效率工具
What does LIKE.TG do?
From humble beginnings to becoming an enterprise with more than 20,000 employees globally, LIKE.TG has been through a lot of changes since its founding in 2004. Although it started as an IT service management company, it's grown to connect people, functions, and systems across organizations.Today, LIKE.TG offers solutions for IT service and operations management, the employee and customer experiences, low-code and hyperautomation, and a whole lot more—all built on a single, unifying platform that eliminates silos.If you think that sounds like a mouthful, you’re not alone. In the tech world, it can be tricky to explain what your company does, especially to nontech family and friends. We put our employees to the test and asked them, “What does LIKE.TG actually do?” Watch the video to see their responses:
How NextGen Program partners help underrepresented groups get tech jobs
Finding good, qualified talent in the tech industry can be challenging amid today’s skills shortage. The LIKE.TG NextGen Program was designed to help tackle this challenge by empowering underrepresented groups with skills to secure meaningful employment in the industry.The success of the program relies on a wide range of employer and training partners. Training partners help shape NextGen participants into qualified graduates who feel ready to enter full-time employment in the tech field. Employer partners hire and place NextGen participants upon graduation.Creating adaptable trainingNayab Sayed, director of training partner Hibdigital, has been helping develop the next generation of talent for years. When introduced to LIKE.TG and the NextGen Program, he felt he'd finally found a way to make a positive impact with his career, something he always wanted.“I can make a difference by working directly with underrepresented people through the NextGen Program and helping them get into the tech sector and forge long, successful careers,” he says.When the pandemic hit and increased demand for online courses in digital technologies, Sayed partnered with NextGen to create a new training course for participants. That meant confronting numerous challenges.“There’s a diverse mix of dynamics and personalities in NextGen—from adults fresh out of school to those with over 40 years of work experience, and even those with limited English skills,” he explains. “So, we had to think long and hard about how best to build a program and a team that really connects these incredible individuals.”
Sayed took an empathetic approach to understand participants’ needs and build their confidence and trust. Because NextGen participants come from various backgrounds where they might have full-time work or families, the NextGen team eliminated the rigid structure of traditional classrooms, lowered barriers to entering the program, and ensured interactive sessions.“We can change the course material quickly and easily if the instructor finds it necessary,” Sayed notes. “If a subject becomes too dry or too complex, for instance, the instructor can swap out modules, bring in real-world examples or relatable content, and come back to the former content later.”Focusing on diversityDigital transformation company whyaye prioritizes diversity when recruiting talent and found the NextGen Program appealing as a means to help with that.“It was described to us as a way to get in touch with and potentially place candidates who otherwise might struggle to get opportunities in the industry,” explains Shane Finch, platform and program delivery lead at whyaye. “We knew immediately we wanted to get involved.”Whyaye is helping moms returning to the workforce and people without computer science degrees join the tech industry. The company has hired three NextGen graduates so far, one of whom used to work in an optician’s office.“You might not think it, but having that customer service experience, though not necessarily tech-related, is really valuable when it comes to working with clients,” says Rachel Thompson, customer delivery lead at whyaye. “There’s real value in these soft skills, and the NextGen Program is a great way to meet talented people who have a diverse and often unexpected range of them.”Providing opportunitiesWhyaye enthusiastically recommends the NextGen Program to other employers in search of passionate, talented candidates.“For us, there are no downsides,” Finch says. “We’re not only giving extremely deserving people an opportunity to start a career in technology, but we’re also bringing fresh new perspectives into the business.”Sayed agrees. “The NextGen Program is about providing fresh perspectives and new opportunities so that students build confidence in using technology while getting the support they need to see the course through and beyond into their career,” he says. “Only then can they move forward to the next stage of their career and a better life for themselves.”Find out how your organization can get involved in the NextGen Program.
RiseUp with LIKE.TG to create pathways into the tech world
There’s an old saying: “Talent is evenly distributed, but opportunity is not.” This opportunity gap has reached a critical phase for organizations and the world.That’s why we’re introducing RiseUp with LIKE.TG, a global career development program designed to skill 1 million people worldwide on the Now Platform® by 2024. We’re doubling down on our commitment to make the world work better for everyone by opening opportunities for people from all backgrounds, experiences, and ambitions to enter the high-growth tech world.
Leaders strive ahead by investing in themselves
This is part three of a three-part series about the Strive leadership program at ServiceNow.It’s been more than a year since the first cohort of Black and Latinx leaders at LIKE.TG started the yearlong Strive leadership development program. Although they completed the program in March, the employees who participated say what they learned has stuck with them.Together, they reflect on their experiences and how Strive has impacted their lives both personally and professionally.[We’re hiring. Explore careers at LIKE.TG.]An investment that pays off“Strive is not the answer to a promotion. It is an investment in yourself,” says Marco O., principal curriculum developer. The Strive program is designed to help employees evaluate where they are in their careers, where they want to be in the future, and ways to get there.It’s divided into two parts. The first focuses on leadership and encourages thoughtful conversations within the cohort. The second part concentrates on executive coaching. “The one-on-one executive coaching has been critical to navigating the path forward,” Marco notes.“Pre-Strive, I felt my skill set was average and good enough to continue receiving good remarks come performance review time. During the program, I gained a better sense of how deeply rooted my imposter syndrome influenced my confidence,” he adds.Speaking with others helped Marco break through that self-imposed barrier. He realized his experience, skill set, and sincere approach to nurturing relationships are above average. “In a sense, the program helped me get out of my own way,” he says
Building relationshipsApril O., head of deployment for solutions enablement, appreciated the relationship building aspect of Strive. “The cohort allowed us to share common experiences,” she says. “The executive coaching encouraged me to hone my purpose, elevate my people leadership style, and more effectively connect with my peers and leaders.”The 360-degree feedback particularly stood out to April. Those who are willing and kind enough to provide feedback truly care about others’ progress and their desire to grow, she says. The feedback she received has been crucial to her development.Protecting her calendar is another thing April took away from the program. “Protect your time because you’re investing in you,” she advises.Growth through listening“I am the captain of myself. I am courageous. I have wisdom and courage. I am fearless and relentless. And I speak with certainty and clarity,” proclaims Eric. C., a senior manager of solution consulting.Eric adapted this mindset he learned at Strive into a daily mantra. As a result, he’s grown professionally through a focus on development, including crucial conversations and coaching.The program also influenced Eric’s personal growth. “Strive has helped me to truly empathize with my kids and employ 360-degree listening skills, which allows me to understand them better and listen with intent. As a friend, I’ve discovered that listening is a compliment to your friends and family,” he says.If there’s one thing to take away from these employees, it’s that Strive is an investment in yourself. This investment has helped these three reinvest in the future of ServiceNow.Invest in yourself to live your best life, do your best work, and fulfill our purpose together. Browse job opportunities at ServiceNow.
