How to Find a Mentor in Tech

Everyone says, “Find a mentor.” Nobody tells you how. So here’s how: 1. Think like a recruiter. Define who you’re looking for. A past founder? A subject matter expert? An operator at a scaled startup? 2. Figure out where they spend time - online and offline. Slack groups, LinkedIn, Substack comments, conferences, virtual AMAs, pitch nights. 3. Add value before you make an ask. Follow them. Comment thoughtfully. Share something they’ve written. Then DM with a very clear ask. 4. Don’t say “Will you be my mentor?” Say: “I admire the way you [specific thing]. I’m facing [specific issue]. Would you be open to a 20-minute call to walk through how you’d think about it?” 5. If it goes well: → Send a thank you note. → Implement the advice. → Follow up with results. → Ask if they’d be open to a check-in in a month or two. 6. Formalize and document the relationship. Set guardrails. Time commitment. Topics. Expectations. Everyone’s busy. Structure builds trust. 7. Make it mutual. Ask what they’re working on and where they need help. Share a relevant intro, article, tool, or resource. Even if you’re early in your journey, you have something to offer. Mentorship is at its best when it’s a two-way street. The best mentors aren’t assigned. They’re recruited with respect, clarity, and a plan.

Going from leader to mentor builds a 2-way street to success: Here's why the best leaders are also the best teachers. The mutual learning process is key to rapid growth. Both mentor and mentee gain valuable insights. Mentorship isn't just career advice. It's a career accelerator. Here's how to find and create game-changing mentor relationships: 1. Know your growth areas • Identify specific skills you need to improve • Example: "I need to get better at financial modeling for pitches" 2. Find the right mentors • Look beyond LinkedIn - attend conferences and join forums • Find successful people who aren't in the spotlight • Consider mentors from different industries for new ideas 3. Make a strong first impression • Mention their work that impressed you • Show how their skills match your career needs • Share an insight about their work to start the conversation 4. Be ready for each meeting • Write a brief summary of your goals and progress • Update them on how you've used their previous advice • Prepare 2-3 situations where you need their help 5. Give back to your mentor • Test their new products or projects • Introduce them to new talent in their areas of interest • Help build their personal brand through speaking or writing 6. Build a diverse mentor network • Mix long-term mentors with short-term advisors • Example: An industry expert, a tech guru, and a rotating specialist • Review your mentor relationships every 6 months 7. Set clear goals • Use objectives and key results to guide your relationship • Check progress every three months • Be open about your career moves and ask for their advice 8. Learn from mentors indirectly • Study their career choices through research • Try out one strategy from each mentor every month • Keep a log of what you learn and how it helps you grow The best mentorship relationships evolve into collaborative partnerships. Aim to reach a point where you're brainstorming solutions together, not just receiving advice. P.S. If you found this valuable, repost for your network ♻️ Join the 12,000+ leaders who get our weekly email newsletter: https://lnkd.in/en9vxeNk Lead with impact.

One of the best moves I made early on in my career was finding mentors. Not just one but three; if you’re going to learn, you might as well get a full panel of judges. I believe in a 360° approach to everything. One with way less experience than me; because fresh eyes see what veterans overlook. One a few years ahead; because they just fought the same battles I was facing. One who was an executive board member; because why not get advice from someone who is where you hope to get to, and who makes the big decisions? Now, I didn’t just slide into their DMs and say, “Hi, can I pick your brain?” (Please, don’t do this. Ever.) I earned my mentors. Earned. They saw my diligence, my hard work, my intelligence, and my commitment. They saw that I actually listened, applied their advice, and took action. I wasn’t just looking for a free roadmap. I was willing to do the work. And I gave back, too. I shared insights from my own experiences. Yes, everyone can learn from anyone. I connected them with people and resources they found valuable. I helped with projects, research, or anything that made their lives easier. I showed up prepared, engaged, and ready to execute on their advice. Moral of the story? Find mentors at different levels. You need wisdom from above, below, and right next to you. Don’t just slide into their inbox with a generic ask. Stand out. Be specific. Show initiative. Offer something in return. Mentorship is a two-way street, not a charity. Be consistent. Real mentorship isn’t a one-off convo; it’s a relationship. Follow up. Show growth. Actually do the work. A mentor’s advice is useless if it just sits in your notes app. And then there are the silent mentors, the ones who don’t even know they’re mentoring. I call this Ghost Mentoring. Have you had any experience with mentors, officially or in ghost mode? #CareerMentor #TalentManagement #PersonalDevelopment

