Tech & Innovation Blog
Remote Work Era: Three Challenges to Overcome
Impact, Voice of Our People, Future of Work
Time to grab on to the perfect opportunity to learn organizational skills, independence, and self-motivation!
Remote Work Era: Three Challenges to Overcome
By Amy H. Chiu, Tech Brand Content Developer
In May 2022, Airbnb’s career page received 800,000 visits since its remote work announcement. What’s the hype? When people say, ‘I work remotely,’ do you think of working from home in pajamas and not worrying about being stuck in traffic?
Remote working is more than that.
As we embrace hybrid and remote workspace, there are more conversations you and your team will be having, including challenges and solutions. As a full-time remote associate who works from a different time zone, I’ve learned methods to stay connected with my team.
My friends in tech often ask me what it’s like working remotely because some of them are considering switching their workstyle. My short answer is remote working is not for everyone.
The story began when I started working remotely as a freelancer a few years ago. Without going to the office, I engaged and experimented with various strategies to complete projects with accuracy and efficiency.
Challenge One – Communication
Are you afraid of missing the hallway conversation that could potentially build trust and work relationships among the team? As an extrovert, my solution is to speak up and share my updates during virtual happy hours and video calls. For example, I challenge myself to say more than “how are you” and answer more than “I’m good.” Having a real, human-to-human conversation during virtual happy hour has taught me to be more empathetic and understanding. I’d check in with my coworker from the other side of the country who caught the flu and adjust the calendar priorities accordingly.
I imagine reaching out can be a challenge for those more reserved in a new environment when they first start in a full-time remote position. This is when turning on video cameras can be helpful during online meetings. We recognize facial expressions during conversations that help us understand the tone of voice without saying too much, and smiling is always a plus!
Challenge Two – Time Management
Another challenge comes in time management, which is especially important for those who work with teams from different time zones. I recommend productivity and time tracking tools such as Toggl and DeskTime that allow you to log the time you spend on each project. The key is to build a schedule for yourself and stick to it. It’s easier to have a routine despite having scheduled meetings on the day or not.
Knowing when to start and pause working is the key for ambitious individuals. Since there’s no hard stop or visually seeing your coworkers packing up to leave at five in the afternoon, give yourself the reminder and permission to finish tasks during your working hours.
Challenge Three – Work Motivation
For those who enjoy the office atmosphere, I recommend joining coworking spaces such as WeWork and Galvanize. You could find a variety of office layouts and meeting spaces, using them to focus on your business. The community can also be an excellent opportunity to network and increase motivation at work.
I work from home and dedicate a space for work only. Having the habit motivates me and sets me in business mode every morning. According to a Social Psychological and Personality Science paper, the researchers asked subjects to change into formal and casual clothing before cognitive tests. They found wearing formal business clothing increases abstract thinking. On the days when I need an extra energy boost, I put on business clothing, even off-camera. The formal attire makes me focus better, and I tend to complete my tasks faster with accuracy.
Welcome to Remote Work
Remote working requires self-discipline, communication skills, and an open mind to collaborate. There will be challenges working with time zones and across teams when you are not sitting across from your coworker in the same office. However, the rewarding feeling of accomplishing projects remotely with the team makes the experience valuable. Please grab on to the perfect opportunity to learn organizational skills, independence, and self-motivation!
We are hiring!
Learn more about what it’s like working for ADP here and our current remote openings.
Tech & Innovation Blog
We are Proud to Design and Create a Workplace for Everyone
Impact, Innovation, Award
ADP will continue to strive to be the best place to work, creating a workplace for diverse talents.
We are Proud to Design and Create a Workplace for Everyone
At ADP, we’re constantly working to provide the best possible experience for our clients and associates. We’re proud to announce that we’ve been recognized with various awards! Whether providing outstanding service or creating a great place to work, we always strive to be the best.
iWIN – Business Resource Group
Women Impact Tech 100
When it comes to gender equity in the technology industry, ADP is leading by example. Our technologists are dedicated to developing inclusive products and services, providing a path forward for all our teams.
Women Impact Tech, an organization focused on improving opportunities for women in STEM, has named ADP one of the top 100 Women Impact Tech companies. The recognition criteria measure employee feedback on workplace culture for women, benefits, diversity, equity, and inclusion efforts.
We are excited to see that our work is reshaping the tech space.
“These top 100 companies are doing the right things that make a difference in women’s ability to have meaningful careers, offering a culture for women to thrive,” said Paula Ratliff, the President of Women Impact Tech.
The good news doesn’t end here! We have also earned recognition from Top 50 Employer by Woman Engineering Magazine, Top 50 Best Workplaces for Women in India, and the AnitaB.org 2021 Top Large Company for Women Technologists for the second consecutive year.
“As a leader, I want to create an environment of empowerment with a diversity of thought and perspectives,” said Laurie Liszewski, VP of Product Development at ADP.
