Christine Dupuis leads Product Management at Heyday by Hootsuite, and throughout her career, she has been extremely passionate about the role mentorship has played in her life. Christine’s experiences at Google and McKinsey offered valuable lessons as a mentor and a mentee, and she was eager to share her learnings in her home city of Montreal. This led her to launch the Montreal chapter of APM Canada and to join the board of this organization dedicated to providing guidance, training and valuable connections to aspiring product managers.

We spoke to Christine about her experiences in the realm of mentorship, and here, she shares some valuable tips for finding a mentor and building effective relationships.

Tell us about your journey as a mentee.

Throughout my career, I’ve had many mentors from a variety of backgrounds. I’ve been in the tech space for some time, so many of my mentors are from the industry. I’ve worked in different functions and different companies and I love that I can easily get marketing, sales, or investor perspectives on a given challenge. I speak to my mentors about anything from career and big life decisions, to things like how to build my team or deal with a specific product challenge.

From a product management standpoint, I have met wonderful and helpful product leaders through the launch of APM Montreal. My colleagues at Heyday are a great source for day-to-day team management tips, since we all share the same context at work, and some of my long-time managers from previous jobs are great for life decisions, since they are looking at my situation from the outside and know my personal journey.

Why might someone want to find a mentor?

There is sometimes the perception that mentors are for students and those in their early career, but that’s absolutely not true. As a lifelong learner, I find that you can learn something from everyone. The same concept applies to mentorship. We all have blind spots, so having more than one mentor — I encourage this — ensures that you benefit from everyone’s unique expertise and perspective.

Different people will help you on different topics. For example, someone could be an expert on only one dimension of your role, while others will have expertise on a skill that is applicable and transferable across many situations. Your mentor doesn’t have to be someone who has been in the industry for longer than you have, either. They could be a colleague from another department who has a very strong expertise on something specific that you are trying to learn.

How do you find a mentor?

You’ll want to start by thinking about why you want a mentor, and what you’re looking for specifically. Is it for a particular facet of your role, or do you want general career advice, for example? When you’ve established this, reach out to your network. Be straightforward about what you’re looking for. Those around you may know someone and could offer to introduce you to people who can truly help you.

Once you have someone in mind, start with a casual coffee chat. Learn about their experiences and see if there is a good fit between the two of you. Don’t just ask “Do you want to be my mentor?” because that can be a bit intimidating for the recipient, they may not be ready to commit without knowing if they can really help you. See if there’s a mutual benefit that can be found by chatting with them regularly.

As I mentioned, you’ll want to find more than one mentor as well. Be careful about having your manager as your only mentor. They may be able to offer a lot of expertise in your field and in soft skills, but remember that your manager is also responsible for your performance. They are invested in your development, but may not be able to be as impartial as an external mentor would be. For example, if you want to discuss a job or career change, a manager will not be your best option.

How do you navigate this feeling of a one-way relationship?

As a mentee, I was always worried about bothering my mentors, and it felt like a one-way relationship where I brought nothing to the table and they gave me so much of their time. Today, being on the other side of this, I can say there’s nothing more rewarding than helping someone through a challenge. I know that mentors feel great about sharing their experiences, so don’t be shy. If they don’t want to spend the time, they will tell you.

Second, and this is very important: make sure you follow up. If you don’t follow up, you give the impression that the mentor’s time was not valuable, and they’ll be less interested in chatting with you in the future. When you follow up, you build that relationship — did you act on something you decided together or not? Why? What happened after? A truly invested mentor will be very interested in how your situation played out.

What advice do you have to build a strong relationship with your mentor?

1. Know what each person brings. Each mentor has the potential to bring a different perspective and unique experiences, so keep this in mind as you prepare for your meetings with them.
2. Have specific questions for them. Be ready to explain the context so that they have enough information, and be clear about what you want. Do you want to bounce ideas off them, or get tactical tips to navigate your situation? Keep in mind, it’s easier for someone external to your situation to challenge a proposal than to help you come up with a solution from scratch.
3. Follow up. This is the best way to show your mentor that you value their time. Let them know what happened, whether you followed their advice or didn’t, and how it went.

Mentorships thrive when both the mentor and mentee are invested. As a mentee, you’ll be better equipped to navigate challenges that come your way. As a mentor, you’ll become a better leader, gain new perspectives, and share your knowledge with others. These relationships have the potential to change your entire career trajectory and improve both of your careers.

Interested in a career at Hootsuite or Heyday? Check out our open roles here!

Lifelong Learning: Making the Most of Mentor Relationships was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

At Hootsuite, we know that our Owls (as we affectionately refer to our employees) are just as curious as you are. That’s why every year, departments across Hootsuite post opportunities for Owls to spread their wings, develop new skills, and experience life in different parts of the business. We call it the Stretch Program.

How does the program work?

Our Stretch Program runs twice a year. Participating Owls spend 20% of their time over a three-month period with another team to learn new skills and find out what kinds of projects they love (or don’t love). This helps them try out new roles and teams while maintaining their current role, so they can gauge how a career change might suit them.

We talked to a few different people who have been through the program and asked them what impact the Stretch Program has had on their career and what they have learned from it.

“Taking part in the Stretch Program with our Social Media team was an amazing experience! It opened doors for me to interact with parts of Hootsuite that I would never normally cross paths with and has allowed me to develop my own skills when it comes to project management.

With these new skills, it has led to me taking the lead on more projects on my own team and helped set me up to look into new career opportunities across Hootsuite.”

— Ezra Poplove, Senior Inbound Account Executive

“The Stretch Program was an amazing experience which allowed me to test the waters in a part of the business where I had an interest in and eventually, I was able to move into it. Throughout the months of Stretch, I was able to learn what happens behind the scenes in the product world: what types of questions are asked, what we need to take into consideration to make decisions, how we prioritize, what’s our business strategy, etc. This was a great opportunity to build relationships with people I wouldn’t normally work with, including our Senior Director of Product Management, Esteban Contreras, who was a great mentor and very generous with his time during this partnership.”

— Bruna Barbosa, Senior Product Manager

“I work in the Support team as a Tier 2 Specialist and took part in the Stretch Program with the Product team. It was super interesting and insightful! This experience allowed me to really see what happens “behind the scenes” when a new feature is built, from the initial idea and discovery initiatives to the final release to users. I have been not just a spectator in this project, but an active part, which helped me develop new skills that I normally wouldn’t need or use in my regular role. It is very exciting to see how different teams interact and coordinate in order to create something new for our customers. After this program, I realized that it is definitely an area I’d love to explore deeper in the future!”

