What led you to your job at Facebook?Īfter six years at Bloomberg, I took a year off to travel the world and get more involved with two nonprofits in Africa (African Leadership Network and Ongoza). I spent 15 years in investment banking navigating opportunities across HR before taking on the head of recruiting role at Bloomberg, which gave me the opportunity to be involved in the fintech industry. I got the role and started as an analyst in university recruiting, and eventually moved to diversity recruiting. I saw a newspaper ad in the Times for a recruiting analyst position at Goldman Sachs and, having always been interested in the financial services industry, decided to apply. While in school, I was hired as an HR intern at The New York Times, which sparked my interest in talent management. I was born and raised in Kenya and, after two years of working as a travel consultant in Nairobi, I moved to New York City in 1996 for business school. How did you end up working in recruiting? Here, Wamai-who previously worked in recruiting at Bloomberg, Merrill Lynch, and Credit Suisse, always with a focus on increasing diversity-shares why she thinks resumes are more important than cover letters, how applicants can stand out from the crowd, and what qualities are necessary to succeed at Facebook from a non-tech perspective. Meta LEARN MORE And, with Facebook’s “Diversity First” approach to all recruiting efforts, Liz is at the forefront of building out the entire company’s hiring strategy-for both tech and non-tech talent alike. As the Vice President overseeing diversity recruiting for all of Facebook, as well as recruiting specifically across the company’s business organization, Liz is responsible for hiring talent across a dozen departments, including marketing, sales, policy, recruiting and sourcing, accounting, and media-all of which are just as important to the company as its technical teams. If you aren’t already a client, sign up for a free trial to learn more about our platform.Tech companies are chock-full of engineers and data scientists, but Facebook’s Liz Wamai will be the first to tell you there are plenty of opportunities for non-coders to have long, successful careers in the technology industry. The media buzz around this recently prompted Mark Zuckerberg to issue a statement assuring Facebook’s commitment to tackle this issue by upping manpower and tech to control ad buys.įacebook’s increasing regulatory and legal overhead is also reflected in the 40+ job postings for its public policy team.
Other teams with substantial job openings are software engineering, sales & marketing, and online operations.įacebook has been under scrutiny for allowing Russia-based organizations to buy ads during the 2016 US elections. As it gains strongholds in developing countries, the need for data centers and networking operations in a strong infrastructure unit indispensable. The company’s also heavily hiring for core infrastructure teams as it expands the footprint of its data centers and networking operations efforts globally.įacebook’s infrastructure team is the second biggest area for hiring, accounting for over 14% of all job openings. Workplace, which competes with workplace collaboration tools like Slack and Atlassian’s Hipchat recently signed Walmart as a client. Other Facebook units like Instagram, WhatsApp, and Workplace have surprisingly few job listings, less than 50 each, in contrast to their growing user base. It’s eyebrow-raising that Facebook is hiring so aggressively for this unit, and an indication the company believes there is still an advantage to be had by investing early in VR, despite spotty consumer adoption.įacebook has announced plans to integrate Oculus with its social media platform through Facebook Spaces. But so far the tech has not gained wide adoption by consumers. With its $2B acquisition of Oculus in 2014, Facebok created buzz for being at the forefront of futuristic consumer VR technology.
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