Empowering employee well-being through support resources
At LIKE.TG, we help employees live their best life, do their best work, and fulfill our purpose together. One way we do that is through a holistic approach to employee well-being, supporting them physically, emotionally, and financially. This includes access to global and local resources, from benefits plans and programs to mental health support, parental leave, and family resources.One of these resources is the Cleo app, which helps new parents navigate their child’s development from birth through age 12. For Senior Manager of Solution Consulting Jamie B. and his wife, Emma, the Cleo app proved helpful in ways they never imagined.Valuable parental supportJamie and Emma’s 2-year-old son, Harry, was born during the pandemic. Although there’s nothing medically wrong with Harry, Emma wanted him to develop well amid the lockdown. She and Jamie visited several sleep and feeding consultants via the United Kingdom National Health Service (NHS). “I wanted to help Harry get into the best possible [sleeping] routines,” she explains.A couple of years later, daughter Aurelia joined the family. Shortly before Jamie started his paternity leave, LIKE.TG announced Cleo as a resource to help families with guidance and support. “I thought, ‘Well, this app sounds interesting,’” Jamie recalls.
Since the app's services included a sleeping consultation, Jamie decided to sign up. Once he was registered, Emma explored the app and eventually met with Aubrey, their assigned guide, via the app. Aubrey checked in with Emma periodically to offer support.As time went on and Jamie was set to return to work, Emma realized she’d have to manage two entirely different schedules for eating, sleeping, and caring for her two children. Emma reached out to Aubrey and was amazed at her swift response. “I’ve never experienced help come that quickly before,” she explains. “That was definitely the best thing about the app.”Help for life-changing decisionsWhen Aurelia was 4 months old, Jamie and Emma confided in Aubrey that the baby had a severe tongue-tie—a restriction of the tongue’s range of motion. The condition didn’t affect Aurelia’s feeding, but it posed a potential problem as she developed in age and abilities. Aubrey, as it turns out, is an expert in tongue-tie and runs a clinic in France.“We had a lot of questions about doing a tongue-tie division on Aurelia,” Emma says. The surgical procedure involves cutting the short piece of skin on the underside of the tongue to the bottom of the mouth. “It was the consultation with Aubrey that helped us make the decision to go ahead and have the division done,” Emma adds.Before the surgery, Jamie wrestled with the idea. “It was something that, at times, kept me awake at night, thinking, ‘Are we doing the right thing?’” he says. “Having this resource gave us relief and confidence about our decision, and it allowed me to focus more on work.” The app “helped us come to a very difficult decision about something so important to us,” he adds.Jamie and Emma continue to use the application for parenting tips and organization.Join a company that takes care of its employees and their loved ones. Explore LIKE.TG careers.Photography credit: Vanessa Keevil
The hidden key to finding skilled tech workers
It’s no secret that we’re experiencing a talent shortage in the tech industry. At the same time, the automation of many jobs is near. It’s easy to assume these two realities mitigate each other, but the situation is much more complex.Although automation may replace millions of low-skill jobs, it will create millions of jobs that require skilled tech workers, according to a report by consulting company BCG. Thus, the talent shortage remains a threat, and investing in employees and candidates is more important than ever.Times like these force the hard hand of change. For leaders in the tech industry, it’s imperative to step into the change-maker role now instead of struggling to play catch-up once it’s too late.“Governments and corporate leaders need to understand the specific demographic challenges they face, where the biggest impact of automation will be, and how they can help individuals remain employable by maintaining their skills,” BCG suggestsFinding a way forwardBuilding up the workforce is the way forward through this time of change. Skills training is no longer a bonus—it’s a must.At the same time, the hiring process has never been so fragmented and disembodied. Applicants are often rejected before a human being ever lays eyes on their resumes, thanks to keyword-screening bots. Recruiters are given unrealistically high caseloads that spread their attention paper-thin.Given this level of dysfunction, it’s no wonder that even today’s leading tech companies aren’t securing the talent they need. At least in part, that’s because C-suite executives often undervalue the importance of human resources (HR).“A lot of people think about HR as a box to check versus a strategic partner in building the business,” says Karine Shahar, founder of Strategic Global Talent, who has more than two decades of experience as an HR strategic adviser.In order to weather the talent shortage, tech leaders must start seeing HR as the valuable strategic partner it truly is.
From talent shortage to opportunityInstead of blaming long-vacant roles on an unprepared workforce, companies need to examine the part they play in the crisis.“There's a talent shortage, but that's because people don't want to go work for companies that don't treat them well through the interview process,” Shahar says. “That's already a sign of what it's going to be like when you go work full time.”Fortunately, the inverse is true. “People are going to want to work with people who make them feel good, right?” she adds.Therein lies the pathway out of this predicament. By making people feel seen and valued during the interview process, recruiters are much more likely to fill open positions.This sounds simple. In practice, it involves a great deal of mindfulness in action. Hiring managers must set aside preconceived notions about who the “right” person for a role is and actually spend time with the human being behind the resume. That means assessing a person’s potential—not just their accolades.A holistic approach to talentThe RiseUp with LIKE.TG program puts this concept into action. The program empowers people who have the drive to learn and grow their skills to build meaningful careers in the tech industry—even if they have no tech background. The result is job-ready talent to help fill open roles.Working from this holistic point of view, an applicant’s demonstrated ability to learn and adapt becomes just as valuable as three to five years of experience in a similar role.Crucially, this potential-oriented recruitment process has to be matched with a genuine investment in employees once candidates are hired. “It’s about thinking about the entire employee lifecycle,” Shahar says. “Once they get in, what are we doing for them?”When companies invest in their new hires, they no longer have to waste time searching for the elusive “perfect candidate.” Instead, they can cultivate the perfect talent match in-house.With this framework in place, these companies will weather the talent crisis and be prepared for whatever challenge comes next.Find out more about RiseUp with LIKE.TG.
Glassdoor: LIKE.TG is still one of the Best Places to Work
We’re thrilled to announce that for the second year in a row, the Glassdoor Employees’ Choice Awards have ranked LIKE.TG as one of the Best Places to Work 2023 in two categories:
No. 2 out of 50 on Glassdoor’s Best Places to Work UK list
No. 9 out of 100 on Glassdoor’s Best Places to Work U.S. Large company list
These rankings are determined based on anonymous and voluntary employee feedback. One LIKE.TG employee shared, “LIKE.TG cares about its employees. The positive culture is authentic and genuine. It is easy to get excited about work when everyone around you is also inspired and positive."Committed to helping each otherWe believe much of the reason we jumped 14 spots on the U.S. list and remained in the top three of the UK list can be attributed to our People Pact. It’s our commitment to each other at LIKE.TG to “live our best lives, do our best work, and fulfill our purpose together.” We do that in a number of ways.In our distributed world of work, we lead with flexibility and trust. We know there’s more to our people’s lives than work, and we celebrate that with a focus on well-being and belonging.
