollak was hired and they've been friends ever since.
Ohanian went on to perfect the extremely long interview process. In the years since, he took some job applicants on cross-country flights from New York to L.A. He took others on five-hour hikes in Wyoming.
"I used any activity where I could really see one-on-one how an individual behaves," because people can't fake their personality for that long, he said.
"I look for specific things: energy, humor, the ability to be spontaneous at the right moment, being comfortable in one's skin," Ohanian said. He also looks for curiosity, compassion, and empathy, watching how they treat flight attendants, waitresses, other people in a service role.
Ego problems will often show themselves there, he said.
Even a short interview can be a test of character. He once made his prospective CFOs interview on Halloween, while he was dressed as the Tin Man from the Wizard of Oz, complete with silver-painted skin.
One guy couldn't take it. Said he couldn't talk seriously to a man in costume.
Another excused himself for a moment, went to his car, grabbed a bandanna, and came back in as the Scarecrow.
He was hired.
Pollak can't use such extreme methods when hiring for his team at Google, although he would like to. "If I had the ability to spend six hours with someone straight, I would do it no question," he laughs.
"But Google has a rigorous process in place for hiring so instead, I never ask them about work," he says. "They wouldn't be in the room with me if they weren't qualified for the job. I focus on person's values and how they see the world."
Mike Rowe, best known for being the host of the show "Dirty Jobs," took part in the New York Comic Con panel "How to make friends and influence people: Talent and production company relationships in the new media landscape" over the weekend, and he dropped a couple of real nuggets of wisdom that any aspiring professional can apply to their career.
Rowe should know considering he sampled 300 jobs in over eight seasons on "Dirty Jobs," gave a Ted Talk in 2011 on the value of work, and started the Mike Rowe Works Foundation.
He's also milked camels.
Rowe said that one of the biggest lessons from "Dirty Jobs" was when he first heard of the notion of taking the "reverse commute"— to go in a career path in the opposite direction from the one you're currently on — from a septic tank technician in Wisconsin named Les Swanson who was formerly a psychiatrist.
Rowe explained how somebody could go from a psychiatrist to a crap cleaner:
"We were standing one day up to our nipples basically in this lift pump chamber ... you have no idea what goes on in there. It's where all the stuff you flush down the toilet accumulates before it heads to the waste water treatment plant. We're standing in this thing knocking hunks of cholesterol off the walls, it's 120 degrees, it's like steady Judy, steady. It's the 7th level of hell.
I say to Les, 'Man how did you get here?' He laughs and says 'What do you mean?' I say, 'What did you do before this?' He says, 'I was a psychiatrist.' So I asked him, 'What brought you to this business?' And without missing a beat Les says, 'I got tired of dealing with other people's shit.'
The moral of the the story is huge, he [Les] didn't dream about being a septic tank cleaner, he just looked around [as a psychiatrist] and saw where everybody was going, took stock of what he was doing and thought, 'I'm not gonna go that way.'"
In other words, the job doesn't define who you are or how happy you are, it is about the passion you bring to your work and how you choose to live your life, whether you're a website designer or a septic tank technician. There's no reason why you can't reverse direction and find satisfaction.
Rowe also helped field a question from the audience about how to end professional relationships without burning bridges when you realize it isn't working out:
"During the 9 years I was On Dirty Jobs I had three general managers, six presidents and 10 network executives assigned to my show. Now that's just the way it is, its a revolving door in this industry that nobody up here can overstate, it is big and well oiled.
As a freelancer I can look back and tell you that I've been hired for grown up gigs by people who were PAs [personal assistants] that brought me coffee. Im so glad I was always decent to people, or tried to be anyhow. Never ever underestimate the importance … show up early, stay late and be nice. You will stand out in this industry and people will go out of their way to hire you later."
This goes for any profession, not just production. You have no way of knowing if that eager intern you had last summer could one day end up in a position of power with the ability to hire, or fire, you.
