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Being a member and supporter of the Women in Tech SEO community, SE Ranking – which is an all-in-one, comprehensive SEO toolkit – is on a mission to make SEO accessible for everyone.

As we want to encourage female marketers to succeed professionally, we interviewed 10 prominent women in SEO and digital marketing.

These experts shared their outstanding experiences and life lessons, and we’re excited to share their wisdom with you.

1. Encourage Telling People What They’re Worth Carrie Rose, Founder Of Rise At Seven

The biggest obstacle on my path to success was earning the right to be trusted, respected, and backed as someone of young age at the time.

To combat this, I focused on being confident in my abilities and proving my worth through my work. This involved spending 50% of my time with clients and the other 50% doing the actual work, as well as freelancing to learn how to work independently without extensive resources.

This set me up for success, allowing me to start and scale my own agency to generating £7m a year in just 3 years, and I continue to stay involved in the work to this day as the Founder and CEO.

In the business and career world, I have faced gender discrimination beyond my expectations, as women statistically face more obstacles in achieving success, leadership roles, investment, and building a Fortune 500 company.

Even when launching my own agency with a male co-founder who owned an equal percentage of the business, the hate and negativity I got was on another scale.

In terms of money, I have a slightly controversial opinion on the pay gap in the industry. Do I believe it exists? Yes. In my own case, I was paid less than a male coworker who started within the same two weeks as me, had the same experience, etc.

However, now being a founder, I can see an issue I believe to be true. I’ve found women are natural givers. They have “motherly” traits and do things because they care. And as a result, don’t ask for more money by doing more.

On the other hand, men are less likely to give for free. And more confident to ask for pay raises or higher salaries. This is a real issue. Therefore, here are some ways to overcome it:

Encourage telling people what they’re worth. I’ve had many instances where I have offered a higher salary to people because I believed they were worth it. I gave them the confidence to know and understand their personal value and be open enough to talk about salaries.

Create yearly pay review meetings with salary benchmarks for the industry. I think we as leaders need to give our staff the data they need to be confident to ask.

2. We’re Here To Amplify The Work Of Brilliant Women In The Industry Areej AbuAli, Founder Of Crawlina & Women In Tech SEO

A few years ago, I was truly struggling to fit into the SEO community, and I wasn’t feeling motivated in the industry. I used to attend conferences but did not see myself represented, and I wasn’t too sure if it was a career path that I wanted to continue in.

I remember hearing about a few “exclusive” groups; you needed to be ‘invited’ to be a part of them or know someone. It just didn’t feel right.

So, I decided to start my own thing. I put out a call saying, “Women in Tech SEO, rejoice, we now have our own group.”

This was back in May 2023 – right away, I was surprised by how many people joined. It was over 100 in only 2 days. I made sure that we had rules and values in place.

Everyone who identified as a woman was more than welcome to join; it didn’t matter if they were starting out their SEO career or they had been in it for over a decade.

In other words, Women in Tech SEO is a global community for women in the Technical SEO industry; It’s a safe space for women to connect, learn and support one another. We’re here to amplify the work of brilliant women in the industry.

3. Believe In Yourself Because You Can Do It Olga Zarr, CEO At SEOSLY

I know a lot of people who work at SEO agencies, and very often, women with more experience earn way less than their younger and less experienced male colleagues.

I have noticed that this is because they don’t dare ask for a raise and, when applying for a job, are afraid of asking for too much, fearing that they won’t be hired.

And another tip is to always ask for way more than you think you should ask because your mind is most likely undervaluing you. Don’t get fooled by it.

Also, to help freelancers know their worth and be paid as much as they deserve, together with Myriam Jessier, we created SEO Cash Flow, which aims to help underrated freelancers earn more.

4. You Aren’t Alone – Let’s Help Support Each Other! Tory Gray, Founder Of The Gray Dot Company

My biggest struggle on the way from an SEO specialist to a company founder has been about learning to trust myself, listen to myself effectively, and be willing to try and fail – and try again while also not ignoring or forgetting the needs of others.

