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When contemplating a career change within a different industry, it can be challenging to know where to start. As the world continues to change, many people are wondering how to transition into cybersecurity without experience. Business leaders at Cisco Secure and Duo Security who changed careers, along with recruiting professionals, provided insights for prospective candidates curious about the cybersecurity and tech industries. Learn their top 10 tips for getting a job in cybersecurity.
If passion, innovation, kindness and growth are on your list, Cisco Secure is worth checking out. When Kelly Davenport, manager of the Global Knowledge and Communities team, first connected with folks at Duo, she was “amazed at how nice and excited everyone seemed. I almost thought it seemed too good to be true. But then, when I started working here I realized everyone here really is that nice and smart and good at what they do. I was waiting for that to change, but it’s for real.”
Cisco Secure Talent Acquisition Lead Jeff Edwards shares, “Our senior level folks want fulfilling work. The work we’re doing and products we’re putting out are exciting, new and cutting edge. This is the stuff that’s going to change how we work in the future.”
For those looking to get into cybersecurity with no experience, Edwards suggests, “Pay attention to the jobs posted on cybersecurity career pages and the skills they’re asking for. That lets you know how long a process your career change may take. If you’re switching careers into tech it’s all out there to be able to discern, “Hey, where do I need to focus my efforts to put me in contention for these roles?”’
Cisco Women in Cybersecurity recently hosted a virtual session, Career Journeys Are Not Always a Straight Road – Your Journey Is Your Story, featuring CX Cloud Compliance Leader Deborah Sparma.
Sparma shared, “No matter where you are and have a new goal to break into, see what can transfer. Who knew that theater could transfer to working in a tech company? Who knew that working as a vet tech could lead me into corporate America? The variety of expertise has taught me that there is always room to grow and skills that can be transferred from one role to the next no matter how disparate they may be. For example, my experience in theater has made me a better speaker and presenter.”
Davenport, who was a journalist and librarian before making the switch to health care IT and then Duo, advises, “Figure out the core skills that you have and what job titles and words are used in other industries. Talk about the things you already know how to do, because every industry has its own jargon and that can feel like a barrier until you figure out how to translate it.” Cisco provides a list of common job titles and the experience and certifications needed for key cybersecurity roles.
She continues, “I had no idea what customer enablement was before I joined Duo. I did not know that was a job, and no one would’ve told me that. But it turns out that being a librarian, knowing how to organize things, having worked with the public, being a journalist who can write and create accurate, complex information on a deadline, and then understanding the technology of making something user centered and how people want to consume that information in different formats in different points in time, based on their needs, all of those were things that I knew and had experience in. And so, it was just discovering the opportunities that were already out there but were called something different than I knew about.”
Davenport’s advice for those wanting to enter cybersecurity: “A lot of professions want that super specialist, and we definitely have people who are those people, but I’ve seen Duo hire people from a lot of different backgrounds, and the additional perspective that they come in with and the fresh ideas is what keeps us innovative and what makes it a really fun and interesting place to work.”
She elaborates: “From a journalism background, the level of responsibility that you have as a journalist to be fair and accurate, and the ethics that you learn that are integral to that profession, were super helpful and important coming into any kind of customer-facing role where you’re used to being accountable. You have really high standards for yourself, and that translates into being able to hold those high standards for what customers expect, too.”
For journalists in particular, she says, “I would just like to give a shout out to folks in journalism who are wondering, maybe their career path is taking them in a different direction. (…) you have so many valuable skills that, if you are interested in a career in tech, there’s a lot of opportunities because of some of those things like I talked about earlier. The experience of working on deadline, that accountability and responsibility that you take and the ethics of what you do, those all translate. And so, those are all totally portable to a new context.”
Edwards states, “Start researching all the top cybersecurity companies and what products they offer and then take it another level down: What programs and software are they using? Are there different classes I need to take or certifications I need to get?”
Cisco offers top-notch cybersecurity training and security certifications. Also available are Cisco Certified CyberOps training videos and connection with those learning new cybersecurity skills through the Security Certifications Community and CyberOps Certifications Community.
