Vanguard supports the long-term career growth of our crew through an internal mobility process, as well as mentorships and upskilling resources. I have the privilege of leading a Talent Acquisition team of internal recruiters in Human Resources who are dedicated to delivering a transparent and equitable hiring process for our crew. In this blog, I’ll be sharing insights into our offerings, as well as feedback from key stakeholders.

A look at internal recruiting
Internal roles are posted to our enterprise career site, and recruiters facilitate the process by ensuring all applicants are reviewed and calibrated, and that candidates interviewed receive feedback. Further, recruiters consult interview teams on the importance of diversity, awareness of unconscious bias, and why strong interview feedback is critical for career mobility. Our Talent Acquisition team fills more than 2,500 job opportunities a year through crew mobility and advancement.

“In my role as an internal recruiter, I am fortunate to experience firsthand the myriad of career opportunities available to Vanguard crew. Playing a part of the career development process is such a gratifying and meaningful aspect of my job. Vanguard truly encourages and supports career mobility and I am proud to contribute to that effort.” – Kris C., Recruiter

“The managers whom I’ve interviewed with have been very receptive to follow up conversations about my interviews and how and where I can improve. These conversations are the best way for me to fully understand and learn where my opportunities for growth are. Interview feedback has been incredibly helpful and has allowed me to land the job I’m applying for.” – Sam R., Internal candidate

Development opportunities through Crew Resource Groups
My team has a front row seat to observe crew investing in their professional development through enterprise resources and supports them in taking actions that will enable them to advance in their careers. Crew participate in our Crew Resource Groups (CRGs), such as Leadership and Engagement for Asian Professionals (LEAP), Open Professional Engagement Network (OPEN), Hispanic/Latinx Organization for Leadership and Advancement (HOLA), Women’s Initiative for Leadership Success (WILS), and Vanguard Black Professional Network (VBPN), as well as our Vets Connect group, to receive 1-on-1 mentoring, coaching, and business training. Crew leverage CRG opportunities to support their Vanguard and local communities and grow professionally.

“I am a member of the Vanguard Black Professional Network (VBPN), one of the many crew resource groups available that fosters inclusivity and career progression. Through VBPN, I was assigned a mentor, a senior leader who helped me increase my networking opportunities. Through her guidance, I was able to navigate interviews and land my current role. There are a lot of CRG collaborations across the different groups, which creates a broader network for crew mobility.” – Agnes E., CRG mentee

“I joined multiple CRGs soon after beginning my Vanguard career. I quickly discovered that the mentorship programs are a wonderful way for new employees to forge long-term bonds with more tenured employees. I was grateful to be partnered with a mentor in VBPN and a mentor in WILS. Both mentors have been instrumental in my career growth and have provided thoughtful guidance, support and friendship throughout my time at Vanguard.” – Tammarra W., CRG mentor

Our annual Career Expo
In addition to the opportunities mentioned above, the internal recruiting team recently partnered with our CRG community to host Vanguard’s third annual internal Career Expo, which went 100% virtual for the first time in 2020. The expo featured ways to fuel your career during a season of change with over 60 virtual booths. During the event, crew were invited to build business acumen, network virtually, and develop skills in relation to career mobility. Over 2,700 crew registered to attend the Vanguard Career Expo and enjoyed learning about job opportunities, as well as Vanguard upskilling resources.

“The Global Risk & Security (GR&S) division has gone through a transformation over the past two years in order to ensure that the risk management support we provide to our various business lines keeps up with the dynamic and evolving industry in which we operate, and that we continue to protect and steward client assets. The career expo provided a fantastic opportunity for me as a leader to share insights into the work happening every day in GR&S, the shifting risk landscape, and how our crew are partnering with the businesses to meet strategic goals. Crew were able to attend overview sessions to learn more about the division and identify potential career areas of interest. We are always looking to hire talented crew into GR&S!” – Marissa B., Business lead

Resources for enhancing your skills
As for upskilling resources, Vanguard recently introduced Degreed to crew. Degreed is Vanguard’s learning experience platform and is a “one stop learning shop” that fits into the flow of normal work. With Degreed, crew get smarter in skills aligned to their career path with seamless integration of articles, books, videos, and courses to build needed skills for professional growth and expertise. Degreed is one of many Vanguard tools used to support crew in achieve their personal and professional goals.