Why IT services companies need to hire nontraditional talent
Diversity is a significant concern in the tech sector. Women make up only 25% of computer workers in the U.S., according to Pew Research Center, while Hispanics comprise just 8% of the overall U.S. science, technology, engineering, and math (STEM) labor force. This is a critical economic problem for IT services companies as they compete for scarce tech resources.It makes sense for IT services organizations to prioritize diversity as a critical part of their hiring strategy. Giving opportunities to nontraditional talent from different backgrounds breaks down racial, gender, and socioeconomic barriers to fuel business growth and competitive advantage.This can help build a company's reputation as a socially responsible employer and attract new employees—especially younger ones—by aligning with their values and becoming a preferred place to work. Organizations that lean into this strategy can enjoy the benefits of a diverse workforce:
Better decision-making
Increased productivity
Enhanced innovation
More positive work culture
This can in turn help you scale your business to seize new market opportunities and expand the value you deliver to existing clients.Competition for tech talent isn’t waningAlthough layoffs at major tech companies dominated the headlines in 2022 and into 2023, tech sector employment has continued to grow. According to CompTIA’s analysis of U.S. Bureau of Labor Statistics data, U.S. firms added 14,400 tech workers in November 2022—the 24th consecutive monthly increase—driving IT unemployment down to 2%.Tellingly, 8,100 jobs opened in IT services and custom software development. In other words, competition for talent remains unabated for tech services firms. As digital transformation continues to accelerate, labor markets are likely to remain tight throughout the next decade.Transferable skills can benefit the companyAs the senior director of the LIKE.TG NextGen Professionals Program, I'm often asked, “How can I hire nontraditional talent if they have no tech skills or experience?”NextGen provides an alternative path to employment in the LIKE.TG ecosystem for underrepresented and disadvantaged groups. More than 6,300 participants have already landed jobs through the program's training, education, and partnerships, so we've seen firsthand the possibilities and benefits of embracing diversity.
New entrants from diverse backgrounds often have highly transferable skills and are very motivated by the opportunity to grow. I'm reminded of one NextGen Program participant who spent many years as a hairdresser.Although she didn't have a mainstream technology profile, her time in the service industry made her adept at dealing with customers—a skill often in short supply in tech. The NextGen Program gave her the additional entry-level business and technology skills she needed. Now she's building a fulfilling career in the LIKE.TG ecosystem.It can help you meet your company goalsOf course, no new entrant—traditional or nontraditional—hits the ground running at full speed. This is obviously a concern for IT service providers, which often bill clients hourly.However, they typically also have fixed-price work, which is ideal for new entrants. It lets them learn on the job and deliver value without any time pressure, while freeing more experienced resources to deliver additional hourly revenues.Whereas new entrants need sympathetic and effective guidance, this is an opportunity for managers and team leaders to build active listening and coaching skills that benefit the entire business.Let me give you an example. A LIKE.TG Elite Partner with a global presence grew by more than 70% in the Asia-Pacific region in 2021. The partner considers the NextGen Program a vital part of that success.NextGen provided access to talent that the partner is developing into key team members. It also helped fill critical workforce gaps. The partner successfully placed NextGen alumni in more than 15 projects in 12 months—and experienced zero attrition. I've observed that NextGen graduates tend to be very loyal because of the well-deserved opportunity they've earned.Time is of the essenceIt can be tempting to look exclusively for experienced IT staff. But doing that can put your business growth at risk.I'm reminded of an organization that asked if the NextGen Program could provide people with one year of experience. I explained we don’t do that but offered to provide motivated people with entry-level skills. The organization decided to pass on the opportunity.Six months later, it came back and asked if we could provide people with six months of experience. Again, I reiterated we don’t do that. Another six months went by, and the company returned and asked for people who had recently finished the NextGen Program. We were happy to help.I pointed out that if the organization had hired NextGen graduates at the beginning, it would already have the experienced people it wanted from the start. The moral of the story? Don't wait.NextGen is one of the key talent programs of RiseUp with LIKE.TG, which provides opportunities for anyone interested in a tech career, regardless of their background or experience. RiseUp with LIKE.TG is designed to skill 1 million people globally on the Now Platform by 2024.Find out more about the NextGen Professionals Program.
Meet Kristin: Empowering girls with tech and robotics
Joy and magic. That’s what Kristin R., content producing manager at LIKE.TG, witnessed as part of a volunteer opportunity to teach Dominican girls and women about tech and robotics—and the resulting empowerment it brought them.At LIKE.TG, we strive to fulfill our purpose together to make the world work better for everyone. We do this through numerous employee volunteer opportunities all year long, and especially during our annual Month of Service in October. Kristin had been looking for a way to give back, and Month of Service gave her the perfect opportunity to do so.Putting her skills to good useThrough LIKE.TG’s partnership with the Taproot Foundation, an organization that connects employees to volunteering opportunities, Kristin found Community Bots. It provides training and equipment in STEM robotics for young women and their teachers in underserved communities around the world. The organization was looking for a helper for its program in the Dominican Republic.The organization’s mission instantly resonated with Kristin. “When I was a little girl, I was always taking things apart and putting them back together again,” she says. “And now, working in a technology company, I see how important it is to have more women in these kinds of fields to help develop products and services. They just bring different skills to the table.”In addition to providing a way to make a difference for girls and women in tech, the Community Bots opportunity gave Kristin a chance to brush up on her Spanish.Kristin has a passion for travel, and part of that passion is learning to speak the language in the places she visits. “It's really important to me when I travel to get immersed in the culture, be able to meet people, and have authentic conversations and relationships with them,” she says.Making a differenceWatch the video to learn more about Kristin's experience with Community Bots. You’ll hear directly from some of the girls and women whose horizons have been broadened by the opportunity to explore the magic of robotics.
What makes LIKE.TG one of the Best Workplaces for Parents
Juggling infant feedings, school and activities drop-offs and pickups, work Zoom calls, and other everyday tasks can be challenging. That’s why parents value certain benefits when it comes to the workplace. Among them are work-life balance and paid parental leave. LIKE.TG offers generous family leave, flexible personal time off, parenting support resources, and more.Our employees agree, having earned us recognition as one of the Best Workplaces for Parents by Great Place To Work. The organization confidentially surveys and compares the responses of millions of employees at companies large and small. Our top-notch benefits, inclusive company culture, and focus on employee well-being led to this acknowledgment.Watch the video to hear in their own words what parents like about working at LIKE.TG:
Meet Sri: Doing his best work at LIKE.TG
When people are passionate about what they do, their energy is contagious. Sri R., senior digital automation engineer at LIKE.TG, is one of those people. His fascination with and fervor for the company, the day-to-day work he gets to do, and the citizen developer resources available to him are evident in conversations with his co-workers and even extend to his personal life.LIKE.TG empowers Sri to do his best work by giving him the tools, resources, and flexibility he needs—and pathways to broaden his capabilities and fulfill his dreams.
