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      5 Career Lessons From People Who Made It From Intern To Full-Time At The Clorox Company

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      The transition from intern to full-timer isn’t easy. In fact, even getting a full-time offer takes hard work. But if you’re lucky enough to secure a full-time role at The Clorox Company—home to dozens of iconic brands—one thing’s for sure: You’re going to learn a lot, and fast.
      We caught up with five full-timers at the Fortune 500 company about what they learned in their first years at Clorox. Here’s what they told us.
      Ashley Found Out You Don’t Have To Pick Between Being Supported And Being Challenged
      No matter how hard you study or how great your resume is, your first full-time job is a huge adjustment. You want to be challenged so that you can become a full-fledged professional ASAP, but you also need to be supported as you take on this entirely new chapter of your life. Luckily for Ashley, a Staff Analyst on the finance team, she didn’t have to choose between those when she joined Clorox after graduation.
      “Everyone has been super nice and helpful,” she says. “My manager takes time away from her busy day to ensure that I fully understand my role and deliverables. Whenever I have any questions, someone is always there to offer an answer or recommend who to talk to next.”
      But it wasn’t like she was on training wheels either. In addition to her work, the Clorox team challenged her to build new skills through courses and contribute to innovation discussions with other teams. No matter how much work she had, though, her managers and coworkers were there to assist her and look out for her wellbeing.
      Having this support didn’t just allow her to succeed at work, but to feel at home in an entirely new place.
      “I moved out by myself to California without having any family here,” she explains. “Once I got to Clorox, I had a new family.”
      Matthew Made It To A Manager Role From His Internship—Thanks To The Values He Picked Up
      For many members of the Clorox team, what they learned in their internships stuck with them beyond just that first role. Matthew is one of those people.
      “My biggest takeaway from the six-month co-op/internship was that our ‘do the right thing’ culture and mentality were more than just words on paper,” he says.
      In his operations role, he makes a lot of decisions that impact on how people work and the integrity with which Clorox products are made. Knowing how seriously the company takes their values really did pay off, too, because prioritizing those values in his own work and leading with integrity got him to where he is today: an Operations Manager role.
      And learning to work the right way wasn’t the only benefit for Matthew, either.
      “Some of my best friends to this day are CLXers I met during my internship,” he says.
      Tara Saw That Inclusion And Diversity Follow Naturally From An Emphasis On Doing The Right Thing
      “Clorox really lives our values,” Tara, an R&D scientist, explains. “I think the biggest one is the emphasis on ‘do the right thing.’ We think all the time about what is the right thing to do and how to put people first, and we prioritize that over any other options.”
      That goes beyond efforts to include sustainability in manufacturing processes and give back to communities in need, too. It also means looking out for the people and culture at Clorox.
      “I’m very proud of the work that Clorox does for Inclusion & Diversity. Our motto is ‘bring your whole self to work’ and I personally feel empowered to do so,” she says. “I’ve received career mentorship through the women’s employee resource group and have a supportive network with the Pride group.”
      But I&D isn’t just something Tara enjoys. She actively contributes to it.
      “I’ve had the opportunity to partner with the University of Illinois and the Out for Undergrad Engineering Conference to recruit top diverse talent for the R&D internship program,” she says. “We also prioritize I&D on our teams through unconscious bias training and team building exercises.”
      Knowing this isn’t just a bonus to Tara. It’s a sign to her that her ideas, identity, and career are taken seriously at the company.
      Working In A Culture Like Clorox’s Leads To More Growth (And Maybe Even Faster Promotions)
      Asante is a Senior Analyst on the sales team, but he didn’t start that way. After his internship, he got the return offer for an entry-level role and started at Clorox after graduation. That’s when things really started to pick up for him.
      “Everyone wanted to help me get the resources I needed to be successful,” he says. “The manager who hired me was also big on being your true self. He’d ask me things about my culture and lifestyle and even more importantly, he’d reciprocate the interaction and share things about himself. I never felt ‘different’ as a member of Scott’s team. I could be me. That fostered a drive and hunger to want to grow with the company.”
      Working at one of the largest consumer packaged goods companies in the world, Asante knew there’d be no shortage of career opportunities. And his drive was met with equal enthusiasm from his managers, who let him know just what he had to do to grow his career.
      “If there is a role you’re interested in, you can let your manager know,” he says. “But you’re also challenged to do the backend work to gain visibility for the value you’ve added to show you can thrive in that new position.”
      Now, in his role as a Senior Sales Analyst, he’s continuing to learn from the people around him and aim for the next goal.
      You Don’t Have To Wait To Contribute To Major Initiatives (And That’s Really Good For Your Career)
      Being home to so many major brands, Clorox is overflowing with opportunities to take part in high-impact work. And that goes for first-years, too. That’s one of the things Ariana, an Assistant Marketing Manager at Clorox, likes best about her job so far.
      “I’ve met some of the smartest people, learned about real-world marketing, and experienced what it’s like to run a business,” Ariana says. “During my first year alone, I launched a product, presented to Clorox’s CMO, and participated in a brand video shoot. These experiences allowed me to learn through hands-on work that my peers at other companies weren’t getting so early on.”
      These experiences aren’t just for show either. They’re a part of a concrete growth plan she’s put together with her managers.
      “Career planning starts early on at Clorox. I’ve had the opportunity to chart out different career options, and to cater my experiences and projects to areas that I would like to develop my skills in,” Ariana says. “My three managers to date have all been very supportive of ensuring that my work not only progresses business objectives but also contributes to my career aspirations.”
      Apply These Lessons (By Learning Some Of Your Own)
      Think you’re ready to put this knowledge to the test. Start by checking out the open roles at The Clorox Company on WayUp! More

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      Learn How This Company is Helping Students at Historically Black Colleges and Universities Return Safely to Campus