— Nadia Rita Dell’Oca, Tier 2 Specialist

Creating opportunities for our employees to learn and add meaningful experiences to their tool belt is the cornerstone of the culture at Hootsuite. If you want to learn more about career opportunities with us, we’d love to hear from you!

Hootsuite’s Stretch Program: The Inside Scoop was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

How do you balance career and parenthood? It’s a question many ask themselves when they’re considering or preparing for a new addition to the family. How much time will you have off? How do you transition back to work after such a long leave? Will you have time to spend with their family — and if you take advantage of it, will your work suffer as a result?

All these questions can be overwhelming, especially alongside the thought of having to ask for accommodations.

As part of the Hootsuite team, we want to ensure that you don’t have to worry about this. We offer a wide array of benefits that ensure our #HootParents are supported and well equipped to manage all the different priorities that come with parenthood. Foremost among these benefits is 26 total weeks of full and partially paid leave, available to birthing, non-birthing, and adoptive parents, helping Owls to spend more time with their family during this challenging and exciting time in their lives.

This has been well received by our workforce, and many of our employees have found great benefit in it, like Ken Ho, our Senior Software Developer in Vancouver.

“Hootsuite’s generous parental leave policy allowed me to take time off and bond with my son without also having to worry about finances,” he shares. “I’ll be honest, the first few months were rough and I can’t imagine how much harder it’d have been if I had to work as well.”

Abdalla Ali, our Implementation Specialist in London, had similar thoughts.

“As a dad-to-be, you don’t know what to expect,” says Abdalla. “Going on parental leave allowed me to spend this special time with my family without worrying about the next morning or week at work. It is probably one of the best benefits that Hootsuite offers its employees.”

Our leave also comes with flexibility — for example, you may choose to work with your manager to break your parental leave into multiple segments, or adopt a more phased approach to slowly transition back into your role. This is what Lucy Monaghan, our Manager of EMEA Facilities, did.

“The flexibility Hootsuite gave me as I returned to work after maternity leave made the transition a breeze,” she says. “I had my manager and team’s full support to have a phased return, allowing time to merge my two roles (professional and mum).”

We also want to make sure our Owls have time to sit back and recharge, and take that time to spend with their family if they’d like. One of the ways we do this is through our annual paid wellness week. Every year, we give everyone a company-wide week off, separate from a vacation allotment. This is a time where we encourage everyone to log off and step away from their desks.

Meanwhile, our half-day summer Fridays, which we call “Owly Time”, let our Owls get a head start on their weekends, every weekend, for an entire quarter. We hope it gives them the quality time they need to disconnect and spend more time with the ones they love.

Many Owls have also found benefit from our global distributed workforce strategy, which lets employees choose where they work. Parents will sometimes use this to spend time with their families throughout the day. The flexibility allows them to take some time to drop off their kids, or simply be there for the little moments with their family. For Gaby Jordao, Hootsuite’s Manager of Diversity, Equity & Inclusion, remote work allowed her to watch her son grow up.

“As a first-time parent, our distributed workforce strategy has been fantastic,” she tells us. “Working from home has allowed me to see my child throughout the day and be present for all the special moments in the first years of his life.”

In addition to parental leaves and extra time off throughout the year, we provide four weeks of paid family care leave. This includes bereavement, compassionate, and caregiver leave. To supplement, we also offer a comprehensive Employee Assistance Program, with resources to assist in family planning, home support, and legal and financial support. Our EAP is free and confidential, in a variety of formats such as in person, phone, online, and video.

All of these resources and benefits play a role in contributing to one of our core values — #OneTeam. By offering employees the flexibility to manage their family life alongside their professional life, we make Hootsuite a place where everyone feels valued and empowered to do their best work without compromising who they are.

If this is something that appeals to you, we’ve got open roles around the world. Check out our careers site and apply today!

Striking a balance: How we help working parents at Hootsuite was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

TL;DR: We had a team focused on selling to larger businesses and another team focused on small and medium businesses. Our sales representatives fell into either team, and their role was to gain net new business, upsell, and cross-sell to one of those segments.

However, we found that many of our sales representatives were self-selecting to focus where their strengths are. Some leaned towards finding new business, while others favoured upselling and cross-selling to existing accounts.

We saw this as an opportunity to restructure our teams to ensure that there was a more focused approach, and to enable us to deliver more customer value. With this in mind, we transitioned to an expansion and acquisition model that allows our sales representatives to pick the role they enjoy and play to their strengths.

We wanted to learn more from our Owls about these changes, so we started by talking to Edward Hunter, our Senior Sales Strategy Director.

What was the reason for this change?

Edward: We have very ambitious growth plans — hyper growth! To achieve that, we made some changes to our organization which supported our key strategies.

1. Deliver customer value: By creating a relationship management and expansion organization, our sales representatives are able to focus on a specific set of accounts to help them maximize their current Hootsuite investment while helping them evaluate other solutions that can add value to their business.
2. Accelerate inbound: We have a phenomenal inbound engine that we wanted to continue to invest in and scale. By separating out this sales motion, in partnership with marketing we were able to increase our conversions of sales-approved leads to opportunities, launch a flywheel team which engages with our 200,000 self-serve customers, and build a trial assistance team which will support the thousands of companies that sign up to trial Hootsuite.
3. Capture whitespace: We know there are thousands of companies that can get value from Hootsuite that either just don’t know about us or don’t know they have a business challenge we can solve. We wanted to get proactive in bringing Hootsuite value to these, so we stood up an outbound sales organization.
4. Think global: This switch helped to accelerate international growth by empowering regions to innovate. We increased our territory coverage and are now able to better support our customers in a variety of regions.

What was your overall vision when implementing this?

Edward: The overall vision was to build a sustainable, predictable sales machine where every single sales representative matters and has an impact on our business outcome. It was simple: We wanted to hire top talent, develop them and retain them, creating a sales organization where 100% of sales representatives can hit quota! After all, when our people win, so do we.

I’m sure this wasn’t easy, overhauling the entire sales organization. How has Hootsuite faced challenges while managing this transition?