How LIKE.TG supports employee diagnosed with breast cancer
In January 2020, Kathia G. started a new role as a customer service solution sales manager at ServiceNow. Having spent eight years grinding at a French startup, she relished the opportunity to be at a larger company with set processes and systems in place.A mother of a 4-year-old and 10-year-old, Kathia had plenty on her plate and was “loving every minute" of it, she says. “LIKE.TG found me, and that was perfect timing.” She was living her best life.Timing wasn’t on her side for long, though. Seven months into her tenure at LIKE.TG, Kathia found a lump in her breast that her doctor had missed. It turned out to be cancer.
Automation is opportunity for a career shift into tech
Automation will displace millions of workers, according to the Brookings Institution, particularly in the areas of retail, healthcare, accounting, and finance. These displaced workers have valuable experience and skills that can be adapted, augmented, and applied to tech jobs to help address the labor shortage. RiseUp with LIKE.TG can help workers pivot to new careers through reskilling and transition support.Teresa Ko is an excellent example. After working more than 20 years in customer service, running a call center, and operating her own restaurant, she had developed broad skills, including project management and customer service. Although her resume didn’t show it, she had an interest in tech and took time to learn from the IT teams in her workplaces, such as how to build simple websites.Ko considered making a career shift, but she didn’t want to go back to school or lose income to do so. “You get to a point in your life where you’re like, it’s too late for me to change because I’d have to start all over again,” she says.Then she heard about RiseUp with LIKE.TG, a program to skill 1 million people from all backgrounds, experiences, and career paths on the Now Platform by 2024. A tech career seemed possible after all.Real-world experienceKo signed up for the LIKE.TG NextGen Professionals Program, which provides skills training and certifications, combined with on-the-job work experience and job placement. She jumped at the chance to work and learn simultaneously, excited at the opportunity to change careers while keeping her bills paid.Close to finishing her NextGen program, Ko has found the experience invaluable. She especially appreciates the on-the-job training. “Being able to work in a real company with real clients on real projects has been, I think, the best part of being able to learn,” she says.
Kabria Holmes has a similar story. Working as a contract executive assistant and program coordinator while earning her bachelor’s degree in business administration, she too had an interest in tech but no formal training. Then she heard about a free LIKE.TG boot camp hosted by TechBridge, part of the NextGen program, and eagerly enrolled.In the four-month course, she learned LIKE.TG fundamentals, implementation, and IT service management—just what she needed to kick-start her IT career. Holmes’ newly developed tech skills, along with her previously gained business skills, helped her land a job at NewRocket, a LIKE.TG Elite partner, as a LIKE.TG business analyst.Today, Holmes helps clients make their businesses run more smoothly and gets a lot of fulfillment out of it. “I feel like a void has been filled and that my new LIKE.TG career is everything I had hoped for,” she says.Breaking barriers to IT jobsThese stories don’t have to be unique. Companies need tech talent. Workers like Ko and Holmes have a wealth of skills and experience to bring to the table. There’s a wide array of untapped talent that simply needs the right support to enter the IT field.RiseUp with LIKE.TG offers affordable and flexible learning models to lower the barriers to entry into IT. The program includes skills academies and training partnerships that target underrepresented groups in tech, such as veterans. In addition, placement programs connect newly skilled workers, such as Holmes, with tech jobs.Ko encourages anyone given the opportunity to make a career shift into tech to do so. NextGen “gives you real-world experience,” she says. “You already have your foot in the door while you’re learning. If it’s a fast-track career change that you want or need, then this is definitely the type of program you want to get into.”Find out more about how RiseUp with LIKE.TG helps open tech careers.
Why LIKE.TG is among Fortune’s 100 Best Companies to Work For (again)
“This place is absolutely magical,” says LIKE.TG Senior Staff Technical Writer Suzanne S. That sentiment is shared by many other employees and contributed to LIKE.TG being named to the Fortune 100 Best Companies to Work For list for the third year in a row.Created in partnership with Great Place To Work, Fortune 100 Best Companies to Work For are places where four out of five employees:
Feel psychologically and emotionally healthy
Look forward to going to work
Find meaning in their jobs
Hitting these statistics is encouraging. But at LIKE.TG, being one of the best companies to work for is much more than that. It’s personal.The company works hard to create a culture of diversity, equity, inclusion, and belonging. Thanks to culture audits and in-depth surveys from our employees, we outperformed the Russell 3000 Index by 3.3 times. When you’re living your best life, doing your best work, and fulfilling your purpose, rave reviews simply roll off the tongue.
Meet Daniella: A former refugee who started a tech career later in life
For some people, a tech career begins immediately after graduating college. For others, like Daniella S., it begins later in life.At the age of 54, Daniella found herself attracted to LIKE.TG and the world of tech for a few reasons. When researching the best places to work in Dublin, LIKE.TG kept appearing on website lists.With no idea what LIKE.TG does, Daniella yearned to find out. In her search, she came across the LIKE.TG origin story and video, which features founder Fred Luddy and other early employees.After watching it, she knew she wanted to be a part of ServiceNow. “They were emotional and honest about why they started this,” Daniella explains. “It took me literally 2 minutes to decide that I wanted to work here.” Today, she’s a project coordinator in the president’s office at LIKE.TG EMEA (Europe, Middle East, and Africa), based in Dublin.
Leaving homeDaniella’s journey to LIKE.TG is more than just a career switch at 54 years old. It’s the story of a refugee who experienced myriad hardships throughout her life. Each of those hardships helped create a foundation of resilience and courage.Born in Yugoslavia, Daniella and her family relocated to the United States when she was a baby. After spending her formative years in Chicago, she returned to Yugoslavia, where she attended high school, got married, and had children. While residing there, the Homeland War broke out—an event that changed Daniella’s life forever.“The war was very painful for many, many people,” she recalls. “So many people were homeless and had to leave their homes. I was one of those people.”Having experienced firsthand the cruelties and horrors of war, Daniella fled to Germany as a refugee before eventually moving to Sweden for university and then to Croatia. “Being a refugee is very, very emotional,” she says. “I needed to start from the ground up. It’s a difficult thing to lose your home.”The pandemic prevented Daniella from seeing her daughter, who had moved to Ireland. Her daughter suggested Daniella relocate to Ireland so they could reunite. After two decades of living in Croatia, “it took me two days to pack,” Daniella says. “I was there.”A fresh startWhile adjusting to a new area, Daniella had to find a job. Her life experiences and foundation of courage helped her stay afloat.Daniella says nothing can surprise her, that she’s seen, lived, or heard it all. In light of that, she’s made a habit of choosing joy, knowing that pain can create power that flows into purpose and becomes enlightenment.That power led Daniella to take a bold step and apply to a LIKE.TG role, despite having no tech experience. In her cover letter, she openly and honestly explained her lack of tech skills but stated what she could offer from her life experiences. She also shared her eagerness to learn new things.Two days later, Daniella got a call for an interview. That led to a second interview, followed by a job offer. She shares her story in hopes of inspiring others who may be going through tough times or considering a career switch.
