WWE is looking for a new producer.
WWE, via their official careers Twitter account, announced that they are currently looking for a new producer. Specifically, WWE says they are looking for someone who can not only produce but edit together video packages, and sizzle reels. The company is also hoping that the person who fills this role will be able to work on WWE-related content for both the A&E Network and Peacock.
Fans can see read the full listing and requirements below.
We are looking for a seasoned show Producer who is passionate and enthusiastic about producing long form content, with experience primarily on clip shows and documentary style programming. We are seeking a high skilled “preditor”, as well as be able to self-edit their own segments, sizzle reels, and show opens on a non-linear editing system. Must possess strong storytelling skills and writing abilities as well.
· Collaborate well with Senior Producer, Senior Director and Vice President of Alternative Content on content production across all the series produced for Peacock and A&E.
· Must be able to self-edit cold opens, sizzle reels, trailers and features using Avid Media Composer
· Be willing to travel and work weekends on occasion.
· Required: Minimum 6 years of experience in a continuously growing creative environment.
· Strong storytelling and editing skills.
· Non-linear editing experience with Avid Media Composer, Adobe After Effects a plus
· Extensive experience working on clip shows and documentary-style content.
· Demonstrate ability to think creatively and very quickly
· Excellent communicator
· Thrives under pressure, in fast-paced environment with quick turnarounds
· Self-motivated and eager to take an idea or task and run with it
· WWE product knowledge is a plus, but not a must-have
· Must be a team player
Anyone interested in applying for the Producer job can do so at this link.
WWE has new original content coming to Peacock in the form of a Ric Flair documentary that will premiere on Monday, December 26, 2022. Learn more here.
How employees are using a controversial tactic to force their bosses to give them a raise
When Michelle Reisdorf started off in the recruiting business 26 years ago, it was pretty much a given that people who interviewed for a new job would take it, assuming they got the right offer. But these days, Reisdorf has found, that's no longer true. More and more, candidates are applying for jobs with no intention of jumping ship. They're just looking to land an offer that they can use to force their current employer to give them a raise.
"Candidates are shopping more now than they ever have," Reisdorf, a district director at the staffing firm Robert Half, tells me. "They're looking out for themselves, and because they have so many options, they really can explore and use what they know about other companies to get more in their current work situation."
Employers, not surprisingly, hate that people are using job offers as bargaining chips. If you weren't serious, hiring managers are complaining, you shouldn't have wasted our time. And the bosses scrambling to put together counteroffers are grumbling: Where's the loyalty?
But what does it say about the way companies dole out raises if employees are forced to land another job before their bosses will pay them what they're worth? That strategy may work for employers in a normal job market, when it's hard to find another job, let alone a better-paying one. But over the past year, in the midst of a nationwide hiring frenzy, employees began to realize that being loyal to their employers doesn't pay. As I reported in May, those who switched jobs during the Great Resignation are by one estimate making 7% more on average than those who stayed put. And in tech and finance, the pay gap is even higher.
So now employees are taking matters into their own hands — by applying for jobs they have no intention of taking. It's like threatening to leave a relationship to force your partner to appreciate what they've got. "You can't fault them," Reisdorf says. "Employees are finding that there's a big gap between where they are and what they can get."
It's not as if anyone wants to go through an unnecessary job search. From writing your cover letter through all the seemingly endless interviews and negotiations, looking for work requires a lot of time and effort. It's not a hassle you undertake lightly — unless it's your only option to get a meaningful raise.
Take my friend. Underpaid for years, she had been asking for a big raise to get her salary up to what she felt she deserved, to no avail. So recently she interviewed at a competitor, which offered her the pay bump she was looking for. Once she went to her bosses with the outside offer, they immediately gave her the raise she wanted. Since she generally likes her job, she agreed to stay. But the process still left her a little resentful. Why did she have to go through that ordeal just to be fairly compensated? Had her employer just given her what she deserved from the beginning, everyone would have been spared a lot of drama.
At the best companies, in fact, the gold standard is to give everyone what they deserve from the get-go. Smart employers regularly compare their own salaries against the market, proactively eliminating any gaps between what their employees earn and what they could command if they went elsewhere. Recently, as salaries have risen so quickly during the Great Resignation, some companies have even started reviewing salaries multiple times a year to keep up with the market.
"Companies that are doing a good job of retaining their staff are rewarding performance throughout the year," says Nick Louca, who heads the New York office at the recruiting company Robert Walters. "It shouldn't take you having to threaten to leave in order to get the money that you deserve."
The operative word there is shouldn't. For most employers, the standard HR playbook remains the same as it has for years: Hire employees at the going rate and then dole out relatively small annual raises, which have averaged about 3% over the past decade. As a result, the longer someone stays at a company, the more detached the person's compensation gets from what they could earn on the market. Loyalty to your employer is a sucker's game.
Companies always knew they were shortchanging the employees who stuck with them the longest — but the red-hot job market that emerged amid the coronavirus pandemic exposed the secret for all to see. Desperate to attract experienced workers, employers began offering salaries that would have been considered outrageous just a few years ago. And even as the hiring frenzy has slowed and layoffs have increased in accurate months, the pay disparity between new hires and existing employees has remained steady, about 7%. "The job market is still performing very well," says Jay Denton, the chief analytics officer at LaborIQ, a compensation-data provider.
