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2 episodes with pwis
In this episode, Amber discusses her personal journey and evolving views on marriage, relationships, and monogamy as a happily divorced woman. She shares her early beliefs around love/relationships/marriage being equated to worthiness, wholeness, lovability, and the societal and systemic influences that reinforced these notions. She recounts her struggles with self-worth, especially as a black child in a PWIs, and the subsequent unhealthy relationships and toxic patterns that stemmed from these beliefs and insecurities. The episode delves into Amber's realizations over time and what she thinks about love and marriage now. She urgers listeners to understand that fulfilment doesn't come from being in a relationship, it comes from the quality of the relationship you're in and we have so much more control than we utilize to dictate the quality of our relationships. Amber emphasizes the importance of understanding personal needs, clear communication, and not settling for less than what you want, regardless of if you currently believe you deserve it or not. She advocates for a broader perspective on love, highlighting that it can be abundant and found in various forms, not just within monogamous or romantic contexts. The goal is to encourage listeners to seek relationships that truly meet their needs without being confined by traditional societal expectations while working to eliminate the guilt and shame imposed when you don't align with societal normsTIMESTAMPS:00:00 Welcome to The Pleasure Priority Podcast01:06 Personal Reflections on Marriage and Divorce05:47 The Impact of Societal Expectations11:59 Redefining Love and Relationships23:24 Embracing New Perspectives on Marriage26:43 Final ThoughtsRESOURCES:How to be Happy in Any Relationship Quiz -https://www.ambertaylorcoaching.com/quiz Work With Me -https://www.ambertaylorcoaching.com/workwithmeCONNECT WITH AMBER:Ask Amber: https://forms.gle/kqcHJ741jKsDPvAb6 Email: amber@ambertaylorcoaching.com Website:https://www.ambertaylorcoaching.com/
How many times have you heard us say that Black Girl At A PWI isn't just about where you go to school but the predominantly white spaces that we exist in societally? If you're wondering where this episode is going, just now we go THERE. With our special guest Jordyn Clark--a Howard University graduate--this episode is dedicated to the Black Girls thinking about HBCUs, attending HBCUS, at PWIs, and just existing in majority white spaces. Per usual, we leave almost no stone left unturned--bridging the gap between two experiences worthy of not being so mutually exclusive.
In this episode of the First Day Podcast, host Bill Stanczykiewicz, Ed.D., is joined by Anthony Heaven, Ph.D., professor at the Indiana University Lilly Family School of Philanthropy, to discuss the experiences of African American fundraisers working within predominantly white institutions (PWIs). Drawing from his qualitative research, Dr. Heaven shares insights into the challenges, biases, and opportunities that Black fundraisers encounter, from navigating isolation to advocating for diversity and inclusion in their organizations. A key theme of the conversation is the pervasive sense of isolation faced by African American fundraisers. Dr. Heaven discusses how these professionals are often the only Black voices in their teams, bearing the dual burden of representing diversity while navigating covert racism and microaggressions. He also highlights the importance of building strong relationships, including mentors, sponsors, and allies, to overcome these challenges and create pathways for career growth. These relationships are especially critical given the frequent need to counteract biases from both colleagues and donors. The discussion also examines how race and identity shape the professional lives of African American fundraisers. Dr. Heaven reveals how race can serve as both an asset and a liability, with fundraisers using their experiences to connect with donors and advance racial equity, but also facing harmful stereotypes, such as hypersexualization or the "angry Black woman" trope. Through poignant anecdotes, he underscores the emotional toll these experiences take, while celebrating the resilience and advocacy of Black fundraisers who persist in their roles. The episode concludes with actionable recommendations for nonprofits to foster more inclusive and equitable environments. Dr. Heaven emphasizes the need for cultural competency training, mentorship programs, and clear organizational standards, such as the Fundraiser Bill of Rights, to support fundraisers in addressing inappropriate donor behavior. Bill also encourages listeners to explore the Fundraising School's offerings on diversity, equity, and inclusion to help organizations create stronger, more inclusive fundraising teams. Dr. Heaven leaves listeners with a powerful call to action: to embrace open dialogue and proactive change to ensure the future of philanthropy is equitable for all.
In this uplifting episode of "Application to Admission," we welcome Dana Michelle, the dynamic host of "Dana Being Dana" and visionary founder of the Homecoming Challenge. Known for her powerful storytelling and dedication to community building, Dana inspires individuals to give back to the institutions that shaped them. The Homecoming Challenge invites alumni to return to their alma maters, creating opportunities for current students, especially those from underrepresented backgrounds. Dana shares her journey of building the Homecoming Challenge, her pride as an alum, and her steadfast commitment to fostering connection, mentorship, and access to higher education. Together, we explore how her work closes the gap between alumni and students, establishing a legacy of support and success within educational communities. Tune in to discover how Dana is redefining what it means to “pay it forward,” the transformative power of alumni engagement, and how small actions can lead to profound impacts in the lives of students. This episode is for anyone passionate about education, equity, and the enduring influence of a vibrant alumni network. Discover more about Dana Michelle, her work, and how you can join the movement to make a meaningful difference.
In this week's episode, we dissect Dear White People, a film released on October 17, 2014, starring Tyler James Williams, Tessa Thompson, Teyonah Parris, and Brandon P. Bell. Join us as we discuss PWIs, chicken and waffles, the tip test, ideological pianos, navigating whiteness, the West side of Vermont, and more! Notable Mentions + References in This Episode: Dear White People Concept Trailer Hello Cupid Awkward Black Girl Ceramic Uncles and Celluloid Mammies Do the Right Thing (Jordans Scene) Hair Nah (online game created by Momo Pixel) Spike Lee - The Answer UCSD Compton Cookout Arizona State University MLK Party Connect with us: Instagram: @in_hindsight_pod Twitter: @in_hindsightpod Want us to dissect one of your favorite childhood movies? Slide in our DMs or email us at inhindsightpod@gmail.com. Thanks for listening!
Gina and Sam sit down with Summer Love and Gabby Mclain, co-presidents of the Black Student Coalition (BSC), a thriving network serving over 500 students across New York and New Jersey. Summer is a senior at the Chapin School. At school, Summer is the DEIB president, student a cappella co-director, member of the speech and debate team, a singer in the rock band, and a student admissions ambassador. Her passion for connection and identity-based social justice work is exemplified in her work as the Co-President and Events Team Leader of the Black Student Coalition. The Black Student Coalition is a student-led group that supports the personal, academic, profesional, and social growth of over 500 Black students attending PWIs across 14 states. Fun fact, Summer is double jointed in both of her hands! Gabrielle McLain, a Senior at Horace Mann School, is Co-President and Newsletter Manager of the Black Student Coalition, a 500-member student-led nonprofit that celebrates culture, connections and community amongst Black high school students at PWIs in the New York tri-state area. In addition to BSC, Gabrielle is President of The Union at Horace Mann, which promotes inclusion and belonging for HM's Black student population. Gabrielle is also a Freshman Orientation Peer Leader, an editor of three student publications, and an afterschool tutor. Gabrielle, a social justice advocate, spent a semester in Washington, DC at The School for Ethics and Global Leadership, where she studied the complexities of geopolitical issues, followed by a summer at Yale Young Global Scholars program in the Solving Global Challenges cohort. Gabrielle is currently a Research and Teaching Assistant for Professor Timothy Adkins-Jones of Union Theological Seminary, where she is researching women's contributions to Bloody Sunday of the Civil Rights Movement and crafting a youth itinerary for the annual commemoration event in Selma, Alabama. In her free time, Gabby likes to bake and spend time with her beloved Lab, Polo. Follow us at @artic.ulating on IG for more of Articulating!
What if securing over $200,000 in scholarships was just the beginning of an inspiring journey? Join us as we sit down with Abidemi Awojuyigbe, a Nigerian-born graduate of Prairie View A&M and prize winner of the Black Ambition Contest. Abidemi shares her incredible story of overcoming the financial hurdles international students face, and how her relentless pursuit of scholarships not only funded her education but also ignited her passion for helping others through the creation of the Scholist App.Moving from the University of Houston to Prairie View A&M University, Abidemi discovered a unique landscape of opportunities specifically designed for students of color. We delve into the innovative programs like HBCUvc and Black Ambition that provide unparalleled support for HBCU students and graduates. Abidemi opens up about how these programs helped her excel in her entrepreneurial journey, and we discuss the strategic advantages that HBCUs offer over less prestigious PWIs, especially in fields like engineering and science.In our conversation, we explore the game-changing features of the Scholist App, from its snooze function for scholarship reminders to its marketplace for personalized scholarship consultants. Abidemi's dedication to making educational opportunities accessible to all students, including undocumented, non-traditional, and transfer students, is truly inspiring. We also highlight the vibrant culture of innovation and entrepreneurship at HBCUs, particularly at Prairie View A&M University, and how these institutions are nurturing the next generation of successful entrepreneurs. Don't miss out on this empowering episode filled with insights and inspiration!Support the Show.
In this powerful episode of the Afrocentric podcast, we sit down with Porsha B. to explore the experiences of Black first-generation college students and their navigation of predominantly white institutions (PWIs). Porsha begins by reflecting on the courageous actions of trailblazers like James Meredith, who integrated Ole Miss in 1962, and Richard Holmes, who peacefully integrated Mississippi State University in 1965. She discusses how their bravery paved the way for future generations of Black students in higher education. Drawing from her personal journey as a first-generation college student, Porsha shares the unique challenges and triumphs she faced at both private and public universities. She highlights the importance of support systems and resources that were crucial to her success, while also addressing the gaps that still exist for Black students in these spaces. Porsha then delves into the pros and cons of being a first-generation college student, emphasizing the weight of family expectations and the pressure to succeed. She offers valuable advice for future Black students preparing to embark on their college journeys, sharing strategies and mindsets that helped her overcome obstacles. The episode concludes with a powerful discussion on the legacy of slavery and its ongoing impact on Black education and advancement. Porsha reflects on how understanding this history has shaped her own educational experience and fueled her determination to succeed, carrying forward the hopes and dreams of her ancestors.
