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[#]: subject: "How I got my first job in tech and helped others do the same"
[#]: via: "https://opensource.com/article/23/3/my-first-job-tech"
[#]: author: "Paloma Oliveira https://opensource.com/users/discombobulateme"
[#]: collector: "lkxed"
[#]: translator: "lyxwest"
[#]: reviewer: " "
[#]: publisher: " "
[#]: url: " "
How I got my first job in tech and helped others do the same
======
Two years ago, I got an interview with Sauce Labs when they opened an internship in the [Open Source Program Office][1] (OSPO). There was a lot of competition, and I didn’t have the usual technical background you might think a tech company would be looking for. I was stumbling out of a career in the arts, having taken a series of technical courses to learn as much Python and JavaScript as I could manage. And I was determined not to squander the chance I had at an interview working in open source, which had been the gateway for my newfound career path.
It was in the [PyLadies of Berlin][2] community that I met [Eli Flores][3], a mentor and friend who ultimately referred me for the interview. I would probably not have had a chance for an interview in Sauce Labs if it hadn’t been for Eli.
My CV was bad.
I was trying to assert technical skills I didn’t have, and trying to emulate what I thought an interviewer for the position would want to read. Of course, the interview selection process is difficult, too. Somebody has to sift through stacks of paper to find someone with the right skills, somebody who fits into the required role, while simultaneously hoping for someone to bring a unique perspective to the organization. On the one hand, you offer a chance to interview, trusting the judgment of someone you trust. On the other hand, you may end up having clones of the people around you.
This is where referral programs shine the most. And this was the story of how I got [my first job in tech][4].
Was a referral enough? Many would consider that they’d done their good deed for the year. But not Eli.
Eli was the first female software engineer to be hired by Sauce Labs in Germany. By the time I arrived, there were three of us: Eli, myself, and Elizabeth, a junior hired one year before. Based on her own struggles, Eli kept an eye on me, invited me for constant check-ins and provided me with practical information about creating my career path based on what the company would consider a check list. She didn’t just share a link and walk away. She explained to me what it meant, and some “traps” that were built in to the system. Leadership, at the time, hadn’t been trained to recognize their biases, and that had affected Eli’s career path.
Besides that, she was the one putting together a formal document explaining to the ones with the power to make decisions why they needed to give me a junior position at the end of my internship. She gathered information among my peers, found out who had hiring power, prepared them months before my contract ended, and gave me the insight I needed to defend my position.
I did my part.
When things looked uncertain about my contract renewal, I asked a friend and mentor what to do, and what was expected. I asked others who’d been in my place recently. I built a document measuring my progress along the months, ensuring that my achievements clearly intersected with the company’s interpretation of the engineering career path. With that, I could demonstrate that Eli was right: They had every reason to keep me, not according to subjective feelings, but with objective metrics.
### Defining my role
There was still a big problem, though. Sauce wanted to keep me, but they didn’t know what to do with me. Junior roles require guidance, and the progressive collection of knowledge. I’d found a passion for the Open Source Program Office, where I could actively collaborate with the open source community. But an OSPO may be one of the most complex departments in a company. It gathers open source and business understanding, and it requires autonomy to make connections between business needs and the needs of open source. My peers were mostly staff engineers, contributing to open source projects critical to the business, and those are complex contributions.
One of my peers, [Christian Bromann][5], was also seeking to grow his managerial skills, and so he took me under his wing. We started having regular 1-on-1 sessions, as we discussed what it meant to be doing open source in a business setting. He invited me to get closer to the foundations and projects he was part of, and we did several paired programming sessions to help me understand what mattered most to engineers tasked with meeting specific requirements. He unapologetically placed a chair at the company’s table for me, integrating me into the business, and so my role became clear and defined.
I had help from several colleagues from various other departments to stay and grow as a professional. They each showed me all the other things I didn’t know about the corporate world, including the single most important thing that I didn’t know existed in business: the way we were actually working to make lives better. We had diversity, equity, and inclusion (DEI) groups, environmental, employee resource groups, informal mentorship, and cross department support. The best thing about Sauce Labs is our people. They are incredibly smart and passionate humans, from whom I learn lessons daily.
