Tech & Innovation Blog
My Career Journey: Learn and Grow Together at ADP
Voice of Our People, Career Insights, What We Do
“At ADP, the doors to learning are always open. We work and win as one. All it takes is one’s curiosity to learn.”
My Career Journey: Learn and Grow Together at ADP
Viplove S. is a Senior Architect responsible for Architecture, Standards, Governance, and Talent Management, supporting products for National Accounts Services clients in Hyderabad, India. To him, happiness means spending time with family, giving his best at work, and maintaining a healthy lifestyle. Outside of technology, Viplove enjoys exercising, singing, dancing, reading, and writing stories. He once walked the entire Manhattan Island length, around 18 miles!
Viplove enjoys running marathons during his free time.
Coming to ADP
Since I stepped into the Information Technology (IT) industry, ADP has been one organization I was always curious about. What appealed to me the most was ADP’s strong focus on people. After fifteen years of working with multiple service organizations, I decided to knock on the door I had walked by all these years. An opportunity to learn about a new industry and its leading products was too exciting for me to pass.
I joined ADP a little over two and a half years ago. As I look back at my enriching journey, two contributory factors stand out: People and Learning. Without People, there would not have been much learning. I have worked with many amazing people in my career, but here at ADP, every day gives me reasons to thank a fellow associate. Whether developers, testers, Site Reliability Engineers (SRE) members, managers, architects, or senior leaders, I am grateful for learning with them every day.
My Career Journey
I initially started as part of the Global Enterprise Technologies & Solutions (GETS) department, which supports IT operations for ADP. The teams I work with are responsible for developing and maintaining 50+ applications used by ADP associates and 100+ integrations among internal ADP systems and external vendors. It is easily one of the most complex systems I have ever worked with, and my job was to transform it digitally. I was fortunate to have people around me who were not only knowledgeable but also extremely helpful.
Two years ago, my team and I moved to the Global Product & Technology (GPT) business unit as part of the Product Development organization that supports large national accounts. For me, this move opened a world of opportunities. My manager helped me seize one of those opportunities. He challenged me to reach beyond my scope of work and help another team. Sometimes, saying “yes” is all it takes.
And it did. That “yes” triggered a domino effect for me. That door opened another, and I worked with multiple product teams across ADP. Because of that, I am proud that my journey has led me to become a Chief Architect for our GPT National Account Services team in India. In this role, I’m responsible for the architecture and quality of ADP’s top products in HR, Payroll, Time, and Talent for our largest clients.
Viplove and his family
Architect Mentorship Program
Another part of my new responsibilities is helping other associates grow. We recently kicked off an Architect Mentorship program for my business unit, the National Account Services Architect Academy (NASAA). As a part of this program, we shortlisted 11 talented associates who have demonstrated excellence in their projects and aspire to be architects. Each of the mentees is assigned a mentor who is currently in an architect role within the organization. The mentorship is multi-fold:
1) The mentees go through a hand-picked Udemy curriculum that covers the fundamentals of being an architect, the various technologies that support our products, and the soft skills essential for the architect role.
2) Mentee and mentor connect weekly. The mentor guides the mentee on their learning, shares real-world experiences, helps solve problems, provides feedback, and more.
3) The Academy meets monthly where a senior Architect Leader (from outside the business unit) shares their career journey with the mentees and how they solved large-scale business problems.
4) The program culminates with the mentees picking a real-world business problem, working on architectural artifacts to solve it, and presenting their work to senior leaders.
Mentees graduate from the Academy in a grand ceremony. After graduation, they are assigned architectural responsibilities within their projects as on-the-job training. The idea is to produce well-equipped architects through this program within one year. Having benefited hugely from my mentors and colleagues, I am excited and committed to the mentorship program’s success.
Designing for People
ADP has taken giant leaps in its transformation into a Technology company. One of the things that makes it possible is our commitment to people. Domains and technologies are out there for anyone to learn. But the 59,000+ ADPers helping 920K+ clients in more than 140 countries give our company the foundation to stand tall among its competitors. Our network is strong and built on core values, including “Each Person Counts” and “Integrity is Everything.”
Viplove (first on the right) and his team at ADP Hyderabad
Supporting & Learning Culture
At ADP, the doors to learning are always open. If you are curious, nothing can stop you. What makes ADP stand out from the other organizations I have worked with is our culture of “learning and growing together.” Despite being a multi-national company, we don’t have boundaries separating us.
Our excitement and cooperation are the same whether speaking to an associate in India, the U.S., or Europe. We work and win as one. If I need information or to learn something, I can reach out to anyone, whether I’ve worked with them before or not. All it takes is a quick ping on our collaboration platform. We are all connected! All it takes is one’s curiosity to learn.
I’m endlessly excited and curious about our vast HCM industry and all the exciting technologies we use as part of our products. Between that and my ever-helpful colleagues, I keep learning.
Learn more about working at Hyderabad and visit Who We Hire.
ADP Tech, Hyderabad, Integration Architecture, Mentorship, Career Growth
Tech & Innovation Blog
ADP Brazil Labs in Porto Alegre: Home to Global Innovation
Impact, Innovation, Brazil Labs
We look forward to South Summit Brazil 2023, where top speakers worldwide share their expertise and leaders look for business opportunities.
Porto Alegre: Home to ADP Brazil Labs
Porto Alegre, the capital of Rio Grande do Sul, is home to one of ADP’s Technology and Innovation labs in the South of Brazil. The city has an estimated population of 1,492,530 (about the population of West Virginia in the U.S.). Known for offering tourism and leisure time, Porto Alegre features several urban parks with green areas that attract those looking to enjoy nature and history.
In 2022, Porto Alegre celebrated its 250th birthday with enthusiasm and vitality. The city is constantly developing and becoming a hub for generating new technology-based businesses and attracting and retaining talent. Join our community to follow our events and what we are developing at the Labs.
May 2022 – South Summit Brazil
The first South Summit Brazil took place in Porto Alegre as the world continued to recover from the global pandemic. The global entrepreneurship and innovation event started in Spain ten years ago and is now an international conference.
South Summit in Madrid, Spain’19
The public and private sectors, academics, and other institutions collaborated to make it happen, all contributing to positioning Porto Alegre as a global innovation player. The numbers were awe-inspiring, with 20,000+ visitors representing more than 50 countries, 500 presenters, and 1,000 submissions to the startup competition.
We look forward to South Summit Brazil 2023, where top speakers worldwide share their expertise and leaders look for business opportunities. The summit will take place from March 29 to 31 next year. Learn more about the event here.