On this episode of The Black Lotus Podcast, it's very fitting for the finale of this season to feature an essential sage, Myles Savage, and a new sage, Chandler Mullins. The discussion you will witness is one of existential contemplation, with the hope that it leads you to consider what is necessary for your success. We delve into the differences in black culture at PWIs and HBCUs, the sad truth about the current state of affairs for Black people as a society, diverse perspectives on viewing the world, and many more gems. Thank you so much for supporting us throughout season one; it's been a long time coming. We'll see you guys for season two, THE GENESIS. As long as you show love, we'll stay consistent! WARNING: *During the recording process, the episode's audio quality was corrupted. We apologize for this inconvenience, but we assure you this episode is one you don't want to miss!* Welcome Back - 0:00:00 Temple University, the blackest PWI? - 0:08:45 Contemplating Diverse Blackness in Education and Intellectualism - 0:22:41 Are Black People Going Extinct?! Why?? - 0:40:08 The Integrated Experience, Urban Renewal… post-Jim Crow - 0:57:52 Anecdotal History of Black Men on the Ports - 01:15:34 Myles Savages asks, “Are you a Capitalist?” - 01:25:47 Chandler Mullins Finally Joins, A Festering Society of Competition - 01:39:37 We know way too much, to our detriment - 01:59:58 Closing Remarks, Prospectives on Self-Sufficiency - 02:13:09 Conclusion - 02:22:42 --- Send in a voice message: https://podcasters.spotify.com/pod/show/blacklotuspodcast/message Support this podcast: https://podcasters.spotify.com/pod/show/blacklotuspodcast/support
Join us for a thoughtful discussion on the strengths and challenges of both HBCUs and PWIs.
Welcome to a brand new episode of the ¿Quién Tú Eres? podcast, where we explore the conflict we often face between "professionalism" & being our authentic selves. This week's guest is Jasmine Ruiz. Jasmine Ruiz is a NYC-based comedian, writer, and content creator. With an extensive background in the entertainment industry, she has honed a diverse skill set including comedy, writing, and content creation. Her passion for storytelling and creativity allows her to create original and engaging content across all platforms. She's currently working on the trailer for her dream project. She is manifesting good reviews for the trailer and hoping the dramedy makes its debut on HBO! In this week's episode, Jasmine tells us how she maintained her authenticity, both in school and in the workplace. While attending Barnard, an Ivy League school, she experienced a culture shock and started to learn what was ok and was not ok to say in PWIs (predominantly white institutions). This kind of social education continued in the corporate setting where she found herself going head to head with toxic hierarchical company cultures. In the end, Jasmine decided that she would be comfortable making others uncomfortable if it meant dismantling the hierarchy that was holding her and her colleagues back. Tune in to hear how her shamelessness, as she describes it, has allowed her to live her most authentic self. Follow Jasmine on: Instagram: @thejasmineruiz TikTok: @thejasruiz Website: https://jasmine.nyc/ Follow Pabel on: Website: https://plurawl.com/ Instagram: https://www.instagram.com/plurawl/ TikTok: https://www.tiktok.com/@plurawl LinkedIn: https://www.linkedin.com/in/pabelmartinez/ Join our Personal Mindset Coach App's Waitlist here! Click here to book a Pabel for a speaking engagement Podcast production for this episode was provided by CCST. Learn more about your ad choices. Visit megaphone.fm/adchoices Support our show by becoming a premium member! https://thispodcastnetwork.supportingcast.fm
As we finally close the season, Shadiin both apologizes AND blames Delma for being at fault for this episode taking soooo long to record/post...Delma checks in about Christmas covid, working in a predominantly white institution (PWIs) and what it's like to navigate these spaces. He gives a shout to Corporate Erin and #NonProfitBoss for giving voice to the strangeness of the culture. Shadiin and Delma reflect on how we choose to engage with the heaviness of the conflict in Gaza and how we decide when to do so v not. We leverage that conversation to look at what it means to have the privilege to "look away." Shadiin discusses reuniting with family for land rematriation and all the beauty the process brought up even as they collectively mourned the passing of an uncle. The duo then reflect on season 3's themes around the tension between our values and our money and the various lessons learned by our powerful and committed guests. Thanks SO MUCH for taking this journey with us. Look for us to return with SEASON 4: LOVE, in late April!
On this episode we speak with author, Dr. Frederick Engram, Jr. about his book, "Black Liberation Through Action and Resistance: MOVE." We have a great conversation about strategies to interrupt anti-Blackness, comparing stories at HBCUs and PWIs, and much more! Buy books here: https://bookshop.org/shop/Baddestchaplain Drip Schematics: Glasses by Warby Parker Shirt by Puma Subscribe to substack: baddestchaplain.substack.com --- Send in a voice message: https://podcasters.spotify.com/pod/show/baddestchaplain/message Support this podcast: https://podcasters.spotify.com/pod/show/baddestchaplain/support
Mental health is discovering and embracing your authentic self while equipping yourself with the tools to stand in your truth confidently. It's an ongoing process of self-discovery, self-care, and maintaining a balance that allows you to thrive. Just as you can't pour from an empty cup, taking care of your mental health ensures you can support not only yourself but also those around you. It's about acknowledging the importance of inner well-being and actively nurturing it. In this episode, Victoria passionately discusses the unique challenges Black students face regarding mental health and explores the intertwining factors of stigma, lack of resources, and cultural nuances that impact mental health conversations within the Black community. Join us as we gain a deep understanding of how the Unapologetically Free initiative is making a difference through partnerships, awareness campaigns, and research in breaking the stigma surrounding mental health. Be encouraged into this enlightening episode that unpacks the significant impact of prioritizing our mental health in nurturing holistic growth within the Black community and empowering future generations. Today, we're joined by Victoria works alongside the Director of Strategy to help develop strategies that improve the resilience and sustainability of Black colleges and universities, as well as the cultivation of ICB's mission and vision. Specifically, Victoria oversees emerging initiatives, including those related to mental health and the future of work. The daughter of two educators, Victoria, has experience as an attorney. She uses her experience with researching, innovative thinking, attention to detail that she honed as a lawyer and love for education to propel her drive to strategize creative ways to lead HBCUs to continue to lift as we climb. Victoria holds a bachelor's degree from Howard University. She earned her Juris Doctorate from The University of Georgia School of Law. "You can't fill up anybody else's cup if you're on empty." – Victoria Smith Show Highlights: (00:00:00) Episode disclaimer, highlight, and introduction (00:02:33) Welcoming today's guest, Victoria Smith. (00:03:19) Who is Victoria Smith? (00:05:35) State of Black Mental Health at HBCUs (00:08:17) Factors Supporting Mental Health at HBCUs (00:09:21) The existing sense of community (00:10:23) How does the TRIO program help Abraham? (00:11:47) Abraham's personal experience with depression and stigma (00:13:22) Depression is a real thing. (00:14:24) Barriers to Seeking Help (00:15:30) Lack of knowledge, access, and trust in the medical field (00:19:24) What is an endowment? (00:20:29) The significant disparity in endowments between HBCUs and PWIs. (00:23:16) This episode is powered by Speaks to Inspire, the mental health solution for young adults suffering in silence. Speaks 2 Inspire works with colleges and universities to create and implement safe, comprehensive programs for campuses nationwide. (00:23:59) What does the Unapologetically Free do? (00:25:34) Providing an inclusive environment for students to learn and thrive. (00:26:17) What kind of assistance does unapologetically free provide to black colleges? (00:27:00) Upcoming event: The Unite 2023 (00:29:50) The legacy and connections of UNCF within the HBCU community. (00:32:21) How can we eradicate the mental health stigma? (00:34:37) Increasing black people's access and utilization of mental health support. (00:36:17) Eradication is the ultimate goal. (00:36:30) What is mental health to Victoria Smith? (00:37:04) Mental health is a journey of self-discovery and self-care. (00:38:04) Unapologetically Free resources available on the website: https://www.unapologetically-free.org/ (00:40:06) Where to connect with Victoria? (00:41:01) The 14 Ways to support your students' mental health guide (00:41:47) If you need that support for your mental health, contact the National Suicide Prevention Lifeline by calling 9-8-8 now. For local and national resources, go to http://www.speaks2inspire.com/resources. Join the Unlearn the Lies About Mental Health Facebook group: https://bit.ly/UTLcommunity. (00:43:13) Outro Key Takeaways: "I believe in the importance of HBCUs in the Black community. I believe in their legacy." – Victoria Smith "Thinking of everybody else in your family who you're there for and the legacy can sometimes be overwhelming as well, and so, you tend not to put yourself first." – Victoria Smith "Being able to see yourself experience different cultures within your cultures, certain things you don't have to worry about because there's already a level of understanding that exists and the sense of community is there." – Victoria Smith "I remember going from being this enthusiastic student to being super down and isolating myself. And I didn't know I was depressed because I didn't have a name for it." – Abraham Sculley "There's the stigma of religion being the way that you do fix anything wrong." – Victoria Smith "When you have a lack of resources, you almost have to figure out how can I get creative with what I do have?" – Abraham Sculley "The dedication and the legacy precede us, so that makes outreach a little bit more seamless than if we didn't have that." – Victoria Smith "With the lack of trust in the medical field, seeing somebody like you in the room that you were talking to brings a sense of ease." – Victoria Smith "Being able to speak on the story on platforms like this and bringing people into knowing the impact that their partnership will have on the greater community as a whole." – Victoria Smith "I'm trying to remain optimistic that we at least move the needle in a positive direction. Eradication is the ultimate goal, and that would be a dream." – Victoria Smith "Mental health is promoting the journey of finding your true self and learning the tools to stand firmly in learning who you truly are." – Victoria Smith "When we are in that abundance, we have an opportunity to recognize those who need that support and support our students." – Abraham Sculley "You don't even have to be in crisis to reach out." – Abraham Sculley "It's best to have the resource and not need it than to need it and not have it." – Abraham Sculley Connect with Victoria via the following: · Website: https://www.unapologetically-free.org/ · Email: victoria.smith@uncf.org . Twitter: https://twitter.com/UNCFICB . Instagram: https://www.instagram.com/uncficb/ . YouTube: https://www.youtube.com/@uncficb/ . LinkedIn: https://www.linkedin.com/in/victoria-a-smith-esq/; https://www.linkedin.com/showcase/uncf-institute-for-capacity-building/ Unlearn the Lies About Mental Health is Hosted by Abraham Sculley. · Contact Speaks 2 Inspire to learn about S2I programs: https://speaks2inspire.com/services/. · Mental health resources for students: https://speaks2inspire.com/resources/. · Connect with Abraham on LinkedIn: https://www.linkedin.com/in/abrahamsculley/. · Order a copy of Unlearn the Lies at https://amzn.to/32B2jRh. · Join the Unlearn the Lies About Mental Health Facebook group: https://bit.ly/UTLcommunity. . 14 Ways to Support Your Students' Mental Health [free guide] - https://bit.ly/mentalhealthguide4 This episode is powered by Speaks 2 Inspire, the mental health solution for young adults suffering in silence. Speaks 2 Inspire works with colleges and universities to create and implement safe, comprehensive programs for campuses across the nation. If you or someone you know is experiencing a mental health crisis, don't hesitate to get in touch with the Crisis Text Line by texting "Home" to 741741 or the National Suicide Prevention Lifeline by calling 1-800-273-8255.