Opportunities across ADP include participation in our Women’s Leadership Development Program, Grace Hopper Celebration with AnitaB.org, and our Business Resource Groups such as iWIN (International Women’s Inclusion Network).
“There’s a lot here to be excited about. We’re all working together, and we’re going to be stronger in the long run,” said Amber Abreu, Senior Manager of User Experience (UX) research at ADP.
We can’t wait to see what’s next!
Next Big Things in Tech
ADP DataCloud has been named on Fast Company’s first-ever list of the Next Big Things in Tech list, honoring the technology breakthroughs that promise to shape the future. We have earned this recognition for our powerful people analytics solution, ADP DataCloud, which leverages our vast workforce data to address the most significant challenges businesses face today, including employee retention, pay equity, diversity, equity, and inclusion shift economic policy. Read the press release here.
In addition to this award, ADP DataCloud has also earned a Stratus Award, the Top HR Product of the Year, and the Data Analytics Innovation of the Year.
We are proud of the product enhancements our teams developed:
- The new Diversity, Equity, and Inclusion (DEI) Dashboard allow companies to see the makeup of their workforce and address underrepresentation.
- Organizational Benchmarks taps ADP’s workforce data to help companies decide how best to deploy workers.
- When paired with ADP DataCloud’s Pay Equity Storyboard, clients can generate a personalized planner and budget to help them close gaps and measure maturity against peers.
This award further validates our clients and prospects of what’s to come and why they need us. Congratulations to everyone who has been a part of the development!
ADP 2022 Built In Best Places to Work
We are the proudest of our valuable people and the culture here. Built In, a top industry source for tech candidates to research and review companies, has named ADP with seven awards, including 2022 Best Places to Work in LA and New York City, Best Large Companies to Work & Best Benefits in both cities.
“Now more than ever, we’re proud to offer an engaging workplace with a dynamic culture that empowers our associates to foster innovation and develop innovative ideas with limitless possibilities,” said Aaron S., Senior Vice President of Product Development at ADP. “We are thrilled to be recognized in New York City and will continue our relentless focus on growing our technology from the energy of our associates.”
“Our highly engaged associates know we’re committed to providing each person with opportunities to use their diverse expertise to develop great products and technology that help deliver amazing client experiences,” said Leonard K., Senior Vice President of Product Development. “Built In LA’s recognition is an honor and a direct reflection of the innovation and dedication of our associates.
Built In’s Best Places to Work program rates companies based on their compensation, benefits, and culture. This year’s list highlights those employers who have created a culture that supports employees in-office and virtually that is diverse, equitable, and inclusive.
Great Place to Work®
Great Place to Work® (GPTW), a global authority on workplace culture, named ADP Brazil Labs and ADP India one of the best companies to work for 2021. GPTW has a mission to build a better world by helping organizations become a great place to work for all.
Here are the award nominations.
ADP India
ADP India
- India’s Best Workplaces for Women 2021
- India’s Best Workplaces™ in IT & IT-BPM 2021
- India’s Best Companies to Work For 2021
- Commitment to Being a Great Place to Work
ADP Brazil Labs
ADP Brazil Labs
- One of the Best Companies in the Rio Grande do Sul.
- Women Impact Tech 2022 Honoree
The awards recognize ADP India and ADP Brazil Labs not only for their talented associates but also for an environment of technological culture and innovation applied in the workspace.
Our clients, associates, and tech recruiting teams remain focused on cultivating valuable relationships in the challenging times of pandemics. We will continue to strive to be the best place to work, creating a workplace for diverse talents.
Thank you, and Congratulations to all our associates who make ADP one of the best places to work!
Interested in a tech career at ADP?
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
Career Fair: Perseverance is the Key in Job Hunting
Early Talent, Intern to Full-Time, Career Advice
Recruiters want to find the star to add to their team, while candidates want to be the ones that shine.
Career Fair: Perseverance is the Key in Job Hunting
By Amy H. Chiu, Tech Brand Content Developer
What’s better than a firm handshake, a strong resume, and a great impression?
I remember first walking into career fairs seven years ago as an undergraduate student. Before the career fair, I was busy researching what a professional outfit meant. I stood in front of the mirror, changing from one business outfit to another. My feet felt awkward in those black closed-toe shoes, and I practiced smiling while saying my full name again and again.
Walking in the career fair, I saw other students and alumni holding copies of resumes in one hand and the map of the employer booths in another. Some looked stressed, and others looked excited while practicing their introduction line in the corner. Larger companies had long lines that averaged one hour or longer, like lining up for a ride at a theme park. I remember feeling overwhelmed, wondering how to stand out. The students and alumni were just as competitive and intelligent. I had seven seconds to make a good impression and five minutes to make my face memorable.
