SnackWalls

Welcome to SnackWalls #25.

I admire the work that Himanshu has put into ensuring customers are surprised and delighted by digital products that just work.

According to Himanshu knowing and managing the culture within the company really helps when managing diverse people. When it comes to evaluating experience companies should be open to adapting to what people are bringing with them. Spending many, many years as a software engineer is going to gain you lots and lots more opportunities to apply the skill of solving problems again in the future. So a college degree is not the only path to unlocking a successful career.

Himanshu is a cross-functional leader at WalmartLabs and has over 14+ years of experience in software development and eCommerce. He has worked at large enterprise organizations like Qualcomm and SAP. Himanshu is a first-generation immigrant from India and obtained a Masters in Computer Science from San Diego State University. He is a great mentor and motivator. Himanshu has been responsible for automating modern feature testing and supervising large teams of high performing software engineers at companies that test and deliver software services Walmart scale.

• Himanshu Jain: https://www.linkedin.com/in/himanshujain60/
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Wecome to Episode #24, where we hear from another heavy hitter.

Ludo and I start our conversation with the thought that there is a lot of very capable talent out there. He has been at really large shops and understands the importance of diversity equity and inclusion from a growth perspective.

Ludo shares that one of the big challenges that he personally wants to see more done with is accountability among tech executives and founders. In many cases, companies are biased towards action and then they jump into execution mode. Ludo thinks that with something like diversity and inclusion when you pick a little bit more of a slow approach you gain a better chance of success. He recommends a solid foundation on which one can make sure that future decisions are well-made. There's an assumption made that the only way to gain the skills of a CS degree is to go to a four-year university when the reality these days is some of those concepts about data structures and algorithms are free and available online.  There's this kind of invisible line around 30% diversity within a team after which point the team becomes self sustainably diverse going forward.

Ludo is an insightful and creative engineering leader. He’s a graduate of Virginia Tech and interned and worked early at MIT & CalTech. From rebuilding the production systems that deliver all of Hulu's content to all client devices, to leading an organization of world-class engineers that have taken Pinterest from 20MM to 300MM users worldwide. Ludo Antonov is now the Head of Growth at Lyft. He is adept at scaling products and teams.

• Ludo Antonov: https://www.linkedin.com/in/lantonov/
• Lyft: https://www.lyft.com/careers
• Dev Color: https://www.devcolor.org/
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Welcome to episode #23 of the SnackWalls Podcast.

I love talking with folks like David that have experience within the walls and supporting many tech organizations.

David shares one of the core values of 4 Mile Analytics is Diversity. They are actively working on diversifying their talent base because the real work that they do is putting talented people in front of clients, helping understand what's the problem behind the problem, and deliberately working towards the best possible solution. He explains that often you're working with people who have different points of view, have different life experiences. That diversity of experiences can really be helpful when you're trying to solve problems. David has some experience with mentorship and apprenticeship patterns where early-career folks were doing more pairing work and finding opportunities to get into a mentor, mentee relationship with mid and senior-level engineers.

David Stocker is the Director of Engineering at 4 Mile Analytics. David is an accomplished Software Engineering Manager. He has helped technology organizations mature its people, process, and technology from a start-up to mid-size enterprise. He has had stints at AWS, Cambia Health, and Renew Financial. He started his career in Urban and Regional Planning and has transitioned to Data Analytics in the tech space.

• 4 Mile Analytics: https://4mile.io/
• David Stocker: https://www.linkedin.com/in/dstocker/
• Zeeto: https://www.zeeto.io/
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Welcome to the Birthday Edition of SnackWalls Episode #22.

I can't believe that this episode is the same as my age 🤷🏾‍♂️ what a coincidence.

Shoshana believes that with the internet and information at our fingertips very little is a challenge now, especially with access to information. The narrative that it’s hard to find diverse talent has been debunked. She believes that there are some roles that probably do require degrees. We should move in the hiring space to a more skills-based model. She talks about providing opportunities to advance within companies. Anyone coming in wants to eventually move up, work hard, and have their voice heard. Some employers need to better that and to make a more equitable workspace.

Shoshana Luria is a Content & Branding Strategist with over seven years of digital marketing experience. She is a graduate of Northeastern University. She believes that big ideas don't matter. Not unless you know how to bring them to life and reach those to whom they matter most: your audience. This is when big ideas have the power to change lives.

• Jobbatical: https://jobbatical.com/ 
• Shoshona Luria: https://www.linkedin.com/in/shoshanaluria/
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Welcome to the 21st episode of the SnackWalls podcast.

Excited to hear Startup week is going to be a virtual Startup Month this year!

Kien shares that at tech companies employee referrals are a popular way of finding talent. If your employee base is not connected to other diverse pools you might have bigger challenges. Single-digit participation in STEM careers for Black and Latinx indicates that companies could be reaching out to make school-age children aware of these amazing jobs. The education system needs a revamp and we need to focus on teaching skills that are relevant.

Kien Nguyen is a product manager at Teach for America (TFA) with experience in B2C & B2B software product discovery work and taking high potential ideas and turning them into products. Kien previously led user research & product discovery work which resulted in the development of a new product that I saw all the way through from idea to launch and allowed Mitchell International to secure a new strategic partnership, bringing in $1.5 million in annual recurring revenue.

• Startup Week (Month): www.sandiegostartupweek.com
• Kien Nguyen: www.linkedin.com/in/kien-product
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Welcome to the big two-O. This is the 20th episode of the SnackWalls podcast.