“I really like how Degreed integrates a lot of sources and platforms (Harvard publishing podcasts, articles from industry publications, etc.). I already had followed the Harvard Business Review (HBR) Women at Work podcast, so having it in the learning system to check off as a learning task was awesome. Additionally, it allows crew to consider the other learnings that they may already be doing outside the traditional learning platforms.” – Jasmine T., Crew user of Degreed

“Vanguard is dedicated to providing a variety of development opportunities for crew at all levels. From industry certifications and advanced degree programs, to training classes and job rotations, I have personally benefitted from the development offerings. As a business leader who recently transitioned to a new domain, Degreed provided a roadmap for me as I worked to quickly increase acumen in my new role through internal thought leadership, external podcasts and articles, and traditional training classes.” – Marissa B., Leader user of Degreed

Come launch a career at Vanguard and meet my team in your advancement journey!

– Chelsea M.

Want to learn more? Take a few moments and watch this video where five crew talk through their career progression at Vanguard.

We recently sat down with Vanguard recruiters and asked them to share tips and best practices for interviews. In this segment of the Recruiter Q&A Series, Tom Riley provides insights and advice for candidates interested in pursuing an opportunity in our Client Experience and Digital group.

Tell me about yourself. How long have you been at Vanguard?

My career at Vanguard started two years ago when I was brought on to support hiring for design talent in our newly formed Client Experience (CX) pillar. CX was formed in January of 2018 to enhance our Retail Investor Group (RIG), Institutional Investor Group (IIG) and Financial Advisor Services (FAS) clients’ and participants’ experiences and build the infrastructure to scale rapid value creation, so that client experience work can live within the business. In summer of 2019, the client journey labs and the divisions were both ready for the labs to move into the business. RIG formed the Client Experience and Digital (CXD) subdivision to support existing RIG labs and create new labs to expand the scope of RIG’s client experience work to more client journeys, as well as key digital platforms and capabilities. IIG’s journey teams support diverse Business to Business (B2B) client segments (traditional institutions, plan sponsors, and consultants). Our FAS labs help improve the client experience with large transactions that are developing a toolset to provide advisors with dynamic portfolio analytics and recommendations.

What has your career journey looked like?

I was always interested in design. I took art classes in high school and considered going to college for Industrial Design. Professionally, I’ve always recruited for design roles going back to things like Computer-Aided Design (CAD), Controls, and Systems Design. My first real experience with Human Centered Design was with a reputable automobile company. There, I really got to see where design was forced to try to empathize with someone else rather than designing something for themselves. They designed something around that person’s wants and needs.

What business area do you recruit for?

At Vanguard I support a number of User Experience (UX) and creative roles for our experience, product and marketing labs in RIG, IIG, and FAS. Positions include UX Designers, Design Strategists, Researchers, Content and Journey/Product Owners. It’s an exciting time for design at Vanguard! Our product and marketing teams are being restructured into pods or labs as we adopt more modern practices such as Agile, Lean and design thinking.

How do you recommend candidates prepare for an interview in this specific field?

If I wanted to prepare myself as a design candidate at Vanguard, my focus would be on having a really solid portfolio. It’s the best way to tell the story of your work and the impact you’ve had. People learn in all sorts of ways. A formal degree in design or user experience is great because it shows you’ve put in the time to get a deep understanding of theory and practice. But a portfolio is how we are going to learn more about you and what you’ve been able to achieve. Here are some tips to consider:

• Tell the full story. Our managers like to see depth and breadth. Your project overviews should summarize the problem statement, process, team makeup, and your role on the team. It’s a red flag when all they see are final mockups with no understanding of how you arrived at that solution.
• Highlight your strength; what’s your superpower? When managers review a portfolio, they are trying to identify your potential strengths. It could be coding, complex interactive design, visual design, or something else. If you are newer to the field, managers will look for previous experience and skills that may be transferable, like the ability to problem-solve and use empathy to understand problems.
• Make sure your portfolio is modern and up to date. Refining your portfolio is a great way to improve your chances of getting a job. The details are super important to make it look put together and organized. Double-check for typos, grammatical errors, proper alignment of elements, etc.