In this thought-provoking episode of The Black Lotus Podcast, Josiah sat down with Deanrea Sykes Jr, a recent Howard University alumnus who studied Philosophy and African American Studies. As an aspiring academic, Deanrea's research centers around Africana Philosophy and Afro-pessimism, delving into the intersection of race, social/political philosophy, and the lived experiences of the Black community. In the fall, Deanrae will be attending Emory University to obtain his Doctorate in the discipline of Philosophy. Throughout our conversation, we explored a wide range of captivating topics, from continental philosophy and the dehumanization of the Black race to the impact of social media on how Black death is perceived along with how integration affected the Black Community as a whole. We also delved into the complex dynamics between HBCUs and PWIs, discussing the contrasting approaches to navigating White society and the unique strengths each educational environment offers. Deanrea shared profound insights on Black male mass incarceration, reproductive rights, and the significance of understanding Afro-Pessimism in our society. We touched on the enduring consequences of historical acts like the 1956 Highway Commission Act and the repercussions faced by Black teachers after the Brown v. Board decision in 1954. The conversation didn't shy away from addressing pressing contemporary issues, such as Kamala Harris becoming Vice-President and its impact on the Black community. This was a fun, wide-ranging, and informative episode and you guys are in for a treat with this one. All the continued support is much appreciated. And as we always say, as long as y'all show love, we'll stay consistent! What's Deanrae been reading lately? - 3:06 What is Continental Philosophy? - 5:15 Josiah's Next Steps/HBCU vs PWI Black Student Experience - 8:20 “HBCUs teach you how to dominate White Society, PWIs teach you how to navigate it beautifully” - 16:10 Is Black Male Mass Incarceration a Reproductive Rights issue? - 25:50 Black Immigrants and Black Americans/What inspires Deanrae to study Afro-Pessimism - 27:10 The Dehumanization of the Black Race - 31:28 What got Deanrae into Philosophy/Afro-Pessimism - 38:35 Being Pessimistic versus Realistic - 44:00 How does Social Media affect how Black Death is viewed? - 48:15 Did Kamala Harris becoming Vice-President Hurt Black People? - 54:20 Blaxploitation and Black Radicals - 1:00:09 Are other races more prideful and unified? - 1:05:35 Building Ourselves Up - 1:10:00 Effects of the 1956 Highway Commission Act/Urban Renewal - 1:26:00 Integration and Afro-Pessimism - 1:38:40 Black People and Feminism - 1:46:08 Do you know how many Black Teachers eventually lost their jobs after the Brown v. Board decision of 1954? - 1:50:30 Are Black people afraid of being Segregationists? - 1:54:40 “America is a Watered-Down Version of Black Culture” - 1:58:00 Doctorate program at Emory University - 2:00:45 --- Send in a voice message: https://podcasters.spotify.com/pod/show/blacklotuspodcast/message Support this podcast: https://podcasters.spotify.com/pod/show/blacklotuspodcast/support
Dr. Torrie Cropps is in guest chair today and is sharing her graduate school journey. In this episode, she shares how mentorship played an important role in getting to and through graduate school. She also discusses the transition from attending an HBCU to a PWI as well as interesting findings from her research related to the experiences of Black doctoral students in agricultural disciplines.About Dr. Torrie CroppsTorrie Cropps is a Research Scientist in STEM Education at University of Texas at Dallas in the Office of Diversity Equity and Inclusion. Her research there focuses broadly on strategies to promote equity for racially/ethnically marginalized doctoral students in STEM disciplines pursuing careers in the academy. She also assists in the creation of educational materials for hiring equity and analyzes climate survey data. Additionally, Dr. Cropps is a Lecturer of Environmental Justice in the department of American Studies. She earned her Bachelor of Science in Agricultural Economics and her Master of Science in Agricultural Education from North Carolina Agricultural and Technical State University. Dr. Cropps earned her PhD in Agricultural Education from Purdue University. Her dissertation focused on the experiences of Black women doctoral candidates in agricultural disciplines at PWIs.Her research interests include the mentoring, advising, and socialization of marginalized graduate students; Black collegiate women; marginalized groups in STEM+agriculture; and critical qualitative research.Connect with Dr. Torrie Cropps through her website www.torriecropps.com/ and on Twitter. Things Mentioned in This Episode:Cropps, T. A. (2023). Black doctoral women's socialization experiences in agricultural science and education departments. Studies in Graduate and Postdoctoral Education.Support the showAbout the Writing on My Mind PodcastDr. Emmanuela Stanislaus, a certified career services provider, author and researcher, discusses the ups and downs of pursuing a graduate degree. Tune in as she shares personal stories and revealing conversations with other women of color who share their graduate school journey and provide inspiration for graduate students to level up.Follow Dr. Emmanuela Stanislaus on Instagram and Twitter. Connect with Dr. Emmanuela Stanislaus on LinkedIn. Don't forget to rate and review the podcast on Apple Podcasts and Spotify.4 Ways to Support the Podcast: Rate Review Share the show with 2 women of color graduate students Share an episode on social media & tag me
In this episode, Nate and Rachel interview Gil and Maleny, discussing their experiences being immigrants in the United States, what it was like attending PWIs, and the beautiful parts of being multilingual. Gil was born in Mexico but grew up in Utah. He graduated with honors from his high school and was a member of Latinos In Action for over 5 years. He's a student at UVU pursuing a degree in forensic science. He is inspired by his mother, who is an entrepreneur and owns a restaurant in Orem, UT called Villa Del Sol. You can follow him on IG: @lifewithgil222 and TikTok: @gil.maciel_ Maleny is Mexico native but grew up in Oakland, CA. She graduated from BYU in Family Studies with an emphasis in Social Services and is a current graduate student for a Master's in Social Work. She is also a DACA recipient and discusses her experience in the episode. You can follow her on IG: @malenyyyy_ This Weeks Recommendations: Watch: Parallel https://www.imdb.com/title/tt4922674/... Read: For Brown Girls With Sharp Edges and Tender Hearts https://a.co/d/cpcScCF Follow: Utah With All Immigrants https://instagram.com/ut_with_allimmi...
Mentorship has provided Black women the agency to define their own success while supported by those who have undergone this arduous journey. Particularly, within PWIs, co-mentorship and community have served as a homeplace and solace for Black women while navigating such spaces. Co-hosts Dr. Andrea Baldwin and Jenaya Amore discuss the impact of mentoring on their academic trajectory and personal lives. --- Send in a voice message: https://podcasters.spotify.com/pod/show/standpoints-podcast/message
Welcome to the G.Taylor Show! A show dedicated to lifestyle, sports and wellness hosted by G.Taylor aka Trey. Special Guest is Wes Wade! He discussed neurodiversity, the state of it and what it looks like for the Black community specifically Black Men and Boys. Wesley Jackson Wade is a licensed clinical mental health counselor, a licensed clinical addictions specialist, a certified clinical mental health counselor, and a national certified counselor. He owns and operates Forward Counseling & Consulting, collaborates as a neurodiversity consultant with various organizations internationally, and has cultivated career programing in higher education throughout the state of North Carolina for neurodivergent students in addition to programs centering the experiences of undergraduate Black men attending PWIs. Currently, Wesley is a Ph.D. candidate in the Counseling and Counselor Education program at NC State University where he researches the associations between neurodivergence, career development, and components of racial identity. Subscribe and watch the full length video on our Youtube Channel Refresh VA: UCLah2019o8EP9xXS77ssbMA Need Social Entrepreneurship Coaching www.uphold318.com/swbrand Need a licensed speaker or facilitator? www.uphold318.com/uphconsult Purchase my new book Refresh: The Journey To Find Peace https://a.co/d/f1KUP3s Make sure to subscribe, like, share and comment with your thoughts!! When listening and sharing use #RefreshVA, to let us know you are listening! Visit our website at www.refreshva.com
Brian welcomes comedian Trenton Davis (@TrentonComedy) to the show to talk about- Filming a comedy special during a zombie-less apocalypse- Why momentum is important in entertainment- The Advice Champ answers your questions about turning your passion into profit- Paralysis by analysis- Patrice on O&A- HBCUs vs. PWIs ft. Trenton Davis- Black mold- Robot slavesMusic: Griff Parker, "Orange Banana"If you'd like your track featured on BS with Brian Simpson, send it to BSwithBrianSimpson@gmail.com with "music track" in the subject line.Thank you to our producer Josh Cabaza and to Comedy Frequency.***We have a VOICEMAIL now! Call 323-451-1980 to leave us a message. We'll listen to them all and play some of the good ones on the show.Follow Brian @BScomedianFind Brian's tour dates at briansimpsoncomedy.comEmail the show at bswithbriansimpson@gmail.comCheck out comedyfrequency.com Hosted on Acast. See acast.com/privacy for more information.
In this episode of The Highlight Real, I talk with my friend MK! MK is a DMV native from Maryland and we met at Kent State University! We discuss a lot of different things in this episode with many funny moments in between! From hearing about her experience at a PWI and a HBCU, to her love for the Dallas Cowboys and coaching basketball, to her learning and becoming a DJ there are many interesting aspects to this conversation! Tune in to hear more!Follow MK on IG: @aalyajam__Follow MC Jaded: @mc.jaded1Follow THR on IG: @thehighlightrealofficial Hosted on Acast. See acast.com/privacy for more information.