One of the biggest fears for many college graduates is finding a good job that pays well and has solid career prospects.
Some career paths are going to be more beneficial and open to a recent grad. To help new degree holders find the right field, the University of California, San Diego has compiled its fifth annual list of "Hot Careers for College Graduates."
For this report, UCSD looked at four criteria — "current employment in the field, projected growth in the occupation between 2010 and 2020, median annual salary in the occupation, and workplace environment characteristics."
The study also looked at "bridgeability factor," a yes or no decision "based on whether a college graduate could bridge into the career with one or two years of study or reskilling." Several careers — such as nurse, veterinarian, and pharmacist — scored well on UCSD's criteria, but would be unobtainable for an untrained college graduate.
Almost half of the careers in the top 10 dealt with computers and technology, including the top two on the list. Although two different types of software developers — applications and systems — tied for the first spot on UCSD's rankings, we decided to solely designate systems software developers as the number one career, based on its stronger long-term job prospects.
#10 Insurance Sales Agent
"As the population lives longer, there will be an increased need for insurance agents; the Bureau of Labor Statistics expects this career path to increase by 22% by 2020. Our research shows there are 336,740 insurance agents nationwide, earning a mean annual salary of $63,400. Although one third of all insurance sales agents in 2010 reported having at least a bachelor’s degree, only a high school diploma is required for entry to this job — a unique factor among the top ten hot careers."
— Via UCSD "Hot Careers for College Graduates"
#9 Public Relations Specialist
"Compared to other jobs on the hot careers list, public relations specialists represent the smallest number of people currently employed (201,280), but the field has a projected growth rate of 23% by 2020 ... The mean annual salary in the field, counting both corporate and self-employed public relations specialists, is $61,980."
— Via UCSD "Hot Careers for College Graduates"
#8 Management Analyst
"There are a reported 540,440 employed nationwide at present. All industries — even government organizations and not-for-profit organizations — rely on the unique expertise of management analysts to operate efficiently. With the onset of the global economic recession that began in 2008, utilization of management consultants has been growing, and demand for these professionals is projected to continue to grow by 22% by 2020. The mean annual salary for management consultants is $88,070."
— Via UCSD "Hot Careers for College Graduates"
See the rest of the story at Business Insider
Success tends to run in the family, and in Hollywood, it's no different.
While some siblings have made it big in the same industry (i.e. the Sheens, Olsens, and Kardashians), others have ventured into completely different fields — from writing and baking to engineering and teaching.
See where the siblings of celebs such as Kid Rock, James Cameron, and Sandra Bullock have found success.
Nicole Kidman's sister Antonia (left) is a journalist and TV producer in Melbourne, Australia.
Brad Pitt's brother, Doug, is a philanthropist and Goodwill ambassador.
Brad Pitt and his brother Doug Pitt share more than good looks; they're both heavily involved in humanitarian efforts.
Doug, who owns ServiceWorld Computer Center, is the Goodwill Ambassador for the United Republic of Tanzania and a board member on WorldServe International, which works to bring clean water to people in East Africa.
He founded the child health organization Care To Learn, has been honored by Bill Clinton and the Starkey Hearing Foundation with a Humanitarian Leadership Award, and works on local committees in Springfield, Missouri.
In 2011, Doug became the first American to descend Mount Kilimanjaro on a mountain bike.
Jennifer Lopez's sister, Lynda Lopez, is an Emmy award-winning journalist.
She has also anchored for a number of local affiliates including Fox 5 Live, WNYW and WWOR. Lynda won a 2001 Emmy Award for "Outstanding Morning News Program."
See the rest of the story at Business Insider
Ronnie Castro, cofounder of a cool new startup that launched last month called Porch.com, has brain cancer. And the prognosis isn't great.
He's got a 50 percent chance of living 10 years, his doctors say, though of course, he's hopeful that he'll beat those odds, he told Business Insider.
His is a story that's equal parts tragic and inspiring.