-Tom Riley, User Experience Recruiter
Connect with me on LinkedIn.

We recently sat down with Vanguard recruiters and asked them to share tips and best practices for interviews. In this segment of the Recruiter Q&A Series, Jennifer Faris provides insights and advice for candidates interested in pursuing MBA program opportunities.

1. Tell me about yourself. How long have you been at Vanguard? What has your career journey looked like? I started at Vanguard eight years ago as a contractor. After a few years of project work while raising two young daughters, I felt I was ready to come back into the corporate fold and transition into a recruiting role at Vanguard. Three years ago, I converted to a full-time crew member and have not looked back. I appreciate the ability to create significant impact and grow professionally in my role while having the work/life integration I need as a parent.
2. What business area do you recruit for? MBA Leadership Development Program and MBA Summer Internship
3. How do you recommend candidates prepare for an interview in this specific field? Schedule conversations with both current and former Vanguard MBA program participants to gain real world insight and perspective on the program, culture, and career paths available. Connect with these crew members through LinkedIn or your MBA program alumni directory. These conversations, along with your due diligence in exploring our company through current articles and our website, will pay off in the interview. Uncover what is exciting, what is compelling, and what aligns with you personally and professionally about this opportunity. Lastly, during your preparation process, focus on specific examples where you have demonstrated leadership impact, leveraged your strategic horsepower solving complex problems, and built meaningful relationships with stakeholders.
4. What advice do you have for recent graduates? Take the time to understand what specifically is drawing you to a role or company. Recruiters and hiring managers greatly appreciate thoughtful responses that reflect a candidate’s alignment to company mission, values, and longer term goals.
5. What advice do you have for experienced candidates who are interested in a career change? Leverage LinkedIn and try to find other individuals in your network who may have taken a similar journey. Understand the role’s profile and competencies that would make someone successful. Take some time to think about specific examples in your professional journey that reflect these competencies and how they would be relevant in this new role. Recruiters and hiring managers will also be interested in your understanding of the industry and company fundamentals, as well as how you plan on getting up to speed quickly in terms of transitioning to the new role and industry, learning fresh acumen, and developing relationships with key partners.
6. What additional resources can candidates reference to learn more about careers in this field at Vanguard? Our career site houses many blogs created by current crew that showcase a diversity of backgrounds, roles, and life situations. I also recommend leveraging LinkedIn and browsing our company page. There is a lot of great content on career paths, our culture, and community involvement.

– Jennifer Faris,
Leadership Development Program Recruiter

Connect with me on LinkedIn

I graduated from Stevens Institute of Technology in 2002 with a Computer Engineering degree.  The Institute was very close to Wall Street, and upon graduation, many of my classmates received offers from top Wall Street firms and investment banks. I too fell into the allure of working on Wall Street. I received a few offers from some of the top firms in New York—and I also received one from Vanguard, who was making it a priority to recruit from my school at the time. However, this was when the dot-com bubble burst and most of the Wall Street firms rescinded their offers for all of my classmates including me. Vanguard was the only firm that honored their commitment and did not rescind their offer. I am thankful to this day.

At Vanguard, I have the opportunity to do what I always dreamt of doing and much, much more at a firm where doing right by clients and crew is the guiding principle. I joined Vanguard as a software engineer and never looked back. At the time, all I wanted to do was to apply what I had learned in school to real life problems, but didn’t have much thought about where I applied them. As time went on, I realized how fortunate I was to be at Vanguard, whose main mission was to help people all over the world reach their financial dreams. Knowing you’re doing well for others is incredibly rewarding.  I got the best of both worlds: I could apply my passion in technology and apply it at a company whose mission is to lift people up. I also got to work on our trading systems, sales systems, mobility (iOS) systems, customer relationship management systems and so on, all while learning about and applying analytics to everything we did.