Sparma highlights, “I believe a lot in teams. We all have skill sets that can complement each other no matter where we are in our career. I know I don’t know it all. I lean on the teams and people around me.”
Davenport reports, “Your experiences are going to give you a fresh perspective that’s actually really valued by the people who maybe came from that industry. Having that diversity of experiences and viewpoints is really celebrated more so here than pretty much any other place I’ve worked. My advice would be to trust that you can learn a totally new industry, and that the experiences that you’re coming with are really valuable.”
Duo Security Lead Recruiter Shannon Curran affirms, “We’ve spoken with many candidates who don’t come from the cybersecurity space.” She says that telling that story in your resume and throughout the application, interview and hiring process allows recruiters to understand why you’d be a match and that kindness goes a long way.
When starting at Duo Security, Davenport shares, “I came in pretty fresh. I knew that I was going to be doing this intensive onboarding program. We have technical trainers who we work with, so that we’re customer-ready. And so, I knew coming in that I would have a lot of support. I felt like, ‘Okay, I’m embracing the unknown and I’m going to learn a bunch of new things, but I’m going to have this great team that’s going to help me learn, is going to teach me.’ And that worked out pretty well.”
“Trust that you can learn, trust that the experiences you’re coming in with are valuable and are going to give you a fresh perspective, and that you will have the support to learn and grow, even if you’re changing industries.” —Manager of Duo Global Knowledge and Communities team Kelly Davenport
A culture of learning helps. Sparma says, “I’m always learning. Cisco especially has all the trainings out there that we can take. Invest in yourself, in learning, and don’t be afraid to ask.”
Davenport took this approach: “Because I’m a writer, I would go to our classes where we’re learning about the product. And then I would write my own summary in my own words, to describe what I was learning. I’d run that by my teacher and say, ‘Okay, am I on the right track?’ And that really helped me metabolize what I was learning and get that feedback in a way that worked for me as a learner.”
Maintaining a strong network can ease the career change process in terms of learning about the cybersecurity industry from people working in it and in terms of referrals. Marketing Specialist Julie Kramer says, “Try to find a networking partner in the company and ask for references for networking purposes. For example, if I have a friend who knows me that works at Cisco and they’re like, ‘Hey, do you mind referring me?’ I’d be happy to give them a referral.”
Sparma said, “Working in technology wasn’t even an option I considered when I started college…I broke into a new career but I had my background working in hospitals, working at the insurance company…someone knew me, knew my personality, helped me get that role… At Cisco, I had applied at other roles where I had a one-to-one fit. This one stretches me, but I could bring a lot to the table at the same time and still grow. That’s what energizes me.”
You never know how your network may come in handy throughout your career. In 2012, Edwards’ very first manager called him with one question: “Hey, do you want to come work at Cisco?”
Sparma’s first mentor “shepherded me. She took me under her wing, supported my wish to go back to school, encouraged me to get certification in something I didn’t know existed. I didn’t know what a mentor was at first, and it didn’t dawn on me until after I’d moved on in my career and traveled around the world that I realized I got there because of my first mentor. What does get difficult is everyday meetings, deliverables, timeframes — sometimes you just have to make it a point to make sure that you invest in yourself and keep that promise to yourself and keep your mentoring relationships going. I’ve had different mentors at Cisco and you can have multiple mentors along the way.” Employee Resource Organizations are another great place to find those mentors or mentor others.
“Find a mentor for support, guidance, knowledge, and motivation. Then pay it forward and mentor others. You can always bring something to the table.” —CX Cloud Compliance Leader Deborah Sparma
Sparma continues, “One of the first things they asked me to do when I started at Cisco was find a mentor. Cisco also allows people to shadow colleagues to learn what they do, network, and for knowledge transfer. We all can benefit from each other.”
To learn more about Cisco Secure and Duo Security and how you can apply your skills, passion, and experience to cybersecurity, check out our open roles.
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Over her 25-year-plus career, Saleema Syed has seen the information security industry from a variety of vantage points, all while championing women in technology. Syed worked as director of business systems and data management for Duo Security before rising to vice president of information technology. Later, after Duo was acquired by Cisco, she transitioned to new roles within the larger organization and now heads up operations for Webex Marketing. In this position Syed brings structure across different functions of marketing including brand, events and technology while also serving as chief operating officer for Chief Marketing Officer Aruna Ravichandran.