By another measure, the fates of job switchers and job stayers have diverged even more. According to the Federal Reserve Bank of Atlanta, the wages of job switchers grew by 7.1% in September, compared with a 5.2% increase for job stayers. That gap of 1.9 percentage points is not only greater than it was in the spring — it's the greatest it's been since the Atlanta Fed started tracking the series in the late 1990s.
As annual-review season rolls around, job stayers may be counting on a big bump to get their salaries up to parity. But I bear bad news: As I wrote in October, surveys indicate employers are planning on increasing their salary budgets by an average of only 4% in 2023. Factor in inflation — which came in at 7.7% in October — and that amounts to a sizable drop in real income.
All of which means that employees still have a huge incentive to go job shopping as a means to get a raise from their existing employer. Chances are, in the current market, bosses will feel forced to match a competitor's offer. "Because good talent is so hard to find, if it's a good employee, you're going to consider whatever it takes to make it work," says Reisdorf, the Robert Half executive.
So in the short term, playing the field to get a raise from your existing employer could get you a big payout. But is it a good move for your career in the long term? Job recruiters sure don't think so. Every recruiter I spoke with generally advised against accepting a counteroffer from your current employer if you land a new job elsewhere. Of course, it's in a recruiter's interest for candidates to take the new jobs they're offered, but it's worth hearing them out.
For starters, they point out, money is rarely the only reason that people go looking for a new job. So a bigger salary won't solve the underlying problem they have with their current job — whether it's a toxic corporate culture, a lack of work-from-home privileges, or a bad boss.
And even if money is the sticking point, forcing your boss to give you a raise could cost you in the long run. Sure, your manager might feel as if they have to match the higher offer — but they might end up holding a grudge. "If they know that you're shopping, they're always going to be worried," says Gregg Salkovitch, the founder of Right Choice Resources. "It does break a lot of trust."
Lost trust doesn't just mean things will get awkward between you and the boss. It could have implications for your job security in the event of a downturn. And a downturn is exactly where we seem to be headed. Even though there are still plenty of jobs available, experts expect layoffs to pick up in 2023. "If an employee is just trying to leverage an above-market wage from another employer," says LaborIQ's Denton, "and they present that to a manager already having to make tough decisions around layoffs, they might have just made the manager's job easier."
Those are persuasive arguments, and probably true in some cases. But I'm not sure I buy them. They're based on an old assumption — that a display of fealty to your employer is the best way to get ahead in your career. But the pandemic has upended that norm and replaced it with something new. I know plenty of managers who already assume their staff members are constantly looking and accept the offer-counteroffer dance as a normal part of business.
And why should employers take it personally that their workers are shopping around? After all, a committed relationship requires devotion from both sides. Early in the pandemic, employers engaged in what was probably the swiftest round of mass layoffs in US history, leaving more than 20 million Americans jobless virtually overnight. Then, when the economy roared back, they offered big raises to new hires while failing to reward their most loyal staffers. In the Great Rethink of the pandemic, workers have realized that their devotion is being taken for granted. They're treating their job the way they would a neglectful partner: If you liked it, then you should've put a ring on it.
Or perhaps a better analogy is professional sports. Players used to stay with a team their entire career. Then came free agency — and salaries shot up, not just for the players who shopped around but for everyone. In the five years after free agency took hold in Major League Baseball, average salaries soared to $185,651 from $76,066. Independence, it turns out, pays way, way better than loyalty.
Now office workers are making the same move. "There's been this realization that work is no longer a safe place," says Allyn Bailey, an executive director at the hiring platform SmartRecruiters. "So employees have now adjusted that relationship. It's not a paternal relationship anymore. Everybody's moved from being a franchise player to a free agent." And what free agency tells your employer is: Loyalty isn't free.
Aki Ito is a senior correspondent at Insider.
It seems like everyone has side hustles these days. Whether it’s to make extra money, pursue an interest or passion, or to learn a new skill, it’s work that we choose to do on the “side” of our day jobs. Yet few people think to include their side hustle on their resume. Working on your own doesn’t make it any less relevant than your other work experience because side hustles are work!
Like any traditional job, they teach you valuable, transferable skills that employers are looking for – skills like time management, multi-tasking, and showing initiative. They also help to further develop your talents by putting them to use in tangible ways. Not including these skills, talents, and experiences on your resume could be a mistake that could cost you that new job you’re hoping to get.
That may seem like a silly question. Everyone knows that the purpose of a resume is to get a job, right? Yes, but also no. The goal of your resume is actually to get an interview. It’s a marketing tool used to capture the recruiter’s attention by showing how you, as a job-seeker, meet the qualifications and expectations of the specific position.
It’s your sales pitch to convince a potential new employer to invite you to an interview where they can get to know you better. However, most recruiters and hiring managers look at your resume for an average of only 6 seconds. If you want to get your resume past the 6-second glance test, it has to be easy to read, error-free, and clearly show how you are a strong candidate for the position. Strategically, including your side hustle on your resume can make a big difference.
If you don’t take anything else away from this article, this is the most important thing to consider when it comes to including your side hustle on your resume. Your resume has to target the specific job or type of job for which you’re applying. That includes your work experience, your education, your skills, and anything extra – like side hustles and volunteering. Take some time and think about how your side hustle relates to the job vacancy.
The purpose of side hustles is to make extra money, however, some side hustles are going to be more appropriate and professional to include on your resume than others. So while you’re learning something new each day no matter what your side gig, you have to be selective about what and how you include it on your resume. But there are numerous scenarios where it makes sense to include your side hustle, and there are a lot of different ways to do so.