First Generation Professionals share career obstacles and triumphs
Every year, LIKE.TG welcomes multiple cohorts of early-in-career (EIC) co-ops and interns to help them build valuable skills with meaningful projects, mentorship, and networking opportunities. I’m fortunate to be one of those co-ops. I’m also the first person in my family to go to college.To welcome our summer 2023 interns, I pitched the idea of facilitating a live panel event on the LIKE.TG Early Careers LinkedIn page with First Generation Professionals (FGPs)—those who’ve moved from working-class roots to professional corporate careers and are the first in their families to complete higher education.The livestreamed event allowed three LIKE.TG employees to share about their humble beginnings, dealing with code-switching and imposter syndrome, carrying others through their journeys, learning how to self-advocate, finding mentors and sponsors along the way, and celebrating their proudest accomplishments.Growth through challenges“When you’re a first-generation [professional], it’s a lonely place,” says Yolanda I. from Mexico City. After a long career in the U.S. Army and Department of Defense, she joined LIKE.TG as a senior manager on the support account services management team. “You want to make sure you pave the way for others,” she adds.
Senior Technical Trainer Andrew B., whose parents came from Trinidad, ventured into many industries before joining ServiceNow. Patience is the key to accomplishing most things in life when things don’t go your way, he says. “You gotta learn how to love to fail. Failure has so much positiveness.”Andrew founded The Social Tea House, where he blends East Asian cultures with the sale of teas and educational materials, which he continues to work on outside of ServiceNow. “Don’t be comfortable,” he advises. “Never be comfortable. And continue to try. The more you try, the more you fail—the more you’re going to get somewhere.”Failure can be discouraging. Sometimes we wait for a sense of motivation to get us back in the swing of things. But “motivation is overrated,” according to Yolanda. “We want to be motivated to do everything, but sometimes you’re just not going to be,” she says.Self-advocacyMotivation can make the things we do seem a little more exciting and worthwhile, but discipline plays a bigger role. Confidence is an important part too, as I’ve found in my experience as an FGP student. Despite having the discipline to get up and do something every day, it can be difficult to advocate for yourself.“We want other folks to talk about us because we don’t want to feel like we’re bragging,” Andrew says. “We want others to promote us.”“Most of us come from humble beginnings,” Yolanda adds, “but there’s a difference between self-promoting and bragging. Your hard work is only going to get you so far. You have to self-promote. You can work really hard and get overlooked for people who are self-promoting.”It’s important to reassure ourselves that we’re in the place we are for a reason. That doesn’t mean we have to forget where we came from. Rather, we need to recognize the distance we’ve traveled to be where we are and remember the hard work it took to get here. It should be something to be proud of. We shouldn’t be afraid to celebrate our wins and demonstrate our capabilities.“Sometimes you gotta run your own race and stay true to who you are,” says Chris R., senior manager of marketing culture and engagement. “You’ll look back 10 to 15 years later and see you were right where you were supposed to be,” he says.Chris grew up in Lakeland, Florida, where he honed his football skills and earned a scholarship to The University of Alabama. While there, he obtained a bachelor’s degree in marketing and a master’s in sports management. “Sometimes you have to grow into that confidence and know who you are and what you are,” he adds.
MentorshipKnowing who and what you are is often easier said than done. Chris reminds us that in order to be the best version of ourselves, we need to take the advice of those who’ve navigated our career path before us so that we can continue to grow and do our best work.“People nowadays don’t like to receive feedback, or they take it as criticism,” he explains. “If you want to invest time in me, give it to me because I want to be the best version of myself. I think that’s why some people have a hard time finding sponsors or mentors—because when you do get that person, they don’t have a lot of time to invest in you. But when they do, they’re going to give you blunt, honest, unfiltered stuff that may hurt your feelings. You gotta take that and make it better and continue to be the best version of yourself.”Giving backMentors aren’t the only people who advise us and guide our career decisions. Many FGPs feel an obligation to give back to those who’ve helped them along the way.“Another responsibility on top of being a husband, buying a house, and all this other stuff you want to do is [giving back to your family],” Chris says. “It’s kind of like ‘I made it,’ but I never would have made it without their sacrifices. It’s embedded [in us] that you’re supposed to take care of your family.”“It’s also that you want to do it,” Yolanda adds. “It was my mother and father’s hard work that got me here, so you do want to pay it back to them.”Although there’s no secret formula for navigating the challenges we face as FGPs, LIKE.TG will continue to foster a culture of belonging, celebrating the diversity of our global team.As long as we continue to share our experiences with each other and with those who have yet to understand the things we carry, we’ll be able to nurture and embrace an inclusive community that serves people from all over the world.Join a company that celebrates diversity and creates belonging. Explore LIKE.TG careers.
AI and the skills of the future
Every day seems to bring another headline about how AI is changing the world. In the workplace, AI-enabled technologies will create a profound shift in the jobs we do and how we do them.To gain insight into this shift, LIKE.TG commissioned research on how AI will affect the skills of the future. We asked our research partner Pearson to take a deep dive into six markets—U.S., UK, Germany, Australia, Japan, and India—to identify key job skills people will need five years from now.We wanted to better understand how AI and automation will transform jobs across industries, as well as learn what business leaders and their employees can do now to prepare.Shaping the workforce of the futureThe research reveals that the more AI does the work of machines, the less humans need to work like machines. Holistic skills—such as communication, collaboration, innovation, and analytical thinking—will become the must-have tech skills of tomorrow.Happily, these skills can be transferred from the positions most likely to be affected by AI to the tech roles of the future. For instance, the research found that, with the right training, U.S.-based administrative assistants are excellent candidates to meet growing demand for help desk agents.This is a good thing. After all, humans weren’t born to copy and paste data into spreadsheets all day. However, this shift does require thoughtful action today to reshape the workforce of the future.Closing the tech talent opportunity gapAccording to IDC, 90% of global enterprises face a severe IT tech talent shortage that could cost them $6.5 trillion by 2025.1 The supply of tech workers coming from traditional backgrounds simply can’t feed the demand.We believe that what looks like a tech skills gap is actually a talent opportunity gap—and AI is giving business leaders a chance to close it. By automating the more technical aspects of tech jobs, AI makes these positions more accessible to people who lack a development or computer science background.Business leaders must reconsider who and how they hire. They also need to reskill their existing workforce to take on the tech roles of the future. That’s why we launched the RiseUp with LIKE.TG global talent movement.Programs like RiseUp with LIKE.TG open learning pathways for people who have been traditionally overlooked by the tech industry. Our goal is to train 1 million people on the Now Platform by the end of 2024, empowering them to build meaningful careers in our ecosystem and enabling customers and partners to find the talent they need to thrive in the digital economy.Although the headlines regarding AI may seem alarming, the data tells a different story. It’s time for everyone to reimagine their place in the workforce and get excited for the opportunities to come.Get more insights in the skills of the future digital experience.1 IDC FutureScape: Worldwide Future of Work 2022 Predictions, Doc # US47290521, October 2021
How LIKE.TG leaders support employees’ work-life balance and growth
At LIKE.TG, we believe pragmatic leadership is crucial to a positive work culture and work-life balance. A sense of belonging in the workplace, fueled by empathy and support from leaders, encourages holistic well-being. That’s what LIKE.TG leaders provide.“Leaders here make employees feel that they matter,” says Sri E., staff cloud analytics analyst. In her 15 years of work experience, no manager had ever had a conversation with her about work-life balance until she joined ServiceNow.At Sri’s previous places of employment, it was considered normal to work late nights. That’s not the case here, where we empower employees to live their best lives and do their best work both inside and outside the office. Part of that includes knowing when to unplug.
