Aurelia Butler

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A Capital One recruiter’s 3 networking tips for students

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You’ve found the dream job or internship. Whether or not you know someone at the company, it’s in your best interest to invest time in connecting with folks working there; it could be a difference maker in landing a new career opportunity. 

Chiara, a recruiter for Capital One’s Students & Grads Programs, is here to help you connect and build relationships by sharing her three tips for networking. 

Take a strategic approach

It’s absolutely crucial to do your research! You want to connect with someone through a common interest or a mutual colleague or friend. Of course, LinkedIn can be a great place to start, but consider finding people through other platforms.

Capital One’s Business Resource Groups (BRG)—voluntary, associate-led groups for cultural celebration, community service and professional development—are great ways to expand your network. Many BRGs sponsor and attend career fairs and student conferences, so be on the lookout for them! 

National organizations and societies are also great for meeting people. Connect with groups that share your identity or professional interest, like the Society of Hispanic Professional Engineers and Rewriting the Code—both of which are Capital One partners. The groups are like your secret weapon for networking, finding resources and getting tailor-made support for your academic and/or professional journey.

Have a plan

First things first: Use the “S.E.E.” method when meeting someone. That stands for smile, eye contact and enthusiasm. The S.E.E. method can help set the stage for a great conversation prior to giving your elevator pitch. 

As for the elevator pitch, think of it as being three parts. Say what you do, what makes you unique and either how you can help them or how they can help you. Practice your pitch beforehand to ensure it flows smoothly and feels natural.  

As that initial conversation is wrapping up, be sure to get their contact info so you can send a personalized thank you email or LinkedIn message referencing something specific from the conversation. Lastly, follow up with them periodically, whether it’s sharing relevant articles, inviting them to events or simply checking in to see how they’re doing. 

Be authentic

Remember, being yourself is the key to building meaningful connections. 

Don’t try to impress by pretending to be someone you’re not. It can be easy to get caught up in the job or internship search and force yourself to pursue an opportunity that doesn’t feel true to you. You should be building relationships that last beyond one meeting. It’s easier for someone to mentor you or be your advocate when they truly know you and your passions.

People are more likely to remember and connect with the real you.

Head over to Capital One’s profile to learn more about the company and browse open roles, upcoming events, and more. More

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  • 113 Shares96 Views

    in Career Hacks

    A Capital One recruiter’s 3 networking tips for students

    You’ve found the dream job or internship. Whether or not you know someone at the company, it’s in your best interest to invest time in connecting with folks working there; it could be a difference maker in landing a new career opportunity. 

    Chiara, a recruiter for Capital One’s Students & Grads Programs, is here to help you connect and build relationships by sharing her three tips for networking. 

    Take a strategic approach

    It’s absolutely crucial to do your research! You want to connect with someone through a common interest or a mutual colleague or friend. Of course, LinkedIn can be a great place to start, but consider finding people through other platforms.

    Capital One’s Business Resource Groups (BRG)—voluntary, associate-led groups for cultural celebration, community service and professional development—are great ways to expand your network. Many BRGs sponsor and attend career fairs and student conferences, so be on the lookout for them! 

    National organizations and societies are also great for meeting people. Connect with groups that share your identity or professional interest, like the Society of Hispanic Professional Engineers and Rewriting the Code—both of which are Capital One partners. The groups are like your secret weapon for networking, finding resources and getting tailor-made support for your academic and/or professional journey.

    Have a plan

    First things first: Use the “S.E.E.” method when meeting someone. That stands for smile, eye contact and enthusiasm. The S.E.E. method can help set the stage for a great conversation prior to giving your elevator pitch. 

    As for the elevator pitch, think of it as being three parts. Say what you do, what makes you unique and either how you can help them or how they can help you. Practice your pitch beforehand to ensure it flows smoothly and feels natural.  

