When Honey Ross, a 15-year-old student at the King Alfred School in North London, walks into her computing class she is surrounded by testosterone. “It’s sad,” Ross said. “[Technology] is such an amazing world. It’s just waiting for loads of young girls to jump in.”

According to the National Center for Women and Information Technology only 24% of technology jobs in the U.S. are held by women, down 12% from last year. Only 19% of high schoolers in the U.S. that take advanced computer science tests are girls. Four out of ten gadgets are bought by females, but only 3% of the creative minds behind them are women.

These statistics suggest that women in technology are becoming an endangered species.

Lady Geek and the woman behind it all, Belinda Parmer, wants to bridge this gap between women and technology. Her consulting firm works with technology companies to change the way they communicate with females. They want women to make the connection between the Ipad or smartphone in their hands and the possibility of creating it.

Technology is a rapidly growing industry, yet young girls aren’t drawn to pursue a career in it. Parmar traces this lack of interest, at least partially, to technology’s image. When her team asked school children to draw a person that works in technology, they all sketched brainy, disheveled looking men.

Parmar recently took Lady Geek into the classrooms, by launching Little Miss Geek, a non-profit that inspires young girls to become technology pioneers. Her team runs school workshops and gets female role models from the industry, such as Olivia Solon, the News Editor at Wired UK and Siobhan Reddy, Studio Director at Media Molecule – a computer gaming company – to visit schools and get young girls excited about a career in technology. Little Miss Geek is currently trying to create coding clubs for girls as well.

The future of our technology is in the hands of this generation, but would that future look any different if there were more women creating it? Click here to learn more about how Belinda Parmer is laying the groundwork to turn women consumers into creators.

By Jacqueline Monti 


“Brogrammer” is the sarcastic term recently used to describe the new breed of Silicon Valley computing professionals. A mash-up of “programmer” and “bro,” the stereotypical fraternity house salute, this term insinuates a testosterone-driven industry that favors youth over experience and men over women. Although the technology industry has always been male-dominated, companies that recruit with this “brogrammer” mentality will be sure to lose in the war for exceptional talent – especially when it comes to recruiting women. Click here to read more about how companies that build an inclusive, welcoming work environment will end up hiring the best people.

In 2012, travel site Expedia wanted to create brand awareness in an original and engaging way.  They did this by launching “Find Yours” – a series of videos that followed the emotional journeys of real people. From Maggie Cupid’s flight to St. Jude’s Research Hospital to share her story of battling cancer to Artie Goldstein traveling across the country to attend his daughter’s same-sex wedding, Expedia aimed to tie their brand to feelings of boldness and discovery, rather than simply finding the best prices on air travel.

Qualcomm Spark, a technology company that makes the chips inside most of our phones, created a content marketing campaign when they realized many people had no idea what they did. By launching “Spark” – a blog with contributors such as Harvard technology professor Christopher Dede and Gizmodo/Engadget/GDGT founder Peter Rojas – they not only became a platform for stimulating conversation and a source for technology news, but they also exposed themselves to a whole new audience of “techie” talent.

Click here to find out how other prominent brands such as Red Bull, Coca-Cola and Intel are beginning to create content-focused marketing campaigns to create an emotional connection to their brand that people will want to share.

PNC Bank is creating a building that breathes. The aim of their new headquarters, which should be completed by 2015, is to not only be energy efficient but completely people-focused. They want to create a collaborative, comfortable space for their employees to flourish while also making a connection with the community of downtown Pittsburgh, PA.

PNC Tower

From a 300-person auditorium and theater for public events to a ventilation system with automatic sensors that allows you to experience fresh open air without having to leave your desk, this skyscraper is anything but ordinary. Click here to read more about this “tower of tomorrow.”

What do companies like Unilever, General Mills and Wyndham Exchange & Rentals have in common with the likes of Google and Facebook?

They are all competing for the same talent when it comes to controlling their growing amount of data. Whether it is leading a data science team to manage Unilever’s skin product line or directing General Mills’ Global Consumer Insight team in designing the company’s entire data system, these household names are battling each other to recruit from a small pool of qualified talent.

The variety of businesses that require data scientists and their different needs within the organization adds another layer to this recruiting conundrum. Finding a data scientist doesn’t necessarily mean they will automatically understand what they’ve been hired to do. Click here to read more about this constant struggle for talent.