Edward: Good question! We have moved very fast — we transitioned through December 2021, while still having a record Q4. Many of the challenges were in making sure our business infrastructure was there to support the new sales organization.

When moving so quickly, communication is often a challenge. We took a “share early, share often” approach to ensure our Owls were fully informed. This meant that sometimes, we shared information before decisions were fully made, but ultimate transparency was the goal.

Another challenge was within data. We made changes to the core operations of the sales organization, we moved to a new way of segmenting our customers, territories, and building quota. All this has a heavy reliance on accurate data, and as with many companies, we encountered some data integrity challenges we had to work through.

We also wanted to learn about how changes to the sales organization affected our teams on an individual level, especially from the inbound and outbound perspectives. We spoke to a few of our Owls to find out more.

Transitioning from a mostly inbound role to a fully outbound role came with a lot of changes for Abraham Pablo, an Outbound Account Executive.

“It is a much more strategic sales process when you are in charge of sourcing your own leads,” explains Abraham. “I have since changed the way I approach these accounts, positioning Hootsuite as a value resource and not just a platform.”

Jumping into a new type of role within the sales organization taught him a lot, both from a sales and personal development standpoint. “I’ve learned a lot of things, whether that’s in cold prospecting, guiding the way I think to show value to those I’m trying to reach, to refining my product presentations to new accounts,” says Abraham.

Meanwhile, Joe De Groot, an Inbound Account Executive, found opportunities to advance his personal and career growth, despite remaining in a similar area of the business.

“I now have the opportunity to work on mid-market and enterprise-level leads and accounts and work in a more strategic way compared to the previous transactional model,” he explains.

Other Owls transitioned from acquiring new business to now building long-term relationships with clients. For Teodora Ivovic, an Account Manager in Sydney, this was the case. She spends her time understanding the business goals and challenges of clients, and helps them increase their social media presence through recommendations and additional platform capabilities.

“I find that in my new role, there is more opportunity for internal collaboration and project management with internal stakeholders like Customer Success Managers,” she tells us.

Our Owls got to play to their strengths and find new ways to grow, no matter where they were in the business. It’s an exciting time to join our sales team, and we asked our Owls for their tips on how to thrive:

Be Customer Obsessed.

“Understand your client’s business and needs through active listening and showing you care. Build trust, be reliable, and be proactive.” — Teodora

Step Up.

“Focus on your territory. Structure it and prioritize accounts. Always deliver something that is valuable for clients in each communication that you have with them. Enable our customers’ businesses to grow and thrive, and you’ll accelerate the growth of our business.” — Abraham

Go Fast, Be Agile.

“Have lots of enthusiasm. Have a real willingness to learn, be curious, and adopt a growth mindset. By doing this, you’ll no doubt be successful.” — Joe

If you’re looking for a place where your voice can be heard, opportunities to grow, and the ability to develop relationships with customers, we’ve got roles for you!

Jump into the world of Expansion and Acquisition Sales at Hootsuite — check out our open roles here.

Expansion and Acquisition: Introducing Our New and Improved Sales Teams! was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

Ifoma started his technology career 20 years ago in the Professional Services field, starting as an implementation consultant, moving to a project manager role, and then onto various leadership roles.

Over the years, his focus has been on building professional services organizations and partnering with sales teams to help customers maximize their value from their investment.

Four years ago, Ifoma pivoted from Professional Services to Customer Success. He saw the changes within the landscape of the sector, and how customer needs were transforming with the increase of SaaS platforms and technologies. At Hootsuite, Ifoma has made a substantial impact on the lives of customers and the company’s Customer Success Managers, and we asked him to share a little more about his experiences.

How does the Customer Success team fit into the overall Hootsuite ecosystem and what impact does the team have at Hootsuite?

Customer Success is an integral part of our customer journey. As a SaaS organization, we need to make sure that we are not just landing new customers, but also retaining and growing our existing customer base while developing strong relationships with our customers.

In order for us to do that, we need to help our customers achieve their social care and social marketing goals by focusing on enablement and adoption of our products and services. By helping our customers achieve an identified set of outcomes — by helping them win on social — we’re delivering business value. That is the essence of our purpose in Customer Success.

Diversity and inclusion are critical factors in building a successful team. How do you ensure you are being inclusive?

As someone who identifies as a Black senior leader, I can appreciate the importance of inclusion and diversity of all experiences — not just from a racialized perspective but also in terms of neurodiversity and intersectionality. My personal growth is informed by copious reading, actively seeking to understand the experiences of others and lots and lots of listening.

As we embark on expanding our team and look to attract new talent, recruiting candidates from underrepresented and neurodiverse groups has never been more important. Once onboard, our managers are excellent at connecting with team members during weekly 1:1s and creating opportunities for all voices to be heard during team interactions.

Tell us three reasons why someone should want to join Hootsuite’s Customer Success team and three reasons why they shouldn’t.

Why this could be the team for you:

1. You want to make an impact. On our team, you’ll have the opportunity to do meaningful work, have a sense of ownership, and have accountability to the business. If this is you, there’s no better place for you to be!
2. You want to be part of — and contribute to — a great company culture. With amazing employee benefits and programs that also include Owly Fridays, Wellness Week, various employee resource groups, Hootsuite truly values the employee experience. You won’t find another company that is as positive, welcoming, engaging, and as inclusive as it is here.
3. You’re open to change. Life inside SaaS companies moves fast and Hootsuite is no exception. There is a lot of rapid change within the Customer Success Team, and also within the organization as a whole.

Why this may not be the team for you:

1. You’re not customer obsessed. We genuinely care about our customers and aspire to continuously find ways to be better in all aspects of the customer journey. Doing this well requires feedback gathered from spending time with customers and leaning into what it takes to help them succeed with Hootsuite.
2. You’re looking for predictability and to maintain the status quo. We test and learn continuously, often going beyond what is the “expected” solution.
3. You’re not looking to learn new things. Our Customer Success team is constantly learning and embracing new approaches to service our customers better. Enabling our CSMs on our product offerings and innovations taking place within the social marketing, social care and social commerce space is what sets us as apart.

What advice would you give to someone that is looking to launch their career or pivot their career as you did into Customer Success?

Customer Success is a fast growing sector and the role of a CSM looks different at every company depending on the products and services they offer.