From a career perspective, Vanguard invested in my professional development. Today, I’m the Head of AI & Machine Learning for Enterprise Advice. focused on artificial intelligence and data science. About 7 years ago, with the advent of big data technology and infrastructure, I started to focus on advanced analytics and data science exclusively. I saw an opportunity to use data science and artificial intelligence to provide better, more personalized, and smarter services to our investors.

Vanguard now wants to do for financial advice what we did for Exchange Traded Funds and mutual funds: make top notch, holistic advice accessible to anyone who needs it at an incredibly low price. That’s where my team comes in. I now help lead our advanced analytics and artificial intelligence team for Vanguard’s advice program. My department is comprised of data engineers, data scientists and artificial intelligence and machine learning scientists who collaborate closely with our investment experts and economists. And they come from diverse educational backgrounds—some have computer science or engineering backgrounds, while others studied physics or statistics.

In order to create highly personalized advice experiences, we seek to incorporate behavioral economics to better personalize the advice needed. To that end we are utilizing artificial intelligence and other data science techniques on a variety of financial advice projects. Our goal is to create experiences and services that will help more people than ever before reach their financial goals. My team is directly empowering Vanguard’s mission and I personally feel inspired every day to come to work. Being able to learn about cutting edge technology in artificial intelligence and data science and use it to help as many people as possible is extremely rewarding.

Investing is complex, and sometimes, it’s a challenge for people to know how to make wise investment and financial decisions. Vanguard is committed to giving investors all over the world a fair shake, and is investing in services—such as advice—to do so. I am passionate about trail blazing artificial intelligence and machine learning at Vanguard, which is enabling us to fulfill our mission and help millions of people all over the world reach financial independence.

Now, who will join us on this noble mission?

-Amir A.

To view opportunities available on Amir’s team, please click here.

If you’re seeking an environment where you can make a difference and develop professionally, check out our Data & Analytics and Information Technology & Security career opportunities.

In this blog, Julie K. shares her experience working on the Client Experience and Digital team as a User Experience Researcher.

I never expected to be saying ‘I’m a researcher at Vanguard,’ but I’m so glad I said yes to this opportunity over a year ago.

In my interviews, the hiring managers expressed that they wanted a ‘creative ethnographer’ to round out the skill set of the research team. I was skeptical, but it certainly piqued my interest as many large companies don’t appreciate the value of listening to and being with their customers in real life.

Vanguard is on a trajectory of change and we know that to modernize, we have to keep an ear to the ground when it comes to clients and prospects. I’m incredibly proud to be part of the Client Experience & Digital (CXD) team.

Oh, and daily life at Vanguard is pretty stellar.

A few things worth noting to help paint the picture:

• The ‘Vanguard nice’ cliché is no joke. People actually care about you as a human. I’m from Wisconsin, so Midwest nice is in my bones. This feels very much the same and it is genuine. When I chat people up in the hall, they actually want to chat back!
• If you’re a researcher, you know we’re a special breed of hyper-curious nerds that thrive in a hive. If you were a fly on the research team wall you’d hear us making corny Likert scale jokes, having heated methodology discussions, and helping each other analyze and present our data. It’s a seriously comfortable environment.
• Big changes, happening daily. If you like seeing legacy problems being wrangled to the ground, CXD is your scene. Yes, it takes a long time. Yes, there are plenty of obstacles. But when you crack one of the old systems wide open, it’s an amazing feeling.
• Career growth. If you want to develop a niche in your UX repertoire, it’s likely you can do it here. For example, we have a researcher advancing her career in accessibility through coursework, Vanguard trainings, and running live studies.
• We like to innovate across all of Vanguard. We evolve our presence by training on important topics like radical candor in the workplace, cognitive bias workshops, and a speaker series to discuss methods/approaches/outcomes.
• No one is on an island. It’s a reciprocal mentorship system where new and senior researchers enjoy learning from each other. We recognize the unique talents and perspectives each of us offer, and foster them.

If there is one ‘must have’ for working in CXD, I’d say it’s pioneering spirit. There is a level of patience with the old and enthusiasm for the new that will keep you happy and inspired. There is plenty to do! Put Vanguard on your radar. You may be pleasantly surprised with what transpires.