“I fell in love with the culture, the kindness, the heart of this company,” Syed said.
Recently, she shared her passion for problem solving and inclusion with the Duo Blog, along with the advice she gives mentees navigating their own career paths.
Saleema Syed: I like chaos and I love putting a method to the madness. With marketing we have to react to the market, react to the business, react internally. What energizes me is there’s never a dull day and there is always this ability to bring some overall end to end process.
I love running towards a burning car and figuring out how to put it out. I love change. I know change is the only constant and rather than running away from it, I thrive in it. I like to look at it and ask, “What can we do to break it down and figure out what we need to do?”
My brain works in terms of boxes and flows and charts and spreadsheets so when I look at something I’m like, “Okay, what is a box? What is a process? How do I untangle it?” I like sitting in the discomfort and understanding what to do to get out of it.
Saleema Syed: There are three things I always keep in mind when I look at what I’m doing and where I want to be. One is, at the core of it, does it fill my cup of empathy and allow me to be true to who I am in how I treat people or how I build a team?
The second thing is, will I have the opportunity to influence and impact the people on the team or my family? How do I show myself to my daughter who is growing and seeing how to become who she is as a career person?
The third thing is, is it something new and am I learning something? Continuous learning is a huge part of who I am, so that drives me to get out of my comfort zone constantly.
When I’m changing jobs people usually say, “You’ve set up this team, you’re so comfortable. Now all you have to do is sit back and execute.” And my answer is, “That’s exactly why I am moving.”
If I am comfortable I’m not learning, and I don’t know if I’m adding any more value than I’ve set up. That means it’s time for me to move on and elevate somebody. What I’m doing is sending the elevator down to somebody on the team to grow.
That’s why I’ve had people who work for me for many years follow me through multiple organizations, which as a leader has been my pinnacle of what I call my success. Success is not my role; it is how many people I have impacted and influenced.
Saleema Syed: I keep going back to Duo because working at that organization and meeting those people defined me as a human being. One of the strategic pillars of that organization is to be kinder than necessary.
However complicated the work challenges are, those around me must be aligned with what my integral values are and who I am. They have to have empathy and kindness in their heart. If that is not there, no matter how much I love solving challenges and know I can solve them, I’m not going to go for it. I’ve been extremely lucky at Duo, Cisco and Webex that I’ve been around those kinds of people.
If you look at Webex, I love the core of what we are, the journey we are on, the inclusivity. We are not just selling Webex messaging or other products. At the heart of it we are looking at how we are influencing people and things around us by making sure that there is inclusivity in the collaboration tools that we are launching.
Saleema Syed: My leadership style is pretty simple: nobody works for me; people work with me. I lead with making sure that people know this is the problem you’re trying to solve, here is the context of what we are trying to do. Now, let’s figure out how we solve it. That is something that has helped my team be part of the problem solving that I love to do.
When I interview people my first questions are, “What does the job bring to you? How would this job fill your cup?” That throws people off every time. You can teach any technology, you can teach any skill set, but if you don’t have the basic passion, the attitude to be able to do this job, then everything else can just go out the door.
Saleema Syed: I have a very diverse background. I am an Indian by birth and grew up in the Middle East. When I went into engineering, finished my education and started my career, one of the things I realized was that as a woman of color, I always wanted to apply for positions that I was fully qualified for. I wanted to make sure I knew everything about the job because a very big fear was being asked a question in the interview I didn’t know. LinkedIn’s Gender Insights Report found that women apply for 20% fewer jobs than men despite similar job search behaviors. That has been a very challenging mental barrier for me to break.
Trey Boynton, who was at Duo and now she’s leading Cisco in a beautiful journey of diversity as the senior director of inclusion and collaboration strategy always said, “We have to have that bicycle lane on the road, whether it is for females, whether it is for people of color or any LGBTQIA+ community members. That is how we get people to bring that confidence in to learn, grow and then they can merge easily.”