South Summit 2023 will take place in Brazil.
Introducing Instituto Caldeira
Instituto Caldeira, also known as the “Boiler Institute,” is a non-profit organization for creativity and communication. The hub provides an opportunity for people to network together to improve the new economy and innovative ecosystem of Porto Alegre and the state of Rio Grande do Sul.
It was founded by forty-two major companies in 2017 that refurbished the old industrial complex for innovation activities and the new economy. The complex still houses the boilers imported from Europe back when prominent businessman AJ Renner started it over 100 years ago!
With only a little over a year of operation, it has already hosted an impressive number of activities. The Boiler comprises more than 22K sqm of space, 42 corporate founders, 330 affiliated companies, 700 startups in the ecosystem, and 15 national and international associated hubs.
ADP Brazil Labs Offsite
In early June, Julio Hartmann, VP of ADP Brazil Labs, and his Senior Leadership Team (SLT) team met for a strategy meeting at Instituto Caldeira. It was an excellent opportunity for the team to get together in person after two years of working remotely. Everyone was impressed with Instituto Caldeira’s structure and the initiatives, looking forward to expanding collaboration in the future.
ADP Brazil Labs Offsite
Julio began the leadership offsite by discussing the content from the Global Product & Technology (GP&T) Leadership Summit. Julio proposed a transformational strategy for the Labs to connect better and leverage the external ecosystem. The plan included presentations from some development leaders about their groups, from Workforce Now (WFN), DataCloud, NextGen (core platforms and Centers of Excellence), and myCareerConnect, to ADP Ventures. There were also presentations about cross-organizational areas and initiatives, such as Product, UX, Agility, Innovation, and the Machine Learning CoE.
Thinking Forward
Data Science Guild
The Data Scientists from the Brazil Labs worked together in the Data Science Guild, an internal group created in 2018. They meet biweekly to discuss recent papers on machine learning (ML) and artificial intelligence (AI). The meeting helped them share knowledge and work together more effectively, including Data Analysts and Data Engineers from various ADP product teams like Roll, DataCloud, myCareerConnect, WFN, and Marketplace.
Innovation Time
Innovation time was a moment for the leaders to think about how the companies stay relevant in the future, reinforcing the innovative culture throughout the labs. The leaders plan to accelerate new opportunities from various sources, including employee ideas, discoveries from client needs, and technological advances.
UX at Brazil Labs
ADP Brazil Labs Offsite
The leaders from ADP Brazil Labs met with the User Experience (UX) team to understand the balance between UX and other areas, including the development concept guided by Triads that gave our digital product development a more organized structure.
The team talked about how the area has been growing quickly in recent years and an overview of team size and the project distribution. The leaders and the team ensured the UX team had the resources for product decision-making.
It was exciting to see the Brazil team’s participation grow within our global UX equation. We grew approximately 150% in the number of projects we participated with even more planned for the future. For example, we launched a local talent strategy and workstreams initiative, aligning with the GPT talent vision and Objectives and key results (OKRs). The positive result has led us to work hard on structuring and supporting our strategies.
Learn more about working at Brazil Labs and visit Who We Hire.
Porto Alegre, Instituto Caldeira, Data Science, South Summit, South Summit Porto Alegre
Tech & Innovation Blog
How to Determine if Returning to a Company is the Right Choice?
Voice of Our People, Career Advice, Career Insights
“To me, ADP is a tech-first company where innovations are always welcomed and are prioritized first.”
To Boomerang or not to Boomerang: How to Determine if Returning to a Company is the Right Choice?
David C.
According to a recent article, The Rise Of Boomerang Employees During 2022, published by Forbes, experts noticed a rising number of boomerang workers—meaning people who left their jobs and are returning to the same company.
We recently met David C., Senior Director of Application Development, at our tech New Hire training and discovered his boomerang story and learned more about his career journey. With more than 20 years of experience in a wide range of technologies, including DevOps Solutions, Datacenter Architecture, Product Architecture, Storage Architecture, Cloud Architecture, virtualization technologies, Active/Active, and Standard Disaster Recovery Solutions, David shares key elements to consider before returning to a company.
Coming to ADP
David’s ADP career began in 2000 when he worked as a consultant in product engineering, installing web-based applications into the hosting center. He had different roles throughout his career and landed in Development, leading MyADP/Mobile DevOps teams.
“I went from analyzing products for installing, building, and testing Disaster Recovery Sites to working for client support, infrastructure, deployment delivery, automating process, and moving to AWS,” David said. “It’s always fulfilling to grow with different teams at ADP!”
His team worked to support production clients and development groups for deployments, delivery, performance, and monitoring, where they tracked the daily health of all environments residing in the hosting centers.
Migrating all our data center from Roseland to Bridgewater in 2002 was a memorable milestone in his career. “I was so proud to receive the President’s Award for growing our data centers to support our products,” David said.
Over the next few years, he worked with more teams and helped launch the MyADP product. David was extremely honored and proud to be nominated for ADP President’s Club hosted in Spain, where they celebrated Sales and IT’s achievement in 2014.
David and his wife in Spain
Taking a Turn
David’s career journey took a turn in 2019 when he left ADP to work in DevOps for a bank, supporting more than 150,000 users. The new environment was a growth experience for him.
“I’ve learned about supporting structure, especially crisis management and reliability-related topics in the banking industry,” David said.
A significant difference he noticed between working for a bank and ADP was our environment and emphasis on tech. “I value our focus on tech. To me, ADP is a tech-first company where innovations are always welcomed and are prioritized first,” David said.
It was difficult for him to leave ADP after 19 years, and he’s so glad to be back. “I came back after two years at the bank. The leadership teams at ADP always make me feel included. Friendships and the culture were the biggest reasons I decided to come back,” David said. “The bonds you build at work are irreplaceable.”
David and His Family
Boomerang Self-Assessment Questions
We were curious about David’s decision-making process before he returned and asked him to share some insights.
He gave us these five questions to ask before returning to a previous employer:
1) Why did you leave the company?
2) Has the direction of the company changed since you left?
3) Were you concerned about the company’s previous direction? What were the concerns?
4) What role are you taking when you return? Are you moving to a position you previously couldn’t?
5) Do you see yourself growing in the new position? Does the path lead you to the future you envision?
You might be interested in exploring other good reasons for returning to your former employer. Recommended reading: What to Do When You’re Returning to a Company You Used to Work For by Harvard Business Review.