    As that initial conversation is wrapping up, be sure to get their contact info so you can send a personalized thank you email or LinkedIn message referencing something specific from the conversation. Lastly, follow up with them periodically, whether it’s sharing relevant articles, inviting them to events or simply checking in to see how they’re doing. 

    Be authentic

    Remember, being yourself is the key to building meaningful connections. 

    Don’t try to impress by pretending to be someone you’re not. It can be easy to get caught up in the job or internship search and force yourself to pursue an opportunity that doesn’t feel true to you. You should be building relationships that last beyond one meeting. It’s easier for someone to mentor you or be your advocate when they truly know you and your passions.

    People are more likely to remember and connect with the real you.

    Head over to Capital One’s profile to learn more about the company and browse open roles, upcoming events, and more. More

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    National Intern Day: How You Can Be 2024’s Top Intern

    It’s that time of the year again: National Intern Day! Created by WayUp in 2017, this holiday focuses on celebrating and appreciating the future leaders of the world…interns! NID has gained widespread popularity thanks to media coverage from Good Morning America, multiple Forbes articles, (see here), (and most recently here), participation from companies like NASA, Google, and hundreds of smaller companies every year. This year National Intern Day falls on July 25th, 2024 and we hope everyone is ready to celebrate.

    Every year, WayUp and Yello publish both The Top 100 Intern Program list and the Top 100 Intern List, selecting 100 interns, with one honored as the #1 Top Intern of 2024. You might be thinking, “there’s no chance I’m making it” but believe it or not, any intern can be named the “TOP” intern of the year or make the Top 100 Intern List. It’s true, you don’t have to be a superstar, a superhero, or a celebrity. You just have to be yourself -a hard working, dedicated individual. Don’t believe us? Just check out our previous winners here. This year’s nomination form is still live and we’re going to show you how you could  become a part of the list…

    Eligibility Requirements

    Have been an intern between September 2023 and August 2024

    Submit your nomination here by August 9th, 2024 at 11:59pm EST

    Tips & Frequently Asked Questions:

    Who is eligible for nomination of 2024 Top Intern?

    Anyone who has been an intern between September 2023 and August 2024

    How are winners determined?

    The 100 interns who make the list are chosen by a panel of judges who consider the strength of nominations, voting totals, and social media promotion.

    How do I nominate myself?

    Click here to submit your nomination follow the steps below: 

    To start a nomination, select “I am an Intern” 

    Complete the form fields; progress can be saved and returned to later.

    Submit the completed form.

    Share your nomination with your network to increase your vote totals and make sure to use #NationalInternDay.

    When are applications due?

    Friday, August 9th, 2024 by 11:59 pm EST

    When is the list announced?

    Middle of August

    Now that you have the info, we’ll show you how your nomination can be a winner. We’ve curated some tips, tricks, and advice to help guide you.

    We spoke with Yello/WayUp staff, past NID winners, and campus recruiting professionals about what it takes to be a top intern. Here’s what they had to say:

    Show, don’t tell. 

    Similar to writing a standout resume, quantify some of your accomplishments thus far in your internship. On your National Intern Day nomination, you will be asked a series of questions that have to do with what you do in your internship, what you’ve learned, and how it has shaped your career goals. What impact have you made on your team? What processes have you improved or implemented? Brag on yourself and use quantifiable data to back it up. 

    It’s okay to over-explain

    Some of the NID nominations that have been the most impressive were able to give a lot of detail about the complexities of their projects. This doesn’t mean writing a one-page report when explaining the projects or day-to-day responsibilities of your internships. Instead, make sure it is crystal clear not only what you worked on, but the impact this had on you, the organization, and the team you worked with. 

    Spread the word.

    Tap into your network: get your connections to vote for you and get the word out there. We’ve even created a template for you to share your nomination with your network. Engage with your friends, family, and connections by marketing yourself. Make sure you’re using the hashtag #NationalInternDay in your social media posts. 