“Passion is a part of who I am and is contributing to my growth.” – Saleema Syed
Whatever I faced as I was growing up, whether it was my dark skin, whether it was my accent, whether it was, “Oh, you’re way too passionate” has been some of the feedback that I’ve gotten. In my career if I’m told I’m way too passionate I turn that around and say, “Passion is a part of who I am and is contributing to my growth.”
Saleema Syed: Within Webex, within Cisco, I try to be part of anything that I can do in terms of giving back to the community. I’m definitely a big proponent of women in technology. In the local Dallas area I run a program by myself and go into schools and advocate for girls in STEM. Cisco is amazing in how it gives us time to volunteer. I love that educating kids is part of my journey of giving back. That’s the generation you can influence.
How do we enable children and women to be more open to technology and being part of the technology field? Let’s look at the percentage of diversity in the technology field and be aware of it. It’s not only about the diversity numbers, but are we bringing in candidates at the leadership level and giving them not just a seat at the table but a voice at the table, too?
You also have to talk about what you do and with passion and energy because if you don’t, people get intimidated. If you can influence one person who comes from an underrepresented community, imagine what you are doing, not just for that person, but for his household, for his family, for his extended community. I have a lot more to do, but as I get into the next decade of my life and my career, that is something that is a huge focus for me.
Saleema Syed: First and foremost it’s very important to spend time and understand the business and the products in whatever industry you’re going into. It is key to your growth. Especially if it’s a security industry, take time to understand the products, the technology or the function that you’re trying to get into. Contextual understanding and product understanding are extremely important.
The second piece is to keep learning. Cisco is amazing in trying to help you learn and support you financially to be able to do it. I went back and got my executive MBA four years ago. Give yourself a goal of learning a new something, whether it is a new function, new technology or new leadership skill.
The third piece is to create a spreadsheet of where you want to be in two years. Put that out there and then work back just like you would do a project plan. Work back month by month, quarter by quarter. What are the skill sets you need to learn to get there?
The last part is: Do the job you want versus the job you are in. Of course, you have to do the job you are in, but do the job you want to get to. Don’t wait for a title, don’t wait for a promotion to act. No. What do you want to be? Show that to your leaders and yourself. The title will come, money will come, everything will come, but am I doing the job that I want and enjoy and I want to get to?
To learn more about Webex, Cisco and Duo Security and how you can apply your passion, advocacy and problem solving to make a difference in cybersecurity, browse our open roles.
We’d love to hear what you think. Ask a Question, Comment Below, and Stay Connected with Cisco Secure on social!
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Self-awareness goes a long way in determining your next professional steps. While job searching, it’s critical to identify how to leverage your transferable skills and network, while also evaluating what environmental factors of work and work culture matter to you most. Learn what it’s like to work at Cisco and the top 10 ways to suss out a workplace that suits your needs from leaders at Cisco Secure, Cisco Talos and Duo Security.
First things first. Emily Reid, the newly appointed director of employee experience at Cisco Secure who came from Duo Security, advises, “Do your own research to see how the company and their employees describe the culture publicly — on the company’s website and through other sites, articles and resources. For tech companies specifically I always think, “What else do you have beyond the ping-pong table?”’
The interview process is the next key opportunity to find out what culture is like beyond amenities. To gain multiple perspectives, Reid recommends asking about company culture in every interview you have.
The question at the top of Reid’s list: Do you have programs and resources to support the development and success of your employees? “I want to know how a company will be investing in my career growth and if I will feel welcome and included as part of the team. Seeing what a company chooses to center and highlight when describing their culture is usually very telling,” she said.
Interning at a company is another way to get firsthand knowledge and can lead to full-time employment. “several former interns are now people leaders managing their own teams — and their own interns — coming full circle,” Reid said.
Knowing that there is safety and support in bringing your whole self to work is vital. What policies, programs and initiatives are in place that demonstrate an organization’s commitment to diversity, equity, inclusion and belonging?
Cisco’s ongoing commitments to social justice and pay parity include twelve action steps as part of Cisco’s Social Justice Blueprint. Cultivating a conscious culture includes on-going dialogue, programs and events meant to increase equality. Employee Resource Organizations and mentorship programs provide more opportunities to build community and share knowledge, resources and advocacy.