A short time later, I decided it was time for me to give back.
I looked back and saw all the others that came before me, and helped me land a job I enjoy and that had critically improved my life. I urgently felt the need to bring another chair to this table for someone else. I started digging to find a way to make sense of how a for-profit organization could have a fellowship program.
### A fellowship program in a for-profit organization
I was now formally occupying a role that bridged the OSPO and the Community departments. My main task was to create developer relations, focused on open source communities (I know, it’s a dream job!)
The imbalance between contribution and consumption of open source, especially within [infrastructure][6] (which business depends upon) is always a risk for the ecosystem. So the question is, what does a company and an open source project have in common?
The answer is humans.
There are many legal issues that makes it hard for a for-profit company to run a fellowship program. This differs from country to country because laws differ from country to country. Germany has a lot of protections in place for workers. As my human resource department told me: “If it smells like a job, it is a job.” That usually means taxes and expenses, and of course costs are always the major determining factor when launching a new program.
Unlike an internship, which implies you are training someone to be hired after the training period and, therefore, requires a pre-approved budget with a year’s salary accounted for. A fellowship, however, is a loose contract, closer to a scholarship, and only spans a specific amount of time. It’s a great fit for an open source project, and similar initiatives like the [Google Summer of Code][7] and Outreachy.
The model I was proposing was focused on the humans. I wanted to facilitate entry into the field for aspiring local technologists. I’d gone through similar programs myself, and I knew how frustrating they could be. They’re competitive, and to have a hope of being selected you had to commit to months of unpaid work prior to the application process.
By creating several small local initiatives, I believed the whole open source ecosystem could benefit. I felt that lowering the barriers to entry by not being so competitive, and making the application process easier, would surely bring more people in, especially the ones unable to commit to months of unpaid work.
### Fellowship
The [Open Source Community Fellowship][8] is a six months paid program that connects for-profit organizations with open source projects to foster diversity in contribution and governance in open source.
Having employees as mentors decreases the cost of the program, and brings a huge value to a company because it helps train employees as better mentors to others. Several studies prove the benefit of having formal and informal mentorship within companies, with rewards including a sense of belonging, and it tends to result in retaining talent. Many companies say their employees are expected to have mentorship skills in order to achieve senior levels, but it’s a skill that needs to be put into practice. By giving employees 2 hours a week to acquire this skill, very little work is lost for a lot of benefit for the long term.
The open source project a business connects with needs to be critical for the business. If you’re going to pay a certain number of people to work for six months exclusively on a project, then there needs to be obvious benefit from that expenditure. I encourage fellowships to be an interdisciplinary program, because most open source projects need help in documentation, translation, design, and community support.
And yes, a fellowship should be six months, no less. Programs that offer only three months, maybe with a stipend, isn’t enough for a proper on-boarding and commitment. The maintainers of tomorrow need to be integrated in the communities of today, and that takes time.
Lastly, yes it has to be a paid program. We need sponsorship, not just mentorship. Although mentorship helps you increase networking, we all have bills to pay. Paying fellows a salary allows them to truly commit to the project.
Sauce Labs is sponsoring for the first time the program that started in December 2022 with five fellows across the USA. We hope this becomes a [program that exemplifies the soul of the free software movement][9], so you can fork it, modify it, and redistribute it.
### You’ve got the power
We’re often faced with the question, “What can I do?” Instead of feeling overwhelmed by difficulties that will always exist, acknowledge all the power you have in your current situation. Here are some ideas based on my own story:
- Become a community organizer. No groups near by? Create your own, and others will follow. Support is needed.
- Become a mentor. Join initiatives or create a formal or informal program at your company.
- Pay attention to your colleagues, and proactively offer your help. Even with a steady job, you still need help to grow. Use your privilege to get all the voices heard in your the meetings.
- Adopt a fellowship program to call your own. It’s a replicable model, easy to implement, and it brings innumerable benefits to the open source ecosystem.
