Category Archives: Informatica Feature

International Women’s Day Recap: Informatica’s Female Leadership

International Women's Day, March 8, 2015

International Women’s Day – Informatica’s Female Leadership

To celebrate International Women’s Day 2015, we dedicated a blog series to our great women leaders at Informatica. Last week, we featured six employees, from diverse backgrounds, who shared their perspective and experiences of being a female leader in the tech industry.

Women leaders like these, as well as many others, are among the things that make Informatica a uniquely great place to work. Below are some of the highlights of the advice, unique perspective as well as wisdom that these female leaders shared.

  • Today I have the confidence that my ‘different perspective’ will change the course of things. I am unapologetic for my ideas or directions even though they may be contrary to the norm.” – Clare Cunniffe, Area Vice President for US Financial Services

  • “Women bring a different perspective and skills that are essential to a company’s success. Women leaders are looked up as role models for other women starting their career, which attracts a diverse workforce.” Geetha Gopalakrishnan, Senior Director, Global Customer Support

  • “Be brave to take on new roles and challenges. There is nothing stopping you but your fears!” – Sangeetha Phalgunan, Country Manager – Sales India

  • “As women, our brains work differently (usually) so we can bring a unique perspective to a conversation that’s full of male brains. My advice is – if you are the only female in the room then turn it into an advantage and embrace it. You can offer something the men cannot.” – Jo Stoner, Chief Human Resources Officer and EVP, Facilities / Corporate Real Estate

  • “Being a minority can be challenging, but it’s a very fun as well! It makes me want to ‘Wow’ my colleagues and customers even more, which helps to build long-term business and professional relationships.” Shino Kizaki, Sales Account Manager – Japan

  • “As a woman in a leadership role, there’s a great opportunity to stand out. Exhibit your skills and knowledge in a big way!” – Simone Fernandes Orlandi, Latin America Marketing Director


About International Women’s Day
International Women’s Day is a global date of celebration marking the economic, political and social achievements of women past, present and future.  It dates back to 1911 and is acknowledged all over the world.  To learn more: International Women’s Day

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International Women’s Day 2015 – Informatica’s Female Leadership (Part 6)


In honor of International Women’s Day 2015, Informatica is celebrating female leadership in a blog series. Every day this week, we will showcase a new female leader at Informatica, who will share their perspective on what it’s like to be a woman in the tech industry.

Informatica’s Female Leadership - Simone Fernandes Orlandi - Latin America Marketing Director

Informatica’s Female Leadership – Simone Fernandes Orlandi – Latin America Marketing Director

Name:
Simone Fernandes Orlandi

Job title:
Latin America Marketing Director

Leadership style:
As a woman in a leadership role, there’s a great opportunity to stand out. Exhibit your skills and knowledge in a big way! Leaders are constantly multitasking and juggling different projects at once. It’s important to learn how to do this effectively.

Advice for other women:
The same I would give to any professional: Have a focus and fight for it.

Thoughts about Informatica’s culture:
I love to work at Informatica. The products are great, the customers are happy, and the people are very friendly. We have our challenges and there’s a lot of work, but we also have the freedom to execute in a good atmosphere.

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International Women’s Day 2015 – Informatica’s Female Leadership (Part 5)


In honor of International Women’s Day 2015, Informatica is celebrating female leadership in a blog series. Every day this week, we will showcase a new female leader at Informatica, who will share their perspective on what it’s like to be a woman in the tech industry.

Name:
Shino Kizaki  

Informatica's Female Leadership - Shino Kizaki, Sales Account Manager - Japan

Informatica’s Female Leadership – Shino Kizaki, Sales Account Manager – Japan

Job title:
Sales Account Manager – Japan. Responsible for financial and service industry accounts.

Leadership style:
In general, there are still very few females working in tech, as both sales and engineers. I’m the only woman working in the sales division in Japan. Being a minority can be challenging, but it’s a very fun as well! It makes me want to “WOW” my colleagues and customers even more, which helps to build long-term business and professional relationships.

Advice for other women:
There are a ton of advantages to being a minority in a workplace! Including myself, I believe there are a lot of women who don’t ask for help when they need it. Don’t be afraid to ask for support! People want to help you succeed.