What environment allows you to do your best work? Also consider what perks and processes an employer offers to enhance flexibility and adaptability. During the pandemic, Duo and Cisco transitioned all global events, training and professional development workshops to fully virtual. As in person options resumed following the pandemic, all events are designed to ensure an inclusive experience no matter where you’re joining from.
“We don’t want to go back to a world where people not based in an office feel like they are getting a lesser experience,” Reid said.
Considering how to make programs and information accessible to employees regardless of where they work is also important to Sammi Seaman, team lead of employee experience at Cisco Talos. She’s currently spearheading a new hire program that is “more inclusive of folks whether they’re office based, remote or somewhere across the world.”
It’s essential to consider how you want your life and work to intersect, particularly as hybrid work becomes more popular. How important is paid time off, flexible work options or a consistent structure?
Cisco Secure offers “Days for Me,” days off for employees to decompress and do something to fill their cups. Monthly “Focus Days” are days without meetings, so employees can prioritize the projects that need attention.
Curran recalls one candidate who, despite multiple offers from competitors, chose Cisco Secure because of the flexible work environment: “This person has a young child and felt that the “Days for Me” and flexibility to work from home in a hybrid situation would work best for his career long-term.”
As Reid’s team helps lead the transition to hybrid work, the book Out of Office: The Big Problem and Bigger Promise of Working From Home by Charlie Warzel and Anne Helen Petersen has been inspiring. The book “does an amazing job of sharing a vision for an inclusive future that empowers employees to be successful and have a ‘work/life balance’ that truly works,” Reid said.
Currently Cisco Secure offers a hybrid model while many employees still work remotely. In terms of maintaining accessibility through this transition, Marketing Specialist Julie Kramer advocated for more accessibility and saw changes at Cisco as a result.
“Webex pre-COVID didn’t have any closed captioning. So, another deaf person and I reached out and closed captioning and the transcript option got added,” Kramer shared.
Kramer prefers to have high-quality and frequently the same interpreters who “know the terminology for my job, marketing and technology. In business, the security and marketing industry can really talk fast, so you need a high-quality interpreter that can keep up and one that is qualified and certified,” she said.
Consider what pace of your specific role and within an industry is needed for you to feel engaged without overwhelmed. While different roles within the same organization and industry may run at different paces, it’s important to tune into what might be expected on your potential new team.
Seaman finds that the fast pace of cybersecurity can be “delightful and challenging. There’s a lot of fast-paced pivoting that happens, which makes for an interesting workplace because two days are never the same,” she said.
Do you prefer a hierarchical structure, or one that is more flat? Are you most effective and fulfilled riding solo, or while consistently connecting with coworkers? Does contributing your ideas make you feel empowered?
At Cisco Secure, there is space to join conversations. “No matter where you sit in the company, you have a voice and can speak up and collaborate and self-organize on a project. It feels like a bunch of really hard working, humble, smart people who are trying to solve problems together,” said Manager of Duo’s Global Knowledge and Communities Team Kelly Davenport.
To enhance communication and knowledge among distributed teams, Seaman started a dialogue series called “The More You Know.” Questions include: What do you do? How do you do it? How can that help other parts of Cisco Talos? The conversations lead to future collaboration and resource sharing.
Do you want to grow professionally and increase your skills and knowledge? A culture of teaching and learning within an organization can help hone and expand your skills and connections.
Lead of Strategic Business Intelligence Ashlee Benge finds the security world “very dynamic. You really can never stop learning. Within Cisco Talos, the people around me are such smart, dedicated people that there’s really a lot that you can gain from just being involved in the group as a whole.”
For Seaman, who didn’t come from a technical background, Cisco Talos offered opportunities to expand her technical knowledge, including from colleagues. “Coming into Cisco Talos, people are like, “Here, let me teach you. You can totally do this. Just because you didn’t know how to do it doesn’t mean you can’t learn. Let’s go,” Seaman shared. Seaman’s colleagues have also learned from her expertise in information and knowledge management given her background as a librarian.