When it comes to being an in-demand professional – soft skills – that’s where I see most growing SEO professionals lacking today.

There’s too much focus on gaining a specific, technical hard skill that will somehow magically make them feel confident and successful. In reality, most SEO pros need to learn how to be influential, impactful, and empathetic.

This all said, I do think it’s important for women specifically to focus on having a technical or data-focused hard skill of some sort. This is largely practical: Too often, women’s opinions and contributions are brushed aside.

Being better at a specific skill (or a few!) vs. the men in the room is the single biggest way to be heard and make room for yourself. You bring the data, you bring the informed analysis, and they have to listen to you. To be clear, this is not good or right, but it is a reality I’ve experienced.

If you’re just starting your career in the SEO industry, find a mentor! And a support group of women to talk to, learn from, and grow with. As the most important thing is knowing you aren’t alone – let’s help support each other!

5. Don’t Hesitate To Ask For More; You Deserve It! Anastasia Kotsiubynska, SEO Team Lead At SE Ranking

That’s why to make progress, switching to a business-owner mindset is needed. This helps to see a wider perspective of how you can grow the company through what your team and you do.

But even if you are not in a manager position, leadership skills are important. To make things happen, you need to take responsibility, even if you’re not 100% sure you can handle situations and lead processes or people – if there’s a need or an opportunity to do this.

But the thing is, despite having remarkable abilities, one cannot be completely immune to bias in the professional setting.

Unfortunately, I’ve faced obvious sexism at one of my previous workplaces, where my manager used to say things like, ‘Women cannot think so effectively and be so technically wise as men.’

Another problem is that often women in SEO get lower salaries than men, so they earn less because they tend to ask for less.

Just don’t hesitate to ask for more; you deserve it, but it is helpful to back up your request with solid arguments, data, and achievements.

6. Don’t Give Up! Take Help And Support From Other SEOs Ulrika Viberg, Founder Of Unikorn & SEOGIRLS

Grabbing a chance really means creating an opportunity and working hard until it evolves into the next thing. Being a middle-aged woman in the SEO industry certainly didn’t give me any freebies, either.

I started working in the mid-’90s when we had a completely different working atmosphere in terms of gender equality. Things have changed since, even if we feel it hasn’t changed enough.

Even if it has become better over the years, women still experience not being listened to or taken seriously and being questioned whether they know what they are talking about.

Women in SEO often find their knowledge being tested every now and then like it’s an unannounced pop quiz.  In the past, I dealt with it the way we women did then: by coming more prepared than our male colleagues. Working harder, reading up on matters more carefully, and walking two extra miles.

While I think this is still true, we have become much better at supporting each other, lifting brilliant women in the community, and opening up to discuss these discriminations publicly. All of this helps.

Reach out to Women in Tech SEO and other communities for women in SEO, like SEOGIRLS in Sweden, which is a safe place for women to discuss SEO without experiencing mansplaining or being talked over by male colleagues.

We are there for you to support you in your journey!

7. The Goal Is To Remove Or At Least Minimize Discrimination At Work Motoko Hunt, Founder Of AJPR

Besides having the skills to perform SEO work at an excellent level, you need to have good management, adaptability, curiosity, and critical thinking skills. At the same time, you don’t need to be a Jill of all trades. Instead, find the niche that separates you from others.

However, even the most exceptional skills cannot provide absolute protection from workplace discrimination. I have experienced both gender and racial discrimination, not just in my current work but also in my previous jobs.

That comes in different ways and is not always an “in your face” incident. For example, when I was ready to go on an important business trip, the management felt it was for men only as I had children.

I believe the goal is to remove or at least minimize discrimination at work. Though it’s important to let them know that it’s a problem at the time of the incident.

Rather than just react, I suggest you document them and discuss them with the management and HR. If other employees are experiencing similar problems, doing this as a group will give you a bigger voice.

Another problem is the payment gap between men and women, which is not unique to the SEO industry.