My advice would be to do your research and join Customer Success groups and meetups. Reach out to people in your network or on LinkedIn to find more about the company’s products, services and the customers they engage. Understanding the company, their customers and approach to delivering customer value will provide a distinct advantage!

The Customer Success team at Hootsuite is an engine for growth in the organization. If people are generally interested in this journey and want to take a ride with us, we would love to have a conversation on how we can work together!

Hootsuite’s Customer Success team plays a critical role in helping our customers realize maximum value from our solutions and achieve their goals. Guided by leaders like Ifoma Smart, we’re equipping social innovators to shape the future of business. Want to join us? Check out our roles on the Customer Success team!

Meet Ifoma, Senior Director of Customer Success at Hootsuite was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

We’ve all received our fair share of suspicious emails and have been trained on how to spot the new generation of phishing attempts, spoofed email addresses, and inconsistencies in language and presentation.

But, do you know how to combat the HR scams that are increasingly popping up on social media?

Recruitment processes can be stressful enough at the best of times, but especially so when pandemic-induced layoffs are taking place and financial security is on the line.

Across all North American industries, 36.5% of businesses have laid off at least one employee since the start of the pandemic. In Canada, that’s led to a consistent increase in job vacancies over the last two years.

With these vulnerabilities in mind, it’s important to be well informed on the latest scam: one that’s targeting job hunters like you. Armed with information on what these recruitment impersonation scams look like, you’ll be better equipped to discern between a real recruiter, and a fake one.

What are HR impersonation scams?

Impersonation scams aren’t new; they’re a tried and tested way for scammers to do what they do best: weasel their way into your pockets and get access to your valuable personal information.

The novelty of these scams is that the threat has expanded past emails and permeated into social and 1:1 messaging — mediums where scammers can impersonate corporate recruiters with ease. Real HR employees are being impersonated in fictitious job offers sent on LinkedIn, in a scheme to ultimately get targets to share confidential information.

Particularly in the tech space, HR impersonation scams have become more and more prevalent. Companies like Shopify, Google, and Amazon have all been targeted, and unfortunately, Hootsuite isn’t immune either.

Recently, we’ve had an influx of reports about scammers preying on potential candidates by impersonating Hootsuite recruiters and hiring managers.

Scammers are using Hootsuite branding on fake social media profiles to legitimize their conversations with these individuals. A few scammers were also reported to have conducted online interviews and offered jobs on behalf of Hootsuite in order to gain access to victims’ personal information such as Social Security/Social Insurance numbers, bank account info, and addresses. In some cases, they’ve even asked for payment.

Why scammers are targeting job hunters

With technology advancement and social media at everyone’s fingertips, scams are becoming more and more elaborate. But why job seekers?

The pandemic-induced Great Resignation saw 3.9 million people quit their jobs in June 2021 ALONE. And they’re not the only ones: 41% of workers worldwide admit they’re ready to leave their jobs.

With workers changing jobs at such a high rate, scammers spotted a massive potential pool of victims — and an opportunity to take advantage of hybrid working models and virtual hiring processes.

The fact that hiring candidates and new employees may not have met their colleagues in person yet makes them particularly vulnerable to these scams.

How to avoid HR scams on social media

If you’ve been actively looking for a new job opportunity, it’s hard not to get excited when a recruiter reaches out to you. Instead of tucking away that excitement, we recommend you treat the recruiter as you would anyone else sliding into your direct messages.

Nowadays, it is not uncommon for recruiters and hiring managers to reach out through LinkedIn if your profile matches a position they are looking to fill. That being said, whether you applied for a position or not, you should be extra vigilant when connecting with any recruiter on social media.

Remote jobs have created an unprecedented opportunity for HR scamming. When working remotely was less common, individuals were advised to not proceed without first meeting face-to-face with an employer. Given that this is no longer an option in many cases, do your research before proceeding — not only on the company, but the recruiter as well.

Not sure what you should be looking for? Read on to find out.

5 key signs to watch out for

Here are some top considerations to keep in mind and look out for as you navigate the hiring process for your dream job:

1. A legitimate recruiter will have a well-established LinkedIn profile, with old and recent account activity, a profile picture, etc. Be skeptical of a recruiter whose profile was created only a couple days ago and who has not been very active on the platform.
2. Real deal recruiters will provide you with adequate information on the role they’re reaching out about. To ensure the role is legitimate, ask the recruiter for a link to the posting on the company’s job board — and proceed with caution if there isn’t one.
3. Any recruiter will keep the interaction on LinkedIn brief and request to communicate through email. Be wary of a recruiter who uses a personal email address (check for domains like Gmail, Yahoo, Hotmail, etc.). Like most established companies, Hootsuite recruiters will always use their corporate email address. Please note that the email address hrdepartment@hootsuiteonline.com does not belong to Hootsuite, and has been used to carry out these impersonations.
4. If a recruiter asks to connect through an encrypted platform, such as Telegram, it’s safe to assume that they aren’t legitimate.These end-to-end encrypted platforms provide a space for scams to be carried out without a trace, making it difficult to investigate and prosecute the scammers. There are also reports of scammers asking interviewees to initiate a call using Skype. Please note that Hootsuite recruiters do not use this platform.
5. Under no circumstances should you provide a recruiter with personal information (like a SSN or SIN) or any form of payment during the hiring process. If they ask for it, run.

While we take HR scams extremely seriously, we are confident that with the right tools and information in hand, you’ll be able to distinguish a legitimate Hootsuite recruiter from a scammer. If you’re unsure and want to play it safe, we recommend you reach out to talent.acquisition@hootsuite.com for reassurance and to flag potential Hootsuite impersonators.

How Hootsuite hires candidates

While we can only speak to our own hiring practices, the best way to avoid HR scams is to be aware of a company’s recruitment process. That way, you’ll be able to identify a potential scam from the very beginning, and save yourself from distress and disappointment.

At Hootsuite, our People team thoroughly reviews each applicant’s skills and competencies to ensure they match the role requirements.

Although the number of applicants varies by role, you can generally expect to hear back from our team within two weeks. Depending on the role and the number of applicants, the full interview cycle usually averages two to four weeks, but can take up to eight weeks to complete.

We recognize that it can be tricky to differentiate between a fake and real recruiter. Hootsuite recruiters and hiring managers can reach out to you in one of two ways: through email for an application you’ve submitted or on LinkedIn for a role they believe you could be a good fit for.