There were times when I started to wonder: When would someone take a chance on me? When would it be my turn? There were tears of frustration and a lot of nervous perspiration. I ask myself for the 10,000th time, “What does that person have that I don’t? If they take me, I will give my best and everything I’ve got. I promise.”
The stress of finding a summer internship and a first job was tremendous. Imagine waking up scrolling through social media and seeing many of your classmates posting, “I’m so proud to announce I’ll be starting as a (job title) at XYZ company,” followed by a sea of compliments. You check your inbox and refresh again, still nothing. No one talks about the rejections in the sea of positive social media posts on Instagram.
I remember feeling overwhelmed before attending my first career fair, I prepared and showcased myself by setting up a strong LinkedIn profile, writing a cover letter, and revising my resume. I even hired a career coach, visiting my strengths and weaknesses. I filled out worksheets, took personality tests, spent days and nights reading about my favorite companies on the list. On top of that, I visited the career center, attended more than 20+ workshops, and worked with counselors. I wanted to draft the “perfect” one-line bio on my profile, thinking it could make a difference. There were mock interviews, and I signed up repeatedly, hoping the skills would come in handy one day.
At the end of the day, I learned having a positive mindset in the process is just as crucial as any training. It’s normal to feel overwhelmed in the interview process. Allow yourself to be okay with that.
After finishing three internships and entering the workforce for a few years, I learned the value of perseverance. Speaking with many ADP tech associates as part of my job, I’ve noticed a common theme in their advice for future technologists: Do not be afraid.
Some other standard advice: continue to focus on your goal, ask questions, look for mentorship opportunities. Rejections are not the end of the world. It takes rejections to give you time to reflect, improve, and revise. Fear of rejection shouldn’t keep you from applying.
From the recruiter’s perspective
The hiring process is also two-sided. Recruiters want to find the star to add to their team, while candidates want to be the ones that shine. Sometimes people don’t recognize all the effort that goes into hiring and recruiting. Many students think about “impressing” the company rather than fitting into the company culture or the role.
I had an opportunity to speak with Lisa S., Senior Director of Talent Acquisition, and gained some interesting insights. Lisa and her campus recruiters want students to make the best-informed decisions on accepting an offer and ensuring the placement is an excellent match for both parties.
During our conversation, I was surprised to learn how frustrated companies get when students accept a job offer only to renege right before their start date to go to a different company.
I wondered if this happens more frequently in the world we live in today compared to 20 years ago. And does this occur only in tech, where most large corporations offer rich compensation to candidates? Is this a generational phenomenon? There’s not a right answer, but let’s observe and use these open questions in discussion with our teams.
When it comes to virtual and in-person recruiting events, Lisa encourages attendees to come prepared. From digital files to physical copies of resumes, have them ready. You never know who you will meet at the fair. Like it or not, a messy room in your zoom background shows the recruiter something about you.
Lisa and I also talked about the interview processes, and one thing stood out to me. Dear future candidates, please don’t memorize cheat sheet answers from online resources. The recruiters know, trust me, they know. Their recruiting experience can spot right away if your answer is authentic or not. I understand presenting your best self is essential, but please answer interview questions from the bottom of your heart. It sounds cliché, but verbally highlighting what you genuinely want makes you stand out.
Where do you want to be when you grow up? The last time you answered this question probably was when you had to write an essay for a homework assignment at school. I challenge you to find a balance between the job you are searching for and your passion.
It’s good to have a stable job, but great to have a job you love.
“Do you want to work in product development? Do you want to work in management? Have a definitive path and speak to it,” Lisa said. “Come to us and say ‘I want to be a (job title) because of X, Y, and Z.’ The more information the candidate provides at the career fair, the better for us to place them in the right area.”
Come to the ADP booth and learn about the six-week extended GPT Development Program. It’s an opportunity for students to meet with leaders and understand our products. You will make a real contribution if you are lucky enough to get chosen for the program. One of our students developed an algorithm to match graduating students with leaders based on their top five choices. Everyone has a voice here, no matter the title or years of service.
If I could tell my younger self one thing before I walked into that career fair, it would be: Go for it! Talk to the recruiter, and don’t be afraid to show your curiosity. ADP’s campus recruiting team spends time reading all the resumes they collect, but it’s the impression you make that sets you apart. We hire in various settings, including tech conferences, virtual fairs, and employee referral programs.
Fill your career path with pleasant surprises. Every decision adds up and reroutes you to a different place, preparing and building you for the next challenge. I’m excited to explore mine, and I’d like to invite you to take on your own unique adventure here at ADP.
Interested in our Campus programs or ready to start your next chapter?
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
The Five Key Elements of a Product Champion
Career Insights, Voice of Our People, Career Advice
If you are passionate about making sure people have a smile on their face when they open their payslips, you might have what it takes to become a product champion at ADP.