So, when you need to negotiate anything with the company, you need to prepare. When you discuss the salary (or the promotion), “I’ve been working hard” or “I deserve more” aren’t the best way to approach it.

You have a better chance of succeeding in the negotiation if you can quantify your value to the company, i.e., the increase in conversions/sales your work brought to the company.

8. Show Your Worth And Ask For More! Aleyda Solís, Founder of Orainti

Sadly, the SEO industry’s payment gap between men and women is certainly there. How to deal with it? Show your worth and ask for more! What’s the worst that can happen? That they say no? Perfect – ask for more!

If you want to succeed in the SEO industry, I would recommend having an overall knowledge of the SEO process, how it all works, and every activity/area that influences it: how a search engine works, how people search, crawl, indexing, content relevance, link popularity, etc.

Then, depending on your skills and preferences, you might want to focus on technical SEO, content optimization, link building, or in a specific area, like local SEO or ecommerce SEO.

Whatever you choose, ensure you understand how it works from a tactical standpoint and how it aligns and fits from a strategic one to the whole SEO process.

Then, learn about communication, prioritization, coordination, influence, and project management, which will allow you to successfully sell and manage SEO processes, whether as an external solo consultant, in an agency, or in-house. These are critical skills.

I highly recommend those looking to learn more about SEO take a look at LearningSEO to go through all of these areas and learn about them.

And at work, remember to always be professional, show up and do what you said you would do, and commit and focus on your project’s success and your own as a professional!

9. Be Your Own Biggest Advocate Chima Mmeje, Founder Of The Freelance Coalition For Developing Countries

I don’t think there’s any woman in any industry who hasn’t experienced gender discrimination. It’s sadly a part of our lives.

I feel like some men speak to women in a condescending tone they wouldn’t use with other men. I hear it in the way they cut me off when I’m speaking, brush off my ideas, or try to mansplain something to me.

If you want to achieve outstanding results in your professional life, listening has to be at the top of the list for soft skills. Hard skills depend on your industry, but everyone should learn to write. It’s such an underrated skill, even for developers and technically inclined folks.

You can build a personal brand when you know how to communicate with your preferred audience using words they connect with.

Also, staying nimble, especially in the age of AI, is an essential skill. We need to constantly learn how to use AI as a friend to improve our current processes instead of ignoring it because it’s not going away.

Build your own website and use it as a testing ground to improve your skill. Document your progress in public so people can help you along your journey.

10. Know Your Strengths Jo Juliana Turnbull, Founder of Search London and Turn Digi

In our industry, the hard skills that help to succeed are knowing the area you want to specialize in or having a broad knowledge of SEO.

Technical SEO, on page optimization, and digital PR require learning on the job and/or taking a course with a supportive team member to answer your questions.

One of the biggest soft skills is the determination to keep learning. I talk a lot about soft skills, and these are the ones that are important to SEOs (and in many industries).

Emotional intelligence: Self-awareness, self-regulation, motivation, empathy, social skills.

Communication: Be a clear communicator and be aware of nonverbal communication.

Empathy: Ability to understand and sense other people’s emotions.

Active listening: Conscious efforts to hear the words and engage the speaker.

Confidence: The feeling one can do a task well.

Overall, learn as much as you can, and find a good support system and a great mentor. If you do not know something, ask, and people will help you.

I would also recommend taking the CliftonStrengths Assessment. This way, you can find out your natural strengths, which, when you work on them, turn into your talents.

To sum up, if you’re a female marketer and want to succeed in the SEO industry, you need to:

Be brave enough to stand up for yourself.

Value your skills, experience, and expertise, and never stop evolving.

Don’t be afraid to ask for more.

Network with other professionals in the industry. The people you connect with will become your friends and mentors with whom you can share your struggles and happiness.

Remember that people are always here to support you.

More resources:

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How 5 Inspiring Women Leaders Made Their Way To The Top

blog / Entrepreneurship How 5 Inspiring Women Leaders Made Their Way to the Top

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Throughout history, women have faced numerous challenges in breaking through the glass ceiling and achieving leadership positions in various industries. Recently, we have witnessed a significant shift in the gender dynamics of leadership roles, with female entrepreneurs increasingly holding prominent positions that men traditionally filled. This transformation has not only brought a sense of empowerment for women but also raised the standards across industries. 