I’m a firm believer that yes – your side hustles should be on your resume in some way. Finding a job is hard enough as it is. You want to highlight anything and everything that will give you an advantage over the other candidates. Your side hustle is an experience that teaches you. It can also enhance your skillset. You are gaining more than just some extra money from it. Use it as a way to show off your talents and skills.
The better question is how to include it on your resume. Because there isn’t one right way to do this, what works for one job application might not work for the next. In some cases, it makes sense to highlight everything you do at your side hustle. In other cases, it’s better to be selective and include only parts of it.
Here are some general guidelines to help you decide how and if to include your side hustle on your resume:
The list is not definitive or exhaustive. Your side hustle might check every box on the “you should include it” list, but if it puts your current job at risk, leaving it off would be the better choice. (Although there are ways to include the skills you’ve gained from it.) Or if you’re an artist, for example, you might consider that to be just a hobby. Since you also don’t have any customers or sales for your artwork, you decide to leave it off your resume. But if you’re applying for a marketing job, including it will enhance your resume and make you a stronger candidate by showing your creative side.
There are always exceptions and other things that you should take into account. Relevancy is a significant factor when it comes to whether you should list your side hustle on your resume or not. In addition to figuring out how to best include it, it’s essential to consider why (or why not) to include it.
Far too often, people assume that they can’t include their side hustle on their resume because it isn’t a “real” job. But it is! Your side hustle is no different than any other full-time, part-time, or temporary job just because you’re doing it on your own.
Think about everything you are gaining from your side hustle. Even if you’re not making a lot (or any) money from it, it’s work experience. You wouldn’t think twice about including volunteer work or an unpaid internship on your resume, would you?
The talent, time, and energy you put into your side hustle will matter – a lot. Including it on your resume shows more about who you are as a candidate and potential future employee.
Your side hustle can help you stand out from the other candidates. (Especially if you do something unique.) It shows that you’ve taken the initiative to learn something new on your own, that you’ve worked hard to launch your own small business and are up to the challenge of creating and executing new ideas. It shows what you are interested in, passionate about, and who you are outside of your day job.
Often your side hustle will be complementary to your day job. It can provide you with new perspectives and opinions that can help you relate to or bond with your coworkers and clients better. It can help you network and make meaningful connections. And it can also help you come up with new ideas or ways to Strengthen systems or products that are already in place.
Having a side hustle that’s related to your career goals (even in a broad sense) also shows that you are committed and invested in your career. It shows that you are so passionate and interested in the field that you spend your own free time working on it.
If you are hoping to change industries or transition into a new field, highlighting your related side hustle experience on your resume will show that you are a viable candidate and that you have knowledge of the industry. Your side hustle is giving you tangible, hands-on experience. It’s one thing to say you’re a passionate and driven person, but it’s a lot better if you can show it through your efforts. Side hustles are perfect for that!
Sometimes including your side hustle on your resume could do you more harm than good. If you are concerned that including it is going to raise any red flags or create more questions than it answers, it’s best to leave it off. Just as there are valid reasons to include your side hustle on your resume, there are legitimate reasons why you might choose not to.
Some side hustles will not enhance your application or your chances of landing an interview. Answering surveys, for example, is an easy way to make extra money on the side, but it probably won’t add anything relevant to your resume. (Although, arguably, it could be if you are applying for a job that involves data entry or creating surveys.)
Unfortunately, freelance work, side hustles, and gig jobs can sometimes have a negative connotation. Some people will question the legitimacy of your side hustle, especially if it looks like you include it for the sole purpose of hiding stretches of unemployment on your resume. It might give the impression that you are unskilled, unmotivated, and unable to find a traditional job, which is not at all the image you want to portray!
You need to abide by any confidentiality or non-disclosure agreement that you signed, which might mean you’re not allowed to include this experience or project on your resume. You could always ask, though. Your client might be okay with you sharing these details after the project is completed or allow you to share certain aspects of it.
You don’t have to include every single thing you’ve done on your resume. Sometimes, less is more. No one wants to read a 5-page resume when 1 page would suffice. So if including your side hustle doesn’t add anything more to the experience and skills you’ve already included, there’s no need to squeeze it in.
For example, if you are an administrative professional who is applying for administrative jobs, but you also babysit for your neighbor on the weekend to make a little extra money, including this probably isn’t going to enhance your resume. It’s just going to take up valuable space and bury the critical details.
Sometimes you can be so passionate and committed to your side hustle that it sounds like it’s your main hustle or main priority. Or maybe it’s so successful that people can’t believe it isn’t already your full-time job.
Employers don’t want to have to worry that you’ll be spending company time or using company resources working on your projects. Don’t put any doubt in the employer’s mind! I don’t like to tell anyone to downplay their hard work or success, but in a case like this, you need to find the right balance. If you are planning to take the leap and turn it into a full-time job in the future, be careful not to imply or mention that either.
You’ll also want to use your common sense. For example, if you signed up to be a dog walker on Rover last week and have yet to have any customers, it’s too soon to put it on your resume. A lot of advice on this subject also suggests that you should never include side hustles like driving for Uber or Lyft on your resume. But there are absolutely times where you should be!
Like if you are applying for a driving job. Obviously. Or if this was your part-time job while you attended school full-time. Not to mention, there is a lot more to being an Uber driver than just driving. There’s customer service, bookkeeping, marketing, maintenance, problem-solving, unlicensed counseling (probably), and everything else being your won boss entails. These are all transferable skills that you should include on your resume in some way. That brings me to my next point.