The Five Key Elements of a Product Champion
We spoke to one of our Product Leaders who had years of experience implementing ADP’s product development approach, recently leading the GlobalView Core Payroll product for the APAC market. He shared five elements of our product development framework that helps turn product managers into product champions.
***
“When I first joined ADP, I had worked in supply chain and fintech for 15 years, but the payroll domain was new to me. As a product manager, I knew that my role was to envision how to build products and what features we needed, but I wasn’t sure how to best understand my end users to do my job better,” the leader said. “Fortunately for me, ADP has a framework that guides the learning and skill-building needed to take a person from a product manager to what I like to call a ‘product champion’—someone who takes ownership of their work, leading products team to make people happier.”
Although our product leader believes each piece of the framework is essential, he highlights two foundational components: passion and empathy. “No one does everything perfectly, but if you have passion and empathy, the following five elements will help you become a product champion,” he said.
1) Speak up for the customer
When developing new products, a product champion needs to put the customers first and advocate for them, especially when there are different ideas on moving forward. It’s common for a product manager to make many decisions on different architecture types and marketing strategies. Since users cannot give feedback at every stage, it helps if the product manager thinks from the customers’ perspectives.
A true product champion understands the users and their pain points. What makes their lives easier? What solutions are available? The goal is to save time and money, helping the customers better serve their employees. The shift in perspective helps solve the customers’ absence in the product-building processes. We are confident that we are solving the right problems when we advocate for the customers along the way.
2) Know the market
In addition to becoming a customer’s advocate, a product champion needs to be a market expert with a solid understanding of the trends and competitors within the space. We design irreplaceable unique strategies our competitors can’t easily copy in the development stages, creating long-term life cycles for our products and businesses. Remember that our products should make us stand apart, and understanding the market helps create this differentiation.
Product managers benefit from the massive amount of data we have here at ADP, enabling real-time understanding of what people want and need. In addition, we hire highly strategic research analysts dedicated to market research. A product champion connects and learns from these experts to benefit from their expertise, pairing qualitative data with quantitative analysis. This extra step helps a product champion paint a complete picture of what’s happening.
3) Zero in on the goal
We measure success by outcomes, whether a single feature or a whole new product. One of the most critical tasks in product management is to track the team’s steps and measure if they will lead to the desired objectives and outcomes. Progress is incremental, but we can increase business awareness and gain more sales and new users while increasing customer satisfaction with it.
How do you track whether 38 million people and 920,000 clients are happy or not? At ADP, we know when our users find and use new features. Even if a new function is three screens deep, we know immediately when clients navigate through them or have problems with the latest features through our deep user research. Product champions look for and understand these choke points, and they use artificial intelligence (AI) and other tools efficiently, monitoring the outcomes of the enhancements.
4) Build teams and consensus along with a product
Every product manager is a builder. Behind the scenes, we evaluate how fast and efficiently our teams are moving. A product champion sits at the center to coordinate engineering teams, ensuring we progress towards the final products and keeps everyone on the same page.
Coordination often becomes challenging when every team member has their vision of an ideal project. The solution to this challenge is what differentiates a product manager from a product champion. A product champion builds consensus allowing the team to work together while delivering what the customer needs.
5) Empathize and influence
Part of the building process is selling the product’s vision and communicating the customer’s pain points to the teams involved. A product manager who has empathy will speak up for customers and build consensus. If you know what makes the customers’ business operations difficult, you can identify their needs and improve their lives by providing better solutions. This approach also applies to internal teams. It’s also crucial to suggest alternatives when an expectation is not feasible.
***
At ADP, product managers have the opportunity to learn from people with deep expertise who allow us to elevate our work to the champion level. “We can’t quickly draw a line between what’s in our responsibility and what isn’t,” the product leader said. “A product champion claims both success and failure, always looking for improvements.”
Becoming a product manager is a huge commitment, so passion is a deciding factor in hiring. People who are passionate and dedicated will go the extra mile to become product champions. “If you are passionate about making sure people have a smile on their face when they open their payslips, you might have what it takes to become a product champion at ADP,” the product leader said.
Interested in Product Management positions at ADP? We’re hiring!
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
Looking for an Internship or First Job? Here’s the secret sauce to getting hired
Early Talent, Intern to Full-Time, Career Advice
A great candidate needs to come to the table with something to offer, and unique skills will get attention.
Looking for an Internship or First Job? Here’s the secret sauce to getting hired
By Liz Gelb-O’Connor, Global Head of Employer Brand & Marketing
Here’s some good news for people without an advanced degree. Just because you have a higher education doesn’t necessarily give you more marketable hard skills or soft skills than someone without a bachelor’s degree.
Why? You can’t learn some soft skills in school. Money can’t buy them, and books can’t teach them. But if you have them, they can set you apart. Same for hard skills you’ve developed on your own, like learning a design tool, taking a free Google Analytics course, or nurturing your love of photography. When creating a resume for your first job or an internship, dig deep and mine your hidden treasure of transferrable skills and interests to help differentiate yourself.