Nate and Rachel interviewed Alexia, also known as Hotweirdg0rl on TikTok. They discussed what fueled her passion for content creation, advocacy, and her experience at PWIs. Alexia also shared about her experiences at law school and how it helps her with her content creation. Listen in to hear about her thoughts on where social media and TikTok are headed too. --- Support this podcast: https://podcasters.spotify.com/pod/show/black-menaces/support
The “I Smell A Rat” Podcast shines a light on the undercurrent of the human experience from all angles and through the lens of race, gender and a myriad of different perspectives. Each topic is approached with the intention of not only unearthing the core of the matter but also analyzing its overall impact.In this episode, Carmen Smith talks to Austin R Cooper Jr about historical black colleges and universities. They uncover some statistics and challenges that HBCUs face and do comparisons with PWIs.Austin R Cooper Jr is an experienced government affairs, diplomacy and public relations professional. He has over 25 years of related experience and is currently the President of Cooper Strategic Affairs, LLC, which provides government relations and communications counsel to government and non-government organizations in Washington, DC.You can subscribe to this podcast by searching 'BusinessTravel360' on Google Podcast, Apple Podcast, iHeart, Pandora, Spotify, Alexa or your favorite podcast player.This podcast was created by Carmen Smith and was edited and distributed by BusinessTravel360. Support the show
Bakari Sellers is joined by HBCU advocate and senior fellow, higher education at The Century Foundation Denise Smith to discuss the importance of public HBCU's (4:31), the funding disparities between HBCUs and PWIs (7:54), and what lawmakers can do to lessen the gaps and increase equity (12:29). Host: Bakari Sellers Guest: Denise Smith Producer: Donnie Beacham Jr. Executive Producer: Jarrod Loadholt Learn more about your ad choices. Visit podcastchoices.com/adchoices
The college admissions process is treated as one-size-fits-all, but that's not always the case for Black families. Shereem Herndon-Brown and Timothy L Fields, co-authors of "The Black Family's Guide to College Admissions," share their wisdom college admissions at the intersection of education, parenting, and race. In this episode, we talk about… What made this book necessary? What is under-matching? What struggles are specific to Black families? The special value of Historically Black Colleges and Universities (HBCUs) The drawbacks and benefits of attending PWIs (predominantly white institutions) Subscribe to Your Teen with Sue and Steph here! Check out Your Teen on Facebook here! Linkedin Twitter Instagram
In this weeks episode we discuss whether or not the bible has it right when it comes to marriage. Is the bible just a tool to promote submission, or is it an instruction manual to promote love? And Colorado University football coach, Deion Sanders, made headlines this week when he described what he was looking for in his college athletes. Was there validity to his comments? Or was he just flat out wrong? Also, former Howard University law student, Michael Newman, is suing the university for racial discrimination and is requesting $2 million dollars. Was he really a victim of racial discrimination, or is there more to the story? And lastly, we ask if HBCUs are filling a necessary role in the progress of the Black power movement, or are they following the blueprints of anti-blackness set by PWIs. All that and much more. Informed. Intelligent. In The Black
In this weeks episode we discuss whether or not the bible has it right when it comes to marriage. Is the bible just a tool to promote submission, or is it an instruction manual to promote love? And Colorado University football coach, Deion Sanders, made headlines this week when he described what he was looking for in his college athletes. Was there validity to his comments? Or was he just flat out wrong? Also, former Howard University law student, Michael Newman, is suing the university for racial discrimination and is requesting $2 million dollars. Was he really a victim of racial discrimination, or is there more to the story? And lastly, we ask if HBCUs are filling a necessary role in the progress of the Black power movement, or are they following the blueprints of anti-blackness set by PWIs. All that and much more. Informed. Intelligent. In The Black Please consider becoming part of the ITBP Family by joining us over at Patreon. Follow us on social media @InTheBlackPdcst on Facebook, Twitter, and Instagram. Check out our In The Black Podcast Merchandise And if you want to support the channel, here's a special referral offer for American Express that you can use. Special American Express Offer -->> Click Here For Special Offer Book Reference —>> White Reconstruction by Dylan Rodriguez
In this episode, Hettie V. Williams discusses Black in graduate school with Lauren T. Rorie. Williams is Associate Professor of African American history at Monmouth University and Rorie is currently an adjunct professor in the perspectives program at Monmouth. She discusses her experiences as a Black student at the undergraduate and graduate level and provides Black graduate students with advice on how to navigate PWIs as graduate students or part time instructors in their post graduate life. Rorie has recently been accepted into several prestigious graduate programs in history.
Happy New Year + Black History Month! After a month hiatus, we are BACK + BLACK with new episodes featuring J.Mix and the conversations she is curating with No Dream Deferred's DREAM HOUR, a space for Black and Brown artists to engage in innovative discussions on topics that affect how we produce and receive art.This episode features J.Mix, Lauren Turner Hines, & Maryam Fatima Foye discussing the current conditions of Black + Brown art spaces in New Orleans and the importance of us divesting our labor from predominately white spaces in order to have the energy to nourish our own. They explore why Black + Brown artists tend to believe that PWIs are better than any other institution. They hold space and patience to the collective awakening of these beliefs. DISCLAIMER: These discussions may contain perspectives that are the result of misinformation. Remember to seek out experts and be critical of your biases while forming an opinion. Please see the humanity in each participant and as always, we encourage empathy.This episode is in partnership with NO DREAM DEFERRED.Want to chime in on these conversations? Join J.Mix on @nddnola's IG live for DREAM HOUR every 1st+ 3rd Tuesday of the month.Click here to watch Dream Hour episode.For info on the WE WILL DREAM NEW WORKS FESTIVAL, visit https://www.nodreamdeferrednola.com/about-the-festivalFollow our guests:Maryam Fatima Foye - @maryam_fatima_foye + @hbc430creativeLauren Turner Hines - @somebdysmother + @nddnolaSupport the showThe Self-Aware Millennial is a laborious act of community care to uplift Black + Brown creatives. We could not keep this show going without donations from our listeners, fans, and sponsors. Support our creators at TSAM by joining Patreon for as low as $1/month.https://www.patreon.com/theselfawaremillennial-For apparel: Check out our lil store! ► https://www.tsampodcast.com/merch.html#/-For friendship: Follow The Self-Aware Millennial on Facebook, Instagram, Youtube, and TikTok!-For questions or inquiries: Email theselfawaremillennial@gmail.com-Producer: Lefty LucySound editor: Theo FoglemanMusic by J.Mixhttps://www.tsampodcast.com/
This episode is about Master (2022) by Mariama Diallo. It's like Get Out, but for PWIs.Trigger Warning: Suicide, Self-HarmRecommendations:Jay - Grand Army (2020)Morgan - Horror Noire: A History of Black Horror (2019), Horror Noire: Blacks in American Horror Films from the 1890s to Present (2011) Emily- The Black Mage (series, 2017) and Born a Crime (2016)Jeremy - Multi-Facial (1995) and Glass Onion: A Knives Out Mystery (2022)Where to Find Us:Jay: Twitter: @cynicalangstMorgan: Twitter: @DiversityHorror, and at Diversity in Horror on Blogspot Emily: Twitter @megamoth, and at Megamoth.netBen: Twitter @benthekahn, and at benkahncomics.comJeremy: Twitter @jrome58, and at JeremyWhitley.com ★ Support this podcast on Patreon ★
In today's episode I have a very special guest, my hubby! We discuss our college experiences with a few story times living in off campus housing. We talk about the difference in tailgating from a PWI and an HBCU. --- Send in a voice message: https://podcasters.spotify.com/pod/show/unapologeticallymahogany/message
NFL Hall of Famer & Former Jackson St. Head Coach Deion Sanders shook up the sports world when he became the new head coach for the University of Colorado. On this episode we debate whether Deion is a sellout or good business man. The panel for this episode is loaded with comedians Dannon Green, Lawrence Owens, & Al Greene. Are Blacks allowed to prosper? Are HBCUs a step down from PWIs? This episode is PRIMETIME! Listen on all podcast outlets. #theworldsmostdangerouspodcast @dopedealerspodcast @tobehixx@jamaldoman@owensordeal@dannongreen66@comedianalgreene
11.21.2022 #RolandMartinUnfiltered: Shanquella Robinson,TSU's Enrollment Questioned, Health & Holidays,White NE Cop Harasses Black Woman She went to Mexico with friends and ended up dead. Shanquella Robinson's funeral was this past weekend. I'll talk to the Co-Founder of Until Freedom, Tamika Mallory, who has been in close contact with the Robinson family about this international case. Is a Republican state senator in Tennessee really mad about the number of quality black students choosing to attend Tennessee State University over the state's PWIs? We'll show you what he said during a hearing and talk to the Tennessee State University National Alumni Association President about it. Shaw University is requesting a DOJ investigation into the traffic stop by South Carolina deputies who conducted a drug search on their students heading to Atlanta last month. A black woman caught a Nebraska cop dumping trash on her car. She'll be here to tell us about the months of torment she experienced until she caught him in the act on camera. We are in our third pandemic holiday season. This year, Covid is accompanied by the Flu and RSV. We'll get some tips on how to stay healthy during this season of giving thanks. Support RolandMartinUnfiltered and #BlackStarNetwork via the Cash App ☛ https://cash.app/$rmunfiltered PayPal ☛ https://www.paypal.me/rmartinunfiltered Venmo ☛https://venmo.com/rmunfiltered Zelle ☛ roland@rolandsmartin.com Annual or monthly recurring #BringTheFunk Fan Club membership via paypal ☛ https://rolandsmartin.com/rmu-paypal/ Download the #BlackStarNetwork app on iOS, AppleTV, Android, Android TV, Roku, FireTV, SamsungTV and XBox
Sooooo, it's homecoming season, SPECIFICALLY HBCU HOMECOMING SEASON! Why not talk about college? I had fun! (Recorded October 24, 2022)
This past month Princess Lang created the first majorette dance team at The University of Southern California. The creation of this team stirred up a lot of conversation on social media between Black students who attend HBCUs and PWIs. Nate and Rachel discuss the different sides of this issue, along with some of the whys behind Black students attending universities that historically didn't serve their community. They also have some hot takes about the music industry that will surprise you. Email us at blackmenacespodcast@gmail.com with questions you want to be featured on the podcast and/or Menace moments. --- Support this podcast: https://anchor.fm/black-menaces/support
On this episode of Revolt Black News, the team examines the illegal sale of bottled water, as young individuals known as "The Water Boys" controversial business, is it giving back to the community or causing violent turf battles; while discussing and comparing the number of homicides within the population, the homicide rate in New Orleans is significantly higher than in any other American city; HBCUs vs. PWIs - a debate about the black college experience and whether or not it should be shared at a predominantly white institutions.
Tune in to this weeks episode of the Triple Dose Podcast where chime in on parenting within multiple households, gatekeeping the culture at PWIs, and host Tori and Wes share their own personal story times. Catch up with us on IG an Twitter @Tripledosepod and share the show with your fam!
We are back and fired up this episode. We open talking about Buff's wild parlay bet. Ferg doesn't respect the ACC. We start discussing HBCUs and Deion Sanders visiting Auburn. Buff brings us back to Dahmer and how it's more than his crimes. Razi is still not feeling The Rings of Power but is excited about Jenn's scholarship fundraiser Shop in Style coming up during Classic weekend. Ferg can't stop gushing on The Woman King. Oh and Razi is heated at the Alabama State Fair. We only get to two questions but the discussion can't be missed. Razi brings up the black dance team at USC and wants to know the brothers thoughts on transplanting black culture onto predominately white institutions (PWIs). Buff follows up asking what the brothers would want to do in retirement if we didn't have to work, but just wanted to do something. We are so proud of our brother Buff as he received an award and spoke at Lawyers Committee for Civil Rights Gala. We challenge everyone to continue to give back to your communities and make sure you are checking in on your family and friends. This one is another can't miss episode. --- Send in a voice message: https://anchor.fm/threebrothersnosense/message Support this podcast: https://anchor.fm/threebrothersnosense/support
It's official! Season 3 is finally here. Tune is as we gear up for another season full of amazing and informative episodes. We have a number of dynamic and diverse guests lined up so stay tuned. In today's episode we keep it very casual. As we enter the Fall homecoming season, we decided to discuss our different experiences attending homecoming at HBCUs (Historically Black College/Universities) vs PWI's (Predominately White Institutions) as during undergrad and grad school. Many of our experiences were similar but there were some distinct differences. What was your favorite homecoming experience? Remember to find balance in your STEM journey. Work hard but take time to enjoy yourself. Check out a homecoming event if you are currently an undergrad or grad student, and always enjoy your time responsibly.