In April, Castro went to the doctor for what he thought was a sinus infection and the doctor made him do a routine MRI. Against all odds, it was cancer.
The day after learning he had cancer, his daughter was born. (He also has a two-year-old son.)
Brutal treatment followed, including brain surgery where doctors removed 90% of the tumor, and chemo. He's in the midst of radiation treatment now.
But you'd never know it to talk to him. Castro is absolutely upbeat, and even willing to joke about his illness, because (except for fighting off brain cancer), he loves his life.
He founded Porch.com with one of his best friends, Matt Ehrlichman, (who sold his first startup, Thrive, to Active.com for $60 million in 2007 at age 28).
Through all that, Porch.com launched on time. It helps people find home improvement professionals by letting you see pictures of other projects done in your own neighborhood. At launch, it included info on 90 million remodeling projects.
Castro wonders if he would have done a startup if he knew he would get sick. Before Porch, he worked for Expedia, and Google before that.
But he thinks Porch may have helped save his life, or at least make the one he's got worthwhile.
"I absolutely think about things differently now. A lot has to do with Porch. If I was doing anything else, I would have quit," he says.
But his startup, like his family, "helped me through. I'm working with a good friend and a team I built. If I come in and I'm not feeling well, the people around me can pick me up, make it easier."
Castro says that he encourages others to live their dreams now, and not sit in some dead end situation or job.
"There's always going to be hard times," he tells us."Cancer makes it easier to decide the stuff that's important to you. But there's no reason to wait until something bad happens to change. Time is the most precious thing there is and there's zero reason to waste it."
It does make you think: f someone can build a company and a product, launched on time, while fighting brain cancer, what excuse do any of us have for not making our own dreams come true?
Love 'em or hate 'em, the folks in the HR department can have a significant impact on your career. From compensation to promotion decisions, many people underestimate the role of HR and what a difference it can make if they’re on your side.
The next time you see the HR rep coming your way, don’t duck into the copy room or act distracted at the water cooler. Smile, say hello and keep these tips from an HR insider in mind:
1. Remember that HR works for your company, not for you.
Sure, HR wants to support employees, but at the end of the day, they’re working to serve the best interests of the company.
So next time you’re wondering why the benefits package was cut, why so many loyal employees were let go in the restructuring or why they’re supporting a manager who was in the wrong, remember HR is paid by the company, not you.
2. Keep in mind that all employees are NOT treated equally.
While HR managers will talk about everyone being talented and valued, they don’t believe they’re equally talented or valued. At virtually every large organization, individuals are classified into different groups or categories — for example, “high potential.”
You quite likely won’t know they exist, or more importantly, which group your manager has put you in. But these classifications can affect everything from your development opportunities to the likelihood of a promotion or pay raise.
When it comes to compensation, salaries can vary hugely even when two people are doing the exact same job. If you suspect you’re underpaid, it’s never too late to brush up on your negotiation skills.
There are countless HR policies companies will point to in terms of process, fairness and equality. But for every policy, exceptions can be granted. Who do those exceptions apply to? That brings me to…
3. Make a good impression, because HR’s opinion of you absolutely matters.
While your manager is key to your advancement, HR can also have a big impact on your career — both positively and negatively. If they see you as the girl who’s enthusiastic, committed and articulate, people will hear about it. If they see you as the guy who’s always complaining, late and too cool for school, people will also hear about it.
So when HR is sitting around a table with the management team discussing who gets promotions, who to send to the executive development program in London or who to put on a new, high-profile committee, you obviously want to be on their good side.
HR is also the first to know about new roles opening up. Not only do you want to be recommended; you also want to make sure you’re considered in the first place. Despite what you might think (or what HR will tell you), many jobs are never advertised.
This is important because quite often, junior employees don’t have a relationship with anyone in HR. And if you don’t get to know them, they probably won’t know who you are (and therefore can’t help you). Sometimes, all it takes is a short meeting over coffee to discuss your learning and development plan or to get their input on the implications of a big project you’re supporting.
