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

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      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

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      3 Easy Resume Tips And Tricks From A Entry-Level Recruiting Expert

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      “Whenever I get a stack of resumes, I throw half of them in the trash. I sure don’t want unlucky people on my team,” said no hiring manager ever…but sometimes it can feel that way when you’re hunting for jobs. 
      Since the advent of online job applications, candidates have experienced the resume black hole: You spend hours submitting your resume to hundreds of positions only to maybe hear back from a couple. WayUp was actually created to stop this cycle. Whether you’re a student applying to internships, a recent grad looking for entry-level jobs, or have been forced to find a new position due to the pandemic, this guide is here to help! 
      A well-written resume is the most important tool job seekers have in standing out to recruiters and building a network. With the job market flooded by candidates recently laid off due to the pandemic, catching a recruiter’s eye with an effective resume is now more important than ever. 
      How To Format Your Resume
      The first item anyone should see on your resume is your name, and the font size should reflect that. Your name should not take up a quarter of the page but a moderately larger bolded font will serve nicely in helping recruiters remember you. After your name a contact section including an email, phone number, and LinkedIn link are necessities. 
      Sometimes a different version of Word will show a resume formatted differently. If your resume is in the wrong format, your chances of hearing back are low. Avoid this by only sending in your resume as a PDF file. This ensures that the recruiter will receive the resume formatted as you like it and will help any HR software they’re using to scan your resume easily.
      Your resume should be no longer than one page. A recent graduate with two to five years of experience should not require more than a one-page resume. A great strategy used by candidates today is to have your fully fleshed out LinkedIn profile link included, which can show off a greater depth of experiences and info. Most recruiters will receive your resume electronically and if they are interested in you, they can easily click the LinkedIn profile for more information. 
      How To Describe Your Experience 
      The name of the game when describing your experience is to summarize not list. 
      For each role, present the concrete contributions you made to your past teams, using measurable metrics if possible.  For example:

      “Drove $5000 in new business while remaining under budget”

      Anything else that you feel is important for recruiters to know—but doesn’t fit into fewer than five bullets—should be relegated to your trusty LinkedIn profile. 
      The XYZ formula is a great way to display your experiences. Phrasing bullet points as such: Accomplished X as measured by Y, by doing Z. This helps keep your bullets concise and full of valuable information.
      Another important step in any applicant’s process should be to review the job description and do whatever possible to highlight the most relevant experience or skills you have. Having a running document of your recent experiences can be helpful in choosing which fit most with the position. Remember not to list your experience, but to summarize your accomplishments. 
      In A Rush? Don’t Make Sloppy Mistakes
      If you are a recent graduate looking for your first entry-level role or one of the many individuals who lost their job due to the pandemic, then you’re probably quickly applying to a lot of companies. The most important advice for ensuring a good resume, and the advice most often forgotten is to check for spelling and grammar mistakes. 
      Recent graduates and candidates eager for a new opportunity can allow their excitement for a new role to cloud their attention to detail. Before you share your resume with recruiters, have a friend or family member read it over. It might be the only thing separating you from being the perfect candidate! 
      Was your internship opportunity canceled because of the pandemic? Looking for valuable ways to gain experience outside of an internship? Check out our Go-To Guide To Growing Your Career This Summer Without An Internship

      Recruitment operations expert at WayUp. Gabriel Cohn used to write about music and live entertainment – now he helps college students and recent graduates get their dream jobs. Special thanks to Jim Leahy Director of Human Resources at WayUp. More

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      The Skill That’s In High Demand By Wall Street Giants And Tech Titans—And How You Can Get Certified In It