Returning to ADP
David took a big step by returning, and he’s happy to grow his career within DevOps as they build the infrastructure for automation. When we asked for details on why he returned, he shared with us how amazing it was to see the teams expanding in a great direction. During his two years away, the team continued building a solid support system for clients. Every day was a learning experience through virtual, in-person networking and mentorship.
“As an associate, I enjoy working at an organization where they value each employee, providing guidance and support programs,” David said. “I was especially grateful for ADP’s support in my education. I worked full-time while taking classes online and graduated with an Associate Degree in Business Administration.” The balance between family, work, and personal growth is the foundation for David’s passion as a Senior Director of Application Development at ADP.
Welcome back, David!
Interested in a career in Application Development? Let’s work together!
Learn more about working at ADP here and our current openings.
Tech & Innovation Blog
I Became My Own Nutrition Coach
Women in STEM, Voice of Our People, Impact
“It’s about receiving guidance from nutrition coaches on maintaining a healthy, personalized diet in life.”
I Became My Own Nutrition Coach
Dan W.
Dan W. is a Principal Data Scientist who supports sales and marketing initiatives across different businesses. Her team provides data insights, builds predictive models, and turns them into actionable information to support business decisions. This is her seventh year working at ADP! Dan came for the opportunity and stayed for the people. As an immigrant from a foreign country, she feels supported and looks forward to inspiring other women technologists with her story.
My ADP journey began in 2015 when I worked as a business intelligence manager in worldwide sales and marketing. I built predictive models and conducted deep analysis supporting all business units. My team then moved to Global Product & Technology (GPT), where I got promoted to my current position as the principal data scientist. I’m always proud to build impactful models for solving real-life business problems.
I’ve come a long way as a woman technologist who became her own certificated nutrition coach.
I know what it’s like to feel overwhelmed and uncertain about where to start when it comes to making positive changes for your health. Throughout my journey, I experienced rewarding feelings of finding the healthy mindset and approaches that worked for my body. In this blog, I’ll share my story of how I became a certified nutrition coach.
Nine years ago, I was diagnosed with autoimmune disease. I suffered from chronic inflammation and symptoms of metabolic syndrome. Doctors told me I would be on medication for the rest of my life, and the news struck me. I felt defeated and did not want to rely on medicine. After connecting with a friend who teaches pharmacy and a professor who studies nutrition, I received support and learned about what nutrition human bodies need to stay healthy.
It was a long discovery process when I spent time on myself, monitoring both physical and mental health. I am incredibly grateful for my church community and family members who encouraged me to dive deeper into different learning opportunities. I decided to participate in the weight-loss program while enrolling in two nutrition certificate programs.
I first took weekly seminars from NutraMetrix Educational Institute and went through in-person training by health professionals every other year to get recertified. To gain more experience working with different clients’ needs, I completed another two-year Family Wellness Coach program at Whealkon Nutraceutical College and graduated in December 2021.
After hundred hours of training, I became a certified nutrition coach. Not only did this decision change my life, but also it gave me an opportunity to support others in need. As a nutrition coach, I remind myself, my clients, and my family of three best practices to achieve wellness goals:
1) Practice Healthy Eating Habits
Ask yourself: why do you want to achieve these health goals?
The diet changes start in daily behaviors. I help people understand their goals and have conversations beyond exercising and nutrition, including sleep schedules and how they feel about their lifestyles.
2) One Thing at a Time
It’s impossible to see immediate changes overnight. I find asking diet-related questions in systems helpful. As a coach, I switch focuses between the food quality and the quantity of each meal, depending on the client’s health condition.
3) There is No “Best Diet”
Every case is different. My goal is to find what works the best for everyone, making individuals feel strong and healthy based on the diet approach they choose to pursue.
I provided customized wellness coaching and weight management consulting in a family doctor’s clinic before the pandemic. It feels amazing to contribute to the community, including running wellness seminars, hosting 12-week weight loss programs, and providing 1-1 nutritional consultation. I plan to host more in-person events in the future!
Dan and Her Family
In my six years of practice, I encountered patients with common health problems such as diabetes, high blood pressure, and high cholesterol. One can overcome these conditions with weight-loss training while maintaining a healthy diet. Coming up with customized nutritional goals for them always brings me joy as I see their health conditions improve, building friendship and support along the way. If you are interested in learning more about what nutrition coaches can do, you may find this article helpful: How are Health Coaches Trained and Certified? Is Hiring a Health Coach Right for You?
Looking back, working as a data scientist has prepared me with essential skills in pursuing nutritional health. The common ground in both roles is excellent communication, efficient negotiation, and customized analysis.
In our current world, we see artificial intelligence (AI) everywhere as people adapt to their digital footprints. It makes our lives easier by speeding up communication across nations and time zones. As a data scientist supporting sales and marketing, I encourage associates to learn teams’ needs and strategically develop a plan to fit those needs. My advice for those new to the field is to focus on gaining experience in analytical and communication skills. They are also essential as I switch roles, working with different groups of people.
I used to be “shy” in starting conversations, but my experience as a data scientist has allowed me to take in stories through a new lens. I practice the same mindset in working as a nutrition coach, stepping out of my comfort zone to conduct health seminars at the clinic. Working with patients has also improved my presentation skills, which I can apply to the tech workforce.
It’s about receiving guidance from nutrition coaches on maintaining a healthy, personalized diet in life.
Regarding my health condition, I am happy to say I no longer need medication. I focus on making intelligent decisions in healthy eating behaviors and taking responsibility for my health goals. I am proud of my journey and will continue to help others in need, especially women who suffered from fatigue during the pandemic.
When giving nutrition advice, I am mindful of people’s financial situations. The same thought process applies to working as a data scientist, analyzing circumstances for different clients. Both roles build my confidence in identifying the needs and proposing customized plans after assessing them.
As a data scientist, I compare solutions and propose the best ways to reach business goals in given timelines. Mentoring new data scientists and identifying their needs has been a wonderful experience. I see myself continuing practicing analytical and interpersonal skills in tech and in nutrition coaching, achieving both health and career goals.
Join our community!
Learn more about what it’s like working for ADP here and our current openings.
Tech & Innovation Blog
GPT Associates Win Big at +Hackathona PUCRS in Brazil
Diversity, Equity, and Inclusion
“Be creative and trust your solution. Always believe in your idea, work, and team’s dedication.”