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      Thermo Fisher Scientific, the world leader in serving science, helps their customers accelerate life sciences research, solve complex analytical challenges, improve patient diagnostics and therapies and increase productivity in laboratories. Today, they are also playing a critical role in addressing the COVID-19 pandemic. As COVID-19 continues its global spread, certain populations, including people of African heritage, are being impacted more than others, both through increased risk of COVID-19-related illness, hospitalization and death and as a result of the economic fallout of the pandemic. 
      In the U.S., historically Black colleges and universities (HBCUs) are experiencing major disruptions in their enrollment, fundraising and other revenue streams (i.e., tuition, housing, food services and bookstores) and many HBCU students, who may rely on student loans and other financial assistance, may have difficulty accessing online classes on laptops and through Wi-Fi at home. It’s therefore critical that these colleges and universities have a way to get students, faculty and staff back to campus safely as soon as possible.* 
      Thermo Fisher Scientific is uniquely positioned to help, not only because of the breadth and depth of their capabilities, but because of their commitment to advancing STEM education and giving back to the communities in which they live, work and serve. 
      Here’s a look inside this ambitious new effort by a company committed to enabling their customers to make the world healthier, cleaner and safer.
      Honoring The Legacy Of Dr. Ernest Everett Just—By Providing Cutting-Edge Science Equipment And Testing To HBCU Students
      The Just Project honors biology pioneer and educator Dr. Ernest Everett Just, who uncovered the role of the cell surface in the development of organisms (and a former professor at Howard University, one of the oldest HBCUs in the nation). This initiative will bring no-cost Covid-19 testing to member schools, through a $25 million donation of cutting-edge lab equipment and reagents in an effort to bring students, faculty and staff safely back to campus during the 2020-21 school year
      Here’s a look at how that works: First, Thermo Fisher will provide the instruments, reagents, kits and technical support  to bring COVID-19 testing to up to 10 HBCUs that will serve as testing centers on their campus and for other HBCUs in their region.
      To date, Thermo Fisher has signed up several universities that will serve as testing centers, including Howard University College of Medicine, Morehouse School of Medicine, Meharry Medical College, Xavier University of Louisiana, Hampton University, Tuskegee University and others. These will serve as hubs for processing the tests conducted at all of the HBCUs around the country.
      Not only will these efforts support the continued access of educational programs for HBCU students this semester, but they’ll leave a lasting legacy in the health care of scholars, faculty and staff on these campuses for many years to come.
      Building An Even More Diverse Team At Thermo Fisher: Hiring 500 Additional Interns And Full-Time Employees From HBCUs
      Thermo Fisher is already a leader in diversity and inclusion, especially in the science industry, with their unique approach to diversity and leadership development programs designed to advance the careers of all professionals. The Just Project is taking those efforts to the next level.
      As part of The Just Project, Thermo Fisher plans to hire an additional 500 students from HBCUs into internship, entry-level and professional roles over the next three years. And it’s not just candidates with a science background who can benefit from this, either. Thermo Fisher has development programs and internships in finance, marketing, sales, technology, and more.
      Plus, with innovation at the heart of Thermo Fisher’s culture it requires an ever-more-inclusive and welcoming environment in order to thrive and continue to lead in science and technology. Professionals of all backgrounds contributing and collaborating to solve the world’s biggest challenges make it a great place for anyone to succeed personally and professionally.
      Ready to start your career at a company that goes above and beyond for its communities? Check out open opportunities at Thermo Fisher Scientific on WayUp!
      *Source: U.S. Centers for Disease Control and Prevention, USA Today, The Conversation More

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      This Company Is Helping To Put A Helicopter On Mars—And You Could Help

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      If you’re interested in aerospace engineering, getting one of your creations to outer space is probably a lifelong dream of yours. The good news is that you could accomplish that way sooner than you probably think.
      While getting something to Mars might seem like a stretch goal during your undergrad years, at AeroVironment—a specialized technology firm that collaborates with organizations like NASA and the US military—this is exactly the kind of project you could work on, even as an intern.
      We spoke to two AeroVironment engineers, Sara and Benjamin, who gave us an inside look at this exciting project and the company’s unique culture.
      The AeroVironment-NASA Collaboration And The Mars Helicopter
      AeroVironment was started by world renowned inventor and engineer, Dr. Paul B. MacCready, Jr. in 1971 as a small engineering firm focused on applying aerodynamic principles to solve important challenges facing the world. He became the first to design and build an aircraft that successfully achieved controlled human-powered flight, giving birth to the company’s reputation of achieving the impossible in aerospace engineering.  In fact, one of AeroVironment’s first projects was the Gossamer Condor, which was operated with pedals—like a bike—and now rests in the National Air and Space Museum.
      That spirit of innovation and unorthodox thinking led AeroVironment to become experts on unique technologies, and the leader in tactical unmanned aircraft systems (aka drones) and tactical missile systems. One of these experts is Benjamin, a Senior Aeromechanical Engineer, who works on the Mars Helicopter.
      So, what can he tell us about this ambitious project?
      “AeroVironment first worked with JPL [Jet Propulsion Lab, a federally funded wing of NASA] on this in the late 1990s, but the technology wasn’t quite there yet,” Benjamin tells us. “Around a decade later in 2013, JPL came back to us and asked us to start working with them on it again. Our goal was to develop a helicopter that could tag along with the next Mars Rover mission to demonstrate that helicopters can be useful in that type of environment.”
      Unlike a normal helicopter, which relies on the specific conditions of Earth’s gravity and atmosphere to achieve lift, the Mars Helicopter needs to have huge wings and an extremely light body in order to fly. Plus, it has to be capable of carrying a camera so they can use it to collect images and scientific data.
      “The Mars Rover, called Perseverance, launched on July 30, 2020. The helicopter onboard is called Ingenuity,” Benjamin says. “If its mission is successful, we’ll be looking into larger helicopters that could also collect interesting scientific data on other planets.”
      That means everyone at AeroVironment—and one day, possibly, you—will have a lot more exciting projects to grapple with. And as another engineer on the team, Sara, tells us, when you’re on the AeroVironment team, your work really is a part of the final product.
      Working At AeroVironment Means Taking On A Real Role, Right Away
      “Even when I was an intern, I loved the culture of being hands on, getting to try things and test things and see what works,” Sara, an Aeromechanical Engineer, says. “Now that I’m a full-time Aeromechanical Engineer, I still do. I do a little bit of everything: some design work and some building.”
      AeroVironment’s project teams, which work on products ranging from commercial and military-grade unmanned aircraft to moonshot technologies like the Mars Helicopter, are comprised of small groups of multifaceted engineers and technologists at all levels of seniority.
      “We have the resources of a larger company, but the culture of a smaller one,” Sara explains.
      Thanks to this structure, which is fairly unique in the world of aerospace, everyone on the team is able to come up with ideas, test them out, and contribute to the final product that makes it into the field.