Thoughts about Informatica’s culture:

  • I have the best colleagues. I’m grateful to work with people I can look up to and learn from.
  • I always have an opportunity to challenge myself, which is crucial as a sale’s professional.
  • Great opportunities to step up and grow in my career.
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International Women’s Day 2015 – Informatica’s Female Leadership (Part 4)


In honor of International Women’s Day 2015, Informatica is celebrating female leadership in a blog series. Every day this week, we will showcase a new female leader at Informatica, who will share their perspective on what it’s like to be a woman in the tech industry.

Informatica’s Female Leadership - Sangeetha Phalgunan, Country Manager - Sales India

Informatica’s Female Leadership – Sangeetha Phalgunan, Country Manager – Sales India


Name:
Sangeetha Phalgunan

Job title:
Country Manager – Sales India

Leadership style:
Oftentimes I am the only woman in a leadership position. It can be challenging, as there’s not many other women to connect with, but it also presents a great opportunity to stand out. Being empathetic has allowed me to build relationships easily, which makes my team feel comfortable to reach out with questions or concerns.

Advice for other women:

  • Be assertive, not aggressive
  • Learn to let go
  • Enjoy your job and when you stop having fun – quit!
  • Be brave to take on new roles and challenges. There is nothing stopping you but your fears!

Thoughts about Informatica’s culture:
We need more women leaders! It’s fun to be in chaos and add unique value to a company.

 

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International Women’s Day 2015 – Informatica’s Female Leadership (Part 3)


In honor of International Women’s Day 2015, Informatica is celebrating female leadership in a blog series. Every day this week, we will showcase a new female leader at Informatica, who will share their perspective on what it’s like to be a woman in the tech industry.

Name:
Jo Stoner

Job title:
Chief Human Resources Officer and EVP, Facilities / Corporate Real Estate

Jo Stoner, Chief Human Resources Officer and EVP, Facilities / Corporate Real Estate

Jo Stoner, Chief Human Resources Officer and EVP, Facilities / Corporate Real Estate

Leadership style:
A few weeks ago, I read the recent article in Newsweek pointing out how discrimination and sexism is rife in Silicon Valley and it gave me pause for thought. Yes, the tech world is still a majority male world and we all hear and read stories of bad behavior. There is one well known hi tech “taxi” company whose services I stopped using after reading yet another article about misogynistic practices at the top but I also see many examples of smart tech leaders hiring people for their talents, not for what they look like and because they know that diversity of thought leads to better output and success. After the Newsweek piece came out, someone inside Informatica emailed me and asked me what I thought about the article and suggested I write a piece responding to it as he felt that Informatica was not that way at all. I agree.

Informatica has always been a company that embraces good ideas and hard work and is gender and color blind and I think that’s been a key factor in our success. Our CEO, Sohaib, recognized several years ago that we could benefit from more diversity on our Board and so we conducted a very targeted search to change that, focusing only on female candidates that brought great business and market knowledge. The candidate pool was not as large as the male pool would have been, but we found some amazing talent and I am pleased to say we now have 2 female directors on our Board. To me it is a sign of a leader’s intelligence; if they have diversity on their team and surround themselves with people from a broad set of backgrounds with a broad set of skills, preferably that complement their own, then they are consciously thinking about how to make the sum of the parts greater.

There are times as a senior leader, where I am the only woman in the room but that’s Ok, I might also be the only English person in the room! My approach has never been to make a big deal out of it, or develop a chip on my shoulder about it as I think that only leads to negativity. Instead, I try and think consciously about what I can change even if its baby steps. I am lucky in my role that I get to directly influence some of that change and help support programs like the women’s resource group recently developed by some of our female leaders at HQ. That program has had such great success and when I travel to our offices in Bangalore next week, I am excited that we’ll be kicking off a women’s group in India. There are always interesting cultural differences that factor into how women think in different parts of the world and the challenges they face, but what is clear to me is that we have amazing female talent across the company who want to come together to learn from one another and drive change.

I do think that female leaders need to be conscious of the influence they can have, be aware that other women might look at them as role models, and conduct themselves accordingly. Sometimes I think women can be the harshest critics of each other. We all have the power to make change happen, whatever role we are in, whether it is how we act, who we mentor or even the words we use when we describe each other.

Advice for other women:
As women, our brains work differently (usually) so we can bring a unique perspective to a conversation that’s full of male brains. My advice is – if you are the only female in the room then turn it into an advantage and embrace it. You can offer something the men cannot.