-Julie K.

The mission of the Vanguard Specialty Programs (VSPs) is to advance Vanguard’s core purpose by delivering the next generation of talented and diverse leaders through focused attraction and accelerated development.

The programs provide a fast-tracked path to leadership opportunities for motivated and aspirational undergraduates and MBA graduates. They offer targeted rotations that educate participants about our business and provide them with personal development opportunities, including feedback, coaching, and mentoring. Talented professionals can hone their leadership skills, have a functional focus, and build a supportive professional network.

In this blog, we highlight excerpts from articles our VSP managers recently published that provide insights into the personal experiences of alumni as well as crew who are currently participating in the undergraduate programs.

Lisa H., Program Manager for the Emerging Leadership Development Program (ELDP)

sits down with Marcos V., a member of the 2018 cadre about his experience with ELDP and Vanguard. Marcos shares, “The culture here at Vanguard is built around our 3 C’s – Clients, Crew, and Community – and how all three work together is the key to our success! Being a participant in a rotational program has provided me with broad and unique experiences that have prepared me to contribute to the company in many ways. In addition to my program and rotation responsibilities, I have the opportunity to get involved in on-campus clubs such as Toastmasters and CRG’s (crew resource groups), including the Hispanic/Latino Organization for Leadership and Advancement (HOLA). These opportunities to build relationships and skills outside of your day job are what makes working at a company like Vanguard truly rewarding.”

Click here to read Marcos’s full story

Elijah A., Program Manager for the Technology Leadership Program (TLP)

shares Natasha M.’s story. Natasha is an Early Start TLP in the 2020 cadre on the Application Development track who says, “The most important pieces of advice I can give are pretty cliché: be yourself and have a purpose. Vanguard is always striving for a diverse set of crew members from all backgrounds, as that’s how we cultivate new ideas and appreciations. But Vanguard is also very compassionate towards its clients and crew members. We have a purpose and care about that purpose, so it helps if you do, too.”

Click here to read Natasha’s full story.

Lynn M., Program Manager for the Acceleration into Financial Professional Program (AFP)

connected with program participant, Kiara K. about her Vanguard journey. Kiara shares, “Aside from the great reputation Vanguard has, the benefits and the rotational culture throughout the enterprise, this is what set Vanguard apart from other companies I was looking to join. Fast forward to my role as an AFP program participant, my rotation manager and program manager still continue to express that same interest in making sure my rotation is an impactful learning experience and that I am growing as a professional.”

Click here to read Kiara’s full story.

Jillian C., Program Manager for the Investment Management Development Program (IMDP)

sits down with program alumnus, Max W., who is now publishing research as a member of Vanguard’s economics team. Speaking of the IMDP offer, Max says, “IMDP is a unique offer because it affords you subject matter depth and breadth as well as the chance to build a network and learn from different leaders as you rotate. IMDP’s rotational structure means you can become a specialist four times in two years and ensures you never stop learning. During each rotation, you will be trained to be a fully-fledged member of the team. The advantage is a deep skillset you develop in each role while having the unique opportunity to learn about four areas of the investment management trade. Each rotation will also grow your network and afford you the chance to learn from different leadership styles and team dynamics as you think about your own leadership ambitions.”

Click here to read Max’s full story.

Daniel S., Program Manager for the Financial Advisor Development Program (FADP)

shares Brittney H.’s story. Brittney attended a Vanguard EXPLORE Day, completed the College to Corporate Advice Internship, and later accepted an offer to join FADP. She says, “My favorite part of being a member of FADP is my team. No matter if it’s studying or taking client phone calls, I have the chance to go through this whole experience with like-minded individuals who I don’t see as just coworkers, but friends. We are there to support each other through anything, both work and non-work related, and love hanging out inside and outside of the office. I am very lucky to have them. The transition from college to corporate life can be tough, but being surrounded by people going through the same thing makes it easier.”

Click here to read Brittney’s full story.

Interested in exploring VSP career opportunities? Click here to learn more.