There’s always something we can do to make the world around us a little better, and you are an important piece of that.
--------------------------------------------------------------------------------
via: https://opensource.com/article/23/3/my-first-job-tech
作者：[Paloma Oliveira][a]
选题：[lkxed][b]
译者：[译者ID](https://github.com/译者ID)
校对：[校对者ID](https://github.com/校对者ID)
本文由 [LCTT](https://github.com/LCTT/TranslateProject) 原创编译，[Linux中国](https://linux.cn/) 荣誉推出
[a]: https://opensource.com/users/discombobulateme
[b]: https://github.com/lkxed/
[1]: https://opensource.com/business/16/5/whats-open-source-program-office
[2]: https://berlin.pyladies.com/
[3]: https://www.linkedin.com/in/elifloresch/
[4]: https://opensource.com/article/21/4/my-first-tech-job
[5]: https://bromann.dev/
[6]: https://www.redhat.com/en/topics/cloud-computing/what-is-it-infrastructure?intcmp=7013a000002qLH8AAM
[7]: https://opensource.com/article/21/10/google-summer-code
[8]: https://saucelabs.com/resources/blog/sauce-labs-community-fellowship-program-open-source
[9]: https://saucelabs.com/blog/announcing-sauce-labs-fellows-2022

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[#]: subject: "How I got my first job in tech and helped others do the same"
[#]: via: "https://opensource.com/article/23/3/my-first-job-tech"
[#]: author: "Paloma Oliveira https://opensource.com/users/discombobulateme"
[#]: collector: "lkxed"
[#]: translator: "lyxwest"
[#]: reviewer: " "
[#]: publisher: " "
[#]: url: " "
我是如何在科技领域找到第一份工作并帮助其他人做到同样的事情
======
两年前，当 Sauce Labs 在 [开源项目办公室][1]（ Open Source Program Office, OSPP）开设实习岗位时，我参加了它的面试。当时竞争十分激烈，而我并不具备一个技术公司青睐的技术背景。彼时的我正忙于在艺术领域寻求一个出路，同时也参加了一系列技术课程，努力学习 Python 和 JavaScript 等技能。我下定决心要把握住这次可以在开源领域工作的面试机会，因为这是我踏上新的职业道路的入口。
在 [PyLadies of Berlin][2] 社区中，我认识了 [Eli Flores][3]，她和我亦师亦友，也正是她最终内推了我。如果不是因为 Eli，我可能根本不会有机会在 Sauce Labs 参加面试。
但我的简历真的很差。
我试图为自己包装一些我没有的技术能力，努力猜测面试官希望看到的内容。当然，面试筛选的过程也很困难。必须有人从成堆的简历中挑选出专业技能对口、适应工作角色的投递者，同时期待着有能够为团队带来新理念的创新人才。一方面，公司提供了一个面试的机会，对自己信任的人的判断有信心；另一方面，这也会使大家有很多的相似之处。