I feel fortunate in that I have rarely come across overt discrimination in my career. There are people who’ll fight your corner and that if you can bring your best work, you’ll be judged on what you produce, not your gender or the color of your skin. There are times when people will label you in some way and never change their opinion, even in the face of great work, but life is too short to worry about those types of people; focus on the ones you can change and those you enjoy being around.

Thoughts about Informatica’s culture:
I celebrate 14 years with the company next week so clearly, I love life at Informatica! I joined in 2001 as the Senior Manager for HR, Europe and over the years, I have had a lot of opportunity to grow my career here. Every day I get to learn new things, some are more challenging than others but they all test my knowledge and give me a chance to grow. Most of all, I enjoy the people I work with, both within my own fabulous HR team but also across the company. As we’ve grown from 500 to nearly 4000 employees, from 12 countries to 28, we’ve preserved that focus on our people, on ensuring the culture values how you do your work, as much as what you do and that to me, is a sign that talent and contribution can win over gender bias and is both the key to our success and the reason I rate Informatica as such a great place to work.

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International Women’s Day 2015 – Informatica’s Female Leadership (Part 2)

In honor of International Women’s Day 2015, Informatica is celebrating female leadership in a blog series. Every day this week, we will showcase a new female leader at Informatica, who will share their perspective on what it’s like to be a woman in the tech industry.

Geetha Gopalakrishnan, Senior Director, Global Customer Support

Informatica’s Female Leadership – Geetha Gopalakrishnan, Senior Director, Global Customer Support

Name:
Geetha Gopalakrishnan

Job title:
Senior Director, Global Customer Support

Leadership style:
Women bring a different perspective and skills that are essential to a company’s success. Women leaders are looked up as role models for other women starting their career, which attracts a diverse workforce.

Make sure to find balance in your work and home life so you are in a good position to “lean in” to your workplace, as Sheryl Sandberg wrote in her book, Lean In: Women, Work, and the Will to Lead.

Advice for other women:
My advice to other women is to do your best and be bold.  I think it’s important to make compromises to ensure a good work-life balance. Be abreast of what is happening around your industry to stay up-to-date with trends.

Thoughts about Informatica’s culture: 
Next month I will be completing 17 years at Informatica. My career here started off with a role in the support organization, where I served to help our customers. Then, I had an opportunity to switch roles to the Quality Assurance team, which I led, and became a Senior Manager for. Later, I got an opportunity to transition back into the support organization, which I am a now the Senior Director for. Most of my professional career has been here at Informatica. Over the years, my colleagues and managers have been very supportive in helping me to attain the right work-life balance. My family also feels like they are part of the Informatica family.

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International Women’s Day 2015 – Informatica’s Female Leadership (Part 1)

In honor of International Women’s Day 2015, Informatica is celebrating female leadership in a blog series. Every day this week, we will showcase a new female leader at Informatica, who will share their perspective on what it’s like to be a woman in the tech industry.

Clare Cunniffe, Area Vice President for US Financial Services, Informatica

Clare Cunniffe, Area Vice President for US Financial Services, Informatica

Name:
Clare Cunniffe

Job title:
Area Vice President for US Financial Services

Leadership style:
Women bring different perspectives to all situations. Sometimes it’s welcomed and sometimes it’s not embraced because it’s outside of the norm – which actually makes it of even greater value. The technology field is still dominated by men. Many times I am the only woman in the room and most times I am the only woman in a position of leadership; this also presents a unique opportunity to stand out.

It has been a long haul to get to where I am today with many stories of great successes and some real misses. Those “misses” always lead me to the vow of “never again” and to exceed in new ways. Today I have the confidence that my “different perspective” will change the course of things. I am unapologetic for my ideas or directions even though they may be contrary to the norm. I am grateful to have been given the chance to work personally with leaders in the tech industry and been given opportunities that stretched me beyond what I believed my own capabilities to be. Only to realize I am more than capable and actually able to move beyond.

As a leader, the most critical aspect is to build a management team that complements my own skills.

  • Diversity in talent is important so that we leverage each other’s strengths.
  • Open communication is a critical aspect to my leadership and success.
  • Honoring and respecting what each individual brings to their teams – while giving just enough guidance, has led to ensuring forward momentum, having ultimate buy-in to what we do, and delivering consistent contributions – all of which is the foundation for great success.

