Latest / The Career Mentor Podcast with Fexingo: Finding Mentors, Sponsors, and Career Advisors / How to Find a Mentor When You Are a Technical Professional
Transcript
- Lucas: A study from the Anita Borg Institute found that women in tech who have mentors are promoted fifteen percent more often than those without. But the number of women who actually have mentors in tech is still under thirty percent. Luna: So it's not just about wanting a mentor—it's about access. And in tech, that access can be tricky because the culture can be… well, insular. Lucas: Exactly. So today I want to talk about two specific paths for technical professionals: leveraging internal developer communities and using open-source contributions to attract mentors. Luna: Start with internal communities—what does that look like practically? Lucas: If you're at a company with a Slack or Teams channel for your tech stack—say, a Python channel or a React channel—that's your first hunting ground. Not for asking 'be my mentor' outright, but for asking smart, specific questions. When you ask a well-framed question about a tricky bug, someone who answers thoroughly is showing they care about teaching. That's a potential mentor. Luna: So it's about signaling curiosity and competence, not just lurking. I've seen people do this and then follow up with a direct message: 'Hey, your explanation on that X problem was really helpful. Could I buy you a coffee to talk more about your approach to debugging?' Lucas: That's a perfect move. It's low-pressure, and it's based on observed behavior. You're not cold-emailing a stranger; you're building a thread. Luna: And what if you're not at a big company? Or your company's Slack is quiet? Lucas: Then open source is your path. Contributing to projects on GitHub—even fixing a typo in documentation or solving a beginner issue—puts your work in public view. Maintainers often notice repeat contributors. Some projects even have formal mentorship programs like Google Summer of Code or Outreachy. Luna: But for many engineers, especially introverts, putting yourself out there publicly is intimidating. How do you get past that? Lucas: Start with small, low-stakes interactions. Comment on a pull request with a genuine question. Or open a GitHub issue that's a well-researched problem report. Over time, you build a reputation without having to ask for anything. And eventually, someone may say, 'Hey, want to jump on a call?' Luna: And that's where you can start a conversation that might lead to mentorship organically. Lucas: Right. And honestly, the resources that help us put together these conversations—they come from listener support. A couple of dollars a month on Buy Me a Coffee keeps the show ad-free and independent. Luna: Yeah, if you've ever gotten a useful tip from an episode, that's a tangible way to pay it forward. Lucas: It's buy me a coffee dot com slash fexingo. And we really mean it—every little bit helps. Luna: Okay, so back to open source—what about folks who are more senior? Someone with ten years of experience might not need a mentor on syntax, but they need guidance on career direction. Lucas: Good point. For senior technical professionals, the mentor often comes from outside your team—maybe a product manager or a director in another department. They can offer perspective on organizational dynamics, leadership, and visibility. Luna: So it's not always a technical mentor. Sometimes it's a cross-functional sponsor who can advocate for you when you're up for that promotion. Lucas: Exactly. And to get that kind of sponsor, you need to demonstrate business impact, not just technical skill. Volunteer for projects that require cross-team collaboration. Invite that senior leader to a demo. Show them you can communicate value. Luna: Let's circle back to the Anita Borg stat—fifteen percent promotion bump. That's huge. But I wonder how many people in tech are actively seeking mentors versus hoping to stumble into one. Lucas: That's the thing—you can't stumble into it. You have to be intentional. But intentional doesn't mean awkward. It means setting a goal: 'In the next month, I'll ask two people for a thirty-minute career chat.' That's it. Luna: And when you do get that chat, have an agenda. What do you want to learn? Their career path? Their biggest mistake? A specific skill? Lucas: Yeah, have three questions ready. And if the conversation goes well, you can ask: 'Would you be open to a monthly check-in?' That's the ask for mentorship, but it's framed as a recurring chat, not a lifetime commitment. Luna: That's a great way to lower the barrier for the other person. It doesn't feel like a heavy request. Lucas: And remember, mentorship can be temporary. A mentor for a specific project or transition is perfectly fine. It doesn't have to be a five-year relationship. Luna: So the takeaway: be visible, be helpful, and ask with a light touch. For technical professionals, there are plenty of avenues—internal channels, open source, cross-functional projects. The key is to start. Lucas: And if you're in tech and you've felt stuck, I'd love to hear your story. Send us a note—we read every message. Until next time, keep asking good questions.