Tried finding a mentor and got crickets? It's probably not you, it's the system. We've all heard the hype – find a great mentor, change your life. But the reality? Finding someone who's the right fit, available, and truly invested in you can feel like searching for a unicorn. The problem is, we're often sold this idea that mentorship is about finding that one perfect, all-knowing person to guide our journey. But what if there was a better way? A way that empowers you and puts your growth in the driver's seat? 🔑 Forget the 'perfect' mentor. Focus on the dynamic. Instead of chasing an elusive mentor ideal, shift your focus to building a mentorship dynamic. This means finding people slightly ahead of you on your chosen path, who are willing to share their knowledge and insights. 🔑 Why this speeds up your growth: ▶ Targeted knowledge: They've recently faced the challenges you're facing now. Their solutions are fresh and relevant. ▶ Mutual benefit: As a mentee, you offer value too! Your questions and fresh perspective make them rethink their own process. ▶ Less intimidating: They're closer to your level, making it easier to connect and be honest about your challenges. 🤔 So, how do you actually make this happen? 🔑 Seek out the sharers: Look for people doing podcasts, writing articles, or being active in their industry community. These are the people genuinely interested in passing knowledge forward. The Mentorship Cycle: 1. Reach out with a specific question demonstrating you value their expertise. 2. Listen intently, then TAKE ACTION on their advice. 3. Report back! Share your results, whether successful or not. This shows respect and helps them refine their advice. 4. Ask a new, deeper question. Rinse and repeat! This is growth on your terms. By building a reciprocal mentorship dynamic, you take control. You learn proactively, gain confidence from action, and create mutually beneficial relationships that can evolve over time. 🍿 The creative boost you didn't see coming 🍿 This approach isn't just about knowledge transfer or career growth – it's a catalyst for your creativity! Here's why: Busting out of your bubble: Connecting with someone outside your usual circle exposes you to new ways of thinking, sparking fresh ideas. Action fuels inspiration: Taking action on their advice, then seeing results, reinforces your belief in your own ability to create and problem-solve. Accountability breeds output: Knowing you'll be reporting back creates a healthy pressure to actually execute on those ideas, not just let them linger. This mentorship dynamic isn't a replacement for those times when you might need in-depth guidance from a seasoned expert. But for day-to-day growth, overcoming creative hurdles, and building momentum, it's a surprisingly powerful tool. 🙅♂️ Tip of the day: Tag someone that you want to build a mentor relationship with in the comments.

Here's something I've watched happen dozens of times. Someone finds a leader they genuinely admire. They work up the courage. They send a careful message: "Would you be willing to mentor me?" Then... nothing. Or worse, a guilty yes, followed by one conversation before it evaporates. I used to think the problem was execution. Bad timing. Wrong person. But that's not it. The real mistake is treating mentorship like something you can ask for (like it's transactional). You're accidentally putting the mentor in a position where they feel obligated, not genuinely interested. Here's what actually works: Mentorship emerges from repeated usefulness, not formal arrangements. You don't ask someone to be your mentor. Instead: 1. Find people you genuinely admire (in your actual network, not just LinkedIn followers) 2. Ask for help on something specific: "I'm facing a tough decision and I value your perspective" 3. Do something with their advice (as in, actually try to implement it) 4. Tell them what happened (whether impactful or not, close the loop) Over time, this isn't mentorship you asked for. It's a relationship that emerged because both of you found it valuable. The best mentor relationships surprise people. They start specific and become ongoing because they work for both sides - not because you formalized them. I recently recorded a conversation with Carlos Gonzalez de Villaumbrosia (founder of Product School) about exactly this. We dig into why formal mentor requests always backfire, how to identify the right people, what keeps mentors engaged, and what both sides are getting wrong. Full conversation in the link below 👇

People always ask me - How do I find a mentor? My answer - you don’t. You can't find these relationships - you build them over time. It starts with your intentionality - Why do you want a mentor? What are you trying to accomplish? Those answers help you identify people who you can learn from. But seeking their guidance is only the first step. You need to - - Show them how their counsel aligns with your goals - Take action on their advice - Ask how you can be helpful to them - Share your appreciation And repeat these actions more than once to deepen your relationship. There are some great exceptions to this. RecruitMilitary works with wonderful partner organizations, such as American Corporate Partners (ACP) and Veterati that offer professional mentoring services for veterans. But even in those cases, what you get from mentorship services ultimately reflects what you put into it. Most mentorships won’t be found through formal channels. Build intentional relationships that transform into mentorship over time.

I've been thinking about mentors recently, and how much I've benefited from the people who have mentored me over the years. If you're looking for a mentor, here are some tips on how to find one, and how to make the most of the relationship. First, start with some self-reflection. What skills or perspectives are you looking for? What's the gap between where you are and where you want to be? Be clear about what you hope to achieve through mentoring and why you think someone might be a good fit. While anyone can be a mentor, consider people who are later career or retired. Available time can be a gating factor for someone saying "yes" to a mentoring request. Although, some people who are very busy also find time to mentor others. Then, be direct and humble in your approach to potential mentors. It's ok—and very common—to reach out to several people before you find the right match. Ask if they're open to a conversation about mentorship, share why you thought of them, and remember that even a "no" can open doors. One of my best mentoring relationships actually began this way, with a referral from someone I approached. Once you've found someone open to mentoring you, create some structure. Talk about how you will work together, including frequency of conversations, and format. These relationships have a way of evolving over time, so be open to the structure changing. As a mentee, your job is to make the relationship valuable for both of you. There are a few key ways you can do that: Make the most of your time. Come prepared for your conversations with specific questions or topics, or, better yet, share them in advance so your mentor can reflect and add more value. Mentors lose interest quickly when they feel like they’re not genuinely helping. Act on (at least some of) their advice. After you implement their guidance, let them know what happened. It shows that you’re interested in growth, and that their counsel is important to you. Listen more than you talk. If you're dominating the conversation, you may be missing valuable insights. Don’t take the opportunity for granted, and make sure you to express authentic gratitude and appreciation to your mentor for their support. These skills that make you a great mentee—self-awareness, intentionality, and genuine curiosity—can also help you become a great leader. When you approach mentorship as a relationship where both people grow, rather than a transaction where one person extracts wisdom, you can create something truly meaningful. You don't just get advice; you build a meaningful, long-term connection. #Mentors #Management #HowToGrow

