Assembly’s Post

Celebrating wins like these! 🌟 💖 Meet Qiana, who went from a LinkedIn profile update to landing a Chief Officer role. Despite a demanding job, she stayed positive, put in the work, and trusted the process. Her story is a testament to perseverance and faith in the right opportunity. This is why I love what I do! 🙌🏻 #CareerSuccess #ClientWin #JobSearchJourney

Meet Khadija Mubasher, MD, MBA, a Senior Consultant at Rabin Martin! When asked about her favorite Rabin Martin value, she said: “Tenacity. I have found that every single one of my colleagues brings their best self to the work that we do. It is inspiring to watch them be relentless and excited with each project. They are incredibly skilled individuals that are open to sharing their experiences and helping each other grow.” 🔗 Learn more about Khadija and the larger team at Rabin Martin: https://lnkd.in/ekxeCkfx

✨ Breaking News! ✨ Kiana, our team's rising star, just earned a stellar testimonial from her very first placement! 🌟 Let's celebrate Kiana's success and the bright future ahead! 🚀 Your thoughts and cheers for Kiana's achievement are welcome in the comments below! #CareerMatchmaking #TestimonialTuesday #SuccessStories

Semester 1 End Semester Project on Elements of Computing-1

Diversity of exposure makes you versatile

Termination> Apology. Diversity & Inclusion is not brand new, nor has it been well executed. This letter fixes nothing. Holding those who led this event accountable is the key. Most people know right from wrong & some still pick wrong. Replace those individuals who are capable of executing the pitiful task & painful situations.

Someone should be held accountable not just an apology.

First: Good apology from Palo Alto Networks and Nikesh Arora. Correctly hits the Regret, Reiteration, Responsibility, Repentance, Repair, and Request (for Forgiveness). If you wanted to quibble, you could assert that in Reiteration, harm acknowledgement is implied and not asserted, and in Request, Forgiveness is assumed and not requested; but as corporate apologies go, this is above and beyond what you generally see. Second: This is not isolated, I think. We eliminated booth babes at RSA Conference years ago (thank you to everyone involved in that). This was my first in-person BlackHat conference, and while I didn't see any booth babes, I did observe floorwalkers (before/after their shift, so I did not call it out without direct evidence, and stalking the attractive women in scanty outfits until I could do so seemed ... unseemly). I think it's time that we, as an industry, cut this out. So here is your easy standard, CMOs: if you are hiring external staff as part of a conference, whether it is to woman* your booth, glam up your party, or anything where they represent your company: you should apply the same gender diversity approach you want HR to apply to new hires. If you're hiring all women, that's just as much of a problem as if your company was only hiring men. Since this staff is going to represent your company, they should probably have the same demographics as your employees -- if your company is currently 80% male, then your outside event staff ... should be 80% male. *Yes, technically, we should switch the usual "man your booth" to "staff your booth," but let's be honest, you're all hiring women to glam up your booth. #inclusion #diversity

To secure a role in a dynamic and demanding setting that values my skills and experience, empowering me to deliver substantial contributions.

Our Associate Director, Ali Alamein recently celebrated two years’ with Sequana, so it is the perfect time to shine the spotlight on him! Dive in to learn more about Ali below, and if you want to know more about some of the impactful experiences that shaped him, check out the article at the link in the comments.