However, despite progress, women face biases and expectations and must navigate various challenges at work and at home. These challenges in their current shape and form were discussed at the POW: Power of Women Leading Innovation panel during the GSV Emeritus India Summit in New Delhi, India. Here, we had the good fortune to learn more about the experiences of five exceptional women leaders. They overcame numerous obstacles and succeeded in their respective fields.

ALSO READ: GSV Event Story

Here are snapshots of what stood out from these women’s personal and professional journeys.

“My family questioned whether I should be allowed to do engineering, but my father was my sponsor at home,”

Vani Kola, Managing Director, Kalaari Capital, emphasizes the significance of women having supporters and allies at home and in the workplace to overcome obstacles and succeed as female entrepreneurs. Reflecting on her experience as a woman studying engineering when it was not considered a suitable profession for women in India, Kola shares how some family members even questioned whether she should pursue engineering. However, her father’s support allowed her to follow her dreams and become successful. 

Kola highlights the fact that only 2% of women are CEOs in India’s startup ecosystem and states, “You don’t choose who you are born to, maybe you do choose who your partner is, and maybe you have some agency in choosing your boss, but I do think that you have to look for allies in life. Sometimes they are gifts given to you, and sometimes you can work on finding them. But you do need to find allies to be that 2%.”

“I have always questioned stereotypes and managed to make my family happy partners on my career path.”

Smita Deorah, Co-Founder and Co-CEO, LEAD, believes that female entrepreneurs can succeed by breaking free from gender stereotypes. Deorah shares that she did not conform to the expectations of others regarding gender stereotypes from a young age, such as cooking, and always shared responsibilities equally with her brother at home. She believes that stereotypes limit individuals and that everyone should carve out their path instead of intentionally trying to be different as a woman.

As a co-CEO who shares responsibilities with her husband at work, she has also learned to split responsibilities equally with him at home to navigate expectations. Deorah sees breaking free from stereotypes as a strength of entrepreneurs, who often try to do things that the world hasn’t imagined before: “We are entrepreneurs because we are not playing to stereotypes. Most of the world is telling us this is not doable, and we’re the crazy ones saying, ‘no, why not?’ We are always on the other end of the spectrum, trying to do things the world hasn’t imagined, so I now see that as a strength.”

“I am in a very supportive organization that champions women. I feel very supported. It was really about making smart decisions.”

Ashley Chiampo, Chief Learning Officer at Emeritus, believes in making smart decisions. Especially ones regarding the people and organizations you associate with. Chiampo was initially interested in manufacturing as a mechanical engineer. After a brief stint, she realized that the industry was too traditional to allow her to progress at her desired pace. She then transitioned to the education sector, where she could work in a supportive environment.

“After a couple of weeks in manufacturing, I just said, I will never get ahead here. It’s just too prohibitive for a woman. So I made a choice. Now, I am in education; I am in a very supportive organization that champions women. I feel very supported. It was about making smart decisions about who is around you and the people and company you keep.”

ALSO READ: Leadership is About Taking Courageous Decisions, Says Ashley Chiampo 

“I think having the right role model, learning from them, and then questioning everything has really helped me.”

Supriya Paul, CEO of Josh Talks, attributes her success to three things. Her stubbornness, tendency to question everything, and selective choice of role models. Her father wanted her to become a chartered accountant and consistently spoke about its perks. However, she looked up to and learned from role models like Indra Nooyi, the former CEO of PepsiCo. Paul constantly questioned and analyzed other ideas. “I think having the right role model, learning from them, and then questioning everything has helped me.”

“The vision that I will put knowledge on the fingertips of every child motivates me every single day.”