Advice for women:
Put yourself out there. Be bold. Take your seat at the table in a big way! Have mentors. Know who to trust (and who not). Create a network of colleagues. Always help other women succeed.

Thoughts about Informatica’s culture:
Informatica is a great place to be. I wake up every day, passionate about what I do and excited about the difference that my team and I are making for our company and for our customers. We have a culture of integrity, excellence and innovation. This translates in everything we do. As we are critical in some many transformational initiatives for our customers. Who we are has been the basis for how we have delivered for our customers time and time again. Now with the future being all things ‘data’, Informatica will be instrumental in helping our customers leapfrog to their next level of growth. This is the best time to be part of Informatica.

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Informatica University offers New Flexible Pricing for Private Training

Informatica UniversityCustomers often inquire about the best way to get their team up to speed on the Informatica solutions.  The question Informatica University hears frequently is whether a team should attend our public scheduled courses or hold a Private training event.  The number of resources to be skilled on the products will help to determine which option to choose.  If your team, or multiple teams within your company, has 7 or more resources that require getting up to speed on the Informatica products, then a Private training event is the recommended choice.

Seven (7) for a remote instructor and nine (9) for an onsite instructor is the break even cost per resource when determining whether to hold a private training and is the most cost efficient delivery for a team.  In addition to the cost benefit, customers who have taken this option value the daily access to their team members to keep business operations humming along, and the opportunity to collaborate with key team members not attending by allowing them to provide input to project perspective.

These reserved events also provide the opportunity to be adapted to focus on a customers needs by tailoring course materials to highlight topics that will be key to a project’s implementation which provide creative options to get a team up to speed on the Informatica projects at hand.

With Informatica University’s new flexible pricing, hosting a Private Training event is easy.  All it takes is:

  • A conference room
  • Training PC’s or laptops for participants
  • Access to the Internet
  • An LCD projector, screen, white board, and appropriate markers

Private training events provide the opportunity to get your resources comfortable and efficient with the Informatica Solutions and have a positive impact on the success of your projects.

To understand more about Informatica’s New Flexible Pricing, contact trainingsales@informatica.com

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Our Big Clean-up of Our Big Data

Our Big Clean-up of Our Big Data

Informatica, the company for which I work, deals in big data challenges every day. It’s what we DO, help customers leverage their data into actionable business insights. When I took the helm as V.P. Global Talent Acquisition I was surprised to learn that the data within the talent acquisition function was not up to the standards Informatica lives by. Clearly, talent acquisition was not seeing the huge competitive advantage that data could bring – at least not the way sales, marketing and research were viewing it. And that, to me, seemed like a major problem, but also a terrific opportunity! This is the story of how Informatica Talent Acquisition became data-centric and used that centricity to our advantage to fix the problem.

Go to the Source

No matter how big or small your company, the data related to talent comes from varied and diverse roles within the talent acquisition function. The role may be named Researcher, Sourcer, Talent Lead Generator or even Recruiter. Putting the name aside, the data comes from the first person to connect with a potential candidate. Usually that person, or in Informatica’s case, that team, is the one who finds the data and captures it. Because talent acquisition in the past was largely about making a single hire, our data was captured haphazardly and stored with….let’s say, less than best practices. In addition, we didn’t know big data was about to hit us square in the face with more social data points than yesteryear’s Talent Sourcer could believe. I went to our sourcing team as well as our research department to begin assessing how we were acquiring, storing and accessing our data.

Get Help

Data is at the heart of so many recruiting conversations today but it’s not just about the data, it’s the access to the right data at the right time by the right person, which is paramount to making good business or hiring decisions. This led me to Dave Mendoza, a Talent Acquisition Strategy consultant, who had developed a process called Talent Mapping which we applied to help us identity, retrieve and categorize our talent data. From that point he was able to create our Talent Knowledge Library. This library allows us to store, access and finally develop a talent data methodology aptly named, Future-casting. This methodology defines a process wherein Informatica can use its talent acquisition data for competitive intelligence, workforce planning and candidate nurturing.