ADP Interns at Roseland Headquarter
A true story for you. When I hired my first marketing intern in 2014, I wasn’t sure what to expect. So, I approached the experience with an open mind and discovered something valuable—not all critical skills were found on a resume. Sadly, despite the high cost of college and university education, not all students emerge with marketable business skills. I guess that’s kind of the point of internships and first jobs, right? To gain marketable business skills. Still, a marketing class on the 4 P’s (business majors, you know what I mean!) is almost meaningless when competing for a marketing internship, while working knowledge of InDesign will likely increase your chances.
Here’s what happened. My recruiter sent me 5-6 potential candidates for our marketing internship. During the candidate interviews, I felt like a dentist pulling teeth. Or worse yet, the aunt no one wanted to talk to at the annual holiday party. Seriously, some candidates gave one-word answers and had such low energy during the interview that I wanted to check their pulse. Pro tip: Don’t be like them.
At the end of the process, only one candidate seemed viable. He accepted a juicy Wall Street internship before receiving our offer. I wanted to give up and hire an experienced temp, but my recruiter called and begged me to meet one last candidate.
Enter Mia*, a rising college senior and transfer student. A few things stood out on her resume, neither of which she learned as part of her pricey college education: she owned an Etsy store for custom-designed party invitations and had experience using Adobe Creative Suite. Not only were these skills directly relevant, but they indicated three things:
- An entrepreneurial spirit
- Ambition to learn
- An eye for design
When we met for an interview, she came prepared with great questions and displayed an authentically positive attitude. She also sent a “Thank You” note, which some people might consider “old school,” but it shows gratitude and respect to me. All things being equal, I will choose the candidate who says “thank you” over someone who doesn’t.
Two weeks into her summer internship, I was so impressed that I offered Mia a full-time position when she graduated.
Here’s the additional secret sauce Mia brought to the table:
- Initiative – She volunteered to take on tasks that I didn’t even dream of asking her to do. I’d throw out an idea, and the conversation would go something like this, “Oh! I’ll do that. I’m not sure how to do it yet, but let me figure it out, and I’ll get back to you with some recommendations.”
- Creativity – “I have this idea for If your cool with it, I’d like to design something and show it to you.”
- Collaborative – “Do you need help with that? I can help you.”
- Organically Take on More –“I’m done with that. Do you have something else for me to work on?”
- Reliable – As a leader, I’m flexible and very supportive with time-off and vacation requests. No last-minute, unexplained absences for Mia. She always requested time-off in writing and with notice.
- Respectful – She always treated people with respect and acted with integrity.
When I build my teams, I look for these traits and skills whether someone has a degree or not.
After Mia, I hired two more interns that became full-time employees after graduation. Both went on to have successful careers at ADP.
ADP associates
Some questions you may have:
What do I do if an internship requires a specific degree?
Hard skills aren’t necessary for some internships because on-the-job training is provided. That said, some internships may require you to be a matriculated college/university student to qualify. Even so, this is where your soft skills can make a difference: collaboration, creativity, reliability, being a team player, etc. If the internship program offered is unaffiliated with current college/university attendance, you may only need the skills to do the job.
So, look at the actual internship requirements and gather your arsenal of soft and hard skills that can be transferrable to that role—then showcase them on a version of your resume.
What if the job required 2 years of relevant experience and I only have 1.5 years?
Again, examine your transferrable skills and highlight them. You may have less than two years of experience in that exact role, but what else do you bring to the table? Showing you are an avid learner and taking the initiative to develop other skills will demonstrate traits that could make you even more valuable than someone with those two years of experience.
So, when you interview for an internship or your first job, think beyond your resume. Think about how to showcase the skills you have that make you an asset, a functional part of a team, and uniquely you in a way that adds something to a role. Please, don’t be the candidate with a low pulse rate. Be the one who shines with positivity and shows how you will make the existing team even better and stronger.
How did it all turn out for Mia? She stayed with our company for over 3.5X longer than the average new grad. We even featured her in one of our employer brand campaigns for our campus channel. It was indeed a pleasure to watch her learn, grow, and thrive in our company, where she moved from marketing to a tech UX Design position. We are still in touch on Instagram as she travels the world and navigates the next chapter of her career.
For more, listen to Life @ ADP Podcast Episode 3: Tips for Interviewing, How to Make Lasting Impressions, and Helpful Hints.
*Name changed for anonymity
Interested in Internships, Marketing, Sales, or Technology positions at ADP?
Click here to search for technology positions, here for internships, and here for marketing & sales positions.
Tech & Innovation Blog
Steve R., Major Incident Manager, Leads Through Changing Technology
Innovation, Voice of Our People, Career Insights
ITIL (Information Technology Infrastructure Library) is a framework created around standardization, focusing on best practices in planning, delivery, maintenance, and the IT services lifecycle.
