Customized Mentoring To Retain And Elevate Top Women In Your Organization
Companies struggle to retain and promote top female talent. We can help.Learn More
Is the boost in minority representation at management levels via mentorship.
— Cornell University
Higher rate of promotion for mentors and a 5x higher promotion rate for mentees.
— Gartner Study of Sun Microsystem Employees
Is the rate that mentees are more likely to advance in pay grade at companies providing mentorship.
— Cornell University
How it Works
Customize a plan based on what your talent needs to grow into a leadership role
Match her with the right mentor
Track development through our mentor/mentee platform
Review progress as 30 minute biweekly meetings
Meet Our Mentors
Head of Product and Customer Experience at Ingram Micro eCommerce, Shipwire
Director of Software Engineering at Elsevier
VP of Talent Acquisition and Public Speaker
Director of Engineering (ALEX Platform) at Jellyvision
I am a global leader who solves complex business challenges.
Engineering Leader in Search, Reporting & Insights
Software Architect | Technical Leader | Visionary | Strategic Innovator | Mentor
Product Engineering Director, Tile
Limor Bergman Gross
Director of Engineering | People Leadership | Mentor
VP, Innovation and Digital Growth @Hana
Head Of Product at Hive9
Sr. Director, SW Engineering at Roku Inc.
Ronit Bohrer Hillel
Seasoned engineering leader focused on coaching groups and individuals to excel.
Engineering Manager @ HashiCorp
Technical Management, Product Strategy, People Leader
Senior leader passionate about engineering excellence and developing people.
VP of Central Engineering, Packet, An Equinix Company
Results-oriented Engineering Leader
Senior Client Executive
Director | RegTech| Product Engineering| People Leadership
Director of Product | People Leadership | Mentor
Chief Product Officer/Leadership/Women development /Startups
Contact us to learn how we can help reach your company goals
Our mentors come from a variety of fields/industries, but the majority of our mentors have backgrounds in engineering management and years of experience leading technical teams. To learn more, you can see our full list of mentors here.
Relationships are built over time, so our program takes place over six months, with the option for mentors and mentees to continue the relationship after the initial commitment. We are committed to fostering trust between the mentee and mentor by emphasizing confidentiality and productivity — mentees need to feel safe sharing concerns with their mentors, but it is also important that they are transparent with their mentor about what they hope to achieve, setting and tracking goals, and assigning and monitoring action items.
We survey our mentees on their background, experience level, and goals for mentorship. All of our mentors complete a thorough skills assessment. Leveraging this information and personal interviews, we tailor matches to suit each mentee’s specific needs.
While it is certainly advantageous to have a contact within one’s organization who can serve as an advocate and answer company-specific questions, one of the main benefits of seeking mentorship from a third-party is the sense of trust it fosters. Mentees can openly share challenges they face with the knowledge that they will remain confidential and that the mentor will not be swayed by office politics. Furthermore, receiving advice from an unbiased party can help provide a fresh perspective and creative solutions.
We believe in goal-oriented mentorship that has very specific goals and a concrete timeline. A key component of this is active mentorship, meaning that action items are assigned regularly and followed up on by the mentor. The goals are typically very specific to the individual being mentored. We also do regular check-ins to assess mentor and mentee satisfaction. We work with clients and mentees on a case-by-case basis to set goals and share progress updates, without violating mentor-mentee confidentiality.
Mentors commit to meeting with mentees every two weeks, as well as to assigning and following up on action items.
The practice of guiding and advising a protégé has long been proven to work to increase promotions and career satisfaction and decrease turnover in the mentee pool. And it’s what underrepresented groups want, too: our What Women Want report found that 82% of women surveyed wanted their companies to offer more professional development opportunities.
Mentorship is one of the most cost-effective ways you can invest in training and promoting diverse talent. You probably already know who the rising stars at the junior levels of your organization are — you just need to set them up with someone more senior who can help them navigate the transition to a leadership role.
Our mentorship program is for anyone who wants to grow in their career. Our focus right now is in tech leadership, but we will expand to other areas as well. In order for the mentorship to be successful, mentees should know what their career goals are for the next 6-12 months, and what gaps they have. To be successful, we need mentees to be committed to meeting with their mentors for at least six months, as well as to regularly completing assigned action items.
While our tailored mentor-mentee match process ensures the majority of pairs are successful, we are equipped to make adjustments should issues arise. If we notice low ratings from either mentor or mentee, we will talk with each of them to understand what the challenges are. In cases where the match is not yielding results, we will match the mentee with a different mentor.
First and foremost, we provide value by matching mentees with the right mentor for them. Once we’ve found a good match for the mentee, our role is to facilitate the relationship between mentor and mentee so that all they have to do is focus on their goals — not on logistics. We make sure mentors and mentees are meeting regularly, defining clear goals, and working towards them. We track mentors and mentees’ ratings of sessions and review mentees’ progress every quarter.
We focus on women in tech, but we are open to working with people of all genders. If you have questions, please reach out to us and we will let you know if our program seems like a good fit for your needs.
In most cases, It will be either the People Team, HR, or Talent Development. Depending on your situation, you may also want to reach out to your direct manager, relevant ERG leader, or D&I executive.
The program costs $250/month/mentee. Because mentor-mentee relationships take time to develop, there is a minimum commitment of 6 months.