I’ve mentioned skills numerous times, and for a good reason. You have diverse skills. You are utilizing your talents and building them with every sale you make, every client you book, project you complete, or hustle you do. Everything from tutoring to professional cuddling will strengthen your transferable skills. Skills that the majority of employers are looking for in a candidate. Therefore, your strongest and most relevant ones should be on your resume. Here are some ideas of what those skills may include:
There are hundreds of skills that you might use while side hustling. Take some time and write them down, focusing on the ones you use the most. For each job application, look at what skills they require in the job ad and compare them to your list of skills.
Are there any matches between the two? Are these skills already included in your resume? If not, tweak your resume so that you include them in some way. You can do this in any section of your resume, but there tends to be more flexibility to do so within your side hustle experience.
Whatever skills you decide to include, make sure they are legitimate. Be prepared to explain and demonstrate how you’ve learned and used these skills. Include real data, figures, and measurable results whenever you can to further support this. That could include your customer satisfaction ratings, number of page views, social media followers, or amount of sales or clients.
We’ve established what the purpose of a resume is. We’ve explored the reasons why you should or shouldn’t include your side hustle on your resume. And we’ve talked about what skills you’ve gained from it. Now we’re going to cover how to list it. Because when it comes to side hustles, the “how” really matters.
Although they are growing in popularity, there are still people out there that consider side hustles and freelance jobs to be fluff work. You want to avoid giving that impression. If you haven’t already done so, think carefully about what professional and relevant skills your side hustle have taught you and how it matches the skills that the new job you’re applying for requires. Doing this will help you determine how to include this experience best.
There are four main ways to include your side hustle on your resume:
The first option is to add your side hustle like you would any other job on your resume. List your title, the company you work for, dates of employment, and a few bullet points outlining your job duties and accomplishments. (There is more information on how to do each of these in the next section).
For example: Online Retail Shop Owner – XYZ Printables (June 2015 – Present)
This approach works best when your side hustle is highly relevant to the job vacancy. You have great statistics and data to support the work you’ve done, it aligns with your career goals, or it helps you stand out as a strong candidate.
If you are concerned about misrepresenting yourself, you could title the main employment history section of your resume, “Relevant Experience,” “Professional Experience,” or only “Experience.” It’s one of the best ways to include anything from your background that doesn’t fall under the more traditional “Work Experience” or “Work History” – including volunteering, internships, placements, and side hustles.
Alternatively, you could create a new standalone section that’s separate from your main employment history. That way, it’s clear that this experience is unique. You can call this new section whichever variation of the following fits best:
The important thing is to keep it simple and easy for a recruiter to understand what’s distinct about this resume section.
The most common resume format is a chronological one. It lists your work history in a reverse timeline (newest to oldest) and includes a few bullet points elaborating on the responsibilities of the role and any achievements earned. This format might not be the best way to present your side hustle, though. A functional or combination resume might work better.
A functional resume focuses on your skills, accomplishments, and capabilities while deemphasizing your work history. Use a functional resume when you are entering the workforce for the first time, changing industries, have gaps in your work history, or when you have a lot of skills but not a lot of relevant experience. (All of which are also good reasons to include your side hustle on your resume.)
With a functional resume, you list your primary skills under separate headings, such as “communication skills,” “customer service skills,” or “administrative skills.” Beneath each heading, elaborate by including a few bullet point examples that show how you have developed and applied that skill. These items will make up the majority of your resume.
You will include your work history, but it appears at the bottom of your resume and is brief. Most of the time, it’s a simple list of your previous job titles, companies worked for, and dates. That’s it. There is no need to include bullet points under each position, as you’ve already covered this under your specific skill sections.
People have mixed feelings about functional resumes. They don’t make any reference to where your skills or achievements were developed or in what context. With a resume, you want to spell it out for the recruiter as best as you can, but functional resumes can sometimes lead to more questions than answers. They aren’t always compatible with the requirements of Applicant Tracking Systems (ATS), either.
Many employers will use an ATS to scan and screen applicants rather than have a person do it. Some systems aren’t able to read functional resumes properly, which can result in your application appearing to be full of errors or incomplete.
Another possibly better option is to use a combination resume. As the name suggests, this format is a combination of a chronological and functional resume. List the relevant skills and qualifications you want to highlight first (like in a functional resume), followed by your employment history (like in a chronological resume).
It emphasizes your skills and achievements over your work history but also shows the details of your background that most people expect to find on a resume. Combination resumes are particularly useful when your work experience is only somewhat related to the job you’re applying for. Hence, including your side hustle experience and skills can help showcase that you have these transferable skills, but also have a stable work history.
If you decide not to include your side hustle on your resume, you should still include the relevant or highly transferable skills you’ve gained from it in some way. It might be as simple as including it in a single bullet point, such as the following:
Both of these examples are short and sweet but can suggest a lot. The first shows that you’ve operated your online store for years, you have creative design skills, and you are knowledgeable in sales, social media, and digital marketing. The second also shows that you have a creative side and have technical expertise with specific, in-demand programs.
Side hustles are still relatively new and can be very diverse. Not every recruiter or hiring manager is going to understand what they are and what they entail. It’s essential to be clear with how you word and represent what your side hustle is and what you do.