      “Honestly, I have fun at work. We get to play in the shop. We get to be really innovative and creative with the things we’re building. We’re given a lot of freedom to try things and prototype and I really enjoy that aspect of our programs. I really like that rapid prototyping and rapid R&D. If we have an idea, we can just try it.”
      Sara, Aeromechanical Engineer at AeroVironment
      Whether you’re working on planetary exploration or innovating in the shop, at AeroVironment, opportunities to make history—and an amazing career—are always close at hand.
      Want to start your career in aerospace and technology? Check out open opportunities at AeroVironment on WayUp! More

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      5 Ways To Start Your Career At This Multibillion-Dollar Food Ingredients Company

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      Ingredion is one of the biggest companies you’ve never heard of. They’re the global leader in ingredient solutions—which means they turn grains, fruit, vegetables, and other plant-based materials into value-added ingredient solutions for the food, beverage, animal nutrition, brewing and industrial markets. Basically, they make crackers crunchy, yogurt creamy, candy sweet, paper stronger, and baked goods more nutritious.
      So even if you haven’t heard of Ingredion, you might’ve snacked on something they’ve created.
      From food science to quality control and supply chain to engineering and analytics, there are tons of ways to start your career at Ingredion. We spoke to some of their recent interns to learn more.
      1. Rahul Started His Business Analytics Career Running
      As someone who studies business and analytics in school, Rahul was looking for a role that would let him use analysis to make an immediate impact on a business. However, given how complex a field business intelligence is, he also needed mentorship from experts active in the field. When he heard about the Ingredion role, he found the perfect combination.
      What He Did: “I was a sales and operations intern on the supply chain and analytics team. We used analytics to enhance efficiency in the supply chain, saving the business money and increasing productivity. I’ve learned so much throughout these two months, gotten a lot of good advice, and worked on projects that I’m proud of.”
      How Ingredion Helped Him Grow: “I learned a lot here this summer, and it wasn’t restricted to one means of learning. With the remote situation, I thought it would be harder to grow and make connections, but that wasn’t the case. I learned how to use new business and data analytics programs, such as PowerBI, through Ingredion’s online Learning & Development course catalog. You also have a really helpful mentor. Plus, you can always schedule calls with anybody on your team or at the company. Everyone is so helpful and willing to share ideas.”
      Favorite Project: “It’s this model called Sentiment Analysis or emotional artificial intelligence. I worked on a system that allows you to automatically input customer responses and get an understanding of how the customer is feeling. You input customer feedback, and it actually returns a score that reflects the sentiment.”
      2. Zion Became A Top Contributor At His First Internship
      Zion is an industrial engineering student about to go into his senior year. For his first internship, he wanted to find a company that wouldn’t just let him practice and learn his craft, but teach him how to best navigate the working world. Ingredion’s culture—which combines learning opportunities with real work experience—was the perfect place for him.
      What He Did: “As a Continuous Improvement Intern, I worked on projects that helped us identify problems and improve our production process. I worked with various parts of the production process to enhance key performance indicator (KPI) reporting and improve efficiency. This is the first internship I’ve ever had, so I really came in with a clean slate, no expectations, just ready to deliver however possible.”
      How Ingredion Helped Him Grow: “It’s a combination of mentorship and instruction. Ingredion gave me a lot of guidance on how to maneuver and navigate the company. My managers gave me a lot of tools to understand continuous improvement and industrial engineering in general. I even became a Six Sigma White Belt, which is really useful in my industry.”
      Favorite Project: “One of my projects was creating a system to identify ‘bad actors,’ which are basically pieces of machinery that cause production problems. By the end of my internship, I hope to have a system set up so my coworker can just input data and find out whether a piece of equipment is a bad actor. I was also nominated for the WayUp Top 100 Interns list, and my coworkers at Ingredion have been so supportive, voting for me over 1,600 times already.”
      3. Kiana Had Her Best Internship Yet—Even Amid A Pandemic
      Kiana was worried about the remote internship experience. She knew first-hand how hard it could be to make connections as an intern and get valuable work experience. When she arrived at Ingredion, the team gave her exactly what she was looking for: safe, in-person experiences, mentoring and the ability to make connections across the company.
      What She Did: “As a Quality Intern, I worked on various impactful projects. I was tasked with finding a new piece of equipment for the lab and a new software system to replace an outdated one. I also worked closely with the Quality Vendor Analyst to monitor and update testing requirements on products we import. I never felt that I was missing out on the full internship experience, even on the days I was working from home.”
      How Ingredion Helped Her Grow: “I was provided a mentor on the first day of my internship. The members of the Quality team I worked with were also all extremely helpful and very willing to teach me. They always answered my questions and showed me the workflow of the lab. We also had a final capstone presentation which allowed us to sum up the projects we worked on in front of coworkers, supervisors, and leadership. This presentation allowed us to shine in front of leadership and show them the contributions we made to the company.”
      Favorite Part Of The Program: “Despite the challenges that this pandemic has created for everyone across the globe, Ingredion has not let it stop them. Ingredion provided me with the best internship experience I’ve ever had. The HR team has consistently kept me in contact with all the other interns, planning fun virtual activities such as music trivia events, or providing opportunities for us to connect with leadership, such as with our ‘Lessons with Leaders’ meetings.”
      4. Taylor: Safely Working In The Lab—And Seeing Teamwork In Action
      2020 was Taylor’s third summer interning with Ingredion. With many internships being canceled, Taylor wanted nothing more than this experience to continue, but she was worried about how it would be handled during a pandemic. She didn’t want to take a backseat in the research and innovation OR miss out on the learning experience of teamwork—and Ingredion’s internship program helped her safely stay in the action.
      What She Did: “I was always able to safely complete my lab work. Before walking into the main office, you get your temperature checked and receive a new mask daily. When I arrived, I began training, and the importance of my projects was explained to me. Because my projects were heavily lab-based, I was in the office four to five times a week. After training, I began my project independently, but there was never a time where I found myself not able to ask for help. Multiple team members checked in on my progress and made sure I was doing well throughout the summer.”
      How Ingredion Helped Her Grow: “At Ingredion, there is a Business Resource Group called the Network of Early Talent (NExT) , which supports the early talent community and helps us learn and grow professionally. This summer, the group piloted an Intern Buddy Program, where each intern at the site was paired with an Ingredion employee, so we’d have a friendly connection to learn from. I learned some key skills from my buddy. My boss also set up training with other experts. They showed me how to utilize the necessary equipment and gave me great advice.”
      Favorite Project: “Members on different teams, other than my own, gave me training on different equipment and shared old data and useful tips. Gathering all the information given to me from the many teams I interacted with, is what ultimately allowed me to complete my projects and be successful.”
      5. Liam Started His Process Engineering Career With Great Advice—And Hands-On Experience
      As a future Process Engineer, Liam needed to apply what he’d been learning in school AND learn from experts in the field. Getting floor experience during a pandemic was going to be a challenge, but—you might be picking up on a theme here—Ingredion was committed to getting him what he needed.
      What He Did: “I work in process engineering, so my team must work closely with operations and maintenance. For my projects specifically, that included coordinating with operations management to find when events would occur. Also, I would spend a lot of time on the plant floor working alongside operators to gain insight into what the process looks like from their perspective.”
      How Ingredion Helped Him Grow: “I learned through a combination of my own curiosity and being surrounded by good people. My manager, Jenny, filled that mentor role for me. She was indispensable in providing specific insights on projects and strong advice in general. Meghan, our internship program manager, also provided fantastic support to the intern class by providing us with connections throughout the company. Every week, she put together a program she called ‘Lessons from Leaders,’ where we heard great advice from the company’s leadership.”
      Favorite Project: “I’m proud of the improvements I made to the changeover process of one our machines at one of our manufacturing centers. These changes can save the company well over 100 hours of downtime per year. They make the operators’ job a little easier because I provided the necessary tools to complete parts of the process. I’m also proud of the connections I made through this internship. I’ve met many great people who have followed very different career paths. And I’m lucky that they can help me make the right decisions when I am paving my own career path.”
      To Start Your Career Right, Start At Ingredion
      No matter what the circumstances are, Ingredion gives their interns the experience and knowledge they’ll need to compete in a tough job market.
      Check out open opportunities for Summer 2021 and beyond at Ingredion on WayUp! More