    Apply Early

    Lastly, the worst thing you can do if you’re trying to make it on the “Top 100 Interns” list for 2024 is wait to apply. The sooner you get your application in, the better, so fill out an application and see if you have what it takes to make the cut!

    Walk the walk

    Be the top intern you believe you can be and want to be recognized as. In your day to day internship, ask questions, and don’t be afraid to speak up. Be on time and act professional. Go out of your way to get to know people and make connections. Keep track of your tasks and accomplishments. Learn as much as you can and be a sponge. By actually “being” a top intern, you’re going to have people wanting to vote for your nomination and see you succeed. 

    You’re now one step closer to TOP 100 and being a future leader. You’ve got the tips, tricks, and expert advice to be one of 2024’s top interns. We’re looking forward to your nomination so make sure to submit one here. More

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    How to Cut Through Employer Branding Noise and Stand Out

    A strong employer brand is a clear edge in attracting and retaining top talent. Job candidates today expect more from employers from first-time job seekers (GenZ) to people switching jobs or returning to the workforce. They want better pay, different and personalized benefits, and a great work experience. LinkedIn reports that 75% of job seekers consider a brand’s reputation even before applying for an open position. Meanwhile, what current and past employees say about their employer matters more than ever. 
    Perception is key, and perception is forged throughout an employee’s entire lifecycle with a company. That means employers need to map out an employee experience vision that focuses on key defining moments from job candidate to employee to former employee. 
    Employers spend a lot of energy attracting new talent through marketing and advertising, writing creative and fun job postings, and putting on a great show during an interview process. But none of that matters if your onboarding process falls flat or, 90 days in, the employee’s expectations of the job haven’t been met. Similarly, employees who don’t see a clear growth path within their company are also more likely to be dissatisfied and leave sooner. Poor offboarding also has negative consequences for a company’s brand. In fact, a company that does a poor job of offboarding employees after a downsizing or merger will find that only 54% of its job candidates trust the organization later, according to a Gartner study. 
    The answer is creating a holistic talent strategy that delivers a great employee experience rather than just advertising one. If you want future employees to buy into the selling points of your employer brand, it has to be a true and authentic experience for current and former employees. Considering about 65% of job candidates focus on current and former employees directly and through social media in their research of a brand, companies must realize the importance of shaping perceptions of their brand and its impact on candidate expectations. You need to ensure that current and former employees are sharing a positive public message about your company. 
    So, what can companies do to build a strong employer brand that will be echoed in company reviews and testimonials (both formal and informal)? 
    Start by intentionally designing touchpoints around company culture, employee support and development, and work experience, and provide the resources that employees expect to get from their employer. Periodically measure perceptions around those areas to know if your organization is falling short in any of those areas and commit to improving so current and former employees carry the message you hope job candidates will hear. 
    The simple answer to building a strong employer brand that will stand out amid all the noise is simply to create a workplace that people enjoy. If you’re doing that, or at least are on a journey toward accomplishing that, you’ll need to do the right things to get the message out. Here are some things to focus on: 