You want to spell it out for the person reading your resume. Connect the dots for them. Use their wording from the job description. Make it blatantly obvious how you meet the qualifications they are looking for. Use your cover letter to further elaborate on your side hustle, if needed.
Unlike traditional jobs, your side hustle probably doesn’t come with a job description or an official title. There is a lot more flexibility in what you can call yourself and what duties and accomplishments you want to include. You can work this to your advantage. Tailor your job title and job duties so that they are relevant to the type of job for which you’re applying. But this can also be a disadvantage, as it can be easy to overthink and overcomplicate things.
There are many different job titles that you can use to describe what you do in your side hustle. If you run your own small business, then you can technically call yourself Chief Executive Officer, Chief Operating Officer, Chief Financial Officer, Chief Marketing Officer, and whatever other Chief Officer you want. But does that best reflect and represent what you do? Does that help the recruiter understand your role? Probably not. (But if it does, way to go!!! Maybe it’s time to turn your side hustle into your main hustle?)
You want to use an easy to understand, and realistic job title that describes the work you do. Your resume is not the right place to give yourself a fancy or over the top title. Using one could cost you that interview, especially if there is an applicant tracking system (ATS) being used to screen applications.
These systems are looking for keywords. It won’t understand that “Nutritional Transportation Captain” really means you deliver food for UberEats, DoorDash, or Skip the Dishes. People might not make that connection either. Keep it simple! In this case, call yourself a Delivery Driver or a Food Courier.
If your side hustle encompasses a lot of different tasks, choosing the best job title might not be as straightforward. You want to pick something that reflects your real skills and experience but is also relevant to the job for which you’re applying.
For example, as a blogger or freelance writer, you likely use social media to promote your posts and articles. If you were applying for a job as a Social Media Manager, it could be very tempting to call yourself a “Director of Social Media.” Surely you’ll get an interview that way. But giving yourself that title would be a stretch if all you’re doing is loading a few Tweets and Pins into programs like Hootsuite and Tailwind.
You’re better off choosing a more appropriate title, such as Blogger or Freelance Writer, and including your social media knowledge in your duties or skills section.
When it doubt, it’s perfectly acceptable to take your niche or main side hustle task and add a descriptor to it. For example:
You don’t necessarily have to include a company name for your side hustle, but you might want to. It can give the recruiter more context and can keep your resume looking consistent. You may already have a company name that’s suitable to use. It might be the title of your website or the name of your online store, for example. If you use an app or platform such as Fiverr, Instacart, or Airbnb to find your side hustle jobs, you could use that as the company name.
Self-employed people traditionally create their company name to use. In general, you are allowed to operate a sole proprietorship without officially having to register a business name. The government will consider your business to be an extension of yourself – meaning you are personally liable and are responsible for paying any applicable taxes. (Yes – you have to pay taxes on your side hustle income!)
So you can unofficially call your side hustle company whatever you want, as long as you use the correct, official name on your taxes and any legal documentation. (This aspect of side hustling can be somewhat confusing, and differs by country and by state or province. If you have questions, it’s best to contact your local city clerk’s office, small business center, or government agencies for guidance.)
If none of these apply, you have a few options, such as:
You can easily get carried away with all the things we do as side hustlers. But remember, this is a summary. You want to be concise and ensure your resume highlights your best and most relevant strengths and accomplishments in a few bullet points.
Follow the same format you have for your other work experience. Start with an active action verb and explain the type of work you do. Use numbers, dollar amounts, and percentages to quantify your success where you can. Have you built a loyal, repeat customer base or worked with relevant, recognizable clients or brands? Include that. Mention any notable projects you’ve completed or contributed to that highlight your skills. Don’t forget about any significant accomplishments or recognition you’ve received, such as 5-star customer reviews.
Whatever you decide to include, be honest, and don’t misrepresent yourself.
The goal of your resume is to show how you would be an asset to the company. You’re not going to land the job otherwise successfully. When you scrutinize everything that side hustling entails, it quickly becomes clear as to why you should include it on your resume. It will enhance your candidacy, help you stand out amongst the other applicants, and hopefully land you an excellent new job!
This article originally appeared on Wealth of Geeks and has been republished with permission.
Adobe, Cloud Software Group, Netskope, Nutanix, Salesforce, Schneider Electric, and SUSE are some of the most important names in enterprise technology, and seven vendors that all have CIOs that are women. In 14 years of watching the CIO and CTO roles, I cannot think of a time when one vertical market had such a healthy number of female technology executives.
So what has changed? And what does this mean both for the enterprise technology sector and for diversity in the CIO role? diginomica spoke to a trio of these leaders about their roles, as well as industry experts and asked if there is a substantial change taking place.
Important as gender is, the main reason for this trend is down to a change in the CIO role and its remit. As Wendy Pfeiffer, CIO at cloud technology provider Nutanix, says:
My job is to blend operational expertise with technology, so it is a multi-faceted role, and in that sense, these tend to be characteristics of female executives. They are not, though uniquely female characteristics.
Yalda Mirzai, a California tech native was EMEA CIO with CA Technologies from 2017 to 2020 and is now Global VP of Technology and Innovation at B-Corp consumer goods firm, Danone, and she agrees with Pfeiffer. Mirzai says:
It is dangerous to make generalizations as leadership characteristics are not gender exclusive, but to be a leader, you need a very high level of emotional intelligence (EQ), and women tend to bring that to the table.