On the other hand, if you do have a relationship with the department but feel like your personal brand is lacking, do a little humblebragging and gradually build up your reputation.
4. Be careful what you discuss with HR.
Though you want to build a relationship with HR, you also need to be conscious of what you share. Don’t assume your one-on-one conversation is a confidential discussion.
You can always ask for something to be kept private, but if it’s really something you don’t want known more broadly, it’s probably better not to test your luck. People who work in HR are so accustomed to dealing with sensitive information that discussing something you see as very private can happen easily.
5. Share the love with HR, too.
HR is often on the receiving end of a lot of complaints. From “I wasn’t paid on time” to “Why does it take so long to hire someone?” to the ever-popular “Do we really have to waste our time with another HR meeting?” HR reps hear their share of whining.
Like any department that often receives critical feedback, showing your appreciation for HR’s work can go a long way. Of course your feedback should be genuine, but if you show the love, it’ll often work in your favor. As the saying goes, you catch more flies with honey than with vinegar.
Now that you have the inside track, go ahead and reach out beyond those scary HR doors. Just be careful!
Everyone has career advice for millennials.
Today’s obsession with generations starts with the Strauss–Howe generational theory. Go read about it. People seem to love generational archetypes, but you should know that no research has been conducted to validate the generational theories.
They are just theories.
And just to clarify, the oldest members of Generation Y are now parents in their mid 30s. The youngest are out of college. When you read career advice for millennials, the authors might mean Linksters or even members of the Homeland generation.
But most career advice is for young people of any age who are lost. So let me chime in with my advice.
Good luck, young people.
This post originally appeared on LearnVest. Keep reading for one woman's story of why she gave up her career in hotel administration to be a stay-at-home wife, what she’s doing instead of a 9-to-5, and how she manages finances in her one-income household.
I’m 37 years old and married without kids—and I haven’t worked in four years.
That feels like a confession. I didn’t expect to be living like this in my 30s, but not working has worked out for me.
I started my career in hotel administration about 14 years ago. I met my husband, Joel, 44, on the job in 1998. At the time, we were both in hotel administration at a big hotel chain in San Francisco.
It was my first job out of college and I thought it was going to be my career for life, but I quickly learned that hotel management is incredibly demanding.
You’re putting in long hours on holidays and weekends, and it’s an especially tough industry to get ahead in if both partners are trying to progress their hotel careers at the same time. Overtime and work transfers to different cities are par for the course, so with all those variables at play, it makes it tough to sustain a relationship.
Switching Gears, Changing Locations
But Joel and I did make it work. In March 1999, two weeks after our first date, we moved in together. Then, just two months later, he got his first transfer from San Francisco to Carmel, Calif. There weren’t any vacancies for my position at the new location, so I found a job at another hotel in Monterey.
We stayed in Carmel until 2001, when Joel was transferred to Indianapolis, where it wasn’t as easy for me to get work within my field. We needed the extra income, so I ended up being a nanny, and then a waitress.
A couple years after we moved to Indianapolis, Joel was transferred again to Cambridge, Maryland, where we stayed for four years. We got married while we were there as well, in July 2009, and three months after our wedding, Joel was transferred again—this time to Curaçao, an island in the southern Caribbean Sea. We had a year to prepare for the move, and, during that time, I looked for work. We knew that financially, it would be feasible for me not to work; Joel would be making enough in Curaçao to support both of us.
The transfer meant a better title and a raise to a low six-figure salary. So while I looked for a job, I didn’t feel pressured to take anything that came up. I also wanted to be careful not to dive into a career at a hotel on the island, because I feared that if I did, Joel and I would never see each other.
I knew his hours were going to be long—he was on the management team that was building a new hotel on the island. I knew that if I also worked at a hotel, then we’d never have time to spend with each other and to travel around the island—something that was important to both of us.
