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    Quiz: What’s Your Perfect Side Hustle? 6 Ways To Work Flexibly

    No matter what you study or what your ambitions are, you don’t have to wait to start making a little extra money. That’s what having a side hustle is all about. Whether it’s tutoring, cleaning, dog-walking, or even elder care, there are a ton of ways to make money on the side (and pad your resume while you’re at it).
    And no one has more options for these kinds flexible work than That’s why we partnered with them to make this quiz to help you determine what your best path to part-time pocket change really is.
    Check it out below.

    Ready to put your results to the test? Check out even more amazing part-time jobs and opportunities at on WayUp right now! More

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    Why you should seek accurate salary data to land the salary you deserve

    Discussing salary or going into a salary negotiation conversation can be nerve wrecking for many reasons — and you’re not alone. Some may feel like they lack enough (of the right) data to discuss numbers, while others might not feel confident in the actual words to use when approaching a salary conversation to appear fair while achieving a salary they deserve. Both instances can cause unnecessary anxiety for job seekers, and can prove especially difficult for candidates of underrepresented communities, even though it continues to be the top motivator for tech candidates to look for and accept a new role.
    Leveraging salary data can help empower job seekers to not only ask for the compensation they deserve, but also expect it. In our webinar, “Staying Empowered With Data: Knowing & Asking For The Compensation You Deserve,” I had the opportunity to discuss with our guest speaker, Virgginnia Buccioni-Hillman — an experienced D&I recruiter, HR professional, and DE&I Program Manager at Tile — about why it is important to seek pay equity, how to uncover accurate data sources, and approach salary discussions.
    Empower yourself with accurate salary data
    With a wide variety of resources available online, job seekers must be keen to know where their salary data is coming from. Salary information can be presented as base salary or total compensation, which may include equity, stock options, and bonuses. In addition, salary data can be characterized as employer-reported or self-reported data, the difference being that self-reported data cannot be confirmed by employers. While both types of data sources can be helpful for research purposes, this is what can confuse job seekers and make salary discussions more intimidating and possibly misleading.
    For technical candidates, there are various factors that should be considered when researching salary data and defining a target salary range, including the career field and role you are in or interviewing for, your current city, the location of the prospective role (if it differs from where you live), your core skill-set, and your years of experience (i.e. overall, within a role, coding in a particular language/framework). In her recruiting experience, Buccioni-Hillman shares that this is how different salary bands are developed and how candidates are evaluated for starting salary within the interview funnel.
    Using your research to discuss salary
    On Hired, we encourage a type of salary discussion at the first introduction between a candidate and recruiter to establish a preferred base salary on both ends. While this is not set in stone until a final offer is extended, it elicits a conversation around this early on to ensure there are no surprises or time wasted for both parties. It can also be common for salary discussions to happen as the process approaches an onsite interview.
    Job seekers should invest themselves into the role and team you are interviewing with and lean into these conversations. When asked what your target compensation range is, you can lean on the data you’ve gathered and share your preferred base salary range based on the market research you’ve done. Likewise, Buccioni-Hillman encourages candidates to feel comfortable asking what the base salary range is for the role and level you are interviewing for. By having an open dialogue early on with the recruiter and hiring manager, it can be an ongoing conversation as you proceed through the interview process.
    After doing research into salary data, it is also important to take stock of what is most important to you in a total compensation package, including stock, equity, bonuses, and benefits. Especially in a remote world, examples can include additional vacation time, flexible work schedules, professional development budgets, technology allowances or incorporating a compensation adjustment with a performance review after 6 months and other perks. In an instance of negotiating salary, candidates might shy away from countering to not appear greedy or ungrateful for the opportunity. Companies won’t retract their offer because you would like to negotiate — if anything, they expect you too so don’t be shy. 
    Displaying confidence in your pitch
    If a company has extended a job offer, they believe that you would be a great addition to the team. Displaying gratitude and humility for the opportunity is great but Buccioni-Hillman challenges job seekers to strike a balance between that and ensuring that you aren’t leaving money on the table. Buccioni-Hillman shares that candidates should remember to do the following in salary discussions or negotiations:
    Display confidence in your ability to perform the job successfully
    Focus on the value you can bring to the role and team
    Reiterate your commitment and motivations
    Confidence starts within yourself. When you know your worth, it isn’t boastful to ask for what you are valued. Buccioni-Hillman explains how, while there are systems that may work in favor of some more than others, it shouldn’t stop people from believing in themselves. Gaining visibility and a seat at the table starts with asking for help, gaining mentors, and surrounding yourself with like-minded people that you aspire to be like. While it might feel like it, success doesn’t have to be a lonely road. You can go much further in community with others.
    Additional Resources:
    If you are looking for employer-reported resources and tools to seek accurate salary data, we recommend the following:
    Hired’s Salary Calculator: Discover tech role salaries for specific markets, roles, and years of experience based on real offers extended to candidates by companies on Hired.
    Hired’s 2020 State of Salaries Report: Understand tech role salaries and compensation trends by market, over time, and across different demographic groups, especially in the rapidly changing world we live in today.
    SalaryList: Online tool with real salary data collected from government and companies – annual starting salaries, average salaries, payscale by company, job title, and city. More

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

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

    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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    Understanding Recruitment: Empowering Job Seekers for Better Interviewing

    Interviewing for a new job can be an emotional and time-consuming process for many, especially in a remote world where home-life and work-life may converge. Feelings of hope and excitement can be mixed with anxiety, frustration, and overwhelm. Although, when you know what to expect as you enter into a job search, your nerves can settle knowing that you prepared as much as you could for the interviewing process. With that, hopefully you can gain that much more confidence and resilience to make it through and find a job that you truly love.
    In our ebook, From Layoff to Lift Off: A Comprehensive Guide to Bounce Back in Your Career, we share tips on how to better understand the recruitment process to improve your interviewing skills and ultimately win at interviewing.
    Understanding recruitment
    Upon review of your application or receiving an interview request, companies will usually have at least 3 steps in their interview process for technical roles. This can include a phone screen with the recruiter, a technical screen, and an onsite interview. In a remote world, companies have taken the opportunity to create a remote interviewing experience that mirrors what it would be like to interview in person, especially for an onsite interview. It is best to practice for phone and video interviews, behavioral questions, how to give a summary of your experience as it relates to the roles you are interviewing for, and gathering your references.
    It is important to note that, while most recruiters and hiring managers work hard to create a stellar candidate experience, they may also be inundated with messages. Upon review by a recruiter, your profile will also need to be reviewed by a hiring manager throughout the process. Because this is a team effort that requires careful consideration by the hiring team, there is time that Don’t be discouraged by automated messages or responses–dealing with a high candidate volume will require understanding and empathy on your part, as well.
    Best practices for follow up
    Being proactive while you interview is a great way to both impress the hiring team and manage your various interview processes. Following up after each interview with a note of gratitude and your next availability will help reiterate your interest and can expedite the scheduling process for your next interview. It works to your benefit to do so within 24 hours after your interview concludes as the discussion is fresh in your mind and you are still fresh in the mind of the interviewer. You can often catch the interviewer within their decision window before they debrief with others on the hiring team.
    If you don’t hear back, don’t count the opportunity out–there could be various reasons for the silence. Prioritize the opportunities you are most interested in and follow up on your initial outreach in a sequence of 3 days, 4 days, then 4 days (not including weekends). As long as you lead with kindness and focus on your conversations with the individual you are reaching out to, instead of pitching yourself as a candidate, it can be a productive and positive signal to the team that you are still interested without seeming too pushy. More

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

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

    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

    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