If nobody is replying to your networking messages on LinkedIn, it does not always mean your outreach is bad. Sometimes it just means you’re using a platform where people are overwhelmed. Most professionals receive far more LinkedIn messages than they can realistically respond to, so even a thoughtful note can get buried. That’s why I always tell job seekers this: Don’t rely only on cold DMs. Use platforms where professionals have already raised their hands and said, “I’m open to helping.” A few such platforms worth checking out are: 1. topmate.io A platform where professionals, creators, and career coaches offer paid 1:1 sessions, resume reviews, mock interviews, and career guidance. It’s especially useful if you want direct access to someone’s time instead of hoping they reply to a DM. 2. adplist.org Best known for free mentorship, especially across design, product, marketing, AI, and tech. It’s a great option if you want structured guidance but don’t want to start with a paid conversation. 3. Clockout A networking app built around making professional connections feel more human and intentional, especially for younger professionals looking for real conversations and opportunities. 4. Intro A platform where you can book 1:1 video calls with high-profile experts for personalized advice. Think less “networking message,” more “reserved time with someone whose expertise you specifically want.” 5. MentorCruise A mentorship marketplace with vetted mentors across software, product, AI, design, business, and career coaching. Good for people who want more ongoing support, not just one conversation. Networking gets easier when you stop forcing it in spaces where people are overloaded and start having conversations in spaces designed for support. Sometimes the problem may not be your message. It could be the platform you’re using to send it. Follow Aneri Desai for more practical job search and networking tips that actually make the process easier!

The best mentors won't find you, You have to find them. My core values for career development: • Ownership - Taking responsibility for your growth • Courage - Moving through discomfort for what matters • Reciprocity - Creating value, not just taking it What I can't stand is seeing people wait for career opportunities while mistaking passivity for patience. Here's how to ask potential mentors (without feeling awkward): 1/ Be direct about your goals Don't beat around the bush. Tell them exactly what you need. "I was promoted to senior engineer and want to level up my systems architecture skills. Would you be willing to mentor me?" 2/ Tell them why you chose them People appreciate knowing what drew you to them specifically, showing you’ve done your homework. "I'm reaching out because of your experience leading engineering teams at high-growth startups." 3/ Start with a small ask Don't request a long-term commitment right away. "Would you be open to a 30-minute video call to connect?" 4/ Be gracious if rejected Sometimes people don't have bandwidth. That's okay. "I understand you have significant demands on your time." 5/ Ask for alternatives If they decline, their network might be your next opportunity. "Is there anyone you'd recommend I connect with instead?" 6/ Approach with the right mindset Confidence in your goals. Respect for their time. Gratitude for their expertise. I've seen too many careers stall because of fear of rejection. But I promise: The temporary discomfort of reaching out is nothing compared to the permanent pain of career stagnation. Stop waiting for the perfect mentor to appear. Make the first move today. What strategies have worked for you when finding mentors? Image Credit: GraciousQuotes --- Follow me, tap the (🔔) Omar Halabieh for daily Leadership and Career posts.

The 10x step process to finding mentors via LinkedIn: 1 - start with people you share something in common with 2 - send connection requests with messages that: Say something nice about them Highlight what you have in common Make SMALL asks like connect & get some advice Note: If you need to use an InMail to fit everything in, you are writing too much Ain't nobody got time for that Keep it under the 300 character limit 3 - if they accept, send them a quick thank you note and a VERY easy question that is very relevant to their field or experience 4 - if they respond, say THANK YOU again 5 - post content & comment on their content (click the subscriber bell if they post at all so you can see it) 6 - ask if they would be open to a short call for advice 7 - if they say yes...schedule and show up prepared for questions 8 - NEVER SEND YOUR RESUME OR ASK FOR A JOB (don't make it awkward...we'll ask for it if we want it) 9 - Take notes during the call and if they recommend you do something...YOU DO IT 10 - Reach back out to let the (now potential mentor) know that: You really appreciate them spending time with you You did what they recommend The results of you doing it If they would mind you asking more questions in the future #quinnsights It doesn't happen overnight But is repeatable and SCALABLE with a networking spreadsheet tracking all of your important conversations & due outs Questions?