Prerna Jhunjhunwala, Founder and CEO of Creative Galileo, attributes her success to her vision, passion, and perseverance. Her inspiration to make a difference in education came from observing children growing up without access to quality education. This fueled her drive to provide knowledge to every child. “For me, that vision that I am going to do something big; I will put knowledge at the fingertips of every child. This is the first thing that motivates me daily,” says Jhunjhunwala.

She also emphasizes her unwavering passion and perseverance that drives her never to settle. Moreover, she strongly believes that every girl in India deserves a place at the table. “My passion and perseverance mean that I don’t aspire to be just part of the 2%. Rather, the 0.2% of that 2%, and I won’t stop until I reach my goal.”

ALSO READ: Women in Leadership Positions: How Can Orgs Support Them? 

To conclude, the experiences and perspectives of these female entrepreneurs demonstrate that, despite gender biases and a patriarchal society, women can succeed and thrive. This can happen through determination, hard work, and strategic decision-making. Their success emphasizes the significance of having a clear vision, passion, and perseverance to accomplish their goals. Along with this, the support of role models and a favorable work environment. If you seek to conquer challenges, be a leader, and excel in your field like these female entrepreneurs, consider exploring a diverse range of entrepreneurship courses at Emeritus in collaboration with the world’s top universities.

By Krati Joshi

Write to us at [email protected]

It Lessons Left Unlearned From September 11

The director of technology at a U.S.-based global accounting and tax firm stood in his Chicago data center a year ago watching images on the news of the World Trade Center collapse from a terrorist attack. His East Coast regional hub was only four blocks away from what suddenly was only rubble and mayhem.

”Our folks in New York were just four blocks from Ground Zero and had to be evacuated from the facility,” says Johnson, remembering the events of Sept. 11. ”Everyone was upset. Smoke was pouring in. We had lost voice connectivity and data connectivity. Everything went red on our consoles.”

But Grant Thornton didn’t shut down. Actually, the company barely missed a beat. The Chicago hub picked up the slack and kept the business running — almost as usual.

”We restored data connectivity within six minutes,” says Johnson. ”We had redundant paths and we rerouted traffic very easily from Chicago… Actually, I had had 100% confidence in our system. We just never thought a Sept. 11 type of failure would be the cause of an outage. We thought it would be some guy with a backhoe in the street.”

Like millions of others in the United States, Johnson didn’t think his computer network would have to stand up to a catastrophic terrorist attack. But unlike a huge percentage of IT managers around the country, Johnson was prepared, and Grant Thornton kept working.

Now a year later, what have all those IT managers learned from the terrorist attacks that stunned the world, crippled some businesses and tripped up the American economy?

Not enough, according to industry security experts.

”Right after Sept. 11, there was an immediate response from IT,” says Dan Woolley, a vice president at Reston, Va.-based SilentRunner Inc, a network security firm. ”We had a gut reaction. We haven’t had a major hit in a while. A lot of people’s eye is coming off the ball… We have a tendency, as a culture, to say if nothing has happened, I’m going to take the risk instead of spend the limited number of dollars in my budget.”

Woolley and other security analysts say the attacks raised awareness of the need for companies to have better physical and network security. It increased awareness of the need to screen contractors, business partners, vendors and employees.

But it didn’t necessarily lead to a lot of major network security changes.

”We saw a lot of people saying they needed a backup plan,” explains Woolley. ”Then they realized they didn’t really know how to put it together and it was going to be a big effort. Then they thought about PC recovery efforts. Most people didn’t know what to backup or where to back it up to. And it was going to cost a huge amount of money. Then they said they would protect themselves from immediate threats, like worms, viruses and hackers. So they spent their money and time on virus protection and intrusion detection.”

And that’s not a bad thing, according to Woolley. It’s just not the major security changes that CIOs and CSOs had been talking about last fall. Some companies definitely have implemented those changes. But they’re not in the majority.

This summer, AT&T did a survey of more than 1,000 U.S. businesses with 100 employees or more. The study showed that 25% of mid-sized and large companies surveyed still don’t have a business continuity or disaster recovery plans in place. And of the companies that do have plans, 27% haven’t reviewed or evaluated them in the past year and 19% haven’t tested their plans in the last five years.