GPT Associates Win Big at +Hackathona PUCRS in Brazil
ADP’s Global Hackathon is an exciting time for all ADP associates to be a part of hands-on innovation, no matter where they are. Hackathons serve as a way for participants to dive deep into their creative spirits and innovate in a start-up, sprint-like atmosphere. Beyond ADP, numerous hackathons cover a wide gamut of subjects. Two GPT associates recently shined, coming in second place, at the +Hackathona PUCRS, a 24-hour hackathon in Brazil’s Pontifical Catholic University of Rio Grande do Sul (PUCRS) University.
Manoella J., Associate Developer, and Waldyr S., Software Development Intern, partnered on an exciting top-of-mind topic for our products: accessibility. The theme of the event was creating a healthier and more accessible internet. The two focused on mental health and created a browser extension that identifies offensive words and replaces them with their definition, reframing context and reducing negative mental health impacts. We spoke with Manoella and Waldyr to learn more about their experiences participating in Hackathon.
Q: What encouraged you to sign up?
Manoella: I am a student who enjoys problem-solving at PUCRS, and I saw the event’s publicity. As someone who’s always looking for opportunities to innovate, I signed up!
Waldyr: My friends were interested in participating, and we got together to form a team. I hadn’t participated in a Hackathon before, so there was a lot of excitement (and anxiety!).
Q: What was the most difficult part? How did you overcome the challenges?
Manoella: The most challenging part was adapting the extension to change the word on external sites. To overcome this obstacle, we focused on researching bibliographies and collaborating with the IT community to find a possible solution.
Waldyr: Because it’s an extension, my team thought it would be easier, but we faced a few challenges. First, it wasn’t easy calling the API that identifies hate speech, and it was hard to know exactly which words we should replace. We also had to access the User Interface (UI) to send automatically for analysis, which took a large amount of time. We made sure to reach out for help from other developers, addressing the deeper issues. Some tools we used included AWS, Google Perspective API, Python, and JavaScript. My team was proud to develop a creative solution that doesn’t change the meaning of the sentences—but still makes sentences less negative for the users, creating a healthier web experience.
Manoella (third from the right) and Waldyr (second from the right) celebrate with their team.
Q: How did you feel when you heard that you won the challenge in second place?
Manoella: I was pleased and proud of our team. We worked hard for 24 hours to deliver a well-structured, efficient and viable project. It was great to get recognized for sure!
Waldyr: It was a surprise! Even though we believed in our solution, there are other teams that presented great ideas with great experiences as well. We’ve learned a lot connecting with everyone. On top of that, this was our first time participating in the Hackathon and our results exceeded my own expectations.
Q: How did ADP support your participation throughout the Hackathon?
Manoella: At ADP, I have daily contact with good development practices, code optimization, and code versioning—these helped maintain clean and well-presented code for our team. The Hackathon highlights the value of teamwork for me!
Waldyr: When I joined ADP, I learned about agile methodologies—we use them to organize and divide tasks. By understanding these methods at work, I brought what already knew to Hackathon. I’m grateful for all the support I’ve gotten along the way. Here we are, so glad to share our story with fellow associates!
Q: Participating in Hackathon can be intimidating. What advice do you have for future participants?
Manoella: Be creative and trust your solution. Creativity is essential to developing a solution that draws attention to your project. Always believe in your idea, work, and team’s dedication!
Waldyr: Everyone should try it at least once! It’s quite different from what I imagined, doing it with friends there for the same reason as you. We went to learn, have fun and meet new people—reaching second place was a bonus.
Congratulations again to Manoella and Waldyr!
Learn more about working at Brazil Labs and visit Who We Hire.
Podcast: ADP’s UX Leader on Data-Driven Design
Podcast: ADP’s UX Leader on Data-Driven Design
Transcript
Mark:
Welcome to PeopleTech, the podcast of the HCM Technology Report. I’m Mark Feffer. My guest today is Joe Kleinwaechter, the vice president of Global UX for ADP. Among other things, it’s his job to make data accessible and useful. So he’ll tell us about those efforts, about how you make use of tens of millions of records and whether analytics and HR deserves all the attention it gets, on this edition of People Tech.
Mark:
Hey Joe, it’s good to see you again. Could you tell me what you’re working on right now? ADP’s a big company, deal with a lot of data. You are basically in charge of helping people get access to the information. So what’s that translate to on the ground right now?
Joe:
On the ground, my job is a lot of questions. Asking lots of questions and trying to really understand. One of the greatest challenges with us as human beings is that we think we have a really good understanding of others and we only understand it through our lens. And so trying to dismiss that and constantly realize that people do things a lot differently than I do on a daily basis. So my job is to figure out when they need data, when they need access to something, why do they need it? What are they ultimately trying to do? Not necessarily, yeah, maybe they’re trying to get their pay slip, but why are they doing that? What’s the bigger picture?
Joe:
Because it’s in that understanding of what they’re actually trying to do and those emotional states they have, that I can maybe get them there quicker to the end, rather than through a series of steps such as this is the way you always get your pay slip. So I really focus a lot on trying to listen for things that don’t make sense to me or are cognitive dissonance to the way we think about the world.
Mark:
Do you have an example of that cognitive dissonance?
Joe:
Yeah. It’s funny. You think that, listen, if I wanted to pay in the old days, if I wanted to pay somebody, I would have to go to my wallet, give them money because that’s where the money was, in my wallet. And it was only until you realize later that the money was just there because that’s all we had. People didn’t want to have a wallet. People didn’t want to have money. They wanted to ultimately give something in exchange for something else. They didn’t even want to spend money. They wanted to go get a cup of coffee at Starbucks.
Joe:
And then Starbucks figures out guess what? If I have a card for you, I can keep on file for you, or I can know about you. I can maybe help you get there better, not just in paying for the money, but maybe there’s something else. Your favorites, your history. How you operate. Things that make you happier as a customer that maybe you didn’t think about when you pull out your wallet with your Starbucks case, $20 for my coffee. But at the same time, what were the other things along the way that maybe could have been easier for you? So in my job, it’s not just about how do I go and look at my pay. I got to figure out what are they really trying to do? Are they trying to figure out if they have enough money to pay something? Or better yet, maybe they have some ambitious goals to try to accomplish and I can help them along that way. And that’s exactly what we’re doing in wisely right now, in our wisely product line.
Mark:
Now, obviously ADP has a ton of data and that’s kind of factored into your work, I would think. How does it factor in? How do you approach making all of this data digestible and useful?