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      If you’re interested in a top business role at a prestigious company, then you’ve probably seen the title “Analyst” while doing your research. And while there’s a wide range of roles that fall under that title, they all involve the parsing, arrangement, and presentation of data. Top businesses need data analysis to function and thrive.
      As former Morgan Stanley CTO Tsvi Gal told the UPenn Wharton Business Journal, “We [may be] in banking, but we live and die on information…Data analytics is the oxygen of Wall Street.”
      If you want to have a real advantage when applying to roles at banks, tech companies, and everything in between, then you should be learning data science. Here’s a quick look at how—through the help of Emeritus, an education technology company—you can get certified in data science or one of its applications (like machine learning) and finally get the internship or entry-level job you really want.
      Get Certified—And Actually Trained—With Courses Run By Columbia, Dartmouth, And Other Top Schools
      Emeritus’ mission is to help people learn—safely and remotely—the skills they need to succeed in STEM and business careers. But they’re not in this alone. Emeritus works with a network of experienced professors, business leaders, and elite institutions to ensure that the certificate programs they offer aren’t just theoretical.
      In their data science programs, you’ll learn the skills necessary to extract, analyze, and synthesize the data that powers major business decisions. Depending on the specific course or track you select, you’ll learn the concepts and applications of business analytics, data visualization, gamification, machine learning, and artificial intelligence. 
      These are the skills that recruiters at Big Four firms, Silicon Valley giants, and major banks are scanning your resume for. And with a certification from a name-brand institution on there, recruiters will be able to tell you really do possess them.
      The best part is that most of these courses can be completed in two to three months—essentially, the length of a summer. Whether you’re tackling an internship this summer—or if you had one unfortunately cancel on you—this is the perfect time to get started on the skill set you really need.
      How Data Science Skills Can Change Your Career
      But like any good data scientist, you’ll probably need to see the numbers on this. Career site Glassdoor regularly marks Data Scientist as one of their Top 5 Jobs in America, noting a median annual base salary of over six figures ($113,309, to be specific). 
      But whether you start in data science, data analysis, or even a more tech-heavy lane like machine learning, you’ll be building a career that can often lead to a C-level executive position or acceptance to a top MBA or master’s program.
      Want to learn more about how to supercharge your resume—and your career—with a certificate in data science? Check out the courses from Emeritus below:
      Applied Data Science with Columbia Engineering 
      Professional Certificate in Applied Data Science with Dartmouth 
      Applied Machine Learning with Columbia Engineering
      Learn Python For Data Analytics More

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      Change, Community, And Career Acceleration: Thermo Fisher Scientific’s Approach To Fostering Diversity

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      If you’re like most people coming out of school right now—aka 77 percent of Gen Z students and recent grads—then you’re looking for a company that values diversity and inclusion (D&I). But what does that really mean? Is it as simple as joining a diverse team? What else should you be looking for in a company?
      These are big questions for anyone to be asking, but the team at Thermo Fisher Scientific—a Fortune 200 science company dedicated to making the world healthier, cleaner, and safer—have come up with a few answers. One of the most important is their multiple diverse, global Employee Resource Groups (ERGs).
      So, What Are Employee Resource Groups? How Are They Different At Thermo Fisher?
      If you’ve done a corporate internship or been on the job hunt lately, then maybe you’ve heard about ERGs. They exist to provide additional community and support to specific groups and identities at large companies. For example, a company might have a group based around African Heritage identity or one for employees who served in the military.
      Almost all of these groups put together events like volunteering in the local community and networking sessions, but at Thermo Fisher they take it a step beyond to fully support and foster inclusion amongst all of their colleagues. Their ERGs draw colleagues together around common characteristics and provide a voice of diverse thinking. ERGs positively impact the company’s growth and development, and assist in providing thought leadership for:
      Recruitment and retention
      Education and training
      Professional development
      Community involvement
      Support and recognition
      Business development
      Activities that support a diverse and inclusive work culture
      One way they are supported is through active involvement at the C-level. “At Thermo Fisher we have senior-level leaders at our organization who sponsor and help promote the ERGs,” says Cheryl, a Talent Acquisition D&I leader at Thermo Fisher. “They’re a direct line to executives on how to build more diverse teams and more welcoming communities for everyone.”
      This means when someone has an idea that can help Thermo Fisher be a more inclusive community or build a more diverse team, they can assist and offer their support to make it happen.
      Perhaps someone in the Women’s ERG knows about Women in STEM groups at colleges that could help bring in more female tech talent. Or maybe someone noticed that a cultural event or holiday was going unrecognized by the company. These ERGs give people a platform to not only share their perspectives, but also to have them be heard and acted on.
      Finding Your Community, Bringing Your Whole Self To Work
      The truth about inclusion is that it’s not just a set of policies or practices. It’s about making sure everyone can find community at work so that they feel comfortable enough to be themselves. Besides the obvious benefits for morale and mental health, when people with diverse perspectives feel comfortable bringing their unique ideas to their work, it has a proven, positive impact on the quality of business decision-making.
      “If someone doesn’t feel a sense of inclusion or belonging they may not bring as much of themselves to work,” Cheryl explains. “And we work hard to build a diverse team because we want their unique perspectives.”
      These groups, by creating a community for everyone at Thermo Fisher, can bring out all of those positive benefits, both for the employees and the business. That’s also why the groups aren’t limited to just the traditional understanding of diversity, like ethnicity and gender.
      “Our groups cover a broad spectrum of interests and identities from ethnicity and gender to early talent, sustainability, working parents, and community action,” Cheryl explains. “Our colleagues have formed 10 different ERG groups, with more opportunities to come.”
      All That, Plus They Can Help Accelerate Your Career
      At Thermo Fisher, D&I is a team effort. And that effort can mean opportunities for people at all stages of their career to take on new types of challenges. Plus, thanks to the buy-in from leaders at the company, you’ll be supported in balancing the work of your primary role and your assistance in groups like this.
      That’s why getting involved with ERGs at Thermo Fisher is a win-win. The company benefits from your perspective and action, and you benefit from a more developed network and unique career opportunities.
      One member of the university recruiting team, Emily, noted that, “interns who have been heavily involved in ERGs during their internship are much more likely to receive full-time offers because of all the connections they made during the summer”
      One such success story is Sophia, an emerging leader in the company’s IT Development Program. Her involvement with the Asian and Women’s ERGs as an intern led to leadership opportunities in those groups when she joined back with the company full time.
      “I joined these ERGs as a way to be more engaged and involved in the community,” Sophia says. But when she took on leadership roles in the ERGs, she got way more than just that.
      “This is different from my day job and it exposes me to other functions, too,” Sophia says. ‘It has also been a great way to get my voice heard and network with executive leaders.”
      This type of company-wide idea sharing and collaboration isn’t just what makes D&I initiatives work at Thermo Fisher—it’s what drives the whole business.
      Want to learn more about this uniquely diverse team? Check out open opportunities at Thermo Fisher on WayUp!
      You can also learn about Thermo Fisher Scientific’s ERGs on their website. More