    Optimizing company-managed digital touchpoints. A company website should be user-friendly, visually appealing, and regularly updated with relevant content such as company news, employee stories, and career opportunities. Also, create a dedicated career section on the website that highlights the benefits of working at the company, includes employee testimonials, and provides clear instructions on how to apply. Social media should maintain active and engaging content that reflects the company’s values, culture, and achievements. Highlight individual accomplishments and growth. Respond to comments and messages promptly to show responsiveness and the company’s tendency to communicate well. 
    Enhancing external reviews. Ask satisfied employees and alumni to leave positive reviews on platforms like Glassdoor, Indeed, and LinkedIn. Identify internal champions and thought leaders and engage them on LinkedIn, especially by giving them public praise for accomplishments or contributions to the company culture. Highlight positive reviews and testimonials on your website and social media channels to build trust with potential job seekers, making it about what people have to say about you rather than your company singing its own praises. 
    Managing online reviews. Regularly monitor reviews on job and company review sites. Use tools like Google Alerts or dedicated review management software. Address negative reviews professionally and constructively. Acknowledge the issue, thank the reviewer for their feedback, and outline steps the company is taking to address the concerns. Develop a crisis management plan that includes a process and ownership for responding to negative reviews or comments. Use feedback from reviews to make tangible improvements in company policies, culture, and practices. When addressing negative reviews or public comments,  communicate changes with employees to ensure they know that it is a company priority to create a positive work experience.
    Unlocking the power of brand enthusiasts. Identify employees who are passionate about your company and are willing to share their positive experiences. Encourage these brand enthusiasts to share their stories on social media, participate in company events, and contribute to the company blog. Use employee referral programs to tap into the networks of your brand enthusiasts. Referred candidates often have a higher success rate in the hiring process.
    Continuously improve the work environment. If you want to create a place where brand enthusiasts thrive, you must be committed to listening and responding to employee concerns and communicating the steps leadership takes to build that environment. Create a supportive and inclusive work environment where employees feel valued and engaged. Know the diversity of your workforce and the talent pool you will tap into during the hiring process, and invest in rewards and recognition programs or DEIB initiatives. Ensure your training, mentorship, and career development programs are available to all at defining moments. Encourage open communication and collaboration.

    Companies focusing on these tactics will demonstrate investment and care for the employee experience across the entire employee lifecycle. Do that, and positive reviews and testimonials will flow from this righteous approach to the workplace. If you want an employer brand that cuts through the noise, create defining moments with a more holistic approach to the employee experience — from hiring to development to offboarding. 
    By Shawna Simcik, Senior Vice President of Leadership Development at Keystone Partners.
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    How to Attract China’s Top Grads: Unveiling What Makes Your Company Tick

    China’s a goldmine of young talent, but competition for the best is fierce. How do you stand out as an employer in the face of a crowded market? Link Humans analyst Sveta Karniyenka has broken down the key drivers for entry-level talent, giving you the edge you need.
    Forget just offering a good salary. Today’s grads crave more. They want to develop, climb the career ladder, and feel valued. Here’s your 4-pronged attack plan, based on Link Humans’ research:
    1. Learning & Development: Sharpen Their Skills, Sharpen Your Edge

    Mentorship Matters: Fresh grads are eager to learn from the best. Implement a formal mentorship program pairing them with seasoned pros. Watch their confidence and expertise soar.
    Training that Sticks: Don’t waste their time on generic programs. Invest in targeted training relevant to their roles and career aspirations. This shows you’re committed to their long-term growth, not just filling a seat.
    Embrace On-the-Job Learning: Tasks aren’t just tasks; they’re learning opportunities. Provide opportunities for them to shadow senior colleagues, participate in cross-functional projects, and tackle challenging assignments.

    2. Career Progression: Show Them the Path, Not Just the Door

    Clear Career Paths: Don’t leave them guessing. Outline clear career progression paths within your company. This transparency demonstrates your commitment to their long-term future.
    Internal Mobility: Don’t stifle ambition. Encourage movement within departments so they can explore different areas and discover their true passions.
    Succession Planning: Integrate entry-level talent into your succession plan. Knowing they have the potential to climb the ladder is a huge motivator. Link Humans highlights this as a key factor for attracting top talent.

    3. Management & Organization: Culture Counts

    Empowerment, Not Micromanagement: Give them ownership of their work. Trust them to make decisions, and provide the support they need to succeed.
    Flat Hierarchies: Break down silos and encourage open communication. Young talent thrives in environments where they can easily access senior leadership and have their voices heard.
    Work-Life Balance is Non-Negotiable: China’s hustle culture is real, but burnout is a recipe for disaster. Promote a healthy work-life balance with flexible work arrangements and clear boundaries.