International Data Corp., a Framingham, Mass.-based industry analyst firm, backs up those numbers, stating that 109,000 TB of data are unprotected in enterprises worldwide, and 314 million business PCs are still unprotected around the globe.

And Tom Hickman, engineering operations and quality assurance manager at Framingham, Mass.-based Connected Corp., a PC data protection and management company, says increasing preparedness and security isn’t actually an IT issue.

It’s a strict business issue.

”There is no technology problem,” says Hickman. ”There’s only business problems. That’s how companies have to look at it. It’s all about maintaining the pipeline of incoming business. It’s ensuring that you’re able to function in the even of a natural gas explosion, an earthquake or a wide-scale unspeakable disaster like a terrorist attack.”

For Grant Thornton’s Johnson, the attack validated the time, money and effort they spent rebuilding the company’s computer architecture several years ago. They went from a decentralized company with every office running its own hodgepodge of PCs, switches, and servers to a centralized network with four major regional hubs and a major centralized data center. And the hubs were built identically. Every day, one hub backs up another, sharing information and preparing to bear the added weight of a sister hub going down.

”We were living day-to-day with a redundant environment,” says Johnson. ”We live a disaster recovery model every day.”

Johnson says he wonders now what would have happened if the New York hub hadn’t been four blocks away from Ground Zero. What if it was right at Ground Zero?

He says he figures that 80% of the information in that hub could have been quickly recovered. The other 20% of the information, whether it was jotted down on Post-It notes stuck to computer monitors or messages left on voicemail, would have been lost. Johnson says he’ll be spending the next few years working on lowering that 20% number.

”If you live the plan and use it for circuit outages and the wayward backhoe, then you have a better appreciation for it and you can respond even more effectively,” he says. ”My dad was a Chicago fireman for 30 years. He never knew what he was going to face every day, but he knew his team was prepared and they had a plan to face the unexpected. That’s critical for the future of the U.S. economy.”

6 Remote Patient Monitoring Lessons Learned From Covid

Remote patient monitoring (RPM) was already on the rise before the pandemic, thanks to changing Medicare reimbursement rules and growing demand for better post-acute care and chronic disease management. When COVID-19 came along, RPM technology moved off the healthcare wish list and became a top priority.

The pandemic has created new use cases for remote monitoring and accelerated hospital adoption of digital healthcare technology. In 2023, 20 percent of hospitals and health clinics had already adopted RPM, and another 23 percent said they planned to do so over the next 12 months, according to a VivaLNK survey.

The pandemic also gave more people a chance to experience the benefits of RPM and other virtual care models. While providers used RPM solutions to keep high-risk patients at home, they also began redefining the future of value-based healthcare — learning telehealth best practices along the way. As a result, 43 percent of healthcare leaders believe that remote monitoring will match in-person monitoring within five years, according to VivaLNK, and 35 percent believe it will surpass in-person monitoring in the same amount of time.

Since March 2023, healthcare leaders have learned at least six significant things about remote monitoring:

1. Remote patient monitoring scales quickly

A longstanding RPM industry leader, Vivify Health has been evolving its platform for years, steadily growing its customer base. But COVID changed the pace of that growth from slow and steady to exponential. In the five years before the pandemic, Vivify experienced 100 percent annual growth. In the first six months of the pandemic, it grew by 700 percent.

“Our platform had grown over the years to facilitate the rapid creation of solutions through our patient-facing technology,” says Vivify CEO Eric Rock. “All these capabilities helped us deliver, literally in a 24-hour period, the CDC guidelines for basic screening. What we’ve done to respond to COVID has been tremendous with solutions to help every patient we can across our broad customer footprint. … This is not just a virtual visit, as you see across the industry. This is connected care that’s continual. And so the benefits that spill off of COVID as we’re transforming healthcare delivery are tremendous.”