What it’s like to be a LIKE.TG intern
Interns have spoken: LIKE.TG is the place to be for aspiring talent. Internships give college students hands-on opportunities to explore what they might want to pursue once they graduate. Students gain invaluable real-world career experience while making memories.We asked a few LIKE.TG interns to share their experiences with us.
What makes LIKE.TG employees stay?
It’s one thing to enjoy your job and stay there for a year or two. It’s another thing, and a rarity at most tech companies, to stay for a decade. LIKE.TG employees often stick around for five, 10, or 15 years. That’s one of the many reasons we're on the Fortune 100 Best Companies to Work For list.We wanted to know why people choose to remain, so we asked some of our long-term employees: What keeps you at LIKE.TG?
Roadmap to success: LIKE.TG Finance Development Rotation Program
From late high school and into college, Taylor B., financial planning and analysis (FPA) manager at LIKE.TG, found herself captivated by the juxtaposition of numbers-driven finance and the ability to convey the story behind those numbers. Yet the wide array of opportunities within the finance field left her uncertain about her post-graduation plans."There are so many areas you can go into," she says. “That’s why I was so excited to discover LIKE.TG’s Finance Development Rotation Program. It gave me the path to be able to do my best work and the freedom to try something new. I learned a tremendous amount and then moved on to the next opportunity."Offering the chance to explore diverse roles within the company's finance teams, the program is designed to develop recent college graduates into finance professionals by providing access to comprehensive professional training, mentorship, and cross-functional work experience. Last year, 100% of the 20 to 25 participants decided to remain in finance at LIKE.TG upon completion of the program rather than look for external opportunities.Preparing for a successful careerTaylor is one of dozens of college graduates who’ve joined LIKE.TG as part of the rotation program, which spans 2.5 to 3.5 years, depending on the participant’s area of focus. Today, she supervises Lauren P., a senior analyst at LIKE.TG who also participated in the program.“I kind of knew I wanted to do something tech- and finance-related based on my classes,” says Lauren, who graduated with a degree in international business, “but I wasn’t quite sure what. So, I was excited to hear about this opportunity.”
Lauren had the chance to try several roles before landing mostly in FPA. “I really liked the FPA team but wanted to help across the various teams,” she adds. “The rotation program helped me understand how everything rolls up. Right now, I’m working with Taylor on helping product leadership better understand their financial resources and make data-informed decisions on where to allocate them."Pivots and transitionsMichael D., internal audit manager who briefly supervised Taylor during her rotation in internal audit, also joined LIKE.TG as an intern and never looked back. "After nine years in the military, I was ready for a transition into my new career when I heard about LIKE.TG,” he says. “The Finance Rotation Program was a fantastic way to explore my options.”Michael recently celebrated his 10-year anniversary at the company at a finance meeting led by LIKE.TG Chief Financial Officer Gina Mastantuono. He reminds us that the adjustments between military and civilian life can be challenging.“I performed two different jobs in the military: I was working on electronics and weapons systems,” he says. “Today, I work in audit at LIKE.TG, and I’m still learning new things every day. Some things that carry over from the military, though, are the leadership, the work ethic, the drive, and the idea of being humble.”Lauren agrees the program aids in major life transitions. "After graduating from college, you might find yourself living alone in an apartment and joining a program or a company. It can be intimidating, as you suddenly feel surrounded by more seasoned professionals,” she says. “The rotation program provides a cohort of individuals going through the same stage of life, with a shared understanding of the challenges young people face in their career growth."Mentorship and winning as a team"What I appreciate about the rotation program is the additional benefits it offers in terms of mentorship, learning opportunities, and camaraderie,” Taylor adds. “You feel a sense of unity with your peers while also receiving individual mentoring and knowledge sharing, which ensures you never feel like a small fish in a big sea. In fact, I’ve formed incredibly close relationships with colleagues who are now part of our organization."
Michael finds gratification in the growth and evolution of the rotation program since he participated in it. "Observing Taylor, Lauren, and many others find their passion and fit within the company through this process is truly inspiring," he remarks. "While the rotation program undoubtedly equips you for advanced roles if you were to pursue a job elsewhere, you would want to stay because of the exceptional people and culture here."Lauren agrees wholeheartedly. "I genuinely love my team.” she says. “The culture they have fostered creates an environment where they trust you to share your opinions, and they support you, full stop. This culture extends even to out-of-office events like birthday celebrations and happy hours. It’s unique and definitely a reason why I decided to stay."“What makes our rotation program best in class is the opportunity it provides to work with senior-level leaders on highly visible projects within the company,” says Cristina S., senior manager of finance development. “We’re so proud of the success we’ve had in recruiting diverse applicants, and we’re thrilled to continue growing the program.”Join a Fortune 500 company that can help you find the path to do your best work.