We recently sat down with Vanguard recruiters and asked them to share tips and best practices for interviews. In this segment of the Recruiter Q&A Series, Kendall Walsh provides insights and advice for candidates interested in pursuing a Client Services opportunity.

Colleagues recruiting at Women in Business event

1. How did a Marketing major end up at Vanguard?
If you would have asked college me where I saw myself after graduation, I would have said at a marketing agency supporting big campaigns, not working in the financial industry. I graduated with a degree in Marketing, so when I pictured my career, I envisioned a job closely aligned with what I had studied for four years. What I quickly discovered was that I could not find the right fit in a company to really start and launch my career. Enter Vanguard. I had heard so much about the company, and after talking to a representative at a college career fair, I was hooked! The mission of Vanguard, as well as its client ownership structure, blew me away. The representative talked to me about the different career growth opportunities and I realized that Vanguard was so much more than just a financial company – it was a place where someone from any background could launch a dynamic career.

I decided to apply, and here I am four years later! I joined Vanguard in August of 2016 in Client Services within our Retail Investor Group, where I attained my Series 7 & 63 licenses – something I never thought I would do! I found that I truly enjoyed helping our clients through their investment journeys and had grown confident in speaking about finance. In fact, the only time I talked about investments prior to accepting my role at Vanguard, was when my grandparents would tell me to open a Roth IRA. I now know how to do that and why it’s important!

I wanted to help others experience the same life changing career growth, so I continued my career at Vanguard by moving into Global Talent Acquisition within Human Resources. I have spent the last three years in Talent Acquisition, holding various positions. Currently, I recruit for our Retail Investor Group, where I first became a crew member. Each day I am able to talk to people who are looking to start their career in Client Services and learn and grow within the financial field.

2. What best practices can you share around interviewing at Vanguard?
Someone once gave me advice on interviewing that has stuck with me all these years. They told me that there are only two parts of an interview you can control – the beginning and the end. These parts of the interview are where you get to lead the conversation and include the information you truly want to focus on. At the beginning of an interview you will typically be asked to introduce yourself and provide information on your background. This is your moment to shine! On average, spend a minute or two highlighting related experiences and skills you want the recruiter and interviewer to be aware of. Make sure to also share why you want to work for the company and do your research ahead of time. Demonstrate passion for the opportunity—there is a noticeable difference between reciting facts found online and having a true desire for the mission and values the company holds. To wrap up the interview, have 3-5 questions prepared for your interviewer. These questions should be well thought out and should allow you to reference more information about yourself as well. For example, “I really enjoy volunteering and in the past have been a part of XYZ organizations – does your company offer opportunities to participate in volunteer efforts?”

Photo taken at a fall recruiting event with colleagues

3. How do you recommend candidates prepare for an interview in Client Services?
A career in Client Services is rewarding, whether this is your first job out of college or a mid-life career change. If you are a recent graduate, you might not have much “real world” work experience, and that is okay! You can pull answers and experiences from school, extra circulars, or part-time work. Do not discount part-time work because you have likely developed very valuable skills from these opportunities. When answering questions, share the most relevant experience that demonstrates the competencies the interviewer is asking for instead of only focusing on your internships that you think sound “fancier”. Choose the best answer for each question!

In Client Services, remember that you will most likely be the voice and/or face of the company for their clients. Therefore, companies will be looking for someone who can represent them well and showcase effective communication and problem solving skills.

4. Is Client Services the right career for you?
Clients are the heart and soul of Vanguard, and that’s why we invite you to help us change the way the world invests through the many career opportunities we offer. My time in Vanguard’s Retail Investor Group taught me so much about the company, our clients, and the industry overall. But don’t just take it from me, go check out what our crew members in client services have to say about their experience.

-Kendall Walsh, Client Services Recruiter
Connect with me on LinkedIn.

Before beginning my technology career at Vanguard, I attended my first immersive conference that celebrated women in technology. The Grace Hopper Celebration is a tribute to Grace Hopper, the aptly named ‘Grandmother of Cobol’, for her pioneering work in the computer programming field. She was truly an inspiration to women and scientists for her innovations and contributions.

