“We’re not concerned if you don’t have a fancy 4-year degree in your field of interest. It’s not a red flag if you have gaps in your resume. Finding a new place to work is serious business, but I hope that candidates never feel intimidated applying to ACG.” – Hanna Kim
Hanna Kim is fueling the future of some of A Cloud Guru‘s fastest-growing departments by finding the values aligned talent for our go-to-market teams. Even while moving fast, she always has the time to hear your story and listen to what makes you unique. Devoted and hardworking, Hanna is a champion for our candidates, because she knows what it’s like to be one herself…
Hanna: I once got rejected from working at McDonald’s. I used to think they read my resume, analyzed the qualifications I detailed in my cover letter, and said nope, not good enough. In reality, they probably just blasted out automated rejections without reading the applications (or at least that’s what I tell myself to keep my self-esteem intact).
What I’m trying to say is, I know job searching can be a soul-sucking process sometimes. It can feel like you’re sending resumes into a black hole, you’re shouting into a void, it feels hopeless. I really want all ACG candidates to know that the recruiting team reviews every single application. There is a person reading your resume and cover letter on the other side of the screen (hello!) and I’ll respond to you with a yes or no, no matter what.
What initially drew you to A Cloud Guru?
In true 2020 fashion, my job was impacted by COVID-19 and almost every aspect of my life was going haywire. I was set on taking the rest of the year off to reset and focus on my own wellbeing. Five months later, I stumbled across an opening at A Cloud Guru. I had a good feeling about the company from the start, and my conversations with everyone during the interview process only solidified my gut instinct.
Now, I’m so proud to work at a company that practices what it preaches. Our mission is all about democratizing education, and our product helps people who might be making a mid-career shift into tech.
We’re not concerned if you don’t have a fancy 4-year degree in your field of interest. It’s not a red flag if you have gaps in your resume.
I love that our recruiting process reflects this — we’re not concerned if you don’t have a fancy 4-year degree in your field of interest. It’s not a red flag if you have gaps in your resume. Finding a new place to work is serious business, but I hope that candidates never feel intimidated applying to ACG.
What are your favorite perks or benefits?
I am most excited about our Headspace licenses. We’re all trying to survive a pandemic here, and you’re lying if you say you don’t feel stressed, overwhelmed, anxious, or all of the above. I’m looking forward to snoozing notifications and taking a few minutes out of each day for myself.
We also get to expense a lunch every week while we’re working remotely. I recently moved to a different part of Austin, and it’s been so fun trying out new restaurants and supporting local businesses.
What value is your favorite?
My favorite value is “Champion Our Customers.” As a recruiter, my customers are external candidates and internal teams/hiring managers. I think this value is the one I think about most often because it affects every part of my job.
I try my best to make sure every candidate I interact with has a positive experience with me and ACG. It means being transparent and communicative, being empathetic of their situation, having their best interest in mind. It also means that I’m working to find the best candidate for the position and developing trusted partnerships with hiring managers. They are symbiotic relationships that I have to balance, so I am constantly striving to be the best advocate for my internal and external customers.
As a recruiter, why is diversity and inclusion important to you?
I believe that D&I within the corporate setting needs a bottom-up and top-down approach. Personally and professionally, I am responsible for addressing and challenging the biases that I hold; for advertising job openings in ways that attract a diverse applicant pool; for helping craft job descriptions in a way that is inclusive to all people.
On the flip side, companies need to set the tone and standard for encouraging diversity in concrete ways that extends beyond a brief D&I statement. For example, I really appreciate ACG’s recruiting policy that college degrees are not required for ANY of our roles. That’s not something you see often. College has a huge barrier to entry, and there are hugely systemic reasons why it is not feasible (financially and otherwise) for lots of people. Enacting policies like this makes ACG more accessible and definitely encourages diversity.
D&I is a crucial element of having an inclusive, non-toxic work environment. It prevents people from being tokenized, and it makes it easier for marginalized groups to speak up if they feel something needs to change. Having diverse perspectives is never a bad thing! It’s really important to me that D&I isn’t reduced to just a buzzword, but that it’s something that we all take seriously to promote safe, happy, and welcoming work environments.
It’s really important to me that D&I isn’t reduced to just a buzzword, but that it’s something that we all take seriously to promote safe, happy, and welcoming work environments.
You can learn more about careers at A Cloud Guru by visiting acloudguru.com/careers.