    4. Benefits & Perks: Sweeten the Deal, But Don’t Forget the Basics

    Competitive Salaries & Benefits: It’s all about the package. Offer competitive salaries and a comprehensive benefits package that includes health insurance, paid leave, and retirement plans.
    More Than Just a Paycheck: Think beyond the traditional. Offer perks like gym memberships, free lunches, or even onsite childcare. These demonstrate you value their well-being and go the extra mile for employee satisfaction.
    Social & Teambuilding Activities: Foster camaraderie and a sense of belonging. Organize team outings, social events, and volunteer opportunities. These create lasting memories and build strong professional relationships.

    Remember: It’s a Two-Way Street
    Don’t just talk the talk, walk the walk. Be transparent in your job descriptions about your company culture and career development opportunities. Highlight success stories of past entry-level hires who’ve thrived within your organization.
    Leverage the Right Platforms:
    China’s digital landscape is vast. Target your recruitment efforts on popular platforms like WeChat, Douyin (TikTok’s Chinese counterpart), and job boards like 51job and Liepin.
    By implementing these strategies, you’ll transform yourself from just another job opening to a magnet for China’s brightest young minds. Remember, it’s an investment in your company’s future. A highly motivated, skilled, and loyal workforce is the backbone of any successful organization.
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    Hired is now LHH Recruitment Solutions

    The decision to bring together Hired and LHH’s offerings reflects the changes we’re seeing in the job market, and the opportunity to deliver a more comprehensive, integrated offering. This includes professional recruitment, career mobility, leadership development, outplacement, and executive career advisory solutions.LHH has a long-established Tech Practice, working with companies of all sizes, across tech areas including software development, IT infrastructure, business systems, data, and leadership.If you’re looking for your next opportunity, we encourage you to apply for an open role and submit a resume. You can also check out the Job Seeker Hub, a comprehensive resource tailored to support your career journey.If you’ve got a role to fill, contact us to learn how we can support you in your quest for top talent. More

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    Booking.com’s Employer Branding Hacks: Attracting Talent with Wanderlust

    Struggle to find that perfect, unicorn candidate? Booking.com feels your pain. Their global platform demands a unique talent pool – imagine needing a UK-based customer service rep fluent in Norwegian! But fear not, fellow recruiters, because Booking.com has cracked the code with their employer branding dream team.
    Building the A-Team: Forget scrappy startups with a single intern handling recruitment. Booking.com boasts a 20-person powerhouse tackling employer branding, recruitment marketing, and early careers. This dedicated crew goes beyond posting generic job ads. They dive deep – think extensive employee interviews – to understand what truly makes Booking.com tick. What makes employees excited to wake up and conquer their workday? What unique benefits does Booking.com offer that other companies can’t touch?
    The Secret Sauce: Through these employee conversations, Booking.com identified the four pillars of their powerful Employer Value Proposition (EVP):

    Belonging: Fostering a welcoming and inclusive culture where everyone feels valued.
    Development: Providing continuous learning opportunities to help employees grow their skills and careers.
    Discovery: Encouraging a spirit of curiosity and exploration, both within the travel industry and beyond.
    Impact: Empowering employees to make a real difference in the travel experience for millions.

    It’s More Than a Job, It’s a Journey: Booking.com’s mission statement perfectly captures their essence. They’re not just selling jobs, they’re offering a chance to be part of something bigger, a journey of exploration and discovery. This resonates deeply with travel enthusiasts, the very talent pool they’re looking to attract.
    Engaging the Wanderlust Within: But employer branding goes beyond crafting a catchy mission statement. Booking.com understands the importance of employee engagement. Here’s how they turn their workforce into a community of brand advocates:

    Fueling the Travel Bug: A dedicated online community allows employees to share travel tips, photos, and stories, fostering a shared passion for exploration.
    Employee Advocacy Program: Booking.com empowers employees to become brand ambassadors by providing them with easy-to-share content and encouraging them to spread the word on their social media channels.
    Personal Branding Powerhouse: They don’t stop at company branding. Workshops help employees develop strong personal brands online, creating a win-win situation where employees benefit professionally while boosting Booking.com’s employer brand.
    Going Global: Booking.com’s world tour interviewing employees around the globe isn’t just another PR stunt. It showcases the diversity and vibrancy of their workforce, further solidifying their employer brand as a global travel adventure.