I was accustomed to attending lectures at the University of Wisconsin where the number of females in the room, even in a class of two-hundred-fifty, could often be counted on two hands. My university had over forty-five-thousand students and computer science was the largest major, of which women made up only 13% of the total. Women were even less represented in my computer engineering courses. I was excited to make valuable connections with women at the conference in Orlando, Florida.

Surprisingly, my first connection happened on my flight in. I sat next to a woman from Australia who was also attending the conference. After talking with her for a while I discovered she had been a software engineer for over ten years! It was a great start. When I arrived, I was surprised to see that the conference was the exact opposite of my college experience. I was in awe of the sheer number of women who filled up the seven-million square foot conference center. The conference had events for everyone including a three-day career fair, keynote speakers, and breakout sessions to learn about specific technologies. During the career fair portion, I met Vanguard and immediately felt the enthusiasm from the women at the table. This ultimately led to me accepting an offer to join the firm.

Here are my key takeaways from the conference:

1. Empowerment from women supporting women
Before attending this event, I couldn’t imagine the concept of more than twenty-thousand like-minded women coming together to celebrate technology. I hadn’t met such a strong support group since my undergraduate studies, when I joined a computer science club for women. I learned a lot from the women I met in those safe and supportive environments. It feels empowering to hear about both the positive and negative experiences of women navigating their own careers in the technology industry.

2. Taking chances can pay off
Talking to a new company can be daunting, especially when walking into a session where unfamiliar people are discussing foreign concepts. It can even be scary to try and get tickets for the Grace Hopper Celebration! Although it can be unnerving, it is important to take chances and learn as much as possible in those busy three days. I have found that some of the most uncomfortable moments I put myself in were rewarded through the people I met and the opportunities I received.

3. There is a lot of room to have fun in computer science
It’s called the Grace Hopper Celebration, after all! The three day event was truly festive and left me with a smile across my face the entire time. I was surrounded by friendly people, fun events and exclusive, company-hosted social gatherings. Some of my favorite parts worth noting include eating crepes under a Ferris wheel, testing out virtual reality games, and printing out my Snapchat bitmoji on a tote bag. There are many chances to connect with others and share experiences.

I am proud to work at a company that prioritizes diversity and inclusion in their recruitment strategy. Vanguard’s commitment to maintaining a diverse and competent team of engineers is apparent in the environment I’ve worked in since joining the staff one year ago. Not only are women accepted here, they are given an opportunity to excel and drive others to succeed as well. I have been fortunate to be led and challenged by two female technical managers during my tenure.

Being a visible female role model in the technology field is a very important aspect of my career. I find so much meaning in establishing relationships that empower other young women to pursue the field of their choice. I think it is invaluable to have someone to look up to who was once on the same path that you are paving. Vanguard has really motivated me by giving me the opportunity to serve as a role model to other women in the industry. I am very excited to attend the Grace Hopper Celebration again this year, to represent all the women in Vanguard technology and to meet other talented women, as well.

-Jessica T.

In this blog, Lynn E. shares her experience taking a role that was out of her comfort zone, and how it actually expanded and further developed her skillset.

A year ago, I was asked to take on a role that was outside my comfort zone. I said yes, and here’s what I learned.

Last year I was in a good spot. I enjoyed my work and was learning a division of our business that I hadn’t worked in before, and was building and growing my team. I was working for a great leader who supported me and helped me grow. In short, I was happy and things were going well. Then, I was asked to consider a leadership role on a firm-wide transformational program working in a deeply technical environment where I hadn’t worked before. I was both flattered and hesitant. I was asked to take on the role because of my expertise and skill, but I’d need to navigate the new environment….and quickly! As I thought it through and discussed the role with my sounding board, I realized that this role would stretch me. I could bring what I do best and I would have an opportunity to learn and grow.

Immediately, I was challenged. Within days of starting the role, I was told of a firm-wide tabletop exercise, scheduled for four weeks away. It sounded interesting and I was thrilled to participate. My “Hunt for the Red October” moment came when I asked who was leading it. “…you are!” was the answer! It was a long four weeks spent quickly coming up to speed and leaning on peers whom I had just met, but the result was a very successful event. It was a great experience and a good way to get my feet wet.