Joe:
By ignoring most of it. I know that sounds kind of contrarian, but you could get absolutely awash in all of the data. Data’s a really fascinating thing. They say from a mathematical sense, data never lies, no, but, reading it does, right? Somebody could say something perfectly legitimate, but you can interpret it a lot of different ways. So the danger you have with lots of data is that the more you read, the more you make it confused. And what you have to do is take the data and figure out, okay, what can I start with as a hypothesis? Does the data support this? Does it not? And if it’s not, how do I change and pivot on my hypothesis? Those pivots often come by taking that hypothesis and trying it out with people. Seeing does it resonate?
Joe:
Okay, this says, this says this about the great resignation. This is what we know about it. Is that really what’s happening down there? And that’s where UX comes into play. Because we then go out and say, okay, we have this hypothesis, the data says this, what really is it? Is it really true or not? Maybe there’s other ways to interpret that data. And that’s probably one of our biggest challenges, there’s many ways to look at data and you can make data loo, however you want, right? The old statistics line, right? You’ve got to figure out a way that it’s unequivocally true for the people that you serve and localized to their needs. That’s the hard part about data.
Mark:
Okay. Can you tell me a little bit about the technology that’s behind all this? What’s going on under the hood?
Joe:
You mean gathering the data?
Mark:
Not just gathering the data, but putting it together and presenting it in a way that’s usable.
Joe:
Yeah, I think the biggest thing we have to focus on really is what are people actually doing versus what does the data? So the data gives us a starting spot, but really the really good data comes from what they’re actually doing as they’re using your software, for instance. How are they using it? What are they doing? So the best data is the one that actually follows them doing what they’re trying to do, rather than maybe some larger data set that gives you great demographics and breakdowns, but doesn’t really get personal enough. So what we typically do, I’ll give you a great example. In one of our latest products here called Intelligent Self-Service, we actually go back and look at all of our calls that come into the service center. And we find out which ones are the most plentiful, because those are the ones that are probably, our hypothesis is, nobody wants to call into a service center. Nobody wants to call cam Comcast, right? Or call Google. They don’t want to do that. So therefore, how can we subvert those calls ahead of time?
Joe:
Well, okay, we go and look at the top 10, and this is what they’re calling in for. It doesn’t really tell me why or what their circumstance was, or other characteristics like do they really need a human, maybe they need some confidence. We then take that data and apply it in, let’s say hypothesis. We say, listen, people want to know, for instance, who their HR benefits person is whenever they do this. We then watch the way they behave using our software and say, okay, at this time we think they want this. And that combination will help them not call. So it’s a series of hypothesis driven design along the way that takes the data that we see in the call center, combined with the demographics of what we know from our products and how they use our products. Combined with what the user did at that moment, that triggers us wonderful little in, we use the AIML phrase, this black magic that happens with AIML that causes us to say, oh, these things when together have a high degree of confidence that what he’s trying to do is this. Give him this.
Joe:
Now 20 years ago, I mean, we’ve been try AI for a real long time, right? For a very long time. And what makes it really good today is that the models have gotten so good that we’re right far more than we are wrong. Remember the old days of Clippy trying to figure out what you were trying to do? Hey, it looks like you’re trying to write a resume. Irritating as all get out. But now we know what you’re actually trying to do with some high degree of confidence, because we have so much data that built that model so great that we actually have a good idea that maybe not only can we tell you what you need, but maybe we can actually do it on your behalf if you want us to.
Joe:
And that’s really where the state of experience is going to, can we be predictive? Can we be insightful? Can we be intuitive to what they’re trying to do and then be bold enough to offer to do it. And then when we find out that we’ve got really high degree of confidence, that we can do it every time, maybe recommend doing it on their behalf, without them knowing about it, if that’s what they want. That’s the model that the experience is going to.
Mark:
Well, how does this all fit into ADP’s efforts overall?
Joe:
In which respect? In terms of the UX, the experience model, this intuitive model?
Mark:
Yeah.
Joe:
So I would say right now we recognize that the big position that ADP has different than a lot of others in the industry and competitors, is that data, is the wealth of data. It would not be wise for us to ignore the fact that’s a competitive differentiator. So we use that data all over the place. So what’s really key? Our data sciences inside of ADP are pretty, pretty high level. And I say that with the great degree of confidence, because I’ve seen it operate on myself. Our AIML models that we have out there for telling where you’re going to go separates from everybody else. Now, since we have all that data, now the question is what’s the right thing to do with that data? What is the proper thing to do with the data?
Joe:
And our view is really simple. If it helps our clients, our customers, our users out there to do something that they wanted to do or to make them aware of something that they want they should know, then that’s good. Right? So it’s the alignment of that big data through a good model to get into the data at the right time. That’s across the whole product line. That’s across everything ADP is trying to do. We’re trying to become, a little bit like a barista at Starbucks where we know you enough that maybe we have your coffee ready for you because you always do that. You come and say the usual. Okay, good. Here’s the thing that took you half an hour to spout out before, now happens as you get in line. And that’s what ADP is really trying to do, is to be there before even you are there.
Mark:
I mean, obviously there’s a lot of technology behind this and that makes me wonder, how has the technology evolved over the last 10 years say. Which as the technology was evolving, it seemed also that the use of data was spreading. And I’m curious about, first how the technology became more of a foundation. But also how did the growing demand for it influence the technology and vice versa?
Joe:
Yeah, there’s a couple of things. It’s funny having been in many industries that relied on data. There’s a good natural checks and balances with the using of data as we know. There’s good ways to use data. There’s bad ways to use data. And it’s different for every person. I used to, and I still do, refer to something called the creep factor. Something is creepy. Back in 2002, if somebody told you that you need to get in your car because your flight is going to leave in a half an hour and the roads are blocked, you’d be kind of like, well, that’s kind of creepy. How did it know all this stuff, right? And you go, well, that’s creepy. But there’s a point at which you say but that’s useful. Okay.
Joe:
In the early days, we didn’t expect people to have all of that data. Now we’ve come to the point where we are growing up with societies where our kids and all others just assume you have that data, just assume that data is out there. It’s a different world about what we assume the data. Right or wrong, or whether you have that data, they make an assumption that data is there. Therefore, why wouldn’t you use it for me? How dare you not use it to help me become better? And that’s a far cry from where we were in the early 2000s, where how dare you use that data, to the point we said that data’s actually pretty useful. I kind of like the fact that you can do this for me. And then you start allowing a little bit more data, a little bit more data. And next thing we have data fields all over the place that are being mined for lots of different reasons.
Joe:
First, it was just concrete data, physical data. Now it’s behavioral data. How you operate, where you move, where you go. And to the point that it’s useful, great. But there’s always this paranoia that it’s not being used in the right way. And that’s something that I think is really healthy. I think that’s a really healthy check on making sure that we are good ambassadors of that data.