More formally, the Learning and Development team recently launched a comprehensive talent development program with enablement resources and support for people leaders. Aspects include: “really thoughtful templates for employees to use with their manager to talk through career goals, development areas, and to define an actionable investment plan. These resources are fueling great career conversations, strong alignment, and thoughtful development plans,” Reid said.
Do you want to refine your skills within your wheelhouse? Or are you driven to try new tasks and potentially change roles within your next organization?
Benge, whose background is in computational astrophysics, has found her interests shift from technical security research to business strategy and data science. At Cisco Talos, she’s been involved in everything from detection research and threat hunting, to community outreach, conference talks and traveling to support sales engagements. Currently, she’s helping to lead threat hunting in Ukraine.
“My leaders have always made it very clear that if there’s an interest, it’s okay to pursue it and it doesn’t have to necessarily be within the scope of my role. Having that freedom to pursue interests within the industry has been really engaging,” Benge said.
In addition to company values and mission statements, leaders and employees contribute to an organization’s culture every day. If you want to enhance your company’s culture, participate.
“Feedback on what employees want to see is crucial,” Reid said. “The easiest way to contribute to developing culture and a positive employee experience in your workplace is to add to what’s already happening! Culture takes participation and ownership from all employees.”
Reid shared that in performance reviews at Cisco, “‘Team Impact” is equally as important as “Results.” Contributing positively to company culture should contribute to performance reviews and promotion justification,” she said.
To learn more about Cisco’s company culture and how you can contribute to it, check out our open roles.
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For Cisco engineers working on Duo, having a remote-first workplace has helped them reach life goals, connect with colleagues around the world, and be intentional communicators. We understand that working remotely can be an adjustment — that’s why we’ve compiled the 10 parts of remote work that surprised our team members most and their advice for navigating the nuances. If you’re interested in being part of a remote-first workplace, check out our open positions.
Senior Engineering Leader David Rines has worked remotely for the past seven years. He’s found that Cisco’s approach to distributed teams has “enabled us to pick up the right talent, and not necessarily local talent. We are moving towards a global, follow the sun environment,” he said.
One of the aspects Rines appreciates most of this structure is getting “a widely varied set of perspectives and experiences that help build a more reliable, more robust product, which is why we’re here.”
Another benefit to having colleagues across the globe is the sharing of recipes, a perk Senior Site Reliability Engineer Bernard Ting particularly enjoys. Proactively communicating with colleagues virtually “helps you to form bonds with people from other teams. You can always learn something new about cultures elsewhere. I talk to people about food and so I’m always gathering recipes from people from all over the world,” Ting shared.
While some may fear that working remotely could lead to feelings of isolation and loneliness, a different camaraderie can flourish in the structure of our distributed teams. With colleagues across time zones, “there’s always someone there who you can reach out to help solve your problem,” Rines said.
Collaboration hours are another way Site Reliability Engineering Manager Jaya Sistla has cultivated virtual community and problem-solving. These hours are blocked off for team members to talk about what they’re working on. “The main thing is being able to ask for help so you don’t go into the rabbit hole debugging things,” Sistla said.
Ting points out that working in a distributed model allows you to really engage in virtual events and conversations. Given that the team mainly communicates through online chat, Ting has found that “forces you to see everyone as equally approachable, which has made me more comfortable reaching out to people from anywhere in the world.”
For folks sharing an office, collaboration can happen through casual chats over coffee. When facing a challenge, you can ask your neighbor for support. While ideally virtual communication could have a similar cadence and spontaneity, the logistics of remote and distributed work require intentionality and being proactive in connecting with colleagues as people and as co-workers.
When Ting first started working remotely, he felt that every meeting needed to be formal and have a business objective. By sharing his feelings with his manager, he was reassured that “socializing is a very important part of teamwork, because if you don’t have a good relationship with your colleagues you’re not going to be able to have healthy discussions, healthy conflict or be able to critique each other when the situation arises.”
Since that conversation, Ting has been more proactive about catching up with colleagues, which can include sharing a coffee over video chat. Duo’s “coffee roulette” formalizes the process as every month, employees who opt in can be randomly paired up for a quick half-hour chat focused exclusively on socializing. Ting has found being proactive about socializing virtually helpful. “It’s made me more intentional with my time and really treasure the social experience you can get,” he said.