It’s all about the “why”

Great people want to work for organizations that realize their corporate strategy must coincide with what their employees want out of a job. Employees want a purpose; they want to be truly engaged and connected, making “why” you do business just as important as what you create. For example, Starbucks serves a consistently great cup of coffee from New York to New Zealand. That’s what they do. But they do it because they want to address human labor; they want to preserve and enhance the environment and improve working conditions for coffee-origin companies. Their purpose becomes their by-product and their “why” is embedded in the way they do business. Click here to read more about why getting your culture right is so important and to see what you can learn about cultivating culture from great organizations like Zappos and the United States Marine Corps.


Maximize your brand with new resources

Trevor Tice, founder of CorePower Yoga, wants to create the first truly national yoga-studio chain. As a practice that follows a more aerobic style of yoga than a spiritual one, he plans to expand from their 65 studios to 75 by the end of 2012 while also entering new markets such as Texas, Seattle, Honolulu, California and Colorado. Tice’s growth plan is rooted in offering a consistent experience across the chain and hiring people that fit the culture of this accessible, friendly and encouraging practice. And he plans to do this all without using traditional brand marketing. Besides a few Groupon deals, CorePower is using word-of-mouth and digital marketing. For example, they invite staff from “like-minded businesses,” such as the manager of Whole Foods, to join a class in hopes they will enjoy themselves and tell their friends and colleagues. Locations for future studios are carefully researched as they focus on  urban areas populated with their target demographic of 25 to 35 year old professionals.  Click here to read more about how this small Denver-based company plans to transform the “breathing and stretching” yoga industry.


Let’s talk tech

The hiring environment for technology talent has always been competitive, but looking ahead, it’s only going to get more challenging. Tech salaries in the U.S. will rise almost twice the national average in 2013 due to the high demand for talented technical candidates. On the heels of the national shortage of IT talent, the next year will also bring an explosive growth for Big Data jobs—engineers that capture, store, search and analyze data sets that are too large for regular database management tools. Employers are looking for candidates with business knowledge along with technology expertise and analytical skills, making this an even more ruthless arena for talent. Click here to read more about the upcoming trends in the IT world.





Tech Made in New York.

Silicon Valley may have some competition for new technology hires thanks to New York City’s Mayor Bloomberg. In partnership with Internet Week NY and The New York Tech Meetup, Bloomberg recently launched Made In New York – a digital map that plots more than 500 local start-up technology companies, 325 which are currently hiring. The map allows job seekers to visualize, by location, the companies they might be interested in and will then automatically connect them with job listings at those companies.

New York City has seen a 40% increase in tech-startups over the past four years and Bloomberg’s goal for this newest job resource is to propel the tech industry in New York even further. “The growth of the tech industry in New York City has been a critical part of weathering the nation’s economic downturn,” says Bloomberg. Click here to learn more about Made In New York and to read about what entrepreneurs in Manhattan believe is the secret to New York’s tech start-up success.

Unexpected industry to rise in the ranks.

Each year college graduates enter the workforce buried in debt and scrambling for jobs, so it makes sense that they would gravitate towards big company names that promise job security and high salaries. But although Universum USA’s latest ranking of favored employers listed all the familiar players, such as McKinsey and Bain, Apple and Google, the real surprise occurred a bit further down the list and off the map, in Detroit.

All Big Three American carmakers, Ford Motor, General Motors, and Chrysler Group, scored higher then ever in this year’s rankings among business and engineering students. Kortney Kutsop, employer brand consultant for Universum USA, attributes the improvement to the industry’s efforts in personalizing their approach to recruiting and tailoring their messaging to something young people respond to. For example, Ford allows students to attend specialized on-campus information sessions where they get the chance to work on finding solutions to energy, sustainability and environmental problems. Read more to see what else these companies are doing in the recruitment space that is creating such a stir among new graduates.

Have a different ambition? Try these positions.

App Developer, Market Research Data Miner, Millennial Generational Expert, Chief Listening Officer; these are just a few of the newest positions, created only over the past decade, that organizations are offering to emerging graduates. All of these jobs offer the opportunity to snag a brand new position where competition hasn’t reached critical mass.

For example, as demand for mobile applications surge, companies are offering plenty of opportunities (16,000 just on to be exact) for programmers and developers to break into a booming market – with a salary of $93,000 and the creative landscape to build the next biggest seller on the Apple Store. Click here to find out what other appealing positions are being offered in these thriving sectors.