Mark:
What do you mean by paranoia around the data?
Joe:
Well, I think anytime somebody knows something about you that you either A, didn’t want them to know or didn’t know that they know, there’s a natural paranoia in us that asks how are you going to use that? What are you going to do with that, right? And knowing that if this were a benevolent world where everybody was going to use it, right, we’d have no problem with it probably. Not everyone, but a higher majority. But now we’re in the place where we have to be very careful about those that want to use the data to harm us or to use it in a way that annoys us at the very least, right? The scam calls that you get all the time, all the phishing techniques that are being used, things like that. There’s a whole black science of UX out there to trick you to go do things because they have some data, right?
Joe:
There’s reason HIPAA was set up, right? There’s a very valid reason why HIPAA was set up and needs to be needs to be respected and done because of the bad that you could do with that data they aren’t governed correctly. So we treat governance with data incredibly, incredibly important. It’s at the top of what we do in all of that governance. We know we have an ethics board. We have our chief data officers constantly making sure that we are using data in an ethical way. And that it really truly not only is just ethical, it’s got to be valuable. It’s got to be something valuable for our clients and our customers. Otherwise, it’s just data.
Mark:
I’d like to shift gears a little bit for the last few questions. Delivering data in the flow of work, the whole notion of in the flow of work is gaining a lot of traction. A lot more vendors are exploring ways to present their products that way. Does that pose any particular challenges for a data service or is it better? What’s your response to it?
Joe:
Yeah. There’s a fascinating thing that I learned, again back in the early 2000s, I worked at a company that we decided at the time Google had come up with Appliance, right? That you could put inside your internet and all of sudden you could use as a search engine localized to your internet. We put the Appliance up there and it didn’t perform well at all. We let it run. We let it run for a couple of months and it kept getting data. It could never, the finds were just not good. They weren’t even close to what you would get on the internet. And what we learned from the Google data scientist at the time was the reason that the internet is so valuable as a search tool and so accurate, is because it has so much heterogeneous dat. Data that doesn’t appear related but in a way is, and that heterogeneous data gives us a much greater chance of finding that needle in the haystack that you’re looking for.
Joe:
Whereas inside of a company, it all looks like the same thing, give me the latest dev report, give me the latest financial report. It’s more of a monocosm of stuff, and therefore you couldn’t find things. As we start meeting people on the go, where they are, we now have the chances for other types of data to improve that. Now depending upon where you land on the privacy of knowing where you are, geofencing and things like that, there’s a lot that can be done by knowing where you are. The question is by knowing where you are could you also use that for nefarious means? Yes, I guess so. Sure.
Joe:
So you’ve got, I think the real challenge is, as we learn all this new data, what’s right to keep and what’s right not? And that’s not necessarily our choice, right? That needs to be our client’s choice of what’s valuable because again, going back to the creep line, if I know where you are and I can offer you this new service, it should be your choice, whether you want to exchange that data for that service. Not we’re going to take this all from you.
Joe:
Companies have gotten in trouble in the past. We’re going to take this data. We’re going to read where you are and not tell you, and we’re going to give you a great product. Even if it may benefit you, the fact that you took that without my knowledge makes me suspicious that you may take it to do something else. And I think we’ve got to be really, really careful that having an honest conversation, a full disclosure and a strong ethics policy behind your data is really going to make the difference. Now with that in place, now I can meet people where they are. I can see where they are. I can get a lot more information.
Joe:
A great example. One of our customers has a lot of field workers, right? And they have their phones on, they got GPS on their phones. If they want to transmit their GPS information, great, they’ll be great. They can do it. We can tell when they’re going to clock in, when they’re going to clock out and maybe even clock them in automatically. So we get rid of the single biggest call, to most HR departments, is I forgot to clock in. Can you clock me in? I forgot to clock out. Can you clock me out? Something as simple as that, just by turning on GPS location. Is that valuable or not? Well, that’s kind of a client thing, isn’t it? You tell me. Is it something you want to exchange for that? Then I have put governance about what I’m not going to do with that data. That’s just as important. And maybe I’d say is even more important. Because just because I have the data doesn’t mean I can use it however I want. I’ve got to use it in a prescriptive way,
Mark:
Joe. Thanks very much. Really appreciate it.
Joe:
My pleasure, Mark. Thank you.
Mark:
My guest today has been Joe Kleinwaechter, the vice president of global UX for ADP. And this has been PeopleTech, the podcast of the HCM Technology Report, a publication of RecruitingDaily. We’re also a part of Evergreen podcasts. To see all of their programs visit www.evergreenpodcasts.com. And to keep up with HR Technology, visit the HCM Technology Report every day. We’re the most trusted source of news in the HR tech industry. Find us at www.hcmtechnologyreport.com. I’m Mark Feffer.
Tech & Innovation Blog
Life @ ADP S2EP2: No One Ever Forgets Their First Job
Life @ ADP, Career Advice, What We Do
A podcast episode for rising seniors looking for internships and first jobs. Come to the ADP booth and learn about the six-week extended GPT Development Program.
Life@ADP Season 2 Episode 2: No One Ever Forgets Their First Job.
And…caps off, class of 2022, congratulations!
For rising seniors, it’s your turn to walk across the stage next year. Not sure about where to begin your career? Are you looking for a place to grow and apply learned knowledge? We recorded a podcast episode for you.
Our hosts invited Lisa S., Senior Director of Talent Acquisition, on the most recent podcast episode to share insights for undergraduates and master’s students looking for an internship before entering the professional world.
ADP Recruiters at Campus Recruiting Event
In the podcast episode, Lisa introduced the Global Product and Technology Development Program, a training program designed for students to connect and learn from tech professionals at ADP.
“The students will go through a full-time, ten-week internship program with us in the summer. They will get an opportunity to work on meaningful projects, delivering results to showcase if they are a good fit for our organization,” said Lisa. “We have an amazing opportunity for software engineering and computer science major students.”
The goal of the internship is to convert the students to full-time hires through Global Product and Technology Development Program, a six-week training to begin their career at ADP. You will also hear Lisa’s advice for candidates attending fall campus recruiting events. Listen to the full episode now.
Here are three tips from our campus recruiters:
#1 Add Keywords to your Resumes
Make sure you read every job description carefully and select the exact keywords for your resumes. Using the same keywords will make your profile stand out, recognizing a match and listing you as a top match.
#2 Practice your 30-second Elevator Pitch
You may only have 30 seconds to make a first impression, so come prepared! What defines you? What are your strengths? What roles are you interested in learning? Your elevator pitch will help recruiters remember who you are and what you are looking for in the company.