She says the number of women CIOs within enterprise vendors is a reflection of a wider change in society:
This macro level correction was inevitable given the heightened level of consciousness in the tech society to level the playing field.
As well as the societal shift, there is a change taking place within vendors, which attracted Ilona Simpson to join cybersecurity technology provider Netskope earlier this year, following a career in manufacturing, supply chain and utility organizations. She says of her EMEA CIO role:
Investment in technology is growing, because of its importance in products, business and operating models. Being at the forefront of shaping technology as an industry which in turn will enable many businesses, and influencing the future of an essential domain for organizations and for the society (in my case cybersecurity) is about having an impact at a very different level. It‘s intense, challenging and highly rewarding.
She believes the role of the CTO is becoming more important, and therefore working in a technology provider will equip her with the skills to become one.
Because the skill set needed to be a modern CIO has changed, the women CIOs at the helm of major technology companies believe their gender is less important. As Simpson says:
I was not hired for the cosmetics of being female. They were looking for a specific skill set and experience.
Pfeiffer at Nutanix adds:
I have spent most of my career not really thinking about my gender, but thinking about what I was interested in.
She says that tokenism does exist and that women CIOs can use this to their advantage. Pfeiffer adds:
I would not be on the boards I sit on if one of my characteristics was not that I am a woman. But, it is not why I got the job; it is why I was considered. And I kept the role through my performance.
The coach John Madden talks about everyone using their unfair advantages in life. With technology companies, I had the opportunity and advantage to be considered. We must use whatever unfair advantage we have.
Former CA Technologies CIO Mirzai talks of a heightened consciousness in society and a levelling of the playing field that needed to happen, and there is little doubt that is taking place across the business landscape. Pfeiffer agrees and adds:
Because of the way the world and attitudes are changing, there is more of a desire to have diverse leadership boards. The millennials and Generation Z care about the environmental, social and governance (ESG) stance of the firms they purchase from. People are buying with principles, and that is important.
Boards are setting targets for greater diversity in senior leadership teams and the wider workforce. The dynamic of the technology business has changed, risk is shared, and collaboration is key and this, again, has led to changes in leadership methods, which has benefited the right type of leader. Mirzai says:
Leading technology firms have realized exponential growth by building upon ‘customer success’ and tapping into that requires a whole lot of empathy. That leadership sensibility, to reach the hearts and minds of organizations and their customers is currency. That is the CIO of today.
Barnaby Parker, CEO of Venquis,an international technology recruitment specialist, says diversity targets are both good for the business seeking a new CIO, and for the recruitment provider:
Quotas are a differentiator and will lead to more women CIOs. There is lots to be said for bringing in a wider perspective at the recruitment process.
Mirzai adds that the technology sector has not been afraid to tackle the diversity agenda:
When you see one, two, three incredible female leaders, it accelerates the possibilities for other companies to follow suit, and this dynamic builds upon itself. We all know the statistics, diversity is good business in the boardroom and arguably all the way down to the break room.
Inevitably this cultural shift is impacting the recruiters and the recruitment process. As diginomica reported recently, the annual Nash Squared Digital Leadership report found a slight improvement in diversity, with 14% of leaders being women and 23% of respondents' technology teams now being women. Bev White, CEO of Nash Squared, says of this:
"The diversity from a gender perspective is improving, and that is great. But it will take until 2060 to get to an equal balance. So we have got to focus more on this.
Parker at Venquis says that job specs have changed to both reflect an increased awareness of the importance of diversity, but also the new skills organizations require:
The role of CIO is a true leadership role rather than one of technology governance, so that broadens the audience of who you can attract.
This has led to some early improvements in the pipeline. Despite these clear improvements, attracting candidates is just part of the job.
The C-suite is where the longer-term direction of diversity will be set, but as Pfeiffer at Nutanix says:
Being committed to and achieving a diverse workforce is difficult. Every year we hold ourselves to certain standards, but we have to learn along the way. We were tracking percentages across the firm, that is important, but we didn't initially understand the role of equity and inclusion. Now I am focused on these, and we have a pipeline of women, different ethnicities, and a pipeline towards executive leadership.
Mirzai adds that as a senior leader, your organization expects you to be doing something towards greater diversity, no matter your gender. She says:
I have a KPI to ensure I have diversity in my own leadership team by gender, culture and disabilities, and we try and measure ourselves on multiple levels of diversity.
She says that one aspect of diversity gaining interest has the potential to be the tide that raises all diversity boats: Mirzai says:
Gender becoming tracked has benefited all forms of diversity. What is important is that it is being done, it is conscious, and it is deliberate.
Over the past couple of years, I have spent a great deal of time in the data community, within which diversity - at all levels - is healthier than in technology. As is said above, the role of the CIO has become a true leadership role, one that involves being a great team builder and an advisor that can understand all areas of the organization and then orchestrate technology to benefit the business.
This has been taking place since 2010, in my opinion, and it has benefited women CIOs; the major enterprise technology vendors should be saluted for recognizing the new type of leader they require and not being afraid to be more diverse. The challenge now is for another vertical market to match and then overtake the tech vendors.
Adobe Media Encoder is an encoding engine released by Adobe to function with programs like Adobe Premiere Pro, Adobe After Effects, Adobe Audition, Adobe Character Animator, and Adobe Prelude. It is also useful as a standalone encoder. You can encode audio, video, and different formats to suit your social media and professional filmmaking needs. Professional audio and video editors use Adobe Media Encoder to streamline their work. If you are facing issues with Adobe Media Encoder, this guide has some fixes to help you. Let’s see how we can fix the Adobe Media Encoder not installed error in Premiere Pro or After Effects.