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      4 People Who Found Their Dream Job In Veeva’s Consultant Development Program

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      There’s a reason so many people want to be consultants—especially right out of college. You get to become a trusted advisor and subject matter expert to clients of all different sizes. Not only is it exciting, challenging work that usually involves lots of training and diverse customers, but you’ll almost never get bored.
      Veeva is a software company that helps some of the world’s brightest minds and most cutting-edge companies develop critical medicine, products, and services in the pharmaceutical and biotech industry. Their Consultant Development Program (CDP) takes recent graduates of all backgrounds—from engineering to economics—and trains them to be valuable business partners to Veeva’s customers. It’s an opportunity to make a positive impact both in business and on the world around you.
      Here’s how these four people turned this opportunity into their dream jobs.
      1. Erica Never Stops Evolving (She Even Got Her MBA On The Side)
      For Erica, CDP at Veeva, was an opportunity not only to get the type of role she wanted, but to work in the type of culture she wanted. Erica was looking to work somewhere that would not only train her, but also give her the opportunity to learn by doing.
      That’s exactly what Veeva gave her.
      “There was never a shortage of exciting challenges in CDP,” Erica says. “You’re thrown into the fire—with support—but that’s my favorite part. I was constantly asking, ‘Hey, I haven’t done this before. Can I do it?’ And they let me do that every time. Veeva found opportunities for me.” 
      That means Erica was never just sitting around and watching. Every new engagement was an opportunity to get the kind of experience she wanted. Now, all of that experience is serving her very well, as she’s a full-fledged consultant.
      “CDP prepares you so well for what you’re going to be doing as a consultant,” Erica says. “You only notice the difference because they’re celebrating you and congratulating you for moving up.”
      A promotion wasn’t the only thing Erica was able to achieve during the program, either. 
      “l like to learn. I like to constantly be challenged. When I started this job, on the side, I was going to get my MBA. And I did,” she says.
      Now, as a Veeva consultant with an MBA, she’s ready to take on even more challenges. And Veeva’s clients are ready to provide them.
      2. Abby Figured Out Her Career Goals—And Veeva Is Helping Her Get There
      Abby studied engineering in college but wasn’t sure if she wanted to be stuck in a lab all day. She also wasn’t sure what her long-term career goals were. That’s why Veeva’s CDP—which combines Veeva’s science-supporting products with the problem-solving challenges of a consulting role—was the perfect place for her to figure it out.
      “The main goal of the role is learning,” Abby explains. “You’re learning about the products that we make and the needs of our customers.”
      As a member of the Clinical team, Abby learned a lot about the specific tools that scientists and researchers use in the testing and development of new medicines—and how to best pair professionals with the right Veeva offerings to maximize their success. This business-meets-tech learning helped her realize the possibilities of combining her two primary skill sets.  
      “I have social skills and I love interacting with people. But I also loved the problem-solving aspect of engineering,” Abby says.
      So, what does that mean for her professional goals?
      “I know I want to lead a team of people and I know that I love solving problems. Helping people grow and helping people learn are Veeva values, and now they’re my values, too,” she says.
      3. Mike Broke Into Consulting (And Found A Great Use For His Solar/Pharma/Business Background)
      In just a short time, Mike had gotten a wide variety of professional experiences under his belt. During college, he worked in business operations in the solar power industry. He later had a sales job in the pharmaceutical world working with vaccines. Add some brand ambassador work on the side, and Mike’s resume was very interesting, but what he really wanted to do was consulting.
      Being a life science company with a need for business-savvy grads, Veeva saw Mike as a great candidate for CDP. When he found Veeva’s CDP, he almost couldn’t believe the opportunity.
      “There really is no misdirection about the program itself,” Mike says. “What we say it is, that’s how it’s going to be. There’s no fluff.”
      And it wasn’t just any old consulting gig, Mike tells us, the program was designed to make him into the consultant he always wanted to be.
      “Your managers drive your development to where you want to go. And the flexibility is there. If I’m not enjoying what I’m working on, my managers will help transition me to where I am interested so that I can grow. Everyone wants to help you through your journey,” he says.
      This journey doesn’t end with CDP, either, Mike notes. He’s building the kind of skills that will help him achieve even beyond his time in the program.
      “I’d love to build a strong foundational skill set in CDP and maybe even start my own company one day. In CDP, you can get a sense of how to interact with customers, develop a product, and understand so much of what it takes to run a business,” he says.
      Mike’s story is a great example of how Veeva takes people of all educational and professional backgrounds—from sales to solar energy—and nurtures their common passions for solving business problems in CDP so they can get what they really want: a rewarding career.
      4. Betul Got The Job She Wanted (And Found A Company For Life)
      Betul has a strong personality—and an equally strong background in business. She knew she wanted a role that would challenge her to be the best. But she also wanted the opportunity to be herself at work and that meant making a positive difference in the world. Veeva—a people-focused company with values that actually mean something—gave her just what she was looking for.
      “I look at Veeva as this huge support system,” Betul tells us. “Our culture is one that ensures you learn enough and develop skills so that you can handle each new phase of your job. When it comes time for you to take on leading a project, you’re comfortable doing that. And the goal is to become a mentor just like the people who mentored you.”
      Teaching and communicating are essential parts of the consultant’s skill set, after all. At Veeva, these are core values that every member of the team incorporates into their working style. These values—plus the focus on outward-looking beneficence—were what really sealed the deal for Betul.
      “When I was looking for a job, I had very specific criteria. I needed to be a position that my work fed back into society. One of our values is literally ‘do the right thing.’ It’s not something that is just put on the website and nobody thinks about. It’s front and center for everything we do,” Betul.
      This combination of positive impact, personal growth, and support mean a lot to Betul. In fact, she tells us, she can see a long future at the company.
      “I’m probably going to retire here. That’s something I learned during my interview. The Chief People Officer told me there might come a time when you don’t want to travel anymore, and that’s when we start looking at other areas of the business. She wasn’t just thinking about what I could do for them in the next one or two years,” Betul says. “She was thinking what they could do for me in the next five to ten or twenty years.”
      Now, Betul is thinking the same way.
      Ready For Your Dream Job? You Could Be Next
      Whether you’re looking for the long term (like Betul) or just looking for your first job, Veeva is a place that takes your career journey seriously—from CDP to the C-suite.
      To learn more about joining Veeva’s team of enthusiastic, entrepreneurial CDPers, check out Veeva on WayUp! More

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      How To Nail The Virtual Interview At This Fortune 500 Company—According To A Recruiting Leader