Get Centralized

The most valuable part of our transformation process was the implementation of our Talent Knowledge Library. It was apparent that the weakest point with this new solution was not the capturing or categorizing of our data, it was that we had no central repository that would allow for unstructured data to be housed, amended and retrieved by multiple Talent Sourcers. To solve this issue we implemented a Candidate Relationship Management (CRM) application named Avature. This tool allowed us to build a talent library – a single source repository of our global talent pools, which could then be accessed by all the roles within the talent acquisition organization. Having a centralized database has improved our hiring efficiencies such as, decreasing the time and cost to fill requisitions.

Take Ownership

Because Informatica is a global company, it doesn’t make sense for us to house all of our data in a proprietary system. While the new social sourcing platforms are fast and powerful, the data doesn’t belong to the company once entered and that didn’t work for us, especially given we had teams all over the world working with different tools. With a practical approach to data capture and retrieval, we now have a central databank of very specific competitive intelligence that has the ability to withstand time because the tool can capture social and mobile data and thus is built for future proofing. Because the data is ours, we retain our competitive advantage, even during talent acquisition transition periods.

Set Standards

One truth became very clear as we took on this data-centric approach to talent acquisition – if you don’t set standards for processes and protocols around your data, you may as well use a bucket as no repository will be of much use without accurate and useable data that can be accessed consistently by everyone. Being able to search the data according to company wide standards was both obvious and mind-blowing. These four standards are what we put into place when creating our talent library:

1) Data must be usable and searchable,

2) Extraction and leverage of data must be easy,

3) Data can be migrated from multiple lead generation platforms with a “single source of truism”,

4) Data can be categorized, tagged and mapped to talent for ease of segmentation.

The goal of these standards is to match the data to each of our primary hiring verticals and to multiple social channels so that we can both attract and identify talent in a self-sustaining manner.

Embrace Social

In today’s globalized world, people frequently change their physical address, their employer and their email addresses, but they rarely change their Twitter handle or Facebook name. This is why ‘people’ data quickly turns outdated and social data is the new commodity within the enterprise. People who use social networks are leaving a living, always-fresh data shadow making it easy for us to capture their most relevant contact data. It sounds a bit like we’ve become on-line stalkers, but marketers and business development professionals have been doing it for years. And just as we move toward predictive modeling on these pieces of personal data, so too are our competitors for talent. By configuring our CRM systems to accurately capture and search these social data points our sourcing team is more efficient and effective.  It has reduced duplicate entries which caused candidate fatigue in our recruiting processes.

I think Dave says it perfectly in his recent white paper “Future-casting: How the rise of Big Social Data API is set to Transform the Business of Recruiting”: “Future-casting has the ability to review the career progression of both internal employees and external candidates. This stems directly from the ability to track candidates more accurately via their social data. Now, more than ever before, corporations and the talent acquisition professionals within them can keep fresh data on every candidate in their system, with a few simple tweaks. This new philosophy of future-casting puts dynamic data into the hands of the organization, reducing dependency on job boards and even social platforms so they can create their own convergent model that combines all three.”

Results Will Come

At Informatica we saw results very quickly because we had an expert dedicated to addressing the challenges, and we were committed to making our data work for us. But if you don’t have a global sourcing team or a full time consultant, you can still begin at the top of this list. Talk to your CRM or ATS vendors about how you can tweak your tracking systems. Assess and map your current talent process. Begin using products that allow you to own your OWN data. Finally, set standards such as the ones I mentioned previously and make sure everyone adheres to them.

 This is original content published to ERE.net on May 8, 2013, and written by Brad Cook, Vice President, Global Talent Acquisition at Informatica.

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Megatrends Will Further Drive Data Governance Prioritization

Data governance evangelists have had it pretty good of late.  First there was the global financial meltdown of 2008, and experienced data management professionals all know – a crisis is a data quality initiatives best friend!  The economic crisis certainly put the pressure on financial services organizations to focus on data governance, initially from a governance, risk and compliance standpoint.   The regulators were watching and no one wanted to go to jail.   But the crisis also helped data governance efforts across all other industries, because CEOs, COOs, CFOs and CIOs are looking for anything they can do to protect their financial margins and remain competitive.   Ensuring trusted, secure data throughout the organization to improve operational efficiencies, reduce costs, reduce risks, increase revenue and market share, and/or provide optimal customer experiences has become an increasingly common executive mandate.  (more…)

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