    Measuring Success: It’s Not Just About Vibes: Sure, a happy workforce is great, but Booking.com goes beyond feel-good stories. They track website performance, campaign engagement rates, and hires per event to measure the effectiveness of their employer branding efforts. Additionally, they leverage the Employer Brand Index (EBI) to gain valuable insights into employee sentiment and perception. This data allows them to demonstrate the tangible impact of employer branding to stakeholders across the organization.
    The proof is in the pudding, as they say. Booking.com’s dedication to employer branding has earned them the prestigious Great Place to Work certification. They’ve attracted top talent, fostered a passionate workforce, and established themselves as a leader in the travel industry – all thanks to their innovative employer branding strategies.

    Ready to Unleash the Wanderlust in Your Employer Branding? Follow Sandra Petschar’s work in employer brand, connect with her on LinkedIn, and learn how to build your own employer branding dream team to attract the best and brightest talent! To embark on your very own employer brand journey at your company, get in touch.
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    Siemens Powers Up Employer Branding: Building a Global Talent Magnet

    Forget washing machines, Siemens is a tech titan quietly shaping the world’s future. From smart cities to sustainable factories, their innovations touch millions. But attracting top tech talent in a crowded field? That’s a different challenge.
    Enter Stefanie Drerup, the mastermind behind Siemens’ employer branding revolution. In this interview, she reveals how she built a global dream team to attract the best and brightest.
    The Talent Battlefield: Why Employer Branding Matters
    Siemens competes with tech giants like Google and Amazon. To stand out, they needed a clear message. “We want to create technology with purpose,” Drerup explains, “technology that makes a real difference.”
    Their vision? Smart infrastructure for resilient supply chains, energy-efficient cities, and cutting-edge industrial digitization (think revamping Porsche’s production lines!).
    But a strong vision alone doesn’t win the talent war. They needed a powerful employer brand (EB) to resonate with the tech wizards they craved.
    Building the Dream Team: Collaboration is Key
    Drerup didn’t build this empire alone. From day one, she championed a cross-functional approach. HR, global communications, and recruiters from all levels and regions became her allies.
    Here’s the twist: Siemens didn’t just rely on HR experts. They tapped into their internal tech talent. “We wanted real engineers, not just recruiters,” Drerup emphasizes. Their insights ensured the message resonated with the tech crowd, not just HR professionals.
    Crafting the Perfect Pitch: The Siemens EVP
    Drerup’s team landed on a simple yet powerful EVP (Employee Value Proposition): “Create a better tomorrow with us.” This encapsulates the Siemens spirit.
    But they didn’t stop there. To flesh out their EB strategy, they identified four key pillars:

    Customer Impact: Work on world-changing projects that touch millions.
    Technology with Purpose: Drive innovation and sustainability, making a positive impact.
    Empowered People: Thrive in a culture of learning and growth.
    Growth Mindset: Explore diverse career paths across countless business units.

    These pillars, while overlapping intentionally, provide a clear focus for all EB content. Every piece aligns with the overall EVP, ensuring a cohesive message across the globe.
    Going Global: Tailoring the Message
    Activating an EVP in a global company is tricky. Different regions have different priorities. German talent seeks stability and career progression, while Chinese candidates value innovation and social responsibility.
    This is where the cluster structure shines. Drerup’s team can adapt content for each region without reinventing the wheel. They simply emphasize the most relevant pillar within the overall Siemens EB narrative.
    Building a Global Talent Magnet: The Results
    Siemens’ employer branding journey is a masterclass in attracting top tech talent. Drerup’s global team, built on collaboration and a powerful EVP, has transformed Siemens into a global magnet for the best and brightest minds.