The Joy of Joblessness
Of course, there are worse things than moving to a tropical island! I felt so grateful for the opportunities that not having a day job afforded me. I was always trying to discover the untouched spots, where none of the tourists went.
Most days, I’d walk to a new beach and I’d collect sea glass, coral and driftwood. I even started making crafts with my beach finds. One Christmas I made a tree out of driftwood, and at the urging of one of my friends, I even sold a few of the trees at a local crafts fair. When people started asking how I made the trees, I put a how-to tutorial online, and that was the birth of my blog.
I’m lucky that Joel has always been supportive of my choice to not work. If he walked in the door at the end of a long day and felt resentful of me for being at home all day, I don’t think our situation would be feasible. He thoroughly enjoys what he’s doing, and he recognizes that I gave up my career so we could follow his, so he’s supportive of me finding what’s meaningful to me—even if it doesn’t support us financially.
I actually fired Joel from being our personal financial manager after one too many overdrafts! I told him, “You make all the money, and I’ll make sure we spend it in a reasonable manner.” He said, “Deal!”
Joel and I combined our finances very early on in our relationship, and for the most part, it has always felt equal. However, when we first moved to Curaçao, there would be times when I would get insecure about not pulling in any income. But I credit my husband with making sure I always felt like it was our money.
Plus, I feel like I’m a huge part of why we spend our money wisely, because I’m the one who keeps track of our finances. I actually fired Joel from being our personal financial manager after one too many overdrafts! I told him, “You make all the money, and I’ll make sure we spend it in a reasonable manner.” He said, “Deal!”
Finding Creative Ways to Save
Just because Joel is the breadwinner, doesn’t mean that I’m a complete bystander when it comes to our finances. When we first got to Curaçao, instead of dumping a lot of money into our rental property, I asked our landlord for a trade: I’d make some décor improvements to the house for reduced rent.
Joel and I ended up paying $500 a month less than all of our friends because I did things like add a palate bed to the roof and install pretty lighting fixtures throughout the house. The best part for me is that all of these things really made our rental house feel like our house, so I saw these little projects as a fun way to improve our home while also saving money.
Another thing that’s made a single income work in our household is that Joel and I are inherently very thrifty people. We don’t splurge on non-necessities—and we don’t feel like that’s a sacrifice. While Joel does make enough to support our lifestyle, I always keep a close eye on our budget to make sure we’re spending wisely. For example, I drive an old car with 140,000 miles on it and a broken air-conditioner. If I was working full-time, I might upgrade. But a new car just isn’t that important to me now.
We also don’t go out to eat as often as we did when we were both working, and since I’m home more, I’m able to cook more. As for Christmas, birthday and anniversary gifts, we don’t exchange those with each other. We buy what we need or want when we really need it or want it, and then we say, “Happy anniversary to us!” even if it’s months until our actual anniversary. It sounds silly, but it’s probably saved us hundreds of dollars.
Making It Work–Without Working
I have never minded the fact that we were following Joel for his opportunities and not mine. I’ve always been excited by the idea of reinventing my professional life wherever we moved, so I was fine with the change. Also, Joel has been with the same hotel company for 20 years, so his job was always going to offer better opportunities and a bigger salary.
A year ago, Joel was transferred again, and we’re now living in Key West, Florida. Even though we’re back in the U.S., I’m still happily unemployed! Although, much to my pleasant surprise, I’ve started making a little bit of money on my blog, which has been picking up steam.
I’m convinced that not working has done amazing things for my marriage. Joel and I aren’t actively trying to have children, so it’ll probably be just the two of us for a while. We make such a good team. All the annoying job-transfer details—like shutting off utilities, scheduling movers, requesting doctor records—are easy for me to handle, which makes it a smoother transition for both of us.
We’ll continue moving with Joel’s job wherever it takes us. In fact, we could easily end up moving internationally again, and I would actually welcome that.
Thankfully, we have plenty of savings. We max out Joel’s 401(k) every year, as well as a Roth IRA for each of us. Plus, back when I was working, I always maxed out my 401(k), so I also have separate retirement savings.