这正是内推计划的妙处所在，也是我在技术领域赢得 [第一份工作的故事][4]。
但是，为别人内推就足够了吗？很多帮助他人内推的人认为自己已经完成这一年的“善事”，但 Eli 并不这样想。
Eli 是 Sauce Labs 在德国雇佣的第一位女性软件工程师。当我来到公司时，一共有三位女性员工：Eli，我自己以及 Elizabeth，她是在一年前入职的一位初级工程师。基于 Eli 自己的奋力历程，她关注了我的发展，邀请我参加定期的工作检查，同时根据公司的考察体系，为我提供了很多关于如何制定职业规划的有实际意义的信息。Eli 从不会只是甩给我一个链接然后离开，她会耐心的给我解释其中的含义以及系统中内置的一些“陷阱”。那时候，领导层尚未接受过培训来意识到他们的偏见，这对 Eli 的职业道路产生了影响。
除此之外，她还是制定正式文件的人——一份向决策层解释为什么当我的实习结束时，公司需要给我提供正式初级岗位的文件。在我合同结束前 Eli 准备了数月，她在我的同行中收集信息，找出了具有最后招聘权力的人，最重要的，教给了我捍卫自己岗位所需要的的洞察力。
我也做好了我的分内之事。
当我的合同续约出现不确定性时，我向一位朋友和导师咨询了要采取什么行动，以及可能发生的结果。我也询问了最近正处于相同处境的同事。我创建了一个文档，里面记录了这几个月来我取得的进展，确保我的成果所展示的职业发展路线和公司所定义的充分吻合。有了这份文件，我可以证明 Eli 是对的：他们有充分的理由来留下我——基于客观事实而非主观臆断。
### 定义我的角色
然而，在这一过程中，仍然存在一个重要问题—— Sauce 想要留住我，但他们不知道如何处理我。初级职位需要指导，以及一个渐进式的知识积累过程。我已经在开源项目办公室（OSPO）找到了自己的热爱，在这里我可以积极地和开源社区进行合作。但是 OSPO 可能是公司里最复杂的部门之一。它收集开源和业务信息，需要主动地去将业务需求和开源需求联系起来。我的同事大多是资深工程师，负责对业务至关重要的开源项目——这些工作都非常复杂。
我的一位同辈，[Christian Bromann][5]，也在寻求提高自己的管理技能，所以他关照了我。我们开始定期的1对1研讨，讨论从事开源工作对商业来说究竟意味着什么。他邀请我更进一步了解了他所参加的基金会和项目，并且进行了几次合作编程的活动，来帮助我学习对于一个工程师来说，在遇到特殊需求时该如何处理。他丝毫没有顾虑得为我在公司桌子旁准备了一把椅子，带我融入了业务。得益于此，我在公司中的角色定位变得清晰而明确。
在作为一个职场人争取转正并成长的过程中，我得了来自不同部门同事的帮助。他们向我展示了很多企业世界中我不了解的事情，包括在业务上最纯粹也是最重要的事情：我们的工作是如何让生活变得更好。我们拥有多元、公平和包容（diversity, equity, and inclusion, DEI）小组，环境、职工资源小组，非正式导师制度以及跨部门合作支持。Sauce Labs 最棒的地方就是它拥有的每一个人——充满智慧、满腔热血，我也努力做到见贤思齐。
不久之后，我决定是时候回馈了。
我回顾过往，思绪中涌现出了所有帮助我找到喜爱的工作并且极大改善了我的生活的前辈，我有了一个强烈的感觉：有必要在桌子旁边为他人再准备一把椅子。我开始寻找如何让一个盈利组织设立奖学金计划变得有意义。
### 一项来自盈利组织的奖学金项目
我现在正式担任了连接 OSPO 和社区部门的职位。我的主要任务是建立与开源社区开发者的关系（我认为这是一份梦幻的工作！）。
在开源领域，尤其是 [基础设施][6] 相关（这是业务之本），贡献和消耗之间的不平衡一直是开源生态中的风险。所以问题成了：一个公司和一个开源项目有什么共同之处？
答案就是：人。
有许多法律上的条例限制着一家盈利性公司维持一个奖学金计划。这因国家而异，因为每个国家的法律也不尽相同。德国为工人提供了许多保障措施。我的人力资源部门同事告诉过我：“如果你觉得这是一份工作，那么它就是。”当然这通常也和税收和支出联系在一起，成本开销一直都是启动新项目的主要决定因素之一。
对于公司来说，实习意味着培训一位将来会被雇佣的人，因此需要有一个预先批准的包含一年工资的预算。但是奖学金不同于此。它是一种更加宽松的合约，类似于助学金，只涵盖一定的时间。这对于一个开源项目以及类似的活动比如 [谷歌编程之夏][7]（Google Summer of Code, GSoC）和 Outreachy 来说再合适不过了。
我提出的计划模型是以人为中心的。我希望为有抱负的本地技术人员们提供进入该领域的机会。我已经经历过类似的项目，也明白它们可能有多么令人沮丧。这些项目的竞争非常激烈，如果想被选中，还必须在申请之前承诺几个月的无薪工作。