    To follow Stefanie Drerup’s work in employer branding, connect with her on LinkedIn. For help identifying the values and culture you want to create in your company, let’s chat.
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    Want a Career that Matters? Discover Tata Consultancy Services and its Corporate Social Responsibility Leadership

    Tata Consultancy Services (TCS) is an IT services, consulting and business solutions organization that has been partnering with many of the world’s largest businesses for the past 50 years. TCS believes innovation and collective knowledge can transform the future with greater purpose.

    TCS employs over 600,000 of the world’s best-trained consultants from 150+ nationalities with operations in 50+ countries. Diversity is a value of TCS as evidenced by the fact that it’s one of the world’s largest employers of women in the IT industry.

    Notably, in North America, TCS was recently recognized as:

    The #1 Top Employer in the U.S. by the Top Employers Institute

    One of the 50 most community-minded companies in the U.S. by Points of Light

    One of Fortune Magazine World’s Most Admired CompaniesTM list, a global barometer of corporate reputation, for the second straight year

    Working for the Greater Good

    TCS believes in building greater futures by making its communities its priority and by connecting people to opportunities in the digital economy. In line with the values of its parent company, The Tata Group, TCS’ Corporate Social Responsibility (CSR) efforts are driven toward initiatives that contribute to the creation of a fairer and more equitable world for all.

    With its proactive stance on climate change and award-winning work with communities across the world, TCS has earned it a place in leading sustainability indices such as the MSCI Global Sustainability Index and the FTSE4Good Emerging Index.

    Globally, efforts include helping marginalized individuals and communities with literacy, education, employment and mentoring for entrepreneurial endeavors. In North America, these CSR efforts are specifically designed to help advance education equity, close the STEM skills gap, and prepare students for the future global workforce.

    Two programs that engage with youth and support potential leaders in the IT space are the career readiness program (goIT) and the professional development program (Ignite My Future).

    Digital Innovation and Career Readiness (goIT)

    TCS’ flagship, no-cost digital innovation and career readiness program, Go Innovate Together (goIT), equips K-12 students all over the world with the skills, confidence and mindset to pursue careers in STEM. 

    goIT provides resources and training programs for teachers but primarily focuses on opportunities for students to learn about problem solving and design thinking while developing their sense of global citizenship. The program inspires participants to use their new skills to solve some of the world’s greatest challenges because all goIT challenges and program culminations are tied to the U.N.’s 2030 Sustainable Development Goals. 

    WayUp spoke with Kevin Lee, a previous co-op student turned full-time software engineer. Kevin found TCS to be an exciting and innovative environment, especially in the Internet of Things (IoT) field. He heard about goIT through a mentor during his internship and was excited to volunteer to teach elementary, middle, and high school students during a goIT Summer Camp. The three-day camp was integrated with TCS’ Bringing Life to Things IoT lab for the second consecutive year, and students learned where and how IoT can be used to generate positive changes in their communities.

    By volunteering with the program, Kevin most enjoyed seeing students increase their understanding of technology’s potential and explore new interests in tech through the program’s culminating projects and presentations. These programs are valuable for students to learn new skills and evaluate different aspects of technology as they explore career possibilities for their future.

    The summer camp experience is special to all TCS employee volunteers, but it is especially meaningful to those, like Kevin, who work in the Milford office outside of Cincinnati where the goIT program was born. It began as an innovative idea for a one-time summer camp in 2009 and has since grown into a year-round global program, operating in 42 countries. Over the last year alone, goIT touched the lives of more than 1 million students and 20K educators. Student innovations addressed issues as diverse as water quality, hunger, education, equality, poverty and climate change.

    Teacher Professional Development (Ignite My Future)

    Launched in 2017, TCS’ Ignite My Future is TCS’ pioneering effort to empower educators around the world though a unique approach that integrates computational thinking into core subjects like math, science, literacy, social studies, and the arts. Computational thinking is a future-ready skill that prepares students to tackle problems by building their confidence to work with big, complex issues.