2. Remote monitoring solutions adapt quickly

Providers traditionally used RPM to monitor recently hospitalized patients and to help people with chronic diseases manage their conditions. The pandemic increased the need for post-acute care at home and for solutions that keep chronically ill patients out from high-risk clinical environments. It also created a couple of new use cases — screening people at high risk for COVID-19 (including healthcare workers) and monitoring quarantined patients. Vivify Health quickly added this functionality to its platform.

“Now we’re progressing into other solutions as we transition through this pandemic into back-to-the-office solutions,” says Rock. “We have large providers, payers and communities that are serving employers with solutions to help get back to business by helping them manage their own employee base.”

3. Remote patient monitoring is worth the investment

The Centers for Medicare & Medicaid Services (CMS) expanded RPM reimbursement before the pandemic because the federal government’s own research found that this healthcare technology decreases hospital admission rates and lowers the cost of chronic disease management. During the pandemic, CMS and other payers further embraced telehealth out of necessity, making it even more profitable for providers.

“We saw more change from a regulatory standpoint in the first three to four months after the [COVID-19] outbreak than we did in the previous six years,” says Rich Curry, vice president of business development for Health Recovery Solutions (HRS), another leading remote monitoring solution. “Telehealth and RPM came into play. People were quarantined and under stay-at-home orders. It was too dangerous to have high-risk patients only have access to healthcare by taking a trip to a hospital.”

4. Patients are ready for remote monitoring

Even before the pandemic, people were warming up to the idea of connecting with their doctors remotely, but more patients are on board now that they’ve experienced the benefits of virtual care firsthand. In a May 2023 survey by MSI International, 65 to 70 percent of consumers said they’d be willing to have their care providers remotely monitor their blood pressure, heart rate, blood sugar and oxygen levels. Why? Among respondents, 43 percent cited RPM’s convenience, 37 percent said it would give them more control over their health, and 36 percent expect the data to allow for more accurate diagnoses and peace of mind.

“People long believed that seeking medical attention was best done physically in front of a doctor,” says Josh Klein, CEO of home health provider Emerest LLC, which uses HRS for remote monitoring. “Sometimes in emergency situations, that’s true. But COVID-19 made people understand there are other ways to seek healthcare. With COVID-19, it was healthier for people, especially the elderly, to stay home. They, their families and their caregivers finally realized they could use technology to still get the healthcare they needed.”

5. Remote patient monitoring enhances in-person interactions and builds community

Telehealth doesn’t replace human interactions and clinician-patient communication; it supplements and enhances those connections. Emerest, for example, uses the HRS remote monitoring tool to screen socially isolated patients for depression and grief, and then uses the tablet-based RPM solution to offer virtual group counseling sessions.

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“We’ve used these technologies to create a community,” says Klein. “Using the Samsung tablets and software from HRS, patients now have a go-to place to address their health from the comfort of home.”

6. Remote monitoring is just the beginning

“The whole market’s heating up with all kinds of shiny objects and potentially beautiful products that still need to scale,” says Rock. “Opportunities are moving very quickly with things like ambient intelligence, AI, machine learning, aging in place, family caregivers and simpler virtual visits for the 80-year-old population — all kinds of wonderful things that we’re trying to stay ahead of the curve on innovation.”

For more guidance on remote monitoring — including how it works, how it benefits healthcare providers and how to get started — check out Samsung’s latest free guide. And before launching an RPM program, discover the entire versatile range of virtual healthcare technologies from Samsung.

Analytics Vidhya Turns 4 – A Journey From A Part

Analytics Vidhya turns 4 today

We are celebrating our 4th anniversary this month. We are reminiscing the last 4 years which have brought us here. All the hard work, patience, struggle, joy, excitement and recognition is running through our memory, is reflecting in our sentiments and our discussions.

The Journey

Today, we serve millions of data enthusiasts to learn analytics and we have a global community of more than 50,000 registered users. But, these numbers tell you a very small part of the story. We live by a dream of unleashing a new era based on data science. What you might not have seen or heard is the inside story of how things happened during this journey.