通过举办几个小型的当地活动，我深信整个开源生态系统都将受益。我觉得通过减少竞争，简化申请流程可以降低入门门槛，这一定会吸引更多的人——尤其是那些无法承诺数月无薪工作的人。
### 奖学金
[开源社区奖学金][8] 是一个为期六个月的带薪项目，旨在连接盈利组织和开源项目，促进开源中贡献和治理的多样性。
将员工转变为导师降低了项目的成本，同时也为公司带来了巨大的价值，因为这样有助于培养一个员工成为另一个人的导师，也可使一个导师变得更加出色。多项研究证明了在公司内部建立正式的、非正式的导师制度的优势，其中包含增强员工归属感，减少公司的人才流失。很多公司表示需要员工具备承担导师制度的技能以达到高级职称水平，但这是一种需要实践的技能。通过每周提供 2 小时来培训相关技能，公司可以在长期内获益颇丰，而付出的工作量很少。
一个与业务紧密相关的开源项目需要对业务至关重要。如果你打算雇佣一定数量的人在六个月内专门完成一个项目，那么就需要从这笔支出中取得回报。我鼓励奖学金成为一个跨学科、跨专业的项目，因为大多数开源项目需要文档编写、翻译、设计和社区支持等多方面的帮助。
并且，奖学金项目应该设置为六个月——不能再少。诸如一些为期三个月的项目，也许有津贴，但对于一个合理的入职申请来说是不够的。未来的项目维护者应该现在就融入到社区，这是需要时间的。
最后，这必须是一个带薪项目。我们不仅仅需要导师制度，还需要资助。尽管导师制度可以帮助你扩展人脉，但我们还需要支出薪水。向获奖者支付薪水可以让他们全身心地投入到项目中。
Sauce Labs 首次赞助了这个项目并于 2022 年 12 月在全美招募了 5 名获奖者。我们希望这个项目成为 [自由软件运动中的典范][]，这样的话，所有人都可以在其基础上创建分支、修改并重新分发。
### 每个人都有优点
我们时常面临这样的问题：“我能做什么？”与其对永远存在的困难感到挫败，不如积极地发掘自己的优点。以下是一些基于我自身经历的想法：
- 成为社区的组织者。附近没有找到？那就创建属于你自己的团队并招贤纳士，要知道，你需要支持。
- 成为导师。加入一些倡议组织，或是在你的公司创建正式的亦或是非正式的导师项目。
- 关心你的同事，并主动提供帮助。即使你的工作十分稳定，你仍然需要他人的帮助来成长。和同事搞好关系，并利用这个优势，让每一种声音得到倾听。
- 接受一个属于你自己的奖学金项目。这是一个可重复，易实施的模型，同时也为开源生态系统带来了无尽的帮助。
我们一直可以为我们周围的世界更加美好而做出贡献，而你是其中重要的一环。
--------------------------------------------------------------------------------
via: https://opensource.com/article/23/3/my-first-job-tech
作者：[Paloma Oliveira][a]
选题：[lkxed][b]
译者：[lyxwest](https://github.com/lyxwest)
校对：[校对者ID](https://github.com/校对者ID)
本文由 [LCTT](https://github.com/LCTT/TranslateProject) 原创编译，[Linux中国](https://linux.cn/) 荣誉推出
[a]: https://opensource.com/users/discombobulateme
[b]: https://github.com/lkxed/
[1]: https://opensource.com/business/16/5/whats-open-source-program-office
[2]: https://berlin.pyladies.com/
[3]: https://www.linkedin.com/in/elifloresch/
[4]: https://opensource.com/article/21/4/my-first-tech-job
[5]: https://bromann.dev/
[6]: https://www.redhat.com/en/topics/cloud-computing/what-is-it-infrastructure?intcmp=7013a000002qLH8AAM
[7]: https://opensource.com/article/21/10/google-summer-code
[8]: https://saucelabs.com/resources/blog/sauce-labs-community-fellowship-program-open-source
[9]: https://saucelabs.com/blog/announcing-sauce-labs-fellows-2022