#3 Do Your Research
Recruiters know when you’ve done your homework! Come with a list of questions to show your interest. Make sure to view the current job openings and register (if any) before attending an event.
Apply these tips as you prep for the upcoming recruiting events. If you attend this year’s Grace Hopper Celebration, bring a copy of your resume, and stop by ADP’s booth. Let’s connect!
Interested in our Campus programs or ready to start your next chapter?
We give the students the tools and technology they need to succeed. The recruiters don’t expect interns to know the same programming language or tech stack. We are proud to support every individual through the learning process and are here to provide growth opportunities. Have no fear!
Learn more about what it’s like working for ADP here and our current openings.
Life @ ADP is available on iTunes, Spotify, Google, iHeartRadio, and Amazon Music.
Further reading: Career Fair: Perseverance is the Key in Job Hunting.
Tech & Innovation Blog
Why One Should Consider Virtual Mentorship
Innovation, Voice of Our People, Career Insights
Whether the virtual mentorship occurs in video conference rooms or through emails, the experience can be an invaluable tool for career growth and personal development.
Why One Should Consider Virtual Mentorship
By Steve R., Lead Major Incident Manager
It can be challenging to find time to invest in professional development in today’s ever-changing, fast-paced world. Whether you’re just starting in your career or currently working in a leadership position, we can all benefit from having guidance and support in professional life. That’s when virtual mentorship becomes helpful.
What is Virtual Mentorship?
The term “virtual mentorship” may sound like a new concept, but it simply refers to mentorship that takes place online. It allows people to connect with mentors they might not otherwise have access to, and it provides a flexible way to receive mentorship when in-person meetings are not possible. This type of mentorship can benefit both parties as the setting naturally allows for more flexibility and accessibility. Whether the mentorship occurs in video conference rooms or through emails, the experience can be an invaluable tool for career growth and personal development.
Why Consider Mentorship?
Great leaders have two extraordinary traits: an open mind and empathy towards difficult situations in teamwork. Like all ADP associates, I am encouraged to expand my skillset and strive toward self-improvement, using all the available resources and tools. This mindset has led me to participate in the mentorship program at ADP, where I met role models who demonstrated best practices at work.
Depending on the goal, mentorship may consist of a one-time consultation or multiple re-occurring sessions. An associate may also have more than one mentor over time as needs and career paths change.
I recently completed a few months’ worth of mentoring sessions with a VP from the senior leadership team at ADP. We had worked together briefly on past projects but hadn’t spent significant one-on-one time together. I learned we would be a good match for the mentor/mentee program based on the strengths that I wished to explore and her area of proven expertise. I soon initiated an informal mentoring process, and we began working towards my professional goals from there.
For those who don’t have a particular choice of mentor in mind, I recommend associates sign up for ADP’s formal mentor-matching process using MentorCliq software, a resource page consisting of a series of questions regarding mentee expectations and needs, and areas of interest.
Steve and his wife Karen
Three Best Practices in Virtual Mentorship
Since my mentor and I were in two separate locations, we used Webex Meetings throughout the process. Through face-to-face conversations are typically preferable, the virtual setting offered a level of comfort for me.
I came prepared with discussion topics and specific questions each time we met. The virtual option vastly expands the range of choices for mentoring connections. Associates are no longer limited to mentorship choices within the same office, and there are endless opportunities for a good mentor/mentee match. The virtual option is especially beneficial for full-time associates who work from home and across different time zones.
#1 Set Timeline and Goals
The number one thing to consider is to plan for the call. My mentor and I met bi-weekly, getting familiar and discussing each other’s career paths; past, present, and future. For those who read my previous blog on my career journey, I focus on a leadership-focused career path and set my goal to be joining a part of ADP’s senior leadership team in the future. I learned from my mentor that the ADP ecosystem offers a multitude of communication-based career paths, which provide leadership opportunities. As communication is not only a strength for me but also something I enjoy, my excitement has grown, and I look forward to what lies ahead.
#2 Transparent Communication
My mentor was kind, patient, and willing to help me grow. During our virtual time together, I never felt that I had less of her attention and personal investment in the conversations. We made a professional connection, and she genuinely cared about my success, making our time together more than worthwhile. I wouldn’t say the virtual setting presented many challenges for us. If anything, it made communications more accessible and working together flexible, meaning talking about expectations and going over company resources.
#3 Listen and Be Ready to Learn
Conflict in the professional world is inevitable. During my mentorship experience, I had an instance where I had different opinions from a fellow associate. While I had consulted with my leader on the best way forward, I sought advice from my mentor. She was insightful and shared examples of similar experiences in her past.
Her understanding, empathy, and professional leadership gave me support. The input I received allowed me to consider factors that I had not before to refine the solution I’d been working on and make team communication more effective. Not only did both my team leader and mentor’s verbal feedback help me resolve the conflict, but it also led me to form a stronger bond with the other associate.
Embrace the Feedback 
One piece of advice for future associates is to take full advantage of the mentorship program or any organic mentorship opportunities. The availability to build upon the foundation of experience led by tenured ADP associates is priceless. Simply reaching out to a leader and expressing your interest in learning and working together would be a great start.
My virtual mentorship experience has allowed me to gain insight and perspectives from my mentor leading different teams. Having the opportunity to seek out non-biased input from others is always refreshing. I look forward to leveraging my own experiences and knowledge to guide other associates, whether with career development, conflict resolution, or personal growth. When given the opportunity, I will be participating in the ADP mentorship program in the future, and next time, as a mentor!
Discover your potential and join us.
Click here to search for your next move and visit Who We Hire.
Tech & Innovation Blog
Is Data Science the Right Career for You?
Voice of Our People, Career Advice, Career Insights
Data Science is perfect for you if you enjoy storytelling and solving complex problems with data.
Is Data Science the Right Career for You?
Mark P.
By Mark P., Lead Data Scientist, Product Development DataCloud
As a Data Scientist at ADP, I use workforce data to tell stories, using curiosity to analyze and display the data. In this blog, I’ll share my observations of experiences and trends in the growing field of data science.
According to the U.S. Bureau of Labor Statistics, data science will continue to grow, and the number of jobs is estimated to increase by 28% through 2026. In other words, data scientists are in demand, and our role will continue to impact many industries.
What comes to mind when you hear “data science”? Numbers and graphs? Machine learning and big data?
Let’s dive into a quick definition.
What is Data Science?