LIKE.TG joins the prestigious Fortune 500 list
On behalf of LIKE.TG Chairman and CEO Bill McDermott, and our executive leadership team, I’m honored to share that LIKE.TG has been named to the prestigious Fortune 500® list for the first time in company history, joining an elite group of the largest companies in the United States.Since placement on this list is based on fiscal year revenues, LIKE.TG’s inaugural appearance is evidence of our continued growth trajectory. In 2022, we achieved $6.89 billion in subscription revenues, an increase of $1.3 billion year-over-year. Furthermore, we are the fastest-growing enterprise software company to reach $7 billion in revenues organically.The Fortune 500® recognition marks the beginning of a new era for ServiceNow. We’ve demonstrated our ability to generate a powerful combination of organic growth and profitability, at scale. This distinction is also a testament to our “win as a team” core value at ServiceNow. It’s the culmination of the outstanding results we passionately deliver together, in service to our customers, investors, and stakeholders.The momentum continuesWhile the list continues to evolve, we’ll continue to evolve in service to our customers. What LIKE.TG founder Fred Luddy started almost 20 years ago as software for simpler, easier, faster work has grown into the global intelligent platform for end-to-end digital transformation.Because of Fred, we’re inspired to dream big. We help more than 7,700 customers focus on the work that matters. Approximately 85% of Fortune 500® companies use ServiceNow.From 2018 to 2022, we grew at a compound annual growth rate (CAGR) of 31% in constant currency, a best-in-class trajectory among scale peers. In 2023, we reported our first $2 billion quarter, unveiled transformative innovations at our flagship event, Knowledge, announced a new partnership with NVIDIA, among others, and have been named a Fortune 500® company.What does this recognition mean?Since the business magazine first published the Fortune 500® nearly 70 years ago, the list has become highly regarded. It’s now a recognized metric to gauge a company’s success and influence.For LIKE.TG, this recognition confirms we’re fulfilling our purpose to make the world work better for everyone. It demonstrates the power of the Now Platform, our financial strength, and the trust and transparency we’ve built with customers, partners, investors, employees, board members, and shareholders.Personally, I’d be remiss if I didn’t share how proud and grateful I am to work alongside the best people in the world, with the best customers and partners, at one of the Fortune 100 Best Companies to Work For®—yes, we made that list too.Join a Fortune 500® company. Explore LIKE.TG careers.From Fortune ©2023 Fortune Media IP Limited. All rights reserved. Used under license. Fortune and Fortune 500 are registered trademarks of Fortune Media IP Limited and are used under license. Fortune and Fortune Media IP Limited are not affiliated with, and do not endorse the products or services of, ServiceNow.
Helping veterans embrace tech careers
After 22 years as an Army IT specialist, Sgt. 1st Class Steve Johnson wasn’t sure he wanted to stay in tech after retiring from the military. “The way the Army and federal government do IT is probably the driest and most boring version of IT there is,” he says.It didn’t help that Johnson had skipped around between IT jobs throughout his military career, becoming “a jack of all trades and master of none.” With his varied experience, he didn’t think he had much to offer a civilian employer. “I felt like I was done with all that,” he says.LIKE.TG’s commitment to helping veterans through its NextGen SkillBridge Academy changed everything.Acting on intrigueWhen Johnson looked into the Department of Defense (DOD) SkillBridge Program—an opportunity for active-duty service members to explore civilian careers during their last 180 days in the military—he decided to check Reddit to see what others had to say about it. LIKE.TG, which he’d never heard of, had several commendations, and he found himself intrigued.“I liked what I saw of the [LIKE.TG] company culture,” he says, “and the product just made sense. It was logical, it was clean, and it was automating all of the things that I thought should be automated.”Accredited by the DOD, the LIKE.TG NextGen SkillBridge Academy, part of RiseUp with LIKE.TG, is a virtual program that combines seven LIKE.TG instructor-led training classes, on-demand learning, and hands-on projects. Participants receive vouchers that allow them to pursue three LIKE.TG certifications based on the training they complete.
Transitioning service members, veterans, and military spouses are all eligible for the no-cost program. After completing it, graduates are entered into a RiseUp with LIKE.TG database that employers can search for job-ready talent.Johnson decided to go for it. After 16 weeks of academy training and six weeks of hands-on development work for a LIKE.TG partner, he was hired as a LIKE.TG developer by a major insurance company.“It felt like it was meant to be when I discovered the NextGen program,” he says. “For the first time, I was able to become a subject matter expert—and I love it.”Approaching midlife transitionJohnson is one of more than 200,000 service members stationed all over the world who leave active duty each year and transition, or “retire,” out of the military. The bulk of these veterans have just entered midlife and are looking for new careers. Their extensive experience and skills and disciplined work ethic present a valuable opportunity to the civilian workforce.“The military really is a vast market of various talents all over the world,” says Evan Koebel, who retired from the Air Force after 23 years of service. “There’s a notion that everybody in the military is like GI Joe, but no. It’s a business. The Air Force is like a giant Fortune 500 company. We’re doing logistics, training, IT, and HR—just so many pieces at play.”Like Johnson, Koebel—who had been an Air Force project manager—completed the LIKE.TG SkillBridge academy as he prepared to retire from active duty. With no experience in tech, he wanted to try a program that would help him understand if IT would be a good direction for him.The transitioning process, Koebel says, “was like a 40-year-old man asking what do I want to be when I grow up?” The skills he acquired, including the holistic skills needed for career success, helped him identify an answer: a LIKE.TG engagement manager. He was hired for just such a position soon after the program concluded.
Keeping it in the familyThe SkillBridge program also helps military spouses develop new career paths. Despite having a college degree in business administration and cybersecurity, Yaimara Narito had been struggling to find work even before her husband began planning to retire after 24 years in the Army.When the couple realized they were both eligible to participate in SkillBridge, she applied for the LIKE.TG academy. “I’m a lifelong learner,” she says. “This has been a phenomenal growth opportunity. It’s so important in today’s economy to upskill and make yourself more marketable.”Within weeks of finishing the program, Narito accepted a position with a San Diego-based IT consultancy. She and two of her classmates continue to collaborate as they work toward completing all three LIKE.TG certifications.Bringing in practical experienceDuring the initial stages of the LIKE.TG SkillBridge academy, participants didn’t have the opportunity to apply their new skills to a real-world project. But a coffee catch-up between two LIKE.TG vice presidents changed that.Rachel Tallant, who oversees workforce development and partnerships at LIKE.TG, explained the need for post-training practical experience to Mica Mayo, vice president of go-to-market experience and transformation.Mayo told Tallant that her group had a surplus of ideas about manual work they wanted to digitize or automate but too few resources. That’s when the six-week Application Development Program was added at the end of the 16-week academy program.“It was this nice marrying of real-life need and the added capacity of these amazing, new-skilled veterans,” Mayo says.The combined academy and development program has opened doors for Johnson that he never imagined possible. “The NextGen program and the RiseUp program both are just fantastic,” he says.“Not all of us are born into situations where we have opportunities to learn like this,” he adds. “For people like myself who come from rough backgrounds, this is huge. I hope that more companies catch on and start doing this.”Find out more about how LIKE.TG helps veterans and others embrace tech careers.