Regardless of the initial contact method, you should expect the following process to take place:

1. An initial phone or video call with a member of the recruitment team
2. A potential second phone or video call with members of a hiring committee
3. A potential third phone or video call with the hiring manager

After being assessed for the position, a Hootsuite recruiter will get in contact with you to verbally offer you the role, or to make you aware that another candidate has been selected.

If you’ve been offered the role, you can expect to receive an email from the recruiter with an official offer package for your review. We encourage all applicants to thoroughly review the package and run through any questions or concerns with our expert recruiters.

Picture this: you’ve accepted the offer and are jumping for joy!

Remember, you still don’t have to share any personal information beyond your legal name (for our recruiters to put together an official employment offer). Without exception, your full name is the only information you should have to provide to a recruiter until you have a signed and dated employment offer.

Once you’re done with the legal (and boring) part of the process, you can finally get excited about joining the Hootsuite team, and being part of an exceptional team of tech professionals!

TL;DR

When it comes to potential social scams — as with any online scheme — pausing a moment and listening to your gut can go a long way.

The Great Resignation means there are a ton of job seekers out there, which has created a breeding ground for scammers to exploit individuals.

But, no matter how elaborate the schemes get, if you focus on trusting your instincts, they have no real chance at winning. If you feel uneasy or uncomfortable while talking to a recruiter or suspect you’re being scammed, take that feeling seriously.

While we believe it’d be near impossible to imitate the experience that Hootsuite recruiters craft for our candidates, we also know there are scammers out there bold enough to try. As detailed above, our recruiters will always represent the Hootsuite brand through their email communication, social profiles, and demeanor. Under no circumstances would a Hootsuite recruiter ask for payment, confidential information, or encrypted communication.

If you have any doubts about a Hootsuite recruiter or employee, we encourage you to get in touch with us immediately at talent.acquisition@hootsuite.com.

HR Scams Are All Over Social — How to Make Sure That Job Offer’s Real was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

We spoke with Étienne Mérineau, Co-Founder and CMO of Heyday, and now our Senior Director of Marketing, Conversational AI to talk about his journey so far that has brought him to Hootsuite:

What nest are you in?

Heyday was born and built out of Montreal, the city that many now dub the world’s AI capital. With Hootsuite’s acquisition of Heyday, there is a real commitment to continue building a center of excellence in AI in Montreal and accelerate our leadership in R&D. We were 70-people strong when we joined the nest in August 2021. 90 days later, we passed the 100-people mark and we are hiring AI developers in droves.

Montreal was the perfect launchpad for us as the city is a natural bridge between the North American and European markets. As a result, France has been a very welcoming market for us, with iconic brands like Lacoste, LVMH & Decathlon now trusting us globally. And that’s in part due to the fact that our AI was bilingual by design, thanks to the specificity of the Canadian market but more specifically of Montreal as a bilingual city at its core. Multilingual capabilities are key for brands that strive to be culturally relevant by localizing their customer experience. We’re proud of our cosmopolitan and diverse roots.

What is your favourite social channel?

Argh, can I pick two?

Instagram is an awesome medium for storytellers. It’s the perfect hybrid between video (stories and reels), photography, and copywriting (the art of the caption!). So it gives brands, influencers and people in general the perfect trifecta to tell a compelling story.

TikTok is definitely up there too. It’s the more rebellious, authentic, scrappy and creative sibling — the new rockstar of the social media family. As a result, it’s definitely a favorite amongst Gen Zers who crave authenticity and spontaneity over the more polished and picture perfect visuals of IG. It is definitely changing the game when it comes to brand building and social shopping — all brands should keep a close eye on this disruptive channel in 2022 and beyond.

What did you see as synergies between Heyday and Hootsuite?

Social is becoming the new interface for search and e-commerce. Especially for younger shoppers for whom social is the front door of the Internet. Their digital experience increasingly starts and ends on social, directly on their mobile phone. And as a conversational commerce platform, messaging — the private side of social — has always been at the core of our product strategy.

With Heyday and Hootsuite joining forces, we are now building the operating system for brands to navigate this new social-first era.

On one hand, Hootsuite is the leader in social media management, enabling brands to manage all their public conversations with their customers under one roof, from social publishing to social listening to social selling. On the other hand, you’ve got Heyday’s customer messaging solution that helps brands manage all their private conversations with their customers (i.e. direct messaging) and to do it at scale thanks to conversational AI.

So together, we are really the two sides of the modern-day customer experience coin.

We’ve uncovered and outlined an amazingly synergistic vision of delivering a 360 social and conversational platform that will unify all the key touchpoints of the customer journey in one place, which is critical to unlocking a single view of the customer and, in turn, unprecedented personalization capabilities. And with our AI/ML capabilities, we’ll be able to deliver these powerful capabilities to the masses, effectively “giving Fortune 500 capabilities to the Fortune 500,000”. We’ve very excited about that vision.

What do you want your Hootsuite and overarching career legacies to be?

One of my favorite quotes is from a French writer named Charles Du Boo: “The most important thing is this: To be able at any moment to sacrifice what we are for what we could become”.

It helped me muster the courage to pivot my career and take the leap despite early success in an industry that I had stopped believing in: advertising.

Before founding Heyday in 2016, I spent a decade in ad agencies as a copywriter and creative director. My day-to-day goal was essentially to find new creative ways to disrupt people’s digital journeys with brand messages. Fun from a creative standpoint but fundamentally flawed when it comes to creating positive customer experiences.

Advertising, by design, is a “push model” and a one-way street as opposed to a “pull model” and two-way interaction with customers. In other words, it’s a monologue, not a dialogue.

With messaging becoming mainstream, I saw a real opportunity to fix things and help brands and marketers create a 1:1 relationship with customers, instead of the traditional “one-to-many” and “one-size-fits-all” model of mass advertising.

Turning an “interruption” model to a “conversation” model, that’s really the eureka moment that led to the genesis of Heyday, and what’s still driving me today.

And when I take a step back, it’s also the golden thread of my personal career journey: going from advertising copywriter to AI entrepreneur. What connects these two seemingly different worlds and paths is a passion for creating engaging customer experiences. A passion for innovation and communication.

At the end of the day, I’m a storyteller who helps brands get closer to their customers, and messaging is the most ubiquitous and personalized channel of all times. It creates new opportunities for engagement — engagement that is not just surface-level (a click) but rather meaningful (a conversation).