RELATED: Why Retirement Is Harder for Women
As for fears about what I’d do for money if something unexpectedly happened to Joel or his job, it’s definitely something I’ve thought about. And here’s what I keep coming back to: I’m a smart, educated woman. I have no doubt that I would be able to get a job if I needed to work again.
I’m a strong enough person to come out on the right side no matter what happens. And I don’t feel like I’ve given up my career for a guy; I feel like I’m taking the life path I was supposed to take.
As the year winds down, right before the crazy busy holiday season, the time is ripe to reflect makeover of your professional image.
You've accomplished things in 2013. You've got things you want to accomplish in 2014.
A good place to start is LinkedIn. LinkedIn is constantly adding new features to help you get the most out of it, not just for job hunting but also for other kinds of professional development.
If your profile is simply a recreation of your paper resume, then you are missing out.
Let LinkedIn guide you though your updates.
If there are easy ways to beef up your profile, such as adding information to the jobs you've already listed, LinkedIn has an automated editing tool that can help.
Login. Click on Profile and then on "Improve Your Profile." You'll be walked through it all.
Make the first words on your profile count
Most people use the top of the LinkedIn profile to state their name and their job title.
But you can use that space to "write a headline" for yourself that gives people a better idea of who you are and what you do.
Add pictures, slideshows, videos to your summary
A picture truly is worth a 1,000 words, especially when it comes to showcasing your work.
LinkedIn lets you add photos, videos and slideshow presentations to your profile summary. So instead of just talking about your work, you can show examples. Or show yourself in action. Or share a presentation.
Click "Edit profile" scroll down to your summary, then click on the box symbol, then "add file."
See the rest of the story at Business Insider
You hear a lot about self-taught programmers. And sometimes you hear about self-taught hackers, kids with a knack for computers that turn to the dark side.
But today we bring you the story of a woman who taught herself how to catch hackers.
In one big jump, Ashley Hamilton changed careers from a line cook at a popular San Francisco eatery to a computer security guru. She didn't know how to program. She didn't know how to hack. But by studying books, using some free websites and entering contests, she learned.
Today, Hamilton is an application security engineer for WhiteHat Security in Santa Clara, Calif. But in 2011, she was working at San Francisco restaurant Locanda. She went to culinary school and had been cooking for her whole career.
But standing on her feet for 12 hours was wearing her down, she told Business Insider. Out of the blue, a friend of hers that worked for WhiteHat Security asked her to interview at his company.
WhiteHat protects websites from hackers. It checks them for vulnerabilities and alerts companies if hackers have slipped some evil code in.
Ashley had always liked computers so, nervously, she agreed to the interview.
"My dad was a software engineer. The day he found out my mom was pregnant, he bought me a computer," she laughs. "But I wasn't a kid hacker. I mostly just focused on using the computer."
Before her interview, she was even less of a geek."I was working so much in the kitchens, I hadn’t been using a computer much for about the last five years."
Her plan? Study and learn. She bought some books on hacking. She also found some free websites that let you legally learn and practice website hacking skills.
On interview day, WhiteHat surprised her by asking mostly logic questions around security. They didn't ask her to actually hack, or catch a hacker. She impressed them and "they offered me the job on the spot."
WhiteHat actually seeks out people with aptitude, like Hamilton, and then trains them to become security pros, a spokesperson told us.
With heavy supervision and a lot more training, Hamilton became an entry-level Application Security Engineer. Her job was to verify that a website had been hacked.
Flash forward two years, and with no more formal training, Hamilton has become a top team leader in the company's research center, where they are hired to try and break into websites and find new threats.
Hamilton didn't tell us her salary, but computer security engineers make between $80,000 and $120,000, depending on location and experience, according to Glassdoor.
