Section 1.1: Cultural Fit in Tech Startups

During an interview with a small tech startup that was expanding following recent funding, I felt optimistic about my fit for the development manager position. With a small team of under ten developers, I believed my background in technical leadership would be an asset.

The interview began with a discussion about my current responsibilities and past experiences. The latter half shifted to a more technical focus, where we delved into system design and architecture. To my surprise, I felt less prepared for this technical segment than I had anticipated.

Two days later, my recruiter conveyed that while I performed well, the feedback indicated I wasn't deemed a good cultural fit for their dynamic environment. This left me perplexed, prompting further inquiry.

After persistent questioning, the recruiter shared that the interviewer felt I might struggle to manage one of their directors, known for being particularly aggressive. This revelation was disheartening, especially considering I hadn’t even met this individual during the interview.

While initially frustrated, I ultimately felt relieved to avoid a company culture that tolerates such behavior. No employee should endure distress at work, particularly due to a director’s unprofessional conduct.

The first video, [2024 Asian American Women in Tech] Panel 3: AI Adoption: Reality Check, explores the experiences of Asian women in technology, particularly regarding AI integration in the workplace.

Section 1.2: The Unspoken Bias

While interviewing for a software development manager position at a major consultancy, the senior manager posed a question that took me by surprise: “How did you manage to achieve your current position?”

I explained my career trajectory, starting as a developer and progressing through various roles to my current managerial position. When I finished, the interviewer remarked, “You’re different. What did you do to get where you are? Did you have to do anything special?”

It was clear he was alluding to my different cultural background. Had I not been caught off guard, I might have responded with, “By avoiding narrow-minded individuals.” However, I was too stunned to articulate my thoughts.

Subsection 1.2.1: Leadership Perceptions

In another instance, during a final interview at a small agency, I felt confident about my leadership interview. Unfortunately, I soon received an email stating, “We admire you, but your leadership style is perceived as too soft. We found another candidate whose approach aligns better with our expectations.”

This was disheartening, as it was evident the preference leaned towards candidates who fit a specific mold—likely individuals resembling a certain demographic.

As I read the email, I felt a familiar sting of disappointment but reminded myself that resilience is built through adversity.

Section 1.3: The Work-Life Balance Question

During another interview shortly after my maternity leave, I explained the gap in my resume. The interviewer then asked, “Who takes care of your child while you work?”

This question reflected an unconscious bias, given that in many Asian households, mothers are typically the primary caregivers. When I mentioned daycare, the interviewer followed up with concerns about availability after hours.

This line of questioning cut the interview short, and I left without the job. In retrospect, I consider myself fortunate to have avoided that situation.