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      The COVID-19 crisis forced companies around the world to immediately adopt fully virtual interviewing processes. Whether you’re a fan or afraid of the on-screen interview, one thing’s for sure: virtual interviewing is here to stay.
      So, we’ve put together a guide to help you master interviewing in a virtual world. And we spoke with Adrienne Sullivan, a recruiting and global employer brand leader at Thermo Fisher Scientific—a Fortune 500 biotechnology company dedicated to making the world healthier, cleaner and safer—to get an insider’s view on how to put your best foot forward, digitally.
      Here’s what we learned.
      No Matter What Your Specialty Is, They’re Looking For These Three Traits
      Thermo Fisher’s mission is to enable their customers to make the world healthier, cleaner and safer. Their products consist of everything from genetic forensics machines to climate change research tools all the way to classroom lab equipment.
      Even with all of the company’s different products, services and business functions, their 75,000+ employees are committed to fulfilling the company mission and pushing science a step beyond, regardless of their role. Adrienne says when interviewing candidates, “Thermo Fisher is really looking for three main competencies: putting the customer first, owning your results, and finding a better way every day.”
      1. Putting the customer first.
      This goes for everyone, from software engineers to sales to R&D researchers. You’ll need to demonstrate that you understand and value that there is an end-customer (and at times, patients) relying on us. “No matter our role, our customers depend on us. You may not have experience working directly with customers, but all our work contributes to supporting our customers” Adrienne explains.
      Understanding how your role contributes to the success of the company’s mission is key.  This is tied closely to the second principle:
      2. Owning your results.
      Results—good or bad—are the direct consequence of your work—and taking ownership of them is an essential part of being successful at Thermo Fisher. So, how can you show this trait in an interview?
      “This is about personal accountability,” Adrienne says. “We want to hear you take personal responsibility for something in your examples. It’s okay to highlight mistakes, as long as you’re able to show how you pivoted to fix it.”
      Taking stock of your work, adaptability and agility are the core of Thermo Fisher’s third principle, too.
      3. Finding a better way every day.
      “We want relentless curiosity and innovation,” Adrienne explains.
      That means when you take stock of your results, you’re looking at what worked and what didn’t to improve the way you do it next time around. It shouldn’t be too hard to think of an example of how you improved your work practices. And if you really want to go deep on your interview prep, you can study the specific improvement strategy leveraged at Thermo Fisher.
      “We follow lean practices for process improvement,” she says. “That’s how we work. We’re looking for people who strive to make themselves better every day.”
      Virtual Interviewing Has Its Disadvantages—Here’s How To Combat Them
      The good news: Virtual interviewing isn’t too different from its in-person counterpart. The tough thing is that the few challenges it does pose can be hard to overcome without practice.
      “Not everyone is used to seeing themselves on camera or working with video conferencing technology,” Adrienne says. “Don’t let it distract you. Set up some time to practice with a friend to make sure you’re comfortable with communicating virtually.”
      If you’re focusing too much on fixing your camera, figuring out how to unmute yourself, or changing your background, then you won’t have time to listen actively, which is another important part of any interview.
      When an interview is virtual, Adrienne warns, it can easily feel like a video that you’re just watching, but really, it’s a two-way conversation. Try to imagine how you would be seen in an office setting and give that same impression virtually.
      How To Take Advantage Of The Virtual Setting And Its Benefits
      There are also distinct benefits to interviewing virtually. Here’s how to take advantage of them.
      “It gives you an opportunity to be comfortable in your own environment,” Adrienne says. “You can feel secure and use that to your advantage. Speak confidently and focus on active listening.”
      Plus, with new technology comes new capabilities. A good way of showcasing your strengths and your savvy with technology is to use screen-sharing features to show off some work or skills. If you’re going to do this, though, make sure you’re well practiced.
      “Technology allows you to be more agile. You can quickly pull up a work sample or a document you’ve worked on that you’re particularly proud of. You’ll have everything at your fingertips,” she explains. “But if you’re going to do something like that, have it all prepared and ready. Don’t make your interviewer sit and wait.”
      No Matter What, Follow The Timeless Interview Rules: Do Your Homework And Be Yourself
      “Definitely do your research. Research the company, have a clear understanding of the role, and have questions prepared to clarify what you can’t find out on your own,” Adrienne says. “Read through the company’s career site to learn as much as you can in advance about what the company does and their culture. Learn about your interviewer by taking a look at their LinkedIn profile. You will feel more comfortable the more prepared you are!”
      But you must balance research and preparedness with authenticity, too. Be yourself and show them that you’re comfortable bringing your personality to a professional space.
      “It’s a conversation, so be your authentic self and don’t just read from notes,” Adrienne advises. “It’s hard. It takes practice. Interviewing really is a skill like any other—and our early-career recruiters understand that.”
      Turn this insider knowledge into a real job offer—check out open opportunities at Thermo Fisher Scientific at WayUp! More

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      in Talent Acquisition

      Knowing What You Want So You Can Find a Job You Love

      by

      Searching for a new job can feel like a daunting task, especially if you weren’t expecting to or have been out of the market for a long time. Before navigating interviews, you may be creating a mental list of things to do including updating your resume, LinkedIn profile, and to start looking at what opportunities are out there. In our recently published ebook, From Layoff to Lift Off: A Comprehensive Guide to Bounce Back in Your Career, we share that the first, and most important, step to start with in your job search is to look within and take stock of what is most important to you in your next opportunity.
      Wants & needs
      Between what profession and life stage you are or will soon be in, your non-negotiables and ‘nice to haves’ can vary from person to person. Starting a job search calls on self-reflection into your top priorities and deal breakers in your next opportunity, which should take place before speaking with a recruiter. The areas that job seekers can begin evaluating include (but are not limited to):
      Finances, such as preferred base salary, bonuses, equity or stock options, and total compensation
      Benefits and perks
      Work-life balance
      Tech stack
      Company size, stage, and industry
      Company culture
      Location, which would include considering if you’re comfortable with and able to commute into an office in a post-COVID world
      As you consider these areas for yourself, understanding what you don’t want is equally important as what you do. Additionally, while it is important to showcase your skills and strengths, being able to identify what you are interested in learning more or growing in, especially with regard to your technical experience, will help you immensely to be able to communicate those desires effectively in your online presence, cover letters, and interviews.
      Empower yourself with data
      Once you have outlined a list of your preferences, requirements, and deal breakers, as a job seeker one of the best things you can do is to empower and equip yourself with data and research into the role(s) you are interested in. You look into the job requirements for the role(s) you’re interested in, compensation offered for the title, level, and market that role is located in, and into the hiring companies, especially as it relates to your list of preferences.
      Information on company size, stage, industry, location, and culture are often easily accessible online, especially on the company’s website, prior to you even applying for open roles. On the other hand, information on compensation, benefits, and perks offered might be a little harder to find unless you’re actively interviewing with that respective company. In these instances, it is especially important to know what you want so you can ask the right questions in your interviews to uncover that information to make the best decision for you. In terms of compensation, while company-specific information may not be readily available, you can equip yourself with market research by using tools such as:
      According to our 2020 State of Wage Inequality Report, the wage gap that exists today is perpetuated by a gap in what candidates actually expect to receive. This is consistent not only between women and men but also across racial groups, age groups, and markets. Since their expectations are lower than their market value, tech workers are asking for less and getting paid less. When you know your value, and it is backed by data, you can go into conversations about compensation more confidently to ask for what you deserve. By analyzing data from multiple resources, you can cross-reference the numbers you find to give you a good idea of a range you deserve for your experience in addition to what you can expect to see for roles you are interviewing for. More

