Ibotta Talks

An interview with Tanya Slovin — Director of Business Recruiting & Operations

Elisa Faller (EF): Tanya, thank you so much for joining us! With almost 5 years at Ibotta and an equal number of promotions, it goes without saying that you have had an enormous impact on the company. Looking back at your time here, what are your biggest lessons learned?

Tanya Slovin (TS): Thank you so much for the honor! I have learned more during my time at Ibotta than I ever could have possibly imagined! I've learned that people are less resistant to change than one might think. I remember when I first started at Ibotta, we decided to revamp the interview process for the sales and account management teams. The partnership and collaboration I received from employees at all levels was amazing. I've found this to be true across the business- new ideas are embraced and appreciated, and that has helped me grow tremendously as a professional and has given me confidence to keep pushing the envelope. 

EF: As a group, we often discuss imposter syndrome and risks of taking on new roles. What advice would you give to other employees looking to similarly grow in their career? Is there anything you would do differently?

TS: Imposter syndrome is very real. In fact, as I sit here typing up my responses, I'm wondering why I was selected for this article :) My best advice is to veer outside of your lane. Yes, make sure you master the basics of the job you were hired to do first, and then find ways to contribute meaningfully in other areas. Whether it's a side project that drives better efficiencies for your team or a cross-functional initiative you're passionate about, stepping outside of your comfort zone will help you grow into a more well-rounded professional. Is there anything I would do differently? Hmmm, I'd probably tell my younger self to stop over analyzing every detail and every worst-case scenario and just go for it. I'm still working on this one...

EF: Authentic leadership has also continued to be a topic of discussion, particularly with its emphasis on openness and transparency. What are the top 3 characteristics you would assign to authentic leadership, and how have they impacted you?

TS: I used to think that leadership was reserved for people who are charismatic, inspiring and ultra-bold. I never viewed myself as a leader and had actually shut myself off to all people management roles, until I was pushed a couple of years ago by a great leader and mentor to think differently about my skills and abilities. I've come to realize that authentic leadership is mostly about leading by example: working hard/delivering good results, leading with empathy and integrity, and a commitment to developing and growing my employees.

EF: At Ibotta, we focus on making an impact on the world around us—both through making every purchase rewarding and through being industry thought leaders. What initiatives are you most proud of, both personally and professionally?

TS: We just hit $1 billion in cash back credited to Savers- enough said! I remember when I was interviewing at Ibotta, there was so much excitement as the company had just surpassed the $100 million mark. I'm proud of all the work we do alongside <we>botta, from heritage month celebrations to panel discussions, and diversity college recruiting events. The work we did building out competencies across the entire organization has been a career highlight for me too, driving better efficiencies and consistency around hiring and career pathing.

EF: As the Director of Business Recruiting & Operations, what characteristics do you look for when recruiting leadership candidates? What advice would you give to others looking to grow in those areas?

TS: I look for candidates who have a track record of growing their employees, whether that be for next-level roles or skills that allow them to move laterally into different areas of the business. Leaders who don't shy away from tough conversations, but also display empathy and an ability to work with different types of people. For all of our roles, we look for candidates who will be a culture ADD to the team. For those looking to grow into leadership roles, take advantage of opportunities to help train new hires, offer up coffee chats with cross-functional employees looking to join your department etc... Finally (and my team may laugh at me as they're reading this), but I highly recommend keeping a "reflection" document highlighting your achievements, your challenges, your mistakes/learnings. The "little" things you're doing today training that new hire or advising a colleague on how to best solve a problem, are all helping to prepare you for that next role or career achievement.