Here's the tools she used to teach herself to stop hackers:
Sallie Krawcheck needs little introduction. Since the end of her run as one of the most powerful women on Wall Street, she's dedicated her time to teaching others about how to navigate in an eat-what-you-kill industry based on her experience.
It helps that she's also heading up the women's network, 85 Broads.
In an interview with finance career site OneWire, the former head of Bank of America/Merrill Lynch's Global Wealth walks through the decisions she made in her career from beginning to end — what helped and what hurt. And she gets to one of the most important questions on any young Wall Streeter’s mind — to MBA, or not to MBA:
“I loved getting my MBA and I did it for a couple of reasons. One of which was that I felt like I needed the time to mature as a business person…the idea of going to business school and sort of practicing different skills different businesses, to take some marketing and management classes, to sort of step outside of what I was doing and sort of try on different careers.”
Trying on those different careers ultimately helped Krawcheck, because as she also points out in the video, as a young person you really never know where you're going to end up.
“I’d tell young people that it’s all about resilience. Your career is not going to go the way you planned. It is impossible at the age of 23 to pick the right industry, the right company, and you can visualize what you’re going to be doing in your 40s, 50s, and 60s but chances are that it’s going to be something quite different. So remain open to opportunities and change. Nothing beats hard work in getting there; there aren’t many short cuts at all.”
Watch the full interview below and subscribe to the Open Door series to see other great executive interviews.
When actor Chris Pine spoke to Cosmopolitan about his upcoming movie "Just My Luck," he was asked if he had any advice for co-star Lindsay Lohan, whose otherwise successful career has been tainted by addiction and legal problems.
"Our business loves comeback stories. From Drew Barrymore to Robert Downey Jr., there’s a long list of people who have faced their troubles, wildly overcome them, and succeeded," he said. "If anyone can do that, it’s Lindsay."
Like Pine said, Hollywood is no stranger to comeback stories.
Whether it's the child star whose career hit the back burner, only to be revived as bigger and better than ever, or the celeb who overcame drug addiction to find a renewed level of success, take a look at the most famous celebrity comebacks of all time.
Robert Downey Jr. gained fame in the '80s for his roles on "Back to School" and "The Pick-up Artist," but numerous drug-related arrests cost him several movie and TV roles, including one in "Ally McBeal."
Source: FOX News
After checking into his final rehab stint in 2001, Downey Jr. returned to acting with a bang. Lead roles in "Tropic Thunder,""Iron Man,""Sherlock Holmes," and "The Avengers" have since landed Downey Jr. at the top of Forbes' list of "Hollywood's Highest-Paid Actors."
(Above photo is from "The Avengers")
Neil Patrick Harris started his career as a child actor, garnering acclaim as the title character in "Doogie Howser, M.D." When the show ended in 1993, Harris acquired a few more credits, but nothing quite added up to his Doogie Howser fame.
See the rest of the story at Business Insider
Ask incredibly successful entrepreneurs — or people who are incredibly successful in any pursuit — and every one of them will say luck played an important role in their success.
Talent, expertise, determination, perseverance, all those qualities and many more are certainly important. But so is luck: meeting the right person, being at the right place, making a snap decision that turns out so much better than you ever expected…
"I am a great believer in luck, and I find the harder I work, the more I have of it."–Thomas Jefferson
It’s easy to assume successful people are just luckier than the rest of us. Take Bill Gates: Lucky enough to go to one of the few schools with a Teletype connection so he could learn to program. Take Paul Allen: Lucky enough to stumble across an article which led to the idea to convert Basic into a product that could be used on an Altair computer… and lucky enough to be friends with Bill Gates… who was lucky enough to then be at Harvard and with access to a PDP-10 computer to use to develop and test the new operating system.
But were Bill and Paul simply lucky? Of course not.
Luck isn’t just a random gift from the universe. (Winning the lottery is, but that’s a different kind of luck.) Luck actually has less to do with what happens to you and more to do with how you think and act.