Grab your drinks and join me and my best friend Dyemond as we recap our college experience. We talk about our backpacking experience, HBCUs vs PWIs vs HSIs, and all the drinking we did!!
(From Kiko's Freethinker Forum) 'In the first half of my two-part interview with J, he discusses the bifurcated nature of perceptions between PWIs and HBCUs. J. explains the movement in the ever-increasing popularity of HBCUs. We also debate the influence of capitalism in higher education and especially in the commercial hip-hop music industry. J. concludes the first half of our broken political system and then we segue into a brief conversation about the perceptions of the South Side of Chicago and the detachment of the Black psyche due to historic trauma. In the second half of our delightful interview, J. Clark tells the forum how he entered the podcasting arena. Subsequently, he elaborates on his college experience at Olivet Nazarene University. Most of Part 2 explores what Black liberation means for each of us and how reparations play a part in this experience.' @jclarkreel --- Send in a voice message: https://podcasters.spotify.com/pod/show/jclarkreel/message Support this podcast: https://podcasters.spotify.com/pod/show/jclarkreel/support
Choosing, applying to, and getting accepted into a college or university is fraught with stress as well as excitement. The process is doubly challenging for Black students who often face personal racist acts and systemic racism at predominantly white institutions (PWIs). Join Dr. Carol Francois and Kourtney Square as they tell the story of two talented young Black men who faced an angry mob over a hundred years ago at the University of Maine and how the terror they encountered is repeated on college and university campuses even today. Want more like this? Go to https://www.podpage.com/why-are-they-so-angry/ to get the history they didn't teach you in school. Citations African American Students at Predominantly White Institutions: A Collaborative Style Cohort Recruitment & Retention Model American University student Taylor Dumpson sues over racist attacks | CNN “Applications to HBCUs rise dramatically as nationwide college enrollment falls,” https://www.pbs.org/newshour/show/applications-to-hbcus-rise-dramatically-as-nationwide-college-enrollment-falls?fbclid=IwAR3pMfIg80KItYKt-6OPpbAWKHZardK1RyuwK-Ao304q66oI7cmL5PbR8EA Exploring the experiences, challenges, and resilience of Black students at private K Column: Acknowledge struggle Black students face at primarily white institutions - The Daily Gamecock at University of South Carolina Coming from Where We're From Disproportionality in student discipline: Connecting policy to research Exploring the experiences, challenges, and resilience of Black students at private K 5 Things That Make It Hard To Be A Black Student At A Mostly White College – ThinkProgress 5 Ways to Prepare Your Black Son For a Predominantly White Institution Former Lehigh University student allegedly poisoned black roommate after racist incident - ABC News Growing up as a Black Male Student in White Suburbia: What I learned In 1919, a Mob in Maine Tarred and Feathered Two Black College Students | History| Smithsonian Magazine Keys to the Survival of Predominantly White Institutions: Recruitment and Retention of Black and Brown Students | New England Board of Higher Education NEWS ROUNDUP: Brianna Brochu Facing Possible Charge; Second NYC Terror Suspect; El Museo Del Barrio Closing Predominantly white colleges tackle racism, diversity, equity and inclusion Radical Mainers: When a White Mob Attacked Two Black Students at the University of Maine Racism, Black College Students' Mental Health, And The Efficacy Of Diversity And Inclusion Initiatives: A Case Study. The Black Student Experience - Texas A&M Today The burnout faced by Black students – The Hawk Newspaper (sjuhawknews.com) The hidden story of when two Black college students were tarred and feathered Tips for Attending a PWI as a Black Student What It Is Like to Be A Person Of Color At A Predominantly White Institution - The Pavlovic Today What Is Privilege? White Roommate Who Harassed Black Student Jazzy Rowe Avoids Jail Time --- Support this podcast: https://anchor.fm/carol-francois/support
Season 4 Premiere. Ode to Democracy Summer '22. In this premiere episode, Starlynn, Ingrid, and Jemiah talk with 3 college students from across NC about what exactly it means (and takes) to be a student leader at a PWI. Support the show
This week Micah interviews Eliane Treadwell and they discuss the importance of black women in STEM, the importance of mentorship, HBCUS vs. PWIs, the deliberate assault on black communities, the Honey Pot “controversy” and the need for grace for black owned businesses. Let's have the conversation. Watch Conversations For The Culture on Youtube https://bit.ly/3PYyMrZ Follow the show on Instagram https://instagram.com/convosFTC Follow Micah on Instagram https://instagram.com/itsmicahb Follow Èliane on Instagram https://instagram.com/yourfavchemist If you want contribute to the show you can below CashApp - $ConvosFTC Buy Me A Coffee https://www.buymeacoffee.com/itsmicahb Host : Micah Butler Guest : Éliane Treadwell Producer : Lizzy P. Lawton --- This episode is sponsored by · Anchor: The easiest way to make a podcast. https://anchor.fm/app --- Send in a voice message: https://anchor.fm/convosftc/message Support this podcast: https://anchor.fm/convosftc/support
Anna Spearman is the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Chad talks with Anna about founding and growing the company, immediately after graduating college, during a pandemic, reputation building, and facing skepticism around her lack of track record in recruiting, and finding and providing talent for clients as a white-glove service. Techie Staffing (https://techiestaffing.com/) Follow Techie Staffing on Twitter (https://twitter.com/StaffingTechie), Facebook (https://www.facebook.com/techiestaffing), Instagram (https://www.instagram.com/techiestaffing/) or LinkedIn (https://www.linkedin.com/company/techie-staffing/). Follow Anna on LinkedIn (https://www.linkedin.com/in/annaspearman/). Follow thoughtbot on Twitter (https://twitter.com/thoughtbot) or LinkedIn (https://www.linkedin.com/company/150727/). Become a Sponsor (https://thoughtbot.com/sponsorship) of Giant Robots! Transcript: CHAD: This is the Giant Robots Smashing Into Other Giant Robots Podcast, where we explore the design, development, and business of great products. I'm your host, Chad Pytel. And with me today is Anna Spearman, the Founder of Techie Staffing, which connects high-quality technology talent with high-caliber clients. Anna, thanks so much for joining me. ANNA: Thank you so much for inviting me, Chad. CHAD: In theory, at the surface level, Techie Staffing is probably fairly straightforward in terms of what you do. But I'm curious how you got started. ANNA: Yes, of course. So I can't believe I'm saying this, but it's been two years. Two years ago, I was, during that time, attending the University of Virginia, where I was majoring in computer science with a minor in entrepreneurship. And in the spring of 2020, I was planning on coming back home to...I was born and raised in Los Angeles, and I was planning to come back home for spring break. And I was finishing out my second semester of senior year. So I was planning my [chuckles] victory lap of going back home, taking a little bit of a rest time, and then coming back to UVA to finish my degree, graduate, and move on to a new job in Los Angeles. But unfortunately, as my plane was landing in Los Angeles, we kept hearing about COVID. And so the pandemic hit in the middle of my spring break. And during that time, I had to finish my second semester of senior year remote. It was very stressful, but when I finished the degree, I was so fulfilled. But unfortunately, there was a rapid dwindling of entry-level tech and product roles. I initially either wanted to be a software engineer or a product manager or be a software engineer that transitioned into a technical product manager. But unfortunately, once the pandemic hit, companies weren't willing to ramp up entry-level talent. Companies didn't really know what was going to happen in the future, and everybody was remote. So it was just a really confusing time. But while I was searching through different job boards trying to find new opportunities, especially entry-level opportunities, I found just a wealth of senior tech jobs, specifically with companies that were thriving due to the pandemic. During that time, companies like Peloton, Discord, Zoom, they were all soaring due to the pandemic. So I had heard about contingent recruiting in the past. My biggest dream for a new opportunity for myself graduating out of college was just to learn something new every day because I've always had a very much an interdisciplinary background. I've never been able to stay in one area. I've always loved to try different things. So with a little bit of a background recruiting at a past summer internship as well as wanting to utilize my entrepreneurship minor...I'm actually a fourth-generation woman entrepreneur. So definitely, growing up, creating my own business was my dream. So really, that was my main goal. I thought I was going to transition from a current role into entrepreneurship, but I had my back against the wall. So I just thought, why not start now? So I created Techie Staffing, a technology staffing agency specializing in direct hire placements nationwide. I basically had my virtual graduation; then I took a week. And then, I got started creating the website, establishing the business paperwork, as well as developing strategic partnerships with senior technical recruiters that had full candidate pipelines to fill incoming job requisitions. And I basically started off with nothing. I had no contacts, no network, just nothing at all. And I was really starting just fresh. So I really had to really spend a lot of time networking and developing relationships as well as just learning and mastering full lifecycle recruiting, especially with engineering since there's such a supply and demand issue for software engineers. So you're just consistently following up and contacting people that could potentially be interested in your companies. But it really blew up. As I was establishing everything in 2020 from summer to the end of 2020, it was 2021 when it really blew up where I contacted this founder during the time they had raised a Series B 50 million, which was amazing, and they were going through a hiring sprint. So we got connected fairly quickly. And with just great team synergy, we were actually able to place five people in one month, and it was frontend, backend, and full-stack developers. So that really jump-started Techie Staffing. And then after that, we worked with...we're now working with Fortune 500 companies as well as high-growth startups and really building a diversified portfolio, and we're also a certified woman-owned business which I'm so proud of because there aren't really a lot of women or even just women of color that are founders. So I was really happy to get that certification, really proud of that as well. I always say all the time to everybody it's super stressful, but it's so rewarding at the same time. And I do believe that it's honestly, you know, I know the pandemic has been super hard on people. And it's been such a change and such a shift. But there is still a part of me that is so grateful for making that pivot because I really found something that I feel like I really enjoy doing every day. CHAD: That's great. I really commend you on everything you've done so far. And I'm excited about what you're going to do in the future. You now have grown where you're multiple people on your team. ANNA: Yeah, so we actually hired two new people fairly recently. I did have one direct hire recruiter working with me. So now it's officially a team of four. I did develop the strategic part. I do still have some strategic partnerships as well because on that part, at first, I was partnering with recruiters that were independent, so who were a little bit more entrepreneurial so that we could split the placement fee. But it's still better to just have full-time employees. I'm so excited to have two new additional hires, and it's still new for me. So I'm really looking forward to growing together in terms of growing Techie Staffing and growing into being a full life cycle recruiter because it wasn't that long ago when I was in that same exact spot. And it's so amazing. It still blows my mind to this day how two years ago, thinking about interviewing candidates or selling to clients, and now what I've evolved in. It's been absolutely amazing. So I'm so happy to see their journey and seeing them transition into being technical recruiters and also making a pivot in their career as well, which that's still blowing my mind a little bit. I'm sure you know founding thoughtbot and really building that from the ground up. So it's just amazing seeing that infrastructure. It just really brings a brighter future as well. CHAD: So what kind of people do you look for when you're looking to add to your team? Are you bringing on people who have experience with recruiting? Or are you bringing on people who are transitioning into it? ANNA: I would say for Q1 and Q2 of 2022 and even a little bit beforehand, since there was a surge in demand for everything and tech companies were just scaling like crazy, there was very much a competitive market for recruiters, specifically technical recruiters. Because that's what companies were really looking for to scale their engineering and product teams. So it was very, very competitive to recruit for a technical recruiter. So now you see agencies now who are hiring people who can have the DNA for a technical recruiter but not necessarily have direct experience, which I think can be really, really cool. Because like I said, like two years ago, I knew absolutely nothing, and now I feel very much confident in the full life cycle. So I think that's really