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      in Career Hacks

      Demystifying Employment Basics: Offer Letters, Relocation, ‘At-Will’ Employment

      by

      Securing a job is daunting enough, and in a global pandemic, it can be downright painful.  Unemployment is at one of the highest levels many of us have ever experienced, the stock market is a rollercoaster, and every day, the never-ending stream of bad news has the power to distract us, creating a sense of uncertainty and confusion.  
      WayUp team members heard loud and clear that many early-career candidates who are new to the market or new to economic uncertainty want a better understanding of some of the fundamentals surrounding getting a job during uncertain times.  
      We put together a basic guide that outlines some of the fundamentals we thought you should know.
      What is an offer letter?
      An offer letter for employment is intended to lay out the terms of your employment offer.  It’s an employer’s way of letting you know exactly what the job entails and what you can expect from accepting the role.  Check out our article on the difference between offer letters and contracts to learn more about what you can expect from this agreement.¹
      What is a verbal commitment vs. a signed commitment?
      When extending a job offer to a candidate, some companies require the candidate to give a verbal commitment before the company sends a written offer letter.  A verbal job offer, which is made and accepted formally, is legally binding on both the parties. However, it’s a bit more complicated than a written agreement since you must establish the terms of employment at the time of the offer.  
      Usually, in the case of a verbal offer, there is no witness or any other proof of offer or associated conditions. That’s the reason it’s usually followed by a written confirmation. The employer offers you a job, you accept it, the employer sends across an offer letter, and finally, you accept the offer in writing.
      Legally speaking, a job offer, whether verbal or in writing, is of no significance unless you have a contract of employment, since either of the parties can rescind such an offer.²
      What does “at-will” employment mean?
      At-will employment means the employer can terminate an employee at any time for any reason and incur no legal liability for doing so. As an employee, you have the freedom to leave an at-will job at any time for any reason without legal consequence. You should also note that working in an at-will job means the employer can change the terms of your agreement with no notice or consequences.³ Think it’s unfair? Put it this way: if you can give your notice anytime, the employer is just saying they can do their version of the same thing — end the relationship with you. They don’t technically need to give you any reasoning (though companies with strong HR teams will usually give you a reason, and/or put you on a performance plan ahead of time), as long as they’re acting within the law (i.e. you can’t fire someone for their race, gender, etc.)
      What is a relocation package and when can I expect one?
      Some employers offer relocation assistance to help with moving-related expenses such as hiring movers, purchasing storage, or buying a plane ticket. Not all employers offer relocation assistance though, and there are often limits to what is covered in these agreements, so be sure to ask what your new employer will cover if this is important to you. 
      What does it mean if my offer has contingencies?
      When an offer has contingencies, this essentially means that the employer has included certain caveats to protect themselves in case new information surfaces concerning your ability to satisfy all of the requirements of the job. 
      Common contingencies include: criminal record checks, drug tests, relocation (i.e. that you relocate to the location in the offer letter first), or background checks to ensure that all information you submitted in your resume or application was accurate. If you are hired by a Staffing Agency, another common contingency is that the client you’ll actually be spending time with must also approve of your application. In most circumstances, this is not an issue.
      If you see that your offer letter has contingencies, make sure you understand what each of them are before signing. If one or more are unclear, you can absolutely ask the recruiter you’re working with for more information.⁴
      What does it mean for an offer to be rescinded? When can that happen?
      When a job offer is rescinded, that means the company is no longer offering you the job. In general, there are two reasons why an offer is rescinded. The first reason is that after the offer was made, the company found new information about you and decided you were not the right fit for their company. You’ll likely never find out what that information is, and it could be anything from seeing something they didn’t like on your social media to talking to your former coworker who already works at the company.
      The second reason a job offer is rescinded is when the company’s financial circumstances change suddenly and drastically. For example, the company had to conduct a massive recall of their new product, there’s a sudden investigation into the company, or external forces deplete demand for the company’s offerings (i.e., the coronavirus pandemic).
      Sudden financial changes can also result in your offer being put on hold. When your job offer is on hold, it means the company would still like to hire you but can’t right now. And the company likely can’t tell you exactly if and when they will hire you in the future. 
      What does it mean to be fired? 
      You may have heard someone say, “I was fired”.  This means they are terminated at a company and are no longer employed with the organization.  There are a few types of terminations, voluntary and involuntary or a lay-off.  Involuntary terminations or “firing someone” is when a company informs an employee that they are no longer employed with the company.  Typically, being fired is a result of poor performance, a violation of a company policy, or some other act that isn’t in line with how the business wants to operate. But if you’re an at-will employee, you can also be fired for any reason (with a few exceptions including illegal discrimination) or no reason at all.
      What is a PIP?
      A PIP (Performance Improvement Plan) is a plan that an employer will often put their employee on if the employee is not performing. Most PIP’s last 4 weeks and outline very clear rationale for why a manager feels as though an employee is not performing, along with a plan for how to get them to improve their performance. Most PIP’s last 4-8 weeks, and the manager or HR usually do check-in’s along the way to see if the employee is on track. Sometimes a company will fire an employee midway if they are not on track to achieve their PIP, but other times, if the employee is on track, the employee can save their job by performing to meet expectations.
      What does it mean to resign?