Some folks may be concerned that without a manager observing their efforts and work ethic day in and day out, it may be harder to recognize accomplishments and challenges. Ting found that within his team “when you work on projects and in your one-on-ones with your managers, they’re always very intentional about learning what you’ve been doing and seeing what your progress is like on certain projects. I’ve been asked, ‘How do you think you can improve? What are some of the things you’ve been doing outside of the team work?’”
To cultivate cross-team collaboration and education, there are thoughtfully planned virtual lunch and learns. “We schedule training sessions and common meetings at times that are flexible for everyone. If it has to be repeated, we do it so people can comfortably attend rather than stretching themselves and attending at odd hours,” Sistla said.
For Software Engineer Nick Aspinall, an important and fun part of working remotely is keeping in touch with virtual messaging. One unique perk has been getting to create and customize emojis with team members including a few of himself in “various ridiculous states,” he said.
Connecting with colleagues on themed channels focused on personal and professional interests from coffee to pets “makes it really cool because you can meet people across different teams and still get some of the feeling of rubbing elbows that you get when you’re in the office,” Aspinall said. Participating in these virtual conversations boosts morale while also providing an endless supply of cute animal pics.
Given the multi-faceted nature of our work and the importance of consistent information sharing, having different communication channels and formats to communicate data with varying degrees of complexity is vital. Having information readily accessible, accurate and updated is particularly necessary in a field like cybersecurity.
Senior Software Engineer Mario Lopez finds that the variety of information sources contributes to an easeful remote working experience. For instance, for complex architecture decisions or detailing, Duo’s Wiki is the best source.
Software Engineer Hanna Fernandez has benefited from chat channels dedicated to design and engineering topics to “see what everyone’s up to and what thoughts people have,” she said. Sista pointed out these are great places to ask questions and open up dialogue to solve problems.
Our culture is “video-on,” meaning that it is preferred that during video meetings, as much as possible, attendees have their cameras on. Lopez loves this because “you get a bit of that personal human element.”
“We’re all people behind these screens. You definitely get some of people’s personality through text, but you get it more when you actually see them. It’s infectious when you see someone smiling. You’ve got to smile back,” he shared (while we both smiled).
When Fernandez started at Cisco, she was advised to schedule individual meetings with everyone she would be working with on every team that she joined. That suggestion is one she’s applied even virtually.
“It’s a great strategy because I already know that my team is super talented and very smart, but this way I also get to know them as humans beyond their roles,” Fernandez said. Fernandez also finds it important to check in with co-workers and ask how they’re feeling and how their time off was. “I know a lot of people hate small talk, but it’s not just small talk. I’m genuinely interested in how my co-workers are doing.”
One of Ting’s biggest goals was buying his first house in the countryside outside of London. By working remotely, Ting has flexibility in his location which allowed him to achieve his goal of buying a house and settling down with his partner, while giving their dogs the space they need to be dogs.
When transitioning from fully remote to hybrid, it’s important to recognize that there will be some shifts to get accustomed to. As the structures of remote, distributed and hybrid work evolve, it’s important to stay flexible and notice what’s possible through multiple modalities of team building. Many teams have enjoyed in-person gatherings and connecting through virtual lunches and team games when remote.
Fernandez has had multiple roles with multiple structures at Cisco. As an intern, she was fully in person and shared desk space with other interns who collaborated on full stack engineering. While working in finance IT, Fernandez was hybrid and many of her colleagues were distributed among multiple offices. The pandemic began while she was in a DevOps role, forcing her to maintain boundaries around her work time while working fully remotely. In her current role working on Duo, Fernandez is completely remote but advocates for in-person events if possible, because “humans are social creatures who want to see each other’s faces in real life once in a while.”
For Aspinall, “when we did come back to the office, there was a bit of an adjustment period where you were overstimulated from the office.” He also wanted to ensure team members who were 100% remote were fully included. Now he sees that while half his team is fully remote and the other half is hybrid, “that doesn’t stop anyone from doing anything. All of our meetings feel the same. They’re all seamless.”
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