cool to have people be able to pivot into a really cool industry where you're really learning something new every day, and you're speaking to really interesting people. We specialize in senior up until C-suite, so yeah, learning from people who are senior all the way up to Director, VP. So it's really interesting. So when I was approaching hiring, I really wanted to find someone who had that DNA that can potentially transition to being a technical recruiter. And that DNA would be, you know, it doesn't have to be personality but just really interacting with engineers, just maybe being a self-starter. I would say great communication, and lastly, I would say just really hungry. Yes, I would say hungry. Because if you're really hungry and you're really willing to learn and be open, so openness as well, then you can really understand the rules or just the lifecycle and the process of being a recruiter, and then you can change people's lives. I actually had one...It was about a year ago, I was working with a Fortune 500 company, and I recruited this guy, and I led him through the process. And it was about maybe a month later when he told me I had basically changed his life. Him and his family were now moving to Atlanta, and it was a new role, and it was just a fresh start. And he was just telling me how appreciative he was of me, and so that really hit home. So I think for those two new hires, I'm so excited to have them get super engaged and be able to change other people's lives as well under the Techie Staffing name, of course. CHAD: You mentioned early on that you're contingent recruiting. So correct me if I'm wrong, but that means that you get paid when you place somebody, when someone gets hired from the company that hires them. ANNA: Yes. CHAD: But then you also mentioned that these people who you're bringing onto your team are full-time. So how does the compensation structure typically work for them? ANNA: Oh, compensation, we have them on salary, but they do have commission. So we wanted to really give; like I said, I want us to grow together. So I do provide commission for each placement they'll place just to really provide incentive. Like I said, it's so early. I want us to think of each other just as teammates and a team because we're all building towards the same goal. So just really wanted to provide incentives where they're really feeling like they're almost owning it full life cycle as well. Because like I said, it's early on, and these can be really strong pillars in the future. So there is salary, but there's also that commission as well to just really provide that incentive. And I know for me personally, incentive can be awesome, so definitely trying to provide that motivation and having them really feel like they're an integral part. CHAD: What's the harder part of your business? Or are they equally hard, finding new clients versus finding people who want to work with you on the candidate side? ANNA: On the business development side, I would say it was harder perhaps in the beginning because I just so was starting with nothing, really. I had just graduated from college. And a lot of agency owners they previously have maybe worked at a really cool tech startup, or maybe they've been working on their agencies for the past 5 or 10 years. They have previous years of experience, but I didn't have that. So I had to convey another method of just really networking, really meeting people, and just really knowing my stuff and having a handle on it. I know maybe a lot of people say, like, just fake it until you make it because then once you make it, and then you get that experience, then you can transfer that experience to new experiences as well. So at first, it was really just building myself up and building the Techie Staffing brand so that we could acquire those clients. In terms of the candidate side, I would say Techie Staffing, and one of the things and part of our brand that we love to portray is that we are the agency that has the companies with the best employer branding. Because like I said, with the supply and demand issue for the software engineers, it is so competitive to attract them to new opportunities. There are just so many companies that are contacting them multiple times a day. So there has to be at least a little bit of a shine or a little bit of a differentiator for companies that you're recruiting for. So we actually specialize in companies that are Series B and above that do have that established employer branding where engineers are really interested in joining that company, so that's just the thing. It's like really having companies that have strong employer branding and being able to follow up. Follow-ups are really, really important when it comes to engaging engineers because, like I said, it's just a super competitive market and just trying to provide them a great white-glove experience. There are some agencies that fall a little bit too close to the client-side where the client is always right. And there are some that fall too much to the candidate side where the candidate is right, but we really want to be a balanced middleman where we're just trying to find the compromise and find the best solution for everybody. So that's the real important part of it of just really providing them with a great experience and showing them that we care and that we're rooting for them. Because it sometimes does surprise me when candidates can be a little...maybe this is a part of me being new. But that's kind of an advantage, too, because I'm still paying attention to detail. That's where my computer science major comes in. It's like constantly trying to stay in tune with candidates and what they need, so just trying to provide a great experience in general. And I'm sure you feel that way with your clients. You're a consultancy as well where you're trying to be B2B and contact these different companies. So how do you conduct business development and really differentiate yourself? CHAD: We focused a lot on reputation building, so blogging, creating open source so that we don't need, fortunately, to cold contact people. And when we do, we're fortunate enough that they might already know about us. And so it's an easier conversation to have because they may already be reading our blog, or they may already be using some of our open source in their product. And so it becomes an easier conversation to have. But the majority of our clients actually come to us when they have a need because we're fortunate enough to have worked to be at the top of the list. ANNA: Definitely, yeah. And I'm still doing that, just reputation building. With one of our Fortune 500, we're doing incredibly well with them to the point where we're filling their pipelines, and we have majority of our candidates in their pipeline. So that's what we're really working on right now is just consistently...and I know like with any business, you have to just constantly build that reputation. So I especially just try to provide a great experience for candidates because they can also be hiring managers as well, so just really providing that white-glove experience. And also, a cool differentiator we always like to showcase is like, I'm a computer science major. And actually, the two people that I just hired have a tech background. So it's not like tech is entirely foreign to us. We've engaged with programming languages. We've coded projects. So we do have some form of understanding when it comes to certain technologies or certain projects that certain engineers are working on. And that's what really gets me excited to speak with engineers because it's so cool and interesting hearing about them working on their projects and working on projects that directly affect me and the products that I'm interacting with. So it's so cool to hear about their...I can understand a bit. And so that's another thing we have with Techie Staffing is really finding people who have a bit of a tech background so at least they have a little bit of knowledge or an understanding of what projects and can be able to really share and convey that to clients that are looking for this talent. CHAD: You mentioned it's a really competitive market now. And as a company who probably has multiple clients, how do you minimize or how do you deal with the potential competition for the limited supply among your own clients? ANNA: Among my own clients, I will say that right now we don't have...for the roles that we're working on for each client, they're not very similar or too, too similar, which is a good thing. We would like it in the future where we could have the same role, but we can understand how that can be a little tricky as well. CHAD: And how do they differ then? Are they differing by the technology experience that they're looking for or the sort of level of the role? How are they different? ANNA: It could be technology, difference of the role. So, for example, for a Fortune 500 company that we're working with, we'll work more with UX, data science, data science roles, as well as...so UX, data science. And then for high-growth startups, mostly with them, they're really looking for back-end engineers, but overall just engineering so frontend, backend, DevOps. We are working potentially to do engineering or more engineering-heavy for our Fortune 500 companies. We have recently been working on a VP of engineering. So for Fortune 500 for now, we've been working more with leadership roles especially, and for high-growth, it's been more engineering IC. But we would like to transition that in the future to have it kind of...or have roles that maybe some candidates could go to this company, and some candidates can go to that startup. And then another differentiator could be or what makes our clientele different from each other is for high-growth startups, especially for engineering ICs, they're really looking for candidates that come from high-growth startups who just understand the current company where they are, and how they're scaling during that period of time around that series B and series C. That's the time to really scale. And Fortune 500 companies they can be open to startups, but for the most part, especially sometimes for leaders who need to have a certain amount of direct reports, they're more looking for people from larger companies. So that would be one way to kind of separate it and so we're not having candidates almost be where they have to compete with candidates within our own company. Because with the difference in the leveling of companies, there's just a difference in what kind of candidates that they're looking for. Mid-Roll Ad: Are your engineers spending too much time on DevOps and maintenance issues when you need them on new features? We know maintaining your own servers can be costly and that it's easy for spending creep to sneak in when your team isn't looking. By delegating server management, maintenance, and security to thoughtbot and our network of service partners, you can get 24x7 support from our team of experts, all for less than the cost of one in-house engineer. Save time and money with our DevOps and Maintenance service. Find out more at: url tbot.io/devops CHAD: When I was first starting thoughtbot, I really felt like I needed to take every client that we could get because we were just starting out. We needed to make money. We needed to build a reputation. And so, I felt like we needed to say yes to every client. Over the years, I learned that that was actually watering us down, and it made us less successful. And the more we were clear about who we were, and what we did, and what clients we were best for, the more successful we were. Have you gotten to the point where you needed to turn down clients? ANNA: Because I do such targeted biz dev, we will contact companies that we personally want to work with. But I will say in the beginning, there were some companies that were a lot smaller that, just like you said, you just felt the need to want to rack up a client list. And you just are ready to go and wanting to work with someone. It really motivated me to really take a look and really go deep into the type of clients that we want. So, for example, really, really early-stage companies can have a really, really hard time hiring because, like I said, employer branding is so, so important. And so usually what they'll have is maybe like mission, but they won't really have salary. Or they won't really have the employer branding of the company of candidates either knowing about the company or being able to search the company really quickly and seeing the platform that the company is building and seeing how strong it is. So it's really, really hard to recruit for those stages. I mean, it is possible, but it's just really hard. And then at the same time for these early-stage companies, they really want to, which I totally understand, you know, when you're having your probably 8th, 9th, or 10th engineer and being on the founding team, you really want a strong engineer because that's your platform, that's your baby. You don't want anybody that, you know, it could potentially maybe cause problems, or they really want somebody there they can trust. And so it's hard, you know like I said -- CHAD: But they might not be able to afford that. [laughs] ANNA: Yes, they might either not be able to afford it, or they also cannot interview fast enough in order to just get the offer in their hands. Because I understand they really want to have them speak to the entire team and have them have an in-depth process because it's very much an important role. But these candidates and startups are moving so fast right now where I will speak to a candidate one day, and he or she or they'll probably say, "Oh, you know, I'm passively looking. I'm not really actively looking." And maybe a week and a half to two weeks later, they're like, "Oh, I actually have two offers in hand." So it goes really, really fast versus earlier stage; it can just go a little bit slower because they're just really taking the time to go more in-depth and see if this prospective candidate is the right