Adobe Media Encoder is not installed. Please obtain and install it to use this feature. Go to https://creative.adobe.com/apps
If you see Adobe Media Encoder not installed error message in Premiere Pro or After Effects, here are some suggestions to resolve the issue.
Let’s get into the details of each method and fix the issue.
Adobe products that work interdependently require updated versions to function smoothly. Adobe Media Encoder is used by both Premiere Pro and After Effects to render outputs. You need to update them to the latest versions using the Creative Cloud program. After updating them, restart your PC and see if it has fixed the error.
You need to install Adobe Media Encoder manually using the Adobe Creative Cloud or by downloading it from the Adobe website. Run the downloaded file to install and don’t change the default location of its installation.
If the problem is not yet fixed, you need to uninstall Creative Cloud products like Premiere Pro, After Effects, Adobe Audition, Adobe Character Animator, Adobe Prelude, and Adobe Media Encoder leaving Photoshop and Illustration aside. After uninstalling them, you need to restart your PC and reinstall them from the Creative Cloud. See if it has fixed the error.
Read: Premiere Pro crashing or stops working on Windows
These are the different ways you can use when you see Adobe Media Encoder not installed error on Premiere Pro or After Effects.
If you are seeing Adobe Media Encoder not installed error in After Effects, you need to install Adobe Media Encoder using the Adobe Creative Cloud or by downloading the executable file from the Adobe website. If you’ve already installed the Adobe Media Encoder and still facing the error, you need to update After Effects and Adobe Media Encoder using the Creative Cloud to the latest versions or reinstall them if none of the other methods fixed it.
If Premiere Pro and Adobe Media Encoder are not the latest versions, you might see this error. You need to update them to the latest versions using Creative Cloud. Uninstall both programs and reinstall them, if updating them does not fix the issue.
Related read: Fix Error Code 3, Error compiling movie, Export error on Premiere Pro.
Adobe Acrobat is a professional PDF editing and viewing program developed by Adobe. They have been in the market for many years which a huge user base around the world. You can view, create, edit, print, and manage PDFs using Adobe Acrobat. To use Adobe Acrobat, you need to subscribe to it by paying monthly or annually. You can only get Acrobat Reader DC as freeware. Some users of Adobe Acrobat are seeing a blank screen while they try to save PDF files. In this guide, we have a few solutions to fix when Adobe Acrobat Save As screen is blank.
If you see a white blank screen when you try to use Save As option on Adobe Acrobat, the following methods can help you fix it.
Let’s get into the details of each method and fix the issue.
Adobe Acrobat works on the cloud as well as locally. If you are working on documents from the cloud and see a white blank screen, you need to check your internet connection. If there is any issue with the internet connection, it will not load. Then, you will see only a white blank screen. Run a speed test using the online tools and see if your internet connection is working fine.
Read: Fix Network & Internet connection problems in Windows
The error might also have been caused by a bug in the previous update or a corrupted file. You need to update Adobe Acrobat to the latest version to fix it. Use the Help option in the Adobe Acrobat menu and select Check for Updates to find new updates and install them.
Read: Adobe Acrobat Reader DC not showing bookmarks in Windows PC
Since you are working on a cloud-based program, you need to disable Show online storage when saving the files options if you don’t want to save them online. You can enable or disable it at any time you want. It will fix the Save as blank screen issue on Adobe Acrobat.
To disable Show online storage when saving the files,
This should fix Save As blanks screen issue on Adobe Acrobat.
If none of the above methods can fix the issue, you need to reinstall Adobe Acrobat. For that, you need to uninstall the program using the Start menu or from the Installed apps in the Settings app. Then, obtain Adobe Acrobat from Adobe and install it on your PC.
These are the different ways using which you can use when you see Adobe Acrobat Save as screen blank.
Read: Fix Adobe CEF Helper High Memory or CPU usage
Adobe works on the cloud as well as locally. When the files you are working on are from the cloud and you have a bad internet connection, you might see a screen blank. The bugs in the previous updates can also cause it. You need to check the internet connection, disable online file options in the Preferences, and update Adobe Acrobat to the latest version to fix the issue.
Make sure your internet is working fine and see if the file is from a local disk or from the cloud. Then, go to Preferences from the Edit menu and change the storage settings. Disable Show online storage when saving the files in the preferences to save them locally.
If your PDF is saved as blank, there might be corruption occurring with the file. The plugins of the software you are using to save PDFs might be causing it, or the file is not saved fully due to a bad internet connection. You need to see if they are working fine and save the PDF again.
Related read: Adobe Acrobat Reader DC has stopped working in Windows.
Today’s economy is digital-first and hyper-personal. It rewards brands that deliver exceptional customer experiences at scale. But success is still not a certain – customers expect brands to drive delightful experiences with a deeper understanding of their requirements. In response, what businesses need now is leaders who understand the pulse of this discerning consumer, are focused on building products and solutions that solve for the consumers’ needs and most importantly build personalization as an integral part of their suite of solutions and products.
Recently organised in Mumbai, Adobe’s Experience Makers LIVE event saw leaders from some of India’s biggest brands convene to discuss how personalisation has become core to unlocking the future of customer experiences.