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      Why joining a virtual info session can change your career

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      Why joining a virtual info session can change your career
      In the midst of a pandemic, typical ways of meeting recruiters and expanding connections through means such as career fairs have been put on hold. Information sessions that students and recent graduates are used to are not happening and finding an internship or a job has been more difficult than ever in recent months. This does not mean that companies aren’t sharing knowledge and opportunities with young talent. Virtual information sessions hosted by company recruiters, universities, or career sites like WayUp’s Lunch and Learn Series, are still connecting young professionals with mentors and career opportunities as well as providing information and knowledge that can change your future.
      Why Attend An Information Session?
      Attending an info session first and foremost shows that you are both interested in the company or subject, and are proactive in advancing your career.  They also provide valuable insight into the career that you are pursuing. For example, past guests at WayUp’s Lunch and Learn series included: Michael Seibel co-founder of Twitch and current CEO at Y Combinator, Cathy Polinsky, CTO at Stitch Fix, and Dan Rosensweig, CEO of Chegg.  At the top of their fields, these presenters and those to come next can share advice to help advance your current career path and expose you to a different opportunity you were not aware of before. 
      Information sessions with specific companies reveal what recruiters in a certain field are looking for in qualified candidates, and what roles are currently available. Most of the time, the company hosting the session will offer interviews to the attendees of the session! Even if an interview is not guaranteed after a session, you now have the knowledge and insight to bring to your future job application, use it as an interview talking point, or create networking opportunities through digital connections. This is especially important for recent graduates who are looking for that perfect entry-level position. 
      How Can I Prepare?
      Simply researching the company, and the individual speaking is the best way to get the most out of a virtual info session. You may not be able to speak one on one with the presenter since it is a large video conference, but being able to make connections between your research and the presentation is a great strategy. Come with a list of questions for a potential Q&A or just to even keep track of personally for potential future interactions or job applications.
      What About After?
      If a Q&A session does happen, be sure to ask well-thought-out questions.  A good question shows that you were engaged throughout the presentation and can help you to stand out for any future opportunities at the company. 
      Share your findings from the session on social media! Posting about the session and tagging the company or speaker, can help you stand out and improve your professional network. Lastly, remember to follow-up! Chances are the leaders volunteering to put on info sessions are open to connecting with young talent.  Use the notes that you took during the session to find what really grabbed your attention and start a conversation! Sending a follow-up email with questions about what interested you in the presentation or their career path can be a great way to build a new connection and grow your network.  
      Where Can I Find Them?
      Tons of companies are hosting information sessions over the next few months! We’ll be keeping the list below updated with all the different sessions hosted by WayUp—so be sure to check back here to see them all and apply! More