fit, which is totally understandable. But it was just really hard for us as contingent trying to find that candidate, that perfect candidate for them as well as trying to keep candidates warm and keep them interested when some companies just have like mission. So now, in the future, I've just really, like I said, Techie Staffing, we specialize from Series B and above. And I really just make sure during business development exploratory chats that I'm really going in-depth and making sure I understand the roles that they're prioritizing their time to hire. So if they have a long, long interview process and a really, really low salary in terms of the competitive market, then I may not be as interested in that startup as opposed to another startup whose interview process timeline could be about a week and a half to two weeks. And it doesn't have to be absolutely amazingly competitive base salary but just a fairly competitive salary with a great timeline for time to hire. So that's been my way of just condensing or just being a little bit more pickier in terms of clients in the future. Were there any certain clients for you where you started working with them, and you were like, "Oh, maybe I shouldn't have," that's now caused you to be a little bit more pickier for clients in the future? CHAD: Part of it was the kind of work. So we really wanted to be writing software. But just starting out, I also had a background in sort of IT support. And so, when I was reaching out, particularly to past clients, they might say, "You built our website. Now can you help us with purchasing a computer or setting up a computer network in our office?" I felt compelled to say, "Yes," because I felt like we needed all the work we could get. But by doing that work that wasn't really what we wanted to be doing, we were not only less happy in our work, but it was taking time and attention away from the work that we really wanted to be doing. The other was values and practices, which took a little bit longer to form a real understanding of what our values were and the practices that we believe in. But now there's a pretty clear list of the kinds of companies that...what we say at thoughtbot is that we want to work on things that deserve to exist in the world. And so there's a whole bunch of industries that they might not even be actively doing harm in the world, but they are the ones that we wouldn't work in. But even if it's just not a positive contribution to the world, it's probably not going to be something that we're excited to work on. ANNA: That's been an exciting trend, actually, to speak with engineers about. I've started seeing that trend where engineers are saying, "I don't want to create anything evil," or "I just want to do good." And that's been a really awesome selling point for some teams. It definitely is a cherry on top where engineers are really looking for social impact. And the cool part is they have so many opportunities that are coming towards them that they can really pick and choose which one. So to find people who are really looking for social good and just really mission-driven products is amazing to see. And I'm really happy with the work...I'm actually working with a data science team for AI ethics. And that's been really interesting hearing some people talk about their projects and hearing about how data can really not only just strengthen bias but also can just really produce results that can harm certain groups of people, which is so interesting. And it can be something so, so small that I haven't even noticed at all, but that can lead to a big difference. CHAD: Yeah, we've had several episodes about that. ANNA: And it's amazing. And it really is just a huge difference with something so small. And as a woman of color, I'm always aware of what's going on in terms of just ethical practices or just fairness and seeing bias. But in terms of data, seeing something so so small can affect just a whole group of underrepresented people is just amazing to see. But it's also amazing that people or data scientists are now aware of it, and now they're changing it so that it no longer...at least they'll be able to alleviate that bias. CHAD: I want to ask a little bit more about that, and then I want to talk about some market trends. But if you're comfortable, I'm curious; you already mentioned you were just out of college when you were getting started. So there was skepticism around your lack of track record in recruiting. And you've mentioned that you are a woman of color. And so I think as engineers, as people in the market, we probably have this image in our head of what a typical recruiter looks like in terms of attitude, and values, and demographics. And you don't fit that mold in almost any way, basically. Is this actually a positive for you now, or is it actually still hard? Are there companies that are actively seeking out to work with you because they want that different approach? Or are you still facing that skepticism? ANNA: I'm still facing that skepticism. I actually created Techie Staffing around the time of summer 2020, where Black Lives Matter, where George Floyd happened. And it was really interesting because I was entering the corporate workplace. I went to a really wealthy private school in Los Angeles. And I went to the University of Virginia. So I survived two PWIs which means predominantly White institutions. So I thought I had not seen it all, but I thought I had maybe experienced those experiences of bias and understood it a little bit more. But when I went to the corporate workplace and the diversity inclusion campaigns were happening, it was just really confusing because it's hard specifically for engineering and product specifically because it's so new that there is a really, really hard time to find diverse talent. That's why I honestly believe that it's just really trying to educate underrepresented communities to understanding all of the different diverse types of roles and opportunities that you can encounter in the tech industry so, for example, like UX, UX design, UX research, data science, machine learning, all of that. So I think I was more contacted or maybe was engaged in business development companies who were looking for me to do diversity which I think it kind of...and I am such a huge proponent for diversity. But it also kind of had my heart drop a little bit because I just felt like people were contacting me because of who I am instead of just thinking like if it was just any other agency, would I be contacted specifically for that? It was more just for exclusive searches, which can be very, very hard for products and engineering. I think in diversity and inclusion, we really need to focus on different departments and the different problems that underrepresented communities encounter with different departments. So it was just really hard, but in terms of companies contacting me because I am a woman of color owning an agency, no, that didn't really...and it's never really helped. I do wear it as a badge of honor because, like I said, I started out with nothing. So to start out with nothing and have to fight through everything to sit at the table and create something is amazing. My background didn't really help me. It was really just me, just constantly contacting people. And I was prepared for this because, in my entrepreneurship minor, they said, "You're going to encounter a lot of nos," and so I did. I encountered so many nos, but eventually, I was able to turn those nos into yeses. So now that I turned some of those nos into yeses...and I'm still encountering nos, but I still keep going and still building and building. And now I do feel a sense of pride now two years later where it is like, wow, I really did have to fight through to make it, and that's where I hold just a huge sense of pride. But no, it was not my background that really...the only thing that my background was maybe appealing was thinking like, oh, okay, I think you can do diversity and inclusion, which I don't want to be profiled in that way. I just want to be a founder who happens to be a Black woman instead of a Black woman founder. And so, I don't want to be contacted to feel like my race is a part of it. And that was interesting in the corporate workplace, especially when I was trying to navigate different, you know, how to speak, how to build rapport, or how to navigate corporate workplace conversations. And that's very hard to do with diversity and inclusion because you're fighting with, like, that's racism and misogyny. That's something really deep-rooted, and that has been here for years and years. So it's a really heavy, heavy topic. And that's not some really, really heavy topic that you really want to bring or a lot of people don't really want to bring into the workplace. So that was just hard to encounter. But overall, I so, so support diversity and inclusion. And the cool part is because I have this awareness and I know that diverse teams are better teams, whenever I'm sourcing, or one of my recruiters is sourcing, I'm just making sure that they have that in the front of their mind, and they're just trying to diversify their candidate pipeline as much as possible. CHAD: Well, taking it from the candidate side of things, I, unfortunately, I'm of the belief that the hiring process is really ripe for extreme, subtle unconscious biases or conscious ones even to have an impact on the hiring process. So, how have you navigated that on the candidate side? I'm sure you don't want to say anything negative about any of your clients. It's not about, oh, this company is racist. But I think do you agree with the premise that the hiring process at a lot of companies is ripe for some bias to creep in? ANNA: Of course. I mean, all of the time. And the part that's so, I would say, scary about it is that bias is something that you feel. It's not really tangible. You can't really grab it. I mean, it can be in writing, and [laughs] there has been stuff in writing. But it's very much kind of yeah; it's non-tangible. So it's hard to really call it out specifically of like, hmm, this candidate I don't know why all of a sudden nice to haves become must-haves. Why is there a shift? Like I said, there are different problems with different departments, but there are also different problems in terms of leveling systems, so leadership roles versus individual contributor roles. There can be a little bit more, you know, maybe there's a little bit more openness on the IC side, but with leadership, it can get a little interesting sometimes. But the hard part is it's not really tangible. So I really have to give it to diversity like DEI specialists because to have to navigate those conversations and really articulate a non-tangible thing is so, so complicated. So there are tangible things you can do, like having a diverse panel. But what happens if the company doesn't even have the numbers for diversity to have that diverse panel in the first place? So it can get really complicated in terms of trying to navigate the bias within the interview process, and we do try to do our best there, just trying to provide on our side because that's all we can do. It's really up to the companies in terms of their interview processes and how they are going to change it or maintain some stages. But for us, we're just trying to just submit diverse talent and really just try to provide that white-glove service for them and hope that that bias doesn't seep in. But like I said, it's such a heavy topic. And like I said, with corporate workplace politics, it can be so fragile and really interesting. So it's just hard to really take that and understand where it comes from or being able to even verbalize it. So that's where it gets really interesting. And so, I do hope that in the future, interview processes are changed where there is able to be a diverse panel, or there is a way to really be able to understand that bias. Because like I said, it's very complicated. And we don't want to claim that any company is specifically racist, but it's just understanding bias and maybe why there's a difference for one candidate versus another candidate, which can be really interesting. CHAD: I think the first part is recognizing that everybody has biases, and it could be anything. It could be, well, what happens when you come across a resume of someone that went to the same school that you did? What happens to that resume, then? And does that subtly influence how you review that resume? It has nothing to do with their race or the color of their skin or anything. So those biases can creep in, and you need to decide as a company is this something that actually matters to success at the company? Is this something that we want to be using when we make hiring decisions about who gets that first interview or who continues on in the interview process? For us, we've decided it's not, so we have a completely anonymous screening process where we don't even show the names of schools. We don't show the names of the companies that you worked at previously. We only show the positions that you held at those companies because we've decided that whether you have a degree or not doesn't matter, and the companies that you worked at previously don't matter. It's what you were actually able to do with that experience. ANNA: Oh yeah. I think that's actually amazing. That's a really great way of doing it. I always just try to tell hiring managers also to just open that candidate pipeline as much as possible because the number one way to really understand someone isn't really through just a piece of paper. Yes, we want to make sure that the resume is at least a bit aligned. And they have, if it's an engineering role, for example, the right tech stack or maybe the right technologies or the right kind of projects that they've worked on. But other than that, you'll be so amazed what can happen when people just hop on a call with each other. You can really find just that hidden genius in people. So usually, when it comes to just diversity, it's like just hopping on a quick call with someone, anybody. Like