Steve R., Major Incident Manager, Leads Through Changing Technology
By Steve R., Lead Major Incident Manager
Coming to ADP
ADP Trip to Paris 2019
As a Lead Major Incident Manager at ADP, I have more than ten years of experience in critical incident management and application-based troubleshooting, following Information Technology Infrastructure Library (ITIL) and Agile ideology. July 2021 marked my nineteenth year of service at ADP, and I took the opportunity to reflect on my career journey.
My first position was with an inbound call team at the beginning of ADP’s fiscal year 2004. Our team label has changed throughout the years, and I was a member of what was known as “E-Tech.” We worked directly with clients who had challenges with payroll deadlines throughout the day. Although we supported only a single product out of the hundreds ADP offers, it was apparent from the start that the company had countless potential growth avenues. I was incredibly grateful for different development programs and resources; one of them was ADP’s substantial employee referral program, which helped me land a role in the lead position. I loved my team and learned from the strongest performers, shadowing good leadership.
Speaking of the culture here, I’m happy to share this is a place where everyone cares about the clients and their experiences. I am proud to be a part of the organization where the leaders encourage us to learn, improve, explore new skills, and challenge ourselves. As technologies evolve, I see growth opportunities both in and outside the organization.
Growing Opportunities: ITIL (Information Technology Infrastructure Library)
As our product and customer scope grew, my team became the second-tier escalation group in the larger, global corporate organization. There was no global incident management standard during the mid-2000s, so product teams like mine handled their outage recovery and communications. That’s when I joined a global Incident Management team.
ITIL (Information Technology Infrastructure Library) is a framework created around standardization, focusing on best practices in planning, delivery, maintenance, and the IT services lifecycle. We built the initial foundation and framework using the ITIL methodology, ideal from the Incident Management perspective. The methodology accommodated our needs, including managing events and resolving procedures. We collaborated with stakeholders within each segmented step of an initiative using Agile project management. We were proud to achieve genuine process improvement by considering client feedback and ensuring that any changes would lead to the desired outcomes. Using Agile methodology with an ITIL foundation, the hybrid model is in place today and continues to evolve. While it is effective in today’s ADP climate, we are open and ready to adjust as clients face changes.
Steve and his family
The Beginning: Incident Management Group
Not everyone on my team was a part of the new Incident Management group. While each E-Tech individual was highly skilled as an individual contributor, the desire to shift focus to Incident Management was not widespread. I was proud to manage the situations when outage events occurred with the products. Most of our team thrived in a “hands-on,” very technically minded role, and others became outstanding product experts. Both were vital to support our hosted applications and maintain a positive Client experience. The incident management group allowed me to collaborate with people I wouldn’t have met otherwise. Each incident event was different, challenging, and fast-paced.
I was with the application team for nine years and I am in my 10th year of incident management. My specialties include written communication, conversational command & control, and documentation. These problem-solving skills have brought me a sense of achievement and fulfillment. I’d also like to credit a leadership team member for recognizing my strengths. He assured me I was going in the right direction and inspired me to become a better leader myself. I’ve thrived in my new role, and I am grateful for his mentorship.
The Future: Continuous Growth
Steve and his son at football game
There will always be challenges when we grow and expand our knowledge in technology. The most important quality to develop is empathy, especially for all global readers. It is the foundation to understand and to communicate – an ability to empathize, show the big picture, and overcome roadblocks as a team. I am grateful for ADP’s leadership teams, celebrating user-first values, our mission, and a passion toward transformation.
A positive working environment inspires associates to work on their career advancement. As ADP continues to evolve in a rapid industry change, I, the CIRT Lead Incident Manager, am on the leadership path. I encourage associates looking to do the same to reach out since the support I received at ADP has been crucial to my career success.
Both personal growth and further learning opportunities are essential. Successful leaders share their methods, providing examples and guidance. I’m grateful for ADP’s mentorship program, which pairs associates with seasoned leaders to exchange perspectives and knowledge. It’s perfect for associates who are looking for professional connections! I constantly remind myself a great leader prepares his people with the right resources and helps them obtain the tools to navigate challenges. As the future unfolds, I look forward to becoming an integral part of ADP’s leadership community, supporting other associates in their learning and career success.
Interested in an Incident Management career?
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
Brazil Lab’s Alberto Boa Vista, Principal Technology Architect, Wins ADP’s 2021 President CSR Award
Impact, Innovation, Award
Alberto’s Full Stack Social program focused on web development and behavioral skills, tackling the massive gap of the technology workforce by empowering socially vulnerable youngsters.