My perspective on data science was shaped years ago. People started referring to themselves as data scientists and posting jobs for “data scientists” around the same time that machine learning with big data was spreading to industries and companies beyond tech.
I view data science as the methodical analysis of an extensive dataset to understand a subject of interest. Machine learning is a powerful means of such analysis, but not the only one. I focus on a different area, writing query code and dynamic calculations to produce interactive visualizations. To me, the significance of big data is more of a spectrum than a boundary. Science is a systematic study for understanding, and we can understand things with smaller amounts of data too. But big data like ADP has made the insights and applications deeper and more reliable.
Pragmatically speaking, data science can be whatever an employer considers it and communicates through the specific skills they seek. No definition of data science can replace an employer’s expectations, the candidate’s expression of their experience, and conversations about career fit and advancement. With evolving technologies and models, there are a growing number of opportunities in this career. As a Data Scientist at ADP, it is certainly rewarding to have occupational, organizational, and demographic facts on over 30 million US workers to explore – anonymized of course!
Mark and his niece
Top Trends in Data Science
Currently, two of the most visible trends in data science are cloud-based development and the advanced application of natural language processing (NLP).
Cloud-based platforms and services such as Amazon Web Services and Databricks make it easier to source data, develop analyses and models, collaborate with colleagues, and deploy products. We work closely with these partners and have often spurred innovation in their products as we expand our capabilities.
NLP has many current and potential applications in human capital management, including client support, occupation and skill classification, job posting development, and candidate recruitment. Since jobs are diverse, overlapping, and constantly evolving, building and maintaining comprehensive, systematic knowledge can be challenging. NLP can make our solutions more scalable and data-driven than classifications created by human experts alone.
Day in the Life as a Data Scientist
My research on restaurant employment and wages during the COVID-19 pandemic represents many common day-to-day components of data science work. While it is well-known restaurants were one of the most heavily impacted industries, ADP data shows some cities fared better than others. You can see this in the 18-month employment trends for 3 of the largest 50 US metros.
Visualizations like these are the tip of the iceberg: the most visible part of the work requires much more underneath. In addition to conceiving and developing metrics, models, and graphics to create knowledge, data scientists need to find good data sources and write code to retrieve and process their information. They need to understand the limitations of their sources – things like sample bias, predictive labels, outright errors – and communicate and correct them.
Restaurant employment change, monthly since Jan 2020
And data scientists need to query people as well as data! For example, interviewing local restaurant association executives for their expert perspectives and calling US Bureau of Labor Statistics economists to discuss statistical methods.
How can I gain experience in Data Science?
If you are interested in data science, you can find a ton of resources, including boot camps, online courses, Medium articles, and YouTube videos. If you look up #datascience on TikTok, it has 89 million views! Of course, classes are a great way to acquire vital education, but they can be a significant investment in time and money. You may wish to test your interest with a project that involves either a question you’d like to answer or a problem you’d like to solve. You’ll gain not only motivation but also a proof point to share with potential employers.
As an example, when 2020 presidential candidate Andrew Yang proposed a universal basic income, I was curious to know who might benefit from $1k a month and how to quantify the benefits objectively. I searched for household spending data, turned up relevant data and code from the Bureau of Labor Statistics, and then used free versions of SAS and Tableau to create a public dashboard to answer that question.
Data Science Team at ADP
I’d advise anyone interested in data science to follow their curiosity and search the web for public data and free tools. You’ll face technical challenges along the way, but sites like W3 Schools and Stack Overflow can help you tackle them as they arise. Of course, many people prefer the structure of classes to an open-ended, “many-options-no-right-answer” type of project. The former is fine – but if you can take the leap and try the latter, you’ll gain a good experience of what real-world work is often like!
Final Thoughts
Data Science is a great option if you can:
- Think creatively and enjoy solving complex problems with data
- Problem-solve in a team environment
- Communicate effectively in programming languages
Three self-examination questions for Data Scientists interested in ADP:
- Does working with one of the most comprehensive employment data sets excite you?
- Are you inspired by transforming the understanding of and opportunities for millions of workers?
- Are you a technologist who continually breaks down challenges, champions creative approaches, and collaborates routinely with a diverse team of professionals?
Interested in a career in Data Science? Let’s work together!
Learn more about working at ADP here and our current openings.
Tech & Innovation Blog
Hacking the Future of STEM with iWIN EMPOWER and GirlsHack
Diversity, Equity, and Inclusion
We thank the EMPOWER committee and members who generously donated their time to make this event successful.
Hacking the Future of STEM with iWIN EMPOWER and GirlsHack
In celebration and recognition of International Women’s Month, ADP’s International Women’s Inclusion Network (iWIN) Business Resource Group (BRG) sponsored GirlHacks 2022 Hackathon event at the New Jersey Institute of Technology (NJIT). GirlHacks 2022 was a 36-hour women-centric hackathon that featured motivational speakers, discussion panels, and mentoring programs created to inspire women and support advanced career growth.
The event was an initiative propelled by the iWIN EMPOWER Committee. With core values of inspiring innovation and social responsibility, many ADP iWIN BRG members volunteered to participate in the event. In addition to providing tech guidance during the hackathon, our associates engaged students in thought-provoking discussions about the GPT Development programs, summer internship positions, and work opportunities across ADP.
GirlHacks at New Jersey Institute of Technology
“With a commitment to growing opportunities for women in STEM, the iWIN Empower BRG is proud to offer insight and guidance to new technologists, even before they begin their careers,” said Aini Ali, Vice President of Major Accounts Operations at ADP. “This event aligns closely with our mission to provide tools, guidance, and a network for women and children of all ages to reach new heights of success in STEM careers. It was an amazing experience too.”
The first-place winner of GirlHacks 2022 was Imposter Bubble, a mobile app inspired by the idea submitter’s own experiences with Imposter Syndrome (IS). IS refers to an internal experience of believing you are not as competent as others perceive you. 75% of executive women identified having experienced IS at various points during their careers. Imposter Bubble provides positive, powerful affirmations to women, helping them process their negative thoughts. The application was built using Flutter, a cross-platform app development framework by Google that allows the same codebase to develop apps for iOS, Android, and web platforms. Learn more about the Imposter Bubble and other submissions on Devpost.
ADP iWIN BRG would like to thank the EMPOWER committee and members who generously donated their time to make this event successful. ADP is committed to Diversity and Inclusion. We encourage you to learn about the fantastic opportunities for collaboration and partnership our BRGs offer.
Join our community!
Click here to search for your next move and visit Who We Hire.