Soon after, my days were filled with meetings that were jam-packed with jargon and lingo that was foreign to me. As I took notes, I circled what I didn’t understand and forced myself to ask for an explanation. It wasn’t easy; I was used to being the “go to” person with answers and it was uncomfortable to admit when I didn’t know something. But, as I asked for explanations, my knowledge grew…and I started to build relationships. While I was worried about being a burden, my peers actually liked answering my questions. In meetings, I saw the same peers shift to start to explain concepts and acronyms as part of discussions.

What was surprising to me was how rich the conversations became. I discovered that others had similar questions, and those with the answers started to ask me questions about the expertise I brought to the role. I was happy that I could help my peers learn, too.

It would have been easier to ignore things, both about the role and what I didn’t know. Getting out of my comfort zone actually expanded it. I’ve learned a great deal and am indebted to those who helped me along the way, and it’s gratifying to know that I’ve helped them, too.

So, here’s what I learned (beyond the acronyms and lingo!):

• Don’t be afraid to jump into a role that stretches you. A position that may not seem to be a good fit at first may actually be a great role. Dig in to see if you have an opportunity to learn and can bring unique perspectives that help others to grow too.
• You’re likely not the only one with questions. I developed key phrases I could use to ask my question and was judicious about when and where I asked.
• If you’re speaking, assess your audience’s level of understanding, especially when you’re the one using acronyms and technical lingo. You may want or need to weave in explanations to help your peers.

Thank you to everyone who’s helped me and has answered my questions…and my follow up questions. You have expanded my world! If I can help you out, even in a small way, give me a shout.

-Lynn E.

In this blog series, we sit down with three Vanguard hiring managers who share best practices and things to keep in mind when preparing for and participating in a virtual interview. Here is what they had to say:

As we’ve transitioned to a virtual environment, what changes have you experienced?

Ken B.: The biggest change for me is that I am very much a read-the-person interviewer. Doing that on video is different than sitting down together in a room. Be mindful of not just the words used in your answer, make sure you express passion in your response and that you’re engaged with the questions. Most individuals tend to be more relaxed at home. Sometimes too relaxed. Keep in mind this is still an interview, even if it’s on video.

Nima P.: So far, none of the interviews I’ve conducted have felt different, except for the fact that they aren’t in person. We have continued to hold panel interviews, consisting of back and forth questioning. We tell the candidate in advance how we will approach the interview and have still been able to observe verbal cues in the moment.

Sandy M.: In my experience, candidates continue to come to interviews well prepared. They have been professional, flexible with the format, and overall successful in their deliveries. In all cases, they were dressed in professional attire.

What advice do you have for candidates preparing for a virtual interview?

Nima P.: Make sure you have set up the technology needed. I’ve had interviews start late because they weren’t set up and ready to go. Make sure the audio and video work, and that you’re in an area with a solid internet connection. If possible, select a location that isn’t noisy and blur your background if you cannot find a professional backdrop. We understand this may not be easy. If you happen to have trouble with any of the above, just tell us about your situation.

Ken B.: If you’re in a virtual interview, using video is critical. It gives us some insight into the person we’re meeting. Second, treat this as though you’re in the office and set yourself in a quiet room. Earlier this week I held an interview and the candidate was in front of a blank wall. Nothing was there to distract me and I could focus on the candidate. Not everyone has that luxury, but if possible, find a secluded space with limited distractions. Lastly, dress appropriately and watch your body language. Make eye contact and if you’re taking notes, just let the interviewer know.

What final thoughts can you share about virtual interviews at Vanguard?

Nima P.: I’m pleased with how well technology is working. We haven’t had one issue. I’m completing interviews daily for internal and external candidates and it’s been smooth. That feels good. Our hiring managers have a rhythm down. At first, I was worried about holding virtual interviews but it has been a seamless transition.

Are you getting ready for a virtual interview? Please be sure to read our recent blog titled, How to prepare for a virtual interview.