So as we move away from a world of cookie-based advertising to a more conversational type of marketing, I definitely hope to be remembered as a pioneer of that space.

I also think there’s a widespread preconception that you have to be an engineer to start a tech company. It definitely helps (my three co-founders are engineers) but my personal journey is a prime example that you can still be a founder and innovator even if you don’t know how to code. Selling a product is just as important as building it, if not more. At the end of the day, the single necessary and sufficient condition for a business to survive is a paying customer. And that’s marketing, that’s storytelling, that’s selling a vision of the future and excite prospects that if they do not take the leap now they are missing out.

So I hope to inspire more writers, marketers and storytellers to build businesses. To apply their skillset at bringing cool products to life and building technology that has soul.

What are you proud of?

I’m proud I didn’t quit and followed my gut. People don’t always realize it but the journey of an entrepreneur is made of dozens of inflection points that can make or break you. The major deal with a global brand that falls apart. The term sheet from investors that ends up in the gutter. That one critical hire that finally decides to accept Google’s offer. And the list goes on. Every entrepreneur at some point feels like he or she’s hitting rock bottom and then the question is: “Should I quit and just move on?” Especially in the drought of disillusionment phase where the industry is still early and nobody believes in your project. Innovation can sound dumb at first before it becomes obvious.

As a result, success in tech is less glamorous than it seems. It’s actually the result of patience and resilience, and relentless work, a relentless belief that things will turn out and that you will finally build momentum.

I joined the chatbot space back in 2016 when it was still made of hobbyists and a few seed-stage startups (most of which have died a few years later because they were too early). The number of times I got rejected pitching it to brands and agencies before it finally got mainstream is probably in the 1000s. So I’m proud I didn’t quit.

The fact that we stuck it out and kept pushing kept us alive. We kept our feet moving. You need to survive first before you can thrive. That’s what we did and we ultimately found traction and product-market fit. And then the rocketship just kept firing all cylinders and it was as if magic happened.

TL;DR: survival always precedes success.

What advice would you give someone just getting started in their career?

There are so many learnings in the journey that I’d love to unpack but let’s go with these 3 critical ones:

Expect and embrace change. Change can create discomfort and even sometimes lead to chaos. But change also brings about a wealth of opportunities for growth. Your level of agility and your capacity to adapt will be your greatest asset in a VUCA world (Volatile-Uncertain-Complex-Ambiguous). You will likely have to go through 5–7 personal reinventions throughout your career, so continuous learning and intellectual curiosity will help you stay relevant but also have the necessary vision and agility to capture opportunities as they come instead of simply reacting to them.

With Moore’s Law making technological evolution more exponential every decade, change is inevitable. The line between relevance and obsolescence will be finer than ever. Plus, you are starting your career in an era of seismic shifts that will forever change the face of commerce and the workplace. As Naval recently mused on Twitter: “What free trade did to blue collar jobs, remote work will do to white collar jobs.” Digital Darwinism is real and only the most agile and adaptive workers will prevail. Which brings me to my second point…

Strive to be a T-Shaped person. The concept of T-Shaped skills describes the breadth of abilities of people in the workforce. The vertical bar on the letter T represents the depth of related skills and expertise in a single field — i.e. you are a specialist in a specific domain that you mastered as an individual contributor (e.g. software development, copywriting, etc.) — whereas the horizontal bar is the ability to collaborate across disciplines with experts in other areas and to apply knowledge in areas of expertise other than one’s own — i.e. you are a generalist and lateral thinker you can connect dots.

Generalists are more immune to change because they can transfer their skills to other domains and fields to create value. On the other hand, hyper-specialization can be rewarded in the market in the short term (if it’s a scarce skill for example) but specialized skills are easier to automate with AI so it puts a greater risk on your career in the long run. You also want to strike the right balance between hard skills and soft skills. Hard skills are easier to automate versus soft skills that are much harder to learn and replace.

In the end, the future belongs to generalized specialists. To go deeper into this concept and rabbit hole, I highly recommend this post from Farnam Street. Great blog and great read!

Outwork your competition. The secret of the Caramilk is both simple and extremely hard. There is no shortcut: you have to put in the work. A lot of it. Remember Malcolm Gladwell’s 10,000 hours rule? It states that it takes 10,000 hours of intensive practice to achieve mastery of complex skills. So the only way to go faster than your competitors or peers is to outwork them. It’s simple math and it compounds over time.

Say you work an additional hour per day vs. your peers. That means 5 additional hours per week. Times 52, it means an additional 260 hours per year. Now do that for 5 years. If you started to work at 22 years old, you have already outworked your competition by 1,300 hours by the time you are 27. Now imagine that at the scale of a 40-year career: every year you will widen the gap. After a decade or two, the gap will become unclosable. Talent alone doesn’t matter, hard work is the engine of your career. Talent is only an accelerant.

P.S. I’m personally the extreme type: I worked 80-hour weeks for a decade. If you take my napkin math, that means I worked approximately 21,000 additional hours in the last decade versus the average white-collar worker. For me, it’s been an absolute game-changer. I’m now in a place some 40-year olds would envy. But I definitely sacrificed a lot along the way to accelerate myself. Again, there is no shortcut. Only trade offs, commitments and investments. At the end of the day, investing in yourself never fails. Make the magic of compounding work for you — whether it’s investing in your craft/skills or in your retirement account, time will do the heavy lifting for you.

Bonus: Read (to emulate the greats). Action is good: you will learn by doing and failing. But if you are lazy like me: it’s much easier and faster to learn from the greats who have paved the way before you. It will save you time and suffering: learning from their mistakes and wins instead of failing on your own will leapfrog your career. That’s the only shortcut, the rest is just hard work and moving your feet. That’s how opportunities and luck will magically find you.

#PlayToWin is one of our guiding principles, and Étienne shows us he is committed to creating an incredible company for our employees, customers, and stakeholders. If you want to play a part in the growth of Hootsuite, take a look at our open roles on the Heyday & Hootsuite teams!

Meet Étienne, Senior Director of Marketing, Conversational AI at Hootsuite was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

We spoke with Letrecia Tippett, our newly appointed Head of Country in Australia to talk about her journey to Hootsuite, and where she’s taking us from here:

🌎 What nest are you in?