Brazil Lab’s Alberto Boa Vista, Principal Technology Architect, Wins ADP’s 2021 President CSR Award
Social responsibility is one of ADP’s core values and is integral to our brand. We recognize two associates each year by presenting the Corporate Social Responsibility Award, acknowledging associates whose commitment to social responsibility has a positive, measurable impact on the communities where we live and work.
President’s Corporate Social Responsibility Award
Bob Lockett, Chief Diversity & Talent Officer, presented the 2021 President’s Award to Alberto Boa Vista, Principal Technology Architect, GPT. “Alberto played a critical role in organizing a course called Full Stack Social, a 14-month theoretical and practical training program to help socially vulnerable children enter the labor market,” Bob said. “He continued to engage other volunteers and presented the project to ADP’s Brazil Lab. The goal of the project is to alleviate poverty by giving software development skills to young people that otherwise would probably never have access to it.”
Alberto (right) with ADP Associates at Award Ceremony
Alberto’s Full Stack Social program focused on web development and behavioral skills, tackling the massive gap of the technology workforce by empowering socially vulnerable youngsters. It is conducted by Marist Social Center (CESMAR), a philanthropic and nonprofit institution with more than 20 years of history dedicated to social responsibility. The center is strategically located in Porto Alegre, Brazil, one of the lowest Human Development Index regions.
Alberto playing the electric guitar
“I play a role in organizing the course’s curriculum, engaging other volunteers, and presenting the project to potential sponsors. I’ve been doing it for almost a year now, and I’m sure it’s just the beginning of this relationship,” Alberto said. “I also believe the market of digital products contribute to this generation’s social and commercial goals.” By volunteering his time and giving back, Alberto feels grateful for every opportunity he gets to share knowledge, collecting beautiful stories from people around him.
Alberto with his family
The recognition was accompanied by a donation, which went to CESMAR, a social center with professionals who focus on education and health. Alberto is confident their well-organized program will continue to transform many more lives. He views the award as a reaffirmation for many people who chose to dedicate their lives to social responsibility. “It’s not easy, and I know it builds on the long history of this institution,” he said. “Thank you, ADP. The donation will surely bring positive changes to the communities.”
Alberto also shared the solid internal communication and a network of contacts he received. “I had no words to describe how proud I am. I received tremendous support from ADP throughout the project. It is inspiring to see people embrace and spread the ideas,” Alberto said. “Every contact I spoke to contributed to actions with inclusion and diversity.”
Congratulations, Alberto!
Thank you for contributing and giving back.
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Tech & Innovation Blog
Discovering Tech Bootcamps
Career Advice, Bootcamps, UX
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Video: Considering a career in Tech? Try a Bootcamp
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[TEXT: Samantha, Senior Platform Engineer]
I went to boot camp at Hack Reactor in 2016. And there I learned how to code, so everything from just JavaScript basics just to really get our feet wet, to learning how to work on Node, which is what we use here, and front end frameworks, databases, all the really core pieces of what you do day to day.
[TEXT: Stephanie, UX Designer]
I attended one at General Assembly. It’s called User Experience Immersive. And for me, I didn’t have the ability to quit my job to do this full time. So I definitely took on the part time study. And upon completing the course and getting my certification, I started looking for opportunities within ADP.
[TEXT: Jack, Software Engineer]
When I graduated from that programming boot camp, I was just looking for a solid job. And I just really appreciated all that ADP had to offer. It was a really fun product, for one thing. As I got to meet what would be my fellow software engineers, I found that I really had a really solid rapport with them and got along with them well. So between the culture, between the people, and the product itself, it really just seemed like the right fit for me.
[TEXT: Aimee, UX Designer]
After I’d completed my boot camp program, I was looking for a way to network that worked for me. So I don’t really enjoy going to events and just sort of talking to random people. I thought the best way to be would be to be involved in organization and that people would get to know me and how I work by actually working with me.
And the way that I found out was Margot, the Director at ADP for User Experience Design. She was actually on the board, and I was as well, of an organization called User Experience Professional Association. And she happened to post about an opening under her department. And I reached out to her. And I told her, you should consider me if you haven’t hired anyone yet. And she just kind of put me through the regular recruiting process by starting with the HR person contact.
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[TEXT: Ready to design what’s next? Visit tech.adp.com/careers.]
[LOGO: ADP, Always Designing for People]
[TEXT: ADP, the ADP logo, and Always Designing for People are trademarks of ADP, LLC. Copyright © 2020 ADP, LLC. All rights reserved.]
As a technologist at ADP, there are many different ways you can find yourself working in one of our innovation centers. One of those ways is by being recruited through a technology Bootcamp. Our Associates share how they found their first job in their technology careers at ADP through Bootcamps. Added bonus- the networking they were able to do through the program!