      Voluntary terminations or resignations are when the employee informs the company they are no longer continuing their employment with the company. This is also known as “quitting” a job. Most companies expect someone to give two-weeks notice, which means you (the employee) will work for the company for two more weeks and then will end your employment. Some employers will not take you up on your 2 weeks notice offer, and others will. It is absolutely best practice to give at least two weeks notice so that your colleagues and your manager can plan for your transition. Don’t forget: most people remember an employee most by their final weeks / months at a company, so be sure to leave on a positive note, and work just as hard in your final days as you would have in your first few.
      What does it mean to be laid off? 
      When a company lays off an employee, it means there is no longer a need for the position within the company as it currently exists.  The loss of employment is through no fault of the employee. 
      What does it mean to be furloughed?
      A furlough is “a temporary layoff from work.” People who get furloughed usually get to return to their job after a furlough.  In general, people are not paid during furloughs but they do keep employment benefits, such as health insurance. When an employee gets furloughed, they are not guaranteed to be able to return (a furlough could be extended or could turn into a lay-off) so employers typically expect to see some turnover from furloughed employees who choose to not take the risk of waiting to be brought back.
      What is a severance package and when should you ask for one?
      Some companies choose to offer a severance package when terminating an employee after they have started in their role. A severance package is a flat payment to a terminated employee, and can sometimes include benefits. Employees who are fired or laid off can inquire about their final pay and the possibility of a severance package included in their termination. If you did not start in a role (i.e. you got an offer letter but did not sign it, or you signed it but didn’t start yet), and if your offer is rescinded for whatever reason, you likely will not be given a severance package, given that you didn’t actually work for thee employer. 
      Severance packages can sometimes be negotiated if an employee is leaving on good terms, though larger companies often have specific frameworks they’re looking to stick to, so don’t be surprised if the company isn’t willing to budge. Finally, senior employees (usually at the Vice President level or above) often negotiate severance terms into their offer letter (i.e. saying if they are fired for performance or due to lay-offs, that they will get a severance package of a certain amount). We do not recommend requesting this to be included in your offer letter if you are joining a company at the entry-level.
      What is a severance agreement?
      A severance agreement is an agreement between an employer and an employee that contains guidelines for when an employee is terminated. A severance agreement template includes details like how much pay the employee will be entitled to after termination, when benefits will be discontinued, etc. 
      As you look over your severance agreement, most employers will spell out their methodology and provide an overview of how your individual severance pay was calculated.  Typical Agreements include:
      Your severance pay terms
      Your vacation pay terms
      Cobra (Benefits) Information
      Return of Property
      Non-compete Clause
      Confidentiality Agreement
      Unemployment Information
      A General Release of Claims and Covenant Not To Sue⁶
      You should not expect to get a severance package if you are not willing to sign the terms the employer is requesting. Furthermore, if you do sign a severance agreement, receive the money, and then break one of the terms in the agreement (such as your NDA), you could be held liable for paying back the severance.
      Why would an employer push back a start date? Can they do that? What does that mean for me, and what should I do?
      An employer may push back your start date for a variety of reasons. For example, if you are hired to support a client, and then the employer loses that client’s contract, they may no longer need your services and may ask to push your start date back unless they can find a new contract for you to work on. Typically, offer letters and employment contracts will include a Force Majeure clause that essentially frees both parties from liability or obligation when an extraordinary event or circumstance beyond the control of the parties, such as war, epidemic, or Natural Disaster, prevent one or both parties from fulfilling their obligations under the contract.  Right now, the economic uncertainty we’re facing coupled with our changing lifestyles in response to COVID-19 means many companies have to constantly reevaluate and restructure their organization.⁷ 
      How should I react if I’ve been laid off, fired, furloughed, had a start-date pushed back, or had my offer rescinded?
      Losing your job or having your start date delayed affects everyone differently, but it’s important to find healthy ways to cope if you do receive this news. It’s a very small world, and you never want to burn bridges in the workplace. Maintain a positive rapport with the employer, and demonstrate that you can handle this adversity without losing your professionalism — after all, you never know if you may want to apply for a position with that employer in the future, or if the HR person you’re dealing with may move to another company at a later date where you want to work.
      Can I put the job that I had accepted on my resume if I didn’t actually start in it (i.e. my offer was rescinded before I started)? What about on my LinkedIn or WayUp profile?
      You should always put your best foot forward when networking or applying for a new job. Providing an accurate summary of your work history is essential to establishing trust and being matched with the right job for you, so we recommend that you only update your online profiles with positions that you’ve actually worked in. However, on your resume, if you have had an offer rescinded due to an external factor (such as Coronavirus or a company going bankrupt, etc), we typically recommend having one line under your “Work Experience” that shows the company’s name and says “Position eliminated due to ___” so that employers know you were not procrastinating with your job search.
      If I left a job because of COVID-19 (I was laid off or furloughed), should I mention that on my resume or online profile?
      Context is key when employers are evaluating your reasons for leaving a position. Letting them know that you’re searching for a new opportunity because of COVID helps them understand that you were not let go for reasons related to your performance. If you’d prefer to not include this information in your resume or online profile, you can alternatively incorporate this in your cover letter. However, we typically recommend having this information on both your resume and your online profile in order to give future employers / recruiters more context. There is nothing to be ashamed of — millions of people were laid off due to COVID-19, and it was not any of their fault. 
      As a job seeker, what should I be thinking about at a time when there is an unstable economy?
      Review your resume.  You should spend time editing your resume to ensure you’re sharing the most compelling information.  Check out this article to help you understand how to write a winning resume.  
      Pro Tip:  Submit your resume to TopResume to get a free, confidential review from a resume expert.