I am based in Sydney, Australia, primarily in my home office but I also try to spend a few days a week in our Hootsuite office (when COVID restrictions aren’t in place) absorbing the energy of those around me.

📲 What is your favourite social channel?

I would have to say I have favorite social channels for different reasons. My go to for news or business related updates is LinkedIn, whereas for social and current trends I tend to favor Instagram, however I am starting to become more invested in TikTok, its reach and the variety of content is really interesting and fun.

😎 What drew you to Hootsuite?

The list of why is long! Hootsuite was always a company on my watch list. The social sector is a really exciting industry to be part of, it has reshaped how we live, work and communicate. I also was a customer of Hootsuite and I really love the product. However, more importantly the vision and the guiding principles that Hootsuite leads with really resonate with me. The leadership team, what they have accomplished to date and their future plans were also really inspiring to me and I wanted to be part of that growth journey.

🦉What do you want your Hootsuite and overarching career legacies to be?

My passion for learning, the business opportunity and how I can contribute and make an impact are key drivers for me. At Hootsuite I want to help organizations prepare for the future and embrace the opportunity that social brings. As a female leader it’s important to me to provide mentorship to our future female leaders and to provide a safe and inclusive environment where everyone has a voice and the opportunity to grow, and be successful.

🙌 What’s the best way to stay aligned and work together to achieve overarching communications and business goals?

Goal alignment is critical to ensure that everyone in your organization is working towards a common vision and purpose.

At Hootsuite our executive leadership team leads with a clear vision and set of business objectives and key results that are clear and measurable. These filter down through each business unit who have their own set of OKRs that clearly align to our overall business objectives. This makes it really transparent how we are all working together to achieve the same outcomes, and also gives each person in the organization a sense of ownership and understanding as to how their contribution impacts the business. Having clear and measurable OKRs helps keep focus on priorities and alleviates ‘noise’ that can sometimes get in the way.

Having a clear communication strategy and cadence is also necessary, I am a great believer in the Simon Sinek approach of always leading with WHY. Leading with WHY, as opposed to WHAT, creates inclusiveness and transparency and consequently trust in the reasons a business makes certain decisions.

❤️ What do you love about the work you do?

Helping our customers succeed is at the heart of everything we do at Hootsuite. I love working with our customers to help solve their problems. I am really passionate about the ANZ region, and really enjoy working with a team and helping them grow and prosper.

👏 What are you most proud of?

I am proud of my adaptability and ability to embrace change. These attributes have given me the courage to work and live in different countries and at one point to transform and take my career in a new direction.

I am also really proud of my family and the strong relationships I have built both on a personal and professional level.

💡 What advice would you give someone looking at a career in sales?

Go for it!

For someone interested in a career in sales, possessing a natural curiosity and the genuine desire to work with your customers to help find solutions to their challenges is both hugely rewarding and fun.

I would recommend asking yourself these questions

• What are your career goals?
• What do you think a career in sales is?
• How do your goals and a career in sales align?

If your answers reveal a clear interest in sales then my next step would be to consider companies and sectors that align to modern selling techniques such as digital and social selling, and that are primarily customer oriented for any potential opportunities. Social and digital is the first place people turn when they’re looking to discover, learn, and buy and will confirm to transform and evolve.

#CustomerObsessed is one of our guiding principles, and Letrecia shows us how committed she is to supporting our external customers and her internal teams, so we can all succeed together. If this sounds like a workplace you would thrive in, take a look at our open roles on Letrecia’s team!

Meet Letrecia, Head of Country, Australia at Hootsuite was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

We spoke with Maggie Lower, our (relatively) newly appointed CMO to talk about her journey to Hootsuite, and where she’s taking us from here:

🌎 What nest are you in?

I have my own little nest in my home in Chicago. I so appreciate Hootsuite’s distributed workforce approach, allowing us all to decide where we work. For me, it means eating dinner with my family at least 4 nights a week where I didn’t have that before. I travel to the Vancouver office to work with my team and love going there. I’ve also visited my colleagues in Seattle and New York, but working from home is working well for me.

📲 What is your favourite social channel?

I’m definitely most active on LinkedIn. Over the years I’ve built up a large professional network that I enjoy engaging with on that platform. I recently shared a video on my LinkedIn profile to talk about my thoughts on being recognized as a Top 100 LGBT+ Executive and my perspective on the challenges facing our community right now. To be honest, it was a bit scary to do because it comes from a very real place. But I was blown away by the support that I continue to receive from my network and beyond. That’s part of my focus at Hootsuite — I want to be a part of taking some of the tarnish off of social media that has taken place over the last few years. #SocialForGood

😎 What drew you to Hootsuite?

I saw it as a chance to join a company that literally created a market and seems to have a lot of fun doing it. The leadership team is so talented and warm and the commitment to marketing was very clear. The team is youthful, passionate and exuberant and the brand persona is thoughtful but still has room to explore. Perfect combination.

🦉 What do you want your Hootsuite and overarching career legacies to be?

I want to always know that I’ve left a place better than I arrived. I want to be someone that reaches back to bring people through any doors I’m able to kick open (people sure as heck have done that for me!), and I want my teams to work hard but also have fun!

🙌 What’s the best way to stay aligned and work together to achieve overarching communications and business goals?

It’s probably very simple, but you have to stay connected and communicate authentically, if you’re not having real conversations you’re not going to uncover true innovation — people have to feel safe to think boldly.

❤️ What do you love about the work you do?

My brain works a little differently so I think that’s what drew me to marketing. I love the mix of science and art in my discipline. While Marketing has become much easier to quantify, there will always be areas of marketing that you need to grow and develop to be a global company that you can’t easily measure. That excites me. Companies that want to create resonant brands need to have alignment around the art (brand, persona, culture) to be able to hit the Marketing ROI targets that are more measurable in PR, Demand Gen and Performance Marketing as an example.

👏 What are you proud of?

I’m proud of my adaptability and ability to hit the ground running. I started only four months ago and have already represented Hootsuite speaking at AdWorld, SMW London and WebSummit. But I love doing it! It’s exhilarating and really gives us the chance to show that we know social, and are able to help navigate our customers to where social-first business and life is going. Personally, it’s also becoming more courageous about being “out” and receiving global recognition and support for that. I also beam with pride every time someone who I’ve worked with in marketing does something new and amazing, several people from my former teams have gone on to become CMOs themselves, nothing makes me happier, marketing is a community and I treasure it.