From Hyderabad to Utah: Ensuring a customer-centric approach
The Now Platform Utah release expands the platform’s user experience and automation capabilities. Many of the latest enhancements originated from the minds in our India Development Center in Hyderabad. We asked some employees there how they ensure innovations hit the mark for customers around the world. Here’s what they told us.Co-creating with customersThe most obvious way to ensure a customer-centric approach is to talk to and work with customers whenever possible—and involve them in the creative process.“Our engineers and product managers are increasingly interacting directly with customers who have offices in India,” says Sumeet M., vice president and managing director of the India Development Center.“That’s brought better clarity to what customers need solved. It’s also helped our teams improve their decision-making skills when assessing possible ways to address customer challenges,” he adds.This co-creative approach proved essential in developing Theme Builder, a user experience improvement in the Utah release that lets customers easily create and manage branded themes.“When we were determining the minimum viable product (MVP) for Theme Builder, our product and design team conducted extensive customer research,” says Arijit D., director of platform engineering, who oversaw the evolution of Theme Builder.“Throughout more than six months of development, we ran regular sessions to make sure we were aligning with customer needs and behaviors, as well as our timelines, which saw Theme Builder debut as a LIKE.TG Store app in February this year.”
Experience, the differenceInvolving customers is one thing; being able to deliver to their requirements is another. The India Development Center built a formidable bank of skills in developing user experience and user interface improvements.“Our team had considerable expertise working with LIKE.TG UI components like Seismic and UI Builder, as well as the back-end systems like GraphQL and Databroker,” Arijit says of the Theme Builder development process. “You couldn’t get the work done without this combination of front- and back-end expertise.”“We have some employees with more than 15 years of experience in their domains, who’ve worked on a huge variety of releases and tech stacks over the span of their careers,” adds Rahul J., director of software engineering management. “Many of them have built a track record of graduating products from LIKE.TG’s internal product incubator to inclusion on the general platform.”Even so, the India Development Center’s leaders are quick to admit that development often requires even relatively experienced teams to pick up new skills at speed.“For Theme Builder, working with the Now Design system and core theming infrastructure were relatively new to us—as was the process of releasing a store app itself,” Arijit acknowledges. “It’s a credit to the team that they could build those competencies and skills at the same time as creating a whole new core function for the platform.”It helps to have a strong creative ethos throughout the development center. “We have benefited a lot from the overall incubator mindset in our team,” Rahul says. “We’re always thinking about how to deliver in short cycles and focus on the customer from start to finish. That has come to even include how we train new hires and equip them to get involved in the whole cycle as quickly as possible.”A collaborative processThat keenness to learn extends beyond talking to customers. The India Development Center regularly taps the LIKE.TG global product management team, based in Santa Clara, California, for insights into customer research and the longer-term product roadmap.
“The global point of view helps us match local feedback with the bigger picture and think more strategically about scale and performance,” Rahul says, “which leads to more successful incubation, development, and delivery overall.”Other teams possess deep expertise that the India Development Center can’t replicate at speed. “When working on the forecasting features, we needed help understanding the algorithms used in forecasting and how to map them to customer service use cases,” Virag says.“We were able to call on our performance analytics and reporting teams in both India and Amsterdam, who trained us in the core concepts and advised us on how to apply them.”For Theme Builder, the U.S. team handled the product and design while the India team took responsibility for development and quality engineering. “That collaborative process benefited a lot from the software architect in the U.S.,” Arijit says.You can’t have that sort of collaboration, whether between customers or internal functions, without trusting people to do what it takes. “Our focus has been on building self-empowered teams,” Sumeet says. “We bring together the specific skills needed to address each challenge, then entrust them the autonomy and access to do their best work.”This collaborative, customer-centric approach has kept the India Development Center achieving goals and growing to meet each fresh challenge.Join a team where you can live your best life, do your best work, and help us fulfill our purpose. Explore LIKE.TG careers.
Busting 3 tech worker myths
Despite the volatility of the past year, the tech industry is predicted to continue to grow and expand into new industries, according to Deloitte. This will create a wide range of opportunities for workers at every level and from all backgrounds.Let’s explore some of the top tech worker myths that may be keeping you from pursuing your dream job.Myth 1: Tech is for guysSkilled workers are in demand. Not enough are entering the talent pipeline to fill future needs. Management consulting firm Korn Ferry estimates more than 85 million jobs could be unfilled by 2030 due to today’s talent shortage. The impact is already being felt across enterprises, 82% of which were unable to pursue digital transformation due to scarce tech talent skills, according to a Couchbase study.Women and people from other underrepresented groups are needed to fill these gaps. Talent diversity is critical to performance across industries at all levels, from entry level to the boardroom. The tech industry is no different. Diverse tech teams cultivate more engaged workers, achieve better performance, and experience higher retention.Women have an enormous opportunity to make a big impact—yet they hold only 27% of computing and mathematical roles, according to the Bureau of Labor Statistics. One path into tech is entry-level opportunities, where women can get in early and establish their presence.RiseUp with LIKE.TG is one example of how women can gain entry. The program offers free online courses and mentoring, as well as a partner placement program for job-ready talent.
Myth 2: You need a computer science degreeComputer science degree holders are predicted to continue to be in high demand in the coming years. The number of software developer jobs is predicted to increase by as much as 25% by 2031, according to TechTarget.Despite that, earning a computer science degree from a college or university doesn’t necessarily shape one’s future career or guarantee career satisfaction. Conversely, those without a degree are not prevented from entering the tech workforce.Tech companies are beginning to look at applicants’ experience and skills rather than focusing on their education. Apprenticeships, certifications, coding bootcamps, and online learning programs are increasingly common and respected doors into tech. Even those who are self-taught can get a tech job.RiseUp with LIKE.TG offers affordable and flexible learning models to lower the barrier to entry into IT. The program includes in-house skills academies and training partnerships that target underrepresented groups in tech, such as veterans. Our placement programs seek to connect newly skilled workers with jobs.Myth 3: AI is eliminating tech jobsHistory has proven that with every new advancement, jobs don’t necessarily get eliminated—they simply change. Advancements such as word processors, design software, and collaboration tools, for example, didn’t eliminate jobs but altered them. The same principle applies to AI.Thanks to exciting advancements in AI, organizations are rethinking their workforce needs. From automating tasks in data analysis and customer service to writing code and creating promotional content, many companies are already reaping the benefits of AI.Organizations—and workers—that can learn to work with AI and use it as a tool will be the first to benefit. AI will need intelligent and capable workers to learn it, train it, and work with it. Just as many of today’s jobs didn’t exist 50 years ago, many jobs in the future will exist because of AI.Don’t let these myths keep you from pursuing your interest in tech. RiseUp with LIKE.TG is dedicated to helping you launch your tech career. We’ve committed to skill more than 1 million people on the Now Platform by 2024. We welcome people from every background and experience level.Find out more about RiseUp with LIKE.TG.