you said, there are so many biases, but just being able to talk to them and see them as a human being can really just surprise you and surprise everybody. So really just, I always say just find that hidden genius through engaging with someone. CHAD: Yeah. So you've mentioned time to hire is a really important thing moving quickly in today's market when candidates have a lot of opportunity. What are some other ways, either trends or things that are happening in the market or things that you see changing? ANNA: Well, honey, I'm sure, as you know, there's been a huge amount of layoffs that have happened. Like, recently, about 17,000 workers were laid off from more than 70 tech startups globally in May, and that's been about a 350% jump from April. So I will say it's just due to inflation as well as just the slowing of demand. Startups right now are just really trying to just cut corners and just really trying to just hone in on their runway and their burn rate. CHAD: Are the candidates that are being laid off finding new work quickly? ANNA: I'm not sure because it depends on the departments. We're working with engineering mostly in product. So it's really funny because as we are tracking the layoffs, we will contact candidates to see if they're interested in another opportunity. Because fortunately, for our client list, we haven't had anyone have a massive amount of layoffs which has been...we're so happy about that, fortunately. But we've actually contacted engineers. And it's amazing how strong the engineering department is. It does not seem like they really are...that's not a department where there's like significant layoffs because they just have to uphold that platform. So yeah, so it still is in terms of engineering surprising with all these layoffs. It still is just very much competitive because even the people who have or the companies that have encountered a large amount of layoffs those engineers are still wanting to stay or don't...there are some that may feel the need to depart at a certain point. But for the most part, they are staying. But in terms of how quickly, I'm not entirely sure in terms of for people that are laid off how quickly they are being hired because this is also within early-stage startups or not early-stage; they also have Fortune 500s too. But yeah, I'm not sure about that part. But in terms of engineering specifically, the jobs are still just growing. The projected growth rate for software engineers is like 22%, and data scientists is 22%, as well as web developers is 13%. So fortunately for us, as an agency who primarily specializes in engineering, there hasn't been a huge difference. But like I said, specifically with engineering, that time to hire is still super important because these candidates are still encountering offers quickly. And it's just a way to be competitive because if you're just the first offer, you're the first offer in their face instead of, let's say, they have two offers from another company and you're like at the last offer. It's such a big difference there. CHAD: Are you seeing a lot of remote positions versus in-person positions? ANNA: Yes, remote is still going strong. I have seen that now there is a little bit of a trend of some startups or companies where you know because I research companies every day...I'll go on Crunchbase, Morning Brew, VentureBeat, TechCrunch, Built-In. I'll go on all of the websites, and I'm seeing who got a fresh new round of funding or who's highly growing, or any new products that companies are offering. CHAD: You're seeing some companies say that they're hiring hybrid or in person. ANNA: I am seeing that on startups and companies' career pages, once they've acquired a new round of funding or they're scaling, that on the job boards, you'll start seeing only the headquarters, so just San Francisco or just maybe Boston instead of remote. So it's been a little bit more of a quiet transition because I remember when bigger companies were announcing it like, oh, we're going to transition in the office in February of 2022 or December of 2021, then there would all of a sudden be a mass exodus of people who were seeking remote opportunities. But I do still feel that remote is still going strong, especially for high-growth startups, you know, yeah, still going strong. There is the option of hybrid. With these engineers that do have these choices, 100% remote is really becoming a great selling point. I mean, I don't even know if it's really a selling point but just standard now. CHAD: So that's what you're hearing from candidates. Candidates want that. ANNA: Definitely, candidates want. There's been plenty of candidates that we've interviewed where they've said in terms of their...because we'll ask them what would be their motivation for considering other opportunities and potentially leaving, and then they'll say, "X company is anticipating us to transition into the office, and I just don't want to do that." Their commute may be an hour, and that can be two even maybe three hours out of your day where you're spending your morning driving and then spending your evening driving. So people just prefer to be remote. Or people are located now in the Midwest. They're going back to their hometowns where they're able to instead of like these big metropolitan cities where now it's really hard to afford a house, so they're going back home and being able to enjoy their family there. So definitely it is a standard and people are really interested in it. And for companies that are having employees transition back into the office, we've consistently heard that there's just a mass exodus of people leaving. CHAD: What have you seen compensation do over the last year-plus? ANNA: I would say for compensation, I mean, in my personal opinion, when it was super competitive, it was definitely increasing. Now I feel like we're working with a Fortune 500 company, so compensation hasn't really been too, too much of a problem. So yeah, it hasn't been as competitive. But I do remember when it was maybe around Q1 and Q2 2021 where there was almost this great rehire. And everybody was scaling, and demand was soaring where the salaries were just like, it just increased or were just consistently increasing. We were just so shocked at what some software engineers were making. But now, it seems to have potentially tamed a little bit. It's not as high as it probably used to be because we were working with that series B Company and their salaries were pretty good, pretty competitive. But all of a sudden, with the demand soaring and these engineers, it started getting even more competitive. Then that's when all of a sudden, you know, the first few placements were fine. And then, all of a sudden, each candidate, like I said, they would say they were passively looking and then the next week... And this startup their time to hire was actually really great. But even with this competitive market, it was still hard because, like I said, a week later, they would already have an offer. And their salary would probably increase like 20,000-30,000 from their initial target base that they were seeking to now what they were being hired from other companies. So it would definitely increase. But I haven't seen that recently as much. CHAD: Yeah. I think also the trend to remote changed compensation, too, because it leveled it out. There were people who if you were trying to find a job in Kansas and you were going in an office, that market is very different than the U.S.-wide hiring market. But now, candidates are on the U.S.-wide hiring market. And I think that that brought up the lower end of salaries. ANNA: Oh yes. Because at first, it was like okay, we can look for...it was 100% remote, which was great, and so they were like, we can look for people in the Midwest. But during that time, companies were paying San Francisco and New York salaries, and they were offering those salaries to people who were located in Kansas and Iowa. So you would have engineers who were deep, deep in the Midwest who were asking for in terms of target for those metropolitan city salary budgets. And they would get it, which I think is great as well, just they are doing the same work as someone who is located in San Francisco or in New York but maybe with less overhead, of course. But it definitely was a little bit more of a challenge. And you can no longer assume that somebody located in the Midwest that may have lower salary bands aren't at those metropolitan city salary budgets now. CHAD: Anna, thanks much for stopping by and sharing with us. I really I'm impressed by what you've accomplished so far. And I'm excited about what you're going to be able to do in the future. ANNA: Thank you. Thank you so much, again, for inviting me. I had a great time speaking with you, and it was so interesting hearing about your time being a consultancy. Because I know being an external vendor, it's really interesting interacting with clients when you're not internal. So that was really interesting hearing about the difference of clients that you're encountering at first versus now. CHAD: Yeah. If folks want to get in touch with Techie Staffing or get in touch with you, where are the best places for them to do that? ANNA: So in terms of contacting me, I'll say the best way would be either our website so www.techiestaffing.com. Or you can contact me on LinkedIn; my name is Anna Spearman, A-N-N-A S-P-E-A-R-M-A-N. I'm always active on LinkedIn. So if you're seeking a new opportunity either on the candidate side or either meeting, help and engaging Techie Staffing as a scaling company to fill your engineering, design, UX, and product roles, you can contact me on LinkedIn as well as filling out the forms on the Techie Staffing website. And we also are on Twitter @StaffingTechie. So definitely contact us, and we'd be happy to hear from you. CHAD: Wonderful. You can subscribe to the show and find notes and a complete transcript for this episode at giantrobots.fm. If you have questions or comments, email us at hosts@giantrobots.fm. You can find me on Twitter at @cpytel. This podcast is brought to you by thoughtbot and produced and edited by Mandy Moore. Thanks so much for listening, and see you next time. ANNOUNCER: This podcast was brought to you by thoughtbot. thoughtbot is your expert design and development partner. Let's make your product and team a success. Special Guest: Anna Spearman.
While the vast majority of African American students attend predominantly white institutions –or PWIs– for college, many Black scholars are giving historically Black colleges and universities a second look. On today's episode of A Word, Jason Johnson discusses the issue with Michelle Purdy, an associate professor of education at Washington University at St. Louis. She has studied the intersection of race and education, and is also the author of “Transforming the Elite: Black Students and the Desegregation of Private Schools.” Guest: Professor Michelle Purdy Podcast production by Eric Aaron You can skip all the ads in A Word by joining Slate Plus. Sign up now at slate.com/awordplus for just $1 for your first month. Learn more about your ad choices. Visit megaphone.fm/adchoices
While the vast majority of African American students attend predominantly white institutions –or PWIs– for college, many Black scholars are giving historically Black colleges and universities a second look. On today's episode of A Word, Jason Johnson discusses the issue with Michelle Purdy, an associate professor of education at Washington University at St. Louis. She has studied the intersection of race and education, and is also the author of “Transforming the Elite: Black Students and the Desegregation of Private Schools.” Guest: Professor Michelle Purdy Podcast production by Eric Aaron You can skip all the ads in A Word by joining Slate Plus. Sign up now at slate.com/awordplus for just $1 for your first month. Learn more about your ad choices. Visit megaphone.fm/adchoices
While the vast majority of African American students attend predominantly white institutions –or PWIs– for college, many Black scholars are giving historically Black colleges and universities a second look. On today's episode of A Word, Jason Johnson discusses the issue with Michelle Purdy, an associate professor of education at Washington University at St. Louis. She has studied the intersection of race and education, and is also the author of “Transforming the Elite: Black Students and the Desegregation of Private Schools.” Guest: Professor Michelle Purdy Podcast production by Eric Aaron You can skip all the ads in A Word by joining Slate Plus. Sign up now at slate.com/awordplus for just $1 for your first month. Learn more about your ad choices. Visit megaphone.fm/adchoices
While the vast majority of African American students attend predominantly white institutions –or PWIs– for college, many Black scholars are giving historically Black colleges and universities a second look. On today's episode of A Word, Jason Johnson discusses the issue with Michelle Purdy, an associate professor of education at Washington University at St. Louis. She has studied the intersection of race and education, and is also the author of “Transforming the Elite: Black Students and the Desegregation of Private Schools.” Guest: Professor Michelle Purdy Podcast production by Eric Aaron You can skip all the ads in A Word by joining Slate Plus. Sign up now at slate.com/awordplus for just $1 for your first month. Learn more about your ad choices. Visit megaphone.fm/adchoices
Dr. J Justin Hairston joins the pod for our Juneteenth 2022 episode celebrating Black Excellence. Dr. Hairston shares his educational background and his experiences attending PWIs, and what it was like to pursue a doctorate during the early stages of the pandemic. Finally, he wraps up with highlighting his new business, J Justin Hairston Consulting, LLC, which offers consulting in HR, professional development, and college readiness, and discusses what sincere allyship for the LGBTQ+ community looks like.
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