Luck does involve an element of chance, but “lucky” people respond to circumstances by spotting the opportunity and then acting on that opportunity. In fact, lucky people create their own luck by actively seeking to put themselves in the right place at the right time — and being in the right frame of mind to seize “lucky” opportunities.
So how can you become incredibly lucky? How do you manufacture luck? Do what other “lucky” people do:
1. They meet more people.
Think of someone you know who got lucky and met the right person at just the right time: The hiring manager your friend met at a party, just days after she had lost her job; the angel investor your friend met at a fundraiser just days before his startup would have run out of operating capital; the CEO your met at a school play who became his company’s biggest account.
Luck? Yes… and no.
You can’t luck into meeting the right person unless you meet a number of people: The more people you meet, the more your odds of getting lucky increase. If what you need involves people — to buy, to connect, to mentor, to advise, to anything — then you can only “luck” into the right sale or relationship or partnership if you actively try to meet the right kind of people.
Get out. Meet people. Talk to the guy beside you on the plane. Talk to the woman behind you in line. Send a complimentary note to someone you don’t know who did something awesome. You never know whom you might meet, especially if you assume good things will happen.
Fortune favors the brave, but fortune also favors the prepared. When you assume good things will happen you will be primed to seize the opportunity when you meet — and in time, you will — meet the right people.
By the way, a quick confession — I'm really bad at meeting new people. As an introvert, it consumes energy for me to meet new people. One way I work through that is using social media (I'm very active on Twitter). I find it an easier way to make connections without the associated anxiety.
2. They try more.
You would love to sell to bigger customers. You never will… unless you try. A lot.
You would love to connect with influential people in your industry. You never will… unless you try. A lot.
You would love to land a better job. You never will… unless you try. A lot.
Most incredibly lucky people are incredibly persistent. They try, and try, and try some more. Many of those efforts don’t pan out.
A few do. Is that luck or is that persistence, and a willingness to learn from what didn’t work so that next time you are even more prepared, more skilled, more talented… and therefore more “lucky”?
Take chances. Reach. Try. When you succeed, others will think you were lucky. (You’ll know you weren’t; you’ll know you made your own luck.)
3. They expand their boundaries.
Doing the same things day after day typically yields the same results. Take on a side project. Learn a new skill. Open up to different experiences. Do something you assume (but don’t actually know) you won’t like.
The more you do, the more likely that good things will happen.
Quick tip: Next time you're at the news stand (real or virtual), pick a publication that you normally wouldn't read. Something out of your immediate industry. Read the articles and the ads.
4. They give.
Birds of a feather do actually tend to flock together. Mediocrity tends to flock with mediocrity; exceptional tends to flock with exceptional; only fools tend to suffer fools gladly.
And giving people tend to associate with other giving people — and by giving, they make each other “lucky.”
Giving creates relationships. When you’re sincerely generous, other people respond in kind: With advice, with connections, with assistance… with everything.
When you give out of sincerity and without the expectation of reciprocity, you won’t have to hope you’ll be lucky in your friends.
You will have earned your friends — and the luck that comes with them.
5. They ask.
Luck often comes down to the right person saying, “Yes”: To your idea, to your startup, to your pitch, to your proposal, to your request.
No one can say yes until you ask, though.
Unlucky people wait to be discovered and given what they want. Lucky people discover themselves and ask for what they want.
Want the job? Ask for it. Want the sale? Ask for it. Want the investment? Ask for it.
Many people will say, “No.” A few will say, “Yes.”
Other people will assume you got lucky. You will know you made your own luck.
Another confession: I'm terrible at asking for things. Really, really bad. If you're like me, another thing to try is instead of asking, try to give more.
Here’s the bottom line: Luck, true luck, is something you can’t control. Luck, bad or good, happens to us.
What we can control is how we respond to circumstance or chance, and more importantly how often we put ourselves into positions where we can be “lucky.”
You know the old phrase, “It’s better to be lucky than good?”
I disagree: It’s better to be good… because then you will also be lucky.
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