“In today’s digital economy, personalisation has emerged as a glue that keeps the relationship between a brand and the consumer intact. At the core of every successful business today lies a sharp digital strategy that not only ensures conversion but translate to long term loyalty. As leaders in the Customer Experience category – Adobe is partnering with some of India’s biggest brands to enable their digital transformation and personalization journeys”, said Prativa Mohapatra - Vice President & Managing Director, Adobe India.
Anindita Das Veluri, Director - Marketing, Adobe India added, “Today, customers live in the moment, and they expect brands to do the same. Brands need to humanise their interaction with their customers which means they need to understand context, and marry that with deep historical knowledge about the customer, predict the customers wants and delight them with an experience by using that data within that moment- while respecting their need for privacy. Whether a business is far along its personalisation journey or just getting started, Adobe has the building blocks it needs to transform the relationships you build with each customer”.
The event saw leaders from Adobe as well as industry luminaries from some of India’s biggest brands take the stage to discuss the present and future of personalisation – spanning across real time audiences and insights, content supply chain strategies, contextual customer journeys, digital commerce and more.
Key speakers included Ranjani Krishnaswamy, General Manager Marketing, Titan Company Limited; Anjali Gupta, Head of Marketing, Sify Technologies; Shoorveer Singh Shekhawat, Head of Marketing, Video Banking and TFx initiatives at AU Small Finance Bank; Francis Rodrigues, SVP, E-Commerce & Digital Marketing HDFC Life; Vishal Bhatia, CIO, Kotak Cherry; Tushna Marolia, Strategy Manager India, Mondelēz International; Praneeth Obilisetty, Associate General Manager- Digital, CX and E-commerce, Asian Paints and Ashutosh Inamdar, Senior General Manager, Strategy Cell, Lupin.
Migraines could be making major changes to your brain, a new piece of research suggests. The research was presented earlier this year at the 108th Scientific Assembly and Annual Meeting of the Radiological Society of North America. According to studies done by researchers, migraines appear to drive changes in the brain. Changes that have created some mystery around these painful events.
The research says that people who experience chronic or episodic migraines appear to have unusually enlarged perivascular spaces in the brain. These spaces are essentially fluid-filled spaces around the blood vessels found in the brain. The migraine’s role in these changes in the brain has yet to be uncovered, however, it has definitely baffled some of the scientists working on the research.
These changes in the brain have never been reported, either, Wilson Xu, a co-author on the study and an M.D. candidate at Keck School of Medicine of the University of Southern California in Los Angeles explained. Migraines are often thought of as a debilitating condition, often involving a severe reoccurring headache. To find that these migraines also cause changes in the brain is intriguing.
These perivascular spaces that appear to be the center of the changes are found around the blood vessels in the brain. These spaces can be affected by multiple factors, and enlarged perivascular spaces could be a signal of small vessel disease. That’s why these migraine-driven changes in the brain have garnered so much attention from researchers.
Studying how these spaces contribute to migraines, or even how migraines drive change within them is going to be important for future research, Xu says. The study includes a total of 20 patients, 10 of whom experienced chronic migraines, while the other 10 suffered from episodic migraines. The researchers collected data from all 20 to help learn more about the changes in the brain the migraines were driving.
Unfortunately, fully understanding what we’re seeing isn’t as easy as just looking at an answer sheet. Because this is something we’ve never uncovered before, scientists are working hard to dig into it and learn more about it. Fighting migraines with effective migraine drugs has been an ongoing process for years, but if these changes continue to spill bad news for individuals, better options may be needed.
This isn’t the only surprising thing we’ve seen changing the brain, either. Previously researchers discovered that antidepressants change the structure of the brain, raising even more questions about how this important part of our body changes with the medicines we take and issues we find ourselves dealing with.
Adobe has been recognised as an approved Digital Experiences Platform Services provider to registered New Zealand government agencies.
Adobe Experience Manager Managed Services, the cloud-based digital asset management and enterprise content management solution within Adobe Experience Cloud, is now available in the Pae Hokohoko Marketplace.
Open to all government agencies, the marketplace provides service catalogues and other information with the aim of simplifying the primary procurement process by linking technology partners directly to agencies.
“Government agencies in New Zealand will now be able to shift from legacy technologies to delivering world-leading digital citizen experiences, compliant with New Zealand government standards and legislative acts,” said Katrina Troughton, vice president and managing director of Adobe Australia and New Zealand.
“As an approved supplier on the Pae Hokohoko Marketplace, Adobe is well positioned to support government agencies to meet rising citizen expectations while delivering more content and assets in the most efficient manner possible and in the citizen’s channels of choice.”
Adobe Experience Manager is an enterprise solution for digital experience management that is integrated into Adobe Experience Cloud – a collection of content, engagement and data management applications and services.
The Digital Strategy for Aotearoa sets out New Zealand’s vision and plan for harnessing the potential of the digital economy, aiming to secure New Zealand’s place as a world-leading, trusted and innovative digital nation by 2025.
“New Zealand has a clear mandate to be a leading digital government by 2025 and enhancing digital public service delivery will deliver benefits to both citizens and government agencies alike,” said Evelyn Johnston, head of public sector at Adobe New Zealand.
“There is also significant New Zealand government focus on knowing and respecting citizens, making it easier for them to interact effectively with government. That means delivering a consistent experience across government channels and personalising communication to equitably reach every citizen.”
Troughton was appointed in September this year to bolster Adobe's growth in the region.
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