      Research every company you’re applying to.  How big or small is the team?  Public or Private?  Venture Backed?  Are they profitable?
      Perform high-touch outreach.  Once you’ve submitted an application to the company’s you are interested in, find the hiring manager on LinkedIn and send them a thoughtful note encouraging them to consider you for their role.
      First impressions are important.  Check out this article to help you prepare for your first phone interview.
      We’re all in this together.  More, now than ever, job seekers have an unique opportunity to stand out during the economic uncertainty.  When we say knowledge is power, job seekers have helpful information available to them so they can take control to understand and demystify the hiring process.  That way, job seekers can spend more time on the things that matter like crafting a thoughtful resume, researching the right role, and interview practice.
      Sources
      WayUp.  What’s the Difference Between An Offer Letter And A Contract?
      UpCounsel.  Is a Verbal Offer Binding: Everything You Need To Know?
      National Conference of State Legislators.  At-Will Employment Overview.
      Career Trend.  What Is a Contingent Job Offer?
      FlexJobs.  Rescinded Offers and Hiring Freezes: What They Mean for Jobseekers.
      Salary.com.  9 Things to Know About Your Severance Package.
      SHRM.  You Are Excused: Force Majeure and the Workplace in the COVID-19 Era.
      About the Authors:
      Jim Leahy is the Director of Human Resources at WayUp. His decade of experience in building teams has made him passionate about helping others build their brands.
      Matt Sheffield has worked with thousands of WayUp users to help them get their dream job. He now works in WayUp’s Business Operations department where he manages internal job requisitions. More