    Ignite My Future’s program content is developed and managed by a team of former educators, so it is a teachers-helping-teachers initiative that adds meaning to K-12 classrooms all over the world. As a teacher professional development program that provides training and resources to teachers looking to expand their capacity for bringing computational thinking into their classrooms, the program provides teachers and their classes with formal training sessions, exciting lesson plans, virtual field trips and Family STEM Night implementations. 

    Recently, the program launched “Tech Trends for Teachers” which tackles tech knowledge and awareness from a different perspective. Like many of its in-classroom initiatives, Tech Trends for Teachers is driven by TCS employee volunteers.

    WayUp spoke with Software Engineer John Trimble about his experience at TCS. In addition to his role helping lead the IoT and digital engineering lab in Cincinnati, he is also a frequent volunteer for various CSR initiatives. Recently, he contributed both to the experience of students attending the goIT summer camp and to teachers who turn to TCS for their own professional development through Ignite My Future.

    Tech Trends for Teachers engages TCS employees in providing K-12 teachers with the opportunity to learn about — and share — tech innovations that will change the way the next generation will live and work. John also mentioned how this type of volunteerism gives a chance to highlight their own leadership, which is fulfilling.

    “It’s Part of Our Ethos:” Purpose Matters

    The fact that TCS’ culture of purpose is deeply embedded across all geographies, departments and customer service units is clear in conversations with TCSers who can describe the company’s legacy of community purpose in detail. In conversations with TCS employees, they happily declare that contributing to social and environmental good is part of the company’s ethos.

    In 2023 alone, TCS employees volunteered across the globe and generously gave more than 5 million hours of service or, as “TCSers” refer to it, of HOPE. In North America, employee activities included supporting programs like goIT and Ignite My Future, as well as sorting, packaging, and delivering sustenance to people facing food insecurity through food banks. Additionally, employees plant trees, mentor refugees, give blood and volunteer for disaster response and recovery activities.

    In response to employees’ interest in receiving corporate support for volunteering on their own or in more coordinated efforts, TCS created an app for finding curated opportunities based on employee location. The app, called myPurpose, is one of the ways TCS supports employees looking to live their purpose both at work and after work.

    When asked about the company’s culture of purpose, John emphasized the fact that giving back is important to all TCS employees.

    Kevin was initially exposed to CSR initiatives during his internship, and his engagement continued after joining the company full-time. In highlighting the variety of opportunities available, he said, “I really appreciate all the creative programs that allow people to make a difference even virtually. It helps us expand our impact and removes a lot of boundaries.”

    Opportunities for a Career with Impact

    John and Kevin both graduated from the University of Cincinnati (UC), each earning a Bachelor of Science in Computer Engineering. They were both first drawn to TCS because of UC’s co-op program, which involved several semesters of full-time work. After interning with TCS, they decided to join the company full-time after graduation.

    Kevin shared how the internship experience helped make his transition into TCS as a full-time employee more seamless. Upon graduating facing a challenging job market affected by the impacts of Covid-19, he appreciated how TCS was able to hire him and give him opportunities to contribute to others in his community at the time. Even more, he valued the career opportunities he would gain by joining the company.

    John was specifically drawn to the company’s IoT lab and the opportunity to work with cutting-edge technology, which made him excited to join one of the biggest tech companies in the world.

    The internship program at TCS provides students with real-world experience and meaningful projects, equipping them with the skills to launch their careers in technology, IoT, engineering, and more. Additionally, interns can gain insight into the company culture, the team dynamics and projects, and the day-to-day work itself.

    Whether through the internship or as full-time employees, TCS creates opportunities to engage with work that makes an impact. From specific CSR initiatives and programs to an overall culture of philanthropy, TCS provides an educational and purposeful environment to start or build your career.

    For more information about career opportunities within TCS, check out their page on WayUp here. More