Shelton has so much positive energy it simply can not be contained. I love the work he is doing in Chicago and can't wait to bring some of it to San Diego. Don't let the optimism fool you. We both look at challenging the status quo through the lens of real data.

Shelton applies the 80:20 rule where 80% of the diverse pipeline comes from 20% of your effort. He thinks there's not enough effort being put into it. Employers are going to the same old places recruiting from the same places that are making up 80% of their pipeline. Data suggest women only apply for jobs that they feel 60% qualify for including qualifications that may not even be needed in the first place. You open up the door to a variety of individuals who now believe that they are qualified and will start applying for these jobs when you remove qualifications that are not needed to perform the job. The best learning comes from when a person is actually applying the education that they're receiving.

Shelton Banks is the CEO of re:work training, a national diverse talent development network that works within the communities it serves to create space in tech for untapped potential. As the leader of this rapidly growing and unique non-profit, Shelton is dedicated to changing hiring trends for communities that have been overlooked in order to make the tech industry as diverse as the Chicago neighborhood he comes from.

• Re:work Training: https://reworktraining.org
• Shelton Banks: www.linkedin.com/in/sheltonbanks
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Wecome to SnackWalls podcast number 19.

I very much admire the work Larry is doing to provide opportunities for folks to upskill and position themselves to add a ton of value to companies. I can see some future collaborations happening here.

Larry attributes the challenge of hiring a diverse workforce to an organization’s current systems and a resistance to change the methods of recruiting. Larry also shares personal experiences related to degree vs non-degree candidates and how his current model successfully attracts diverse talent.

Larry Apke is a co-founder and Chief Agile Officer for the San Francisco based nonprofit The Job Hackers. Larry has been working in software development for over 20 years with the last 10+ years involved with Agile software development. His consulting experience includes time with Oracle, Apple, American Express, USAA, and many other organizations.
His past includes stints as a Director of Software Development, licensed nursing home administrator, entrepreneur, and high school teacher to name just a few.

• The Job Hackers www.thejobhackers.org
• Larry Apke: https://www.linkedin.com/in/larryapke
• More episodes of the SnackWalls Podcast: https://www.buzzsprout.com/1280951

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Welcome to #18 of the D&I focused podcast: SnackWalls.

Having this conversation helped shape my perception of well-known tech companies that are navigating this space.

Mark believes that success in finding good hiring fits, on both sides of the table, is largely impacted by networking. For organizations, this means branching out beyond their traditional networks in order to find diverse talent. Hiring managers and job-seekers alike will benefit from this conversation with Mark. 

Mark Kahn is a graduate of UC Berkeley School of Law. He also has a CS degree. He currently serves as General Counsel and VP of Policy at Segment. For nearly a decade Mark has helped well-known tech companies navigate legal issues at firms such as Yahoo, SAP, WhatsApp, Facebook, and Evernote.

• Segment: https://segment.com/
• Mark Kahn: https://www.linkedin.com/in/markkahn2
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com

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Welcome to the 17th episode of SnackWalls, so glad we made it this far together.

It was great talking to an expert with deep expertise in DEI. The bonus minutes in this episode are not to be missed.

COVID has allowed organizations to be open to remote work and connect to larger pools of minorities. Dethra believes that we should be evaluating skills and determining what folks can do when selecting candidates. Companies should start grooming (read recruiting) students as early as middle school for careers at their company. Look at your company culture to see are you asking people to leave who they are at the door or are you inviting them to bring and share their experience on the job.

Dethra, the “E” is long, the “H” is silent, Deetruh. A professor, international consultant, best-selling author & keynote speaker. She has developed a way for people to identify their name and act in a way that encouraged people to call them by and for that name. Dethra is the Chief Bridge Architect and Founder of ExecuPrep, a company that helps clients build and cross their bridge from “I want to be” to “I am.” Dethra Giles is an accomplished consultant as well as an amazing keynote and TEDx speaker.

• ExecUPrep https://www.execuprep.com/
• Dethra Giles https://www.dethragiles.org/
• More episodes of the SnackWalls Podcast: https://www.buzzsprout.com/1280951

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Welcome to the 16th episode of the SnackWalls Podcast.

Daniel and I talked at length about topics that are really hitting home for so many folks right now.

Not enough families have access to technology in the home. Many new jobs and careers have been created within the last 20 years that folks are not even aware of. Daniel and I touched on if there is a need for more radical leaders. Developing meaningful relationships with community resources will allow companies to evaluate more options for talent. Daniel thinks we need to get back to building solid relationships and not rely on social media to communicate. Pick up the phone.

Daniel is a passionate leader dedicated to community outreach, coalition building, and program development. He is a self-starter committed to promoting social justice and community transformation. Adept at working with a variety of community demographics in formulating successful initiatives and resolutions. Able to translate visions into specific action plans, while inspiring others to follow. Daniel truly listens to the needs and concerns of others in order to find practical solutions.

• Jack Dorsey's Donation: https://bit.ly/3jamk70
• Oakland Unified School District: https://www.ousd.org/
• Latino Student Achievement: https://www.ousd.org/lsa
• Daniel Guzmán: https://www.linkedin.com/in/daniel-guzm%C3%A1n-ramirez-a244b964/
• More episodes of the SnackWalls Podcast: http://podcast.snackwalls.com/

SnackWalls is powered by San Diego Code School: https://sdcs.io

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