Tech & Innovation Blog
Advancing Your Career
Lifion, Career Journey, Leadership
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Video: One Product Manager’s Take on Advancing Your Career
Video: One Product Manager’s Take on Advancing Your Career
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[TEXT, Chintan, Director, Product Management]
The opportunity that exists here, to anyone else you know starting out, I really kind of just showcase my journey here, which is that you have the ability to come into the organization as a developer, in my case, you have the ability to then contribute. If you decide to make a career change, you have opportunities within ADP to make those career changes. And I went from working in the development area to product management where I really loved it. And if you continue to enjoy what you do, be successful at what you do, then you continue to get more opportunities to continue to follow the path that you want to go down.
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[TEXT: Ready to design what’s next? Visit tech.adp.com/careers.]
[LOGO: ADP, Always Designing for People]
[TEXT: ADP, the ADP logo, and Always Designing for People are trademarks of ADP, LLC. Copyright © 2020 ADP, LLC. All rights reserved.]
Meet Chintan, one of our product managers in our New York City Innovation Center. He started at ADP as a Developer and since that time has grown into new roles, like his latest one as Product Manager. ADP has the ability to offer new experiences and untapped opportunities for those who want it.
Tech & Innovation Blog
ADP: A Virtual Internship Experience in Global Product & Technology
Interns, Virtual, Campus Programs
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Video: ADP: A Virtual Internship Experience in Global Product & Technology
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[TEXT] Meet ADP’s 2020 Global Product and Technology Summer Interns. When we first met our soon-to-be GPT Summer 2020 Interns, we never could have predicted how quickly the world would shift. We are so grateful to our 115 Summer Interns who came along on this virtual journey with us. So much so, that we’d like you to meet some of them.
[DESCRIPTION] Pictures appear one by one of young adults. Two of the young men and a young woman introduce themselves in videos. Text, Hello from our GPT Interns.
[PRANSHAV THAKKAR] Hey, everyone. My name is Pranshav Thakkar, and I’m a computer science Master’s major at the Georgia Institute of Technology. I have one semester left, so I’ll be graduating in December of 2020.
[MISCAN BUGATTI] Hi. My name’s Miscan Bugatti and I study at the University of Minnesota at Twin Cities, and I will be graduating next spring, so spring 2021. I’m majoring in computer science and have been loving it so far.
[WILLIAM ZUBACK] Hey, everyone. My name is William Zuback, and I’m an intern here at ADP. This coming fall, I’m going to be a senior at Christopher Newport University in Newport News, Virginia, where I’m majoring in information science and minoring in leadership studies as part of the President’s Leadership Program there.
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[TEXT] When asked how to describe ADP in one word, here’s what we heard. Diverse, Supportive, Nurturing, Balance, Welcoming, Meaningful, Innovative. Here is some advice for future #ADPTech Interns.
[PRANSHAV THAKKAR] Hey, everyone. So my advice for future interns is don’t be afraid to ask questions or speak up or talk to anyone, because everyone here is really, really friendly and they want to see you succeed.
[SPEAKER] So one major advice I’d like to give future interns is to ask smart questions.
[WILLIAM ZUBACK] I think the best piece of advice that I could offer to a future intern of ADP is not be afraid to ask questions.
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[TEXT] Ready to see highlights from our virtual offices? Let’s Go. As a GPT Intern, you’ll receive:
• Exposure, guidance and learnings from Senior Leaders.
• Access to a mentorship program.
• Experience meaningful, global project-based work.
• Gain a sense of community with fellow interns.
• Participate in a corporate social responsibility day.
[DESCRIPTION] A man appears on a video call.
[AARON SMITH] Hi, everyone. My name is Aaron Smith, and I’m SVP of Product Development for our National Accounts Business Unit here at ADP. We’re really excited to have you join our team. And this week, I’m also excited to share with you some of my own experiences along with a little bit about the technology that we’re building.
[SUJINAN VENKATESH] My name is Sujnan Venkatesh. I am the Head of HR for the Global Product and Technology Organization at ADP. I want to start off with extending an extremely warm welcome to all of you to ADP and to a new normal. I didn’t think that I was going to be doing my first talk with all of you virtually, and it seems like it’s going to be like that for a little bit. So I hope all of you are staying safe and healthy.
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[DESCRIPTION] A laptop screen shows a video call with two men.
[TEXT] Demo meeting with my manager and mentor.
[DESCRIPTION] A screen shows a video conference with 25 participants. A screen shows another video conference.
[TEXT] Intern Happy Hours are my favorite.
[DESCRIPTION] Pictures showing a smiling young man and woman while holding boxes at a food bank.
[TEXT] Ready to design what’s next? Visit tech.adp.com. Find your way into our world. Follow us at ADP Careers. #ADPTech.
[LOGO] ADP, Always Designing for People.
[TEXT] ADP and the ADP logo are registered trademarks of ADP, Inc. Copyright 2020 ADP, Inc.
Faced with the challenges of 2020, ADP moved ahead and took this year’s global summer internship program virtual! How did it go? Hear what our interns had to say!