💡 What advice would you give someone looking to follow your lead?

I have been privileged to have worked for some people who have been true leaders, who have been willing to stick their necks out to support me. I highly recommend finding those people. And when you do, learn from them. But meet them where they are and when they have the time, and absorb everything you can. I’d also recommend you be brave — do things that are outside your comfort zone, it’s really the only way I know to build resilience which becomes a mission critical skill the further up the chain you go! And lastly, learn to actively listen rather than just waiting for your turn to speak. There’s a difference.

#OneTeam is one of our guiding principles, and Maggie is a shining example as she creates safe, inclusive spaces to empower her team to do their best work. If this sounds like a workplace you would thrive in, take a look at our open roles on Maggie’s team!

Meet Maggie, Chief Marketing Officer at Hootsuite was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.

Ana Ramdas, our Senior Manager of Software Development, found this passion early, during her first job writing code with a telecom billing software company. For her, nothing beats the feeling of knowing someone somewhere in the world is currently being impacted by code that she wrote.

This passion took Ana through an impressive career spanning two decades in software development, where she worked in many different industries and cities, including Miami, Edmonton, Houston, and now Vancouver. In 2021, she made the leap from working in energy to social media SaaS. We sat down with her to learn about her journey and what she’s building at Hootsuite.

What made you make the move from Texas to Vancouver? How did you adapt to this change?

I have always believed that you are in control of your own destiny and that there are no shortcuts in life. Several years ago, I visited Vancouver for a holiday and as I stood in the middle of downtown and saw the beautiful views of the snow-capped mountains all around me, I told myself I would move here one day and make this my forever home.

And one day, my dream did come true — the opportunity to join a tech company in Vancouver. Hootsuite was a perfect professional fit that aligned so well with my career aspirations and my personal goal of relocating to Vancouver.

Now four months into living in Vancouver, I wake up every morning feeling a great sense of gratitude and am living my best life. The weather is perfect and I enjoy exploring beautiful trails and the breathtaking views of the mountains, lakes, and streams while hiking with my dogs. Everyone at Hootsuite has been so warm and welcoming and has made it so easy for me to onboard and integrate not just into the organization but into the city as well, despite being remote. And did I mention that Hootsuite is dog friendly?! Need I say more!

You’re currently building out a large team. How does this team fit into the Hootsuite ecosystem, and what impact does it have?

I’m the senior development manager for the channel integrations (CI) and machine learning (ML) teams within the product infrastructure (PIF) portfolio here at Hootsuite.

The channel integrations team is the largest team that I manage and has two squads, each with its own dev managers. “Channels,” in this context, means the various social networks Hootsuite integrates with: Facebook, Instagram, Twitter, LinkedIn, YouTube, Pinterest, and so on.

The services my team is responsible for are critical, and include authentication, as well as providing an ingress and egress layer for interacting with these social networks. In addition to this, as a platform/foundation team, we have multiple portfolios within Hootsuite that have dependencies on us. We are looking to ramp this team up to be adequately staffed over the next year to be able to scale as the organization grows, to support the addition of more channels and to be an enabler for all portfolios to achieve their goals.

An important part of building a successful team is fostering diversity and inclusion. How do you lead inclusive teams?

For me, being an inclusive leader means leading with empathy. It means active listening, letting people be heard, being aware of bias, and being humble. As a leader, you need to be self-aware and promote the inclusive values and traits you practice within your team.

By asking open-ended questions, challenging preconceived notions, and encouraging diverse thinking, I try to create an environment where every team member feels empowered, valued, and respected. I don’t shy away from having difficult or uncomfortable conversations, and I challenge people to push themselves to bring out their best side. It is rewarding to see people achieve beyond what they thought were their limits.

Tell us three reasons why someone would want to join Hootsuite’s software development team and three reasons why they wouldn’t.

Why this could be the team for you:

1. You value continuous learning and self-improvement. As a software developer at Hootsuite, there is ample space and opportunity for creativity and innovation, with a rich environment for continuous learning and challenges to stretch our technical skills.
2. You’re looking for a company with a strong culture and values. I am honored to be part of an organization that is empathetic at every level. Hootsuite has gone above and beyond in initiatives that involve the promotion of our employees’ well-being and mental health. To name a few: Wellness Week, Owly time (where we get Friday afternoons off for the summer!), our many community and social impact initiatives, and a culture built on inclusion.
3. You want to grow in your career. At Hootsuite, there is a well-defined, objective process for each employee’s career progression path. The opportunities to grow within the organization are transparent and peeps have regular conversations with their managers about their aspirations and interests.

Why this may not be the team for you:

1. You don’t enjoy problem-solving. Our developers use their technical and analytical skills and create solutions autonomously.
2. You aren’t self-driven and motivated. We are constantly looking for ways to go fast and be agile — and need you to be motivated to find a better way.
3. You don’t want to be part of a respectful and inclusive team. Our teams live our guiding principles day in and day out, and we expect everyone to step up and make Hootsuite a place where everyone feels safe and empowered.

What advice do you have for women wanting to advance their careers into a leadership role in tech?

We need more strong female leaders in tech! Here are a few pieces of advice I have:

1. Be fearless! Ask questions and don’t hesitate to ask for help. Know that you are not alone and never second-guess yourself or feel intimidated. 💪
2. Aim high and beyond all barriers. Step outside your comfort zone. Take risks and trust your instincts. 🧠
3. Be your authentic self. Be humble enough to admit what you don’t know, but be hungry enough to always learn and take the time to keep your technical skills up to date. 📝
4. Have clear, concise, and regular conversations about your career aspirations. Be open about your goals with your managers and HR teams, and constantly look for opportunities where you can learn and develop skills for your next role. 🗣

Most importantly, being a leader means being passionate about enabling other people to succeed, allowing them to see their potential, and taking pride in their success. It’s not about seeking individual accolades — those will come (in abundance) when those you coach shine and succeed.

Interested in working with Ana? Our software development team is hiring across the globe🌎 in Alberta, British Columbia, Ontario, United Kingdom, Belgium, Romania, and Italy, for both remote and office-based roles. Apply here.

Meet Ana, Senior Manager of Software Development at Hootsuite was originally published in Hootsuite Careers on Medium, where people are continuing the conversation by highlighting and responding to this story.