In our blog series “Life in Adtech” we’re showcasing the different ways in which StackAdapters are driving innovation in adtech, and creating a progressive tech culture. From using modeling and data to create advanced algorithms to building stylish and robust user interfaces, everyone at StackAdapt is contributing to evolving the StackAdapt platform and providing the best product and service to our clients.
This month features Meredith Murray, the Director of Learning and Development at StackAdapt. Meredith shares her journey into adtech, what her role entails, and how the People and Culture team at StackAdapt supports the success of all StackAdapters.
Can you share your journey into a leadership role at StackAdapt?
I started my career in Vancouver in hospitality, where I helped with sales, business operations, finance, and guest services. This experience helped me develop a lot of essential skills, and it exposed me to learning new tech platforms. I was also influenced by tech through childhood because my Dad worked for a technology company, so growing up I always had access to the newest computers and software.
After years in Vancouver, I decided to uproot my life and move to a new city. When I landed in Toronto, I discovered the wonderful world of startups. After working for a fintech organization, I found my way to StackAdapt. I joined StackAdapt as the second People and Culture hire. Being one of the first hires, I had lots of opportunities to showcase my talents across all areas of the business, from revenue and IT to employee engagement and events.
Over the last 3 years at StackAdapt I’ve been able to work with amazing and talented individuals. My work has always had a “people first” mindset, and so I’ve naturally gravitated toward developing programs that help StackAdapters expand their existing skills and learn new ones.
What is the main focus of the Learning and Development team at StackAdapt, and how do you support the team?
The main focus of Learning and Development at StackAdapt is to support the continuous growth of StackAdapters in their role. We aim to help our colleagues learn new skills, and further their general knowledge. I think that promoting learning helps to encourage our StackAdapters to pursue new opportunities.
I’m really proud of the general onboarding program that the team developed. Every new StackAdapt team member goes through an extensive training program during their first 2 to 3 weeks at the company. They get to learn about the history and growth of StackAdapt, an overview of the adtech industry, and they are introduced to every team within the company. After that, their own team teaches them the specific skills that they will need to be successful in their role.
The program is truly a team effort because so many StackAdapters from across the company contribute to it with the goal of supporting new team members. Now, we’re expanding the program to provide the same onboarding experience to those who are joining the company in APAC and EMEA.
What has been one of your favorite Learning and Development initiatives in recent months, and why?
I recently helped create and launch an internal training program for new people managers at StackAdapt. The sessions focus on teaching new managers how they can best support their team, and how to use the tools that are available to them. The program also goes over basic HR practices that help our people managers to gain the right knowledge to lead and grow their teams. So far the feedback about the program has been really great. StackAdapt managers are enjoying it!
How is the Learning and Development team helping to build and support StackAdapt’s culture as the company grows?
The Learning and Development team has a direct impact on the culture of StackAdapt. Through our programs and events we are able to help foster a community within the company, as well as growth opportunities for the team.
One way we do this is through weekly learning opportunities via our StackAdapt University. This is an internal, 1 hour session, where someone from the team covers a topic related to adtech, a specific team or even a partner. We even invite guests sometimes to contribute and help us learn about topics outside of our expertise. This includes topics related to diversity, inclusion and wellness.
We’ve also partnered with LinkedIn Learning so that the team can take external courses to boost their skillset. And of course, we offer a number of professional development opportunities to attend conferences, sign up for ongoing education courses, and more.
I find that promoting ongoing learning enables the team to expand their skills and also work better together. It also helps to guide career paths and it’s really great to see how enthusiastic team members are to participate in learning events. We often get volunteers to host onboarding sessions because they’re so excited to welcome and teach new members of the StackAdapt team!
What is the most rewarding part of your leadership role at StackAdapt?
I think that making learning an integrated part of our culture is such an important part of not just StackAdapt’s growth, but of the growth of each individual team member. Learning and Development is so important because in tech, things change fast. Our programming helps keep us all in the loop about current industry developments and trends in adtech, as well as up to date with the best technology.
I get to work with amazing people every day. All of my colleagues inspire and challenge me, and I’m grateful for that. I also love that I have the opportunity to work on complex projects that have lots of moving parts. It’s really rewarding to finish tying together a program, launch it, and then see how it benefits and supports StackAdapters.
Interested in joining StackAdapt? See our open roles and apply, here.
I each new addition, we will be highlighting our teams and team members in our “Life In Adtech” series—stay tuned for more!