The story of building Analytics Vidhya is driven by sheer passion & perseverance. We rarely share the inside story of what goes behind building our product / event at Analytics Vidhya whether it’s a hackathon or an article. If you have been touched by our impact, you will definitely relate to the journey.

Let’s travel back in time and see the journey of AV!

How and why did Analytics Vidhya start?

It was during his stay at Aviva that Kunal realized the need for data science community & lack of hands-on analytics training among professionals.

Data Science (popularly referred to as Analytics then) was still an emerging field and people were looking for informative resources in data science. Most of the professionals relied on their natural networks to get this knowledge or information.

To address this gap, Kunal started a part-time blog. The idea was to share his knowledge & perspective with a larger audience. Kunal Jain, the Founder of the company showed Analytics Vidhya the first light of the day in April 2013. Little did Kunal know that we would reach this far.

Check out some of the blogs written initially by Kunal.

The initial blog page looked something like this.

It’s the will that will take you forward

Managing a part time blog with a regular job is definitely not easy. And so was for Kunal. He would work during the day and write blogs at night. There were days when he would often go without sleep. It is his will & passion for data science which hasn’t budged till date.

The first viral article

Until July 2013, the number of visits on the blog stayed between 50-100 visits a day. Kunal was relying on his Linkedin connections to share information about the blog.

Then in August 2013, Kunal published this article Must read books for Analysts and for the first time AV received more than 500 visits a day. As Kunal says “That was the moment I knew we were there to stay”. He said he even circulated a screenshot of the Google Analytics app to friends and family that day !!

A few days later, Kunal had something big happening at the personal front – he was blessed with a baby girl. To make sure he posts an article every week, he announced the birth of his daughter like this sitting beside the baby incubator. A true analyst!

Getting the initial team together

After about 6 months of existence of the blog, Kunal got his first team member. Kunal and Tavish had worked together at Aviva and both of them shared the same passion for anything data. Tavish started to contribute to Analytics Vidhya while doing his day job.

Sunil also started writing articles on Analytics Vidhya from Dec 2013, while keeping his job. Now, they were a team of 3 people with only one motive, to make Analytics Vidhya leading data science & analytics knowledge portal in the world.

This was also the time Kunal decided to take the plunge and start doing Analytics Vidhya full time. In summer of 2014, Analytics Vidhya hired first two interns – Abhinav Unnan & Adithya Chowdary from IIT Roorkee & IIT Kharagpur respectively. Internships will go on to play a key role in future.

On Turning One

The first office setup was a single room with a few laptops and chairs. It was in the same apartment in which Kunal lived with his family. The company operated from there for 2 years.

One thing which defines any company is the leadership of the founder. Kunal has believed in sharing the knowledge & creating more leaders. He has always gone to great lengths to help people & train analytical minds. And this is the same thing he has maintained in Analytics Vidhya. To help people progress in their career we go to any extent.

To produce more leaders in data science, in the same year we launched our very first AV apprentice program.

To provide a dedicated platform for data science discussion, the company rolled out the Discuss portal. After several testing, the Discuss portal went live in Jan 2023.

The first version of Discuss portal looked like this:

Growth & Expansion

In a span of 2 years, the company had grown from a small blog to one of the top data science blogs in the world. Two more people were hired and now they were a total team of 5.

In April 2023, the company completed 2 years. We celebrated two years of the company and celebrated with the very first competition AV Turns 2, which was held on Facebook.

By then we were getting a lot of request for career guidance on data science. To let people have a chance to interact with Kunal directly and to help people start their data science career we launched AV meetups in May 2023. The first meetup was held in Delhi followed by Bangalore & Mumbai. Chennai meetup started later in the same year.

In July 2023, AV conducted its first hackathon – Predict the Megastar. This was a remarkable moment in the history of AV. The initial plan was to host the hackathon on the Discuss platform and ask participants to mail their solutions. But the night before the hackathon Kunal decided to build a hackathon platform. The first hackathon platform was developed overnight by Kunal with help from a few friends.

And it looked something like this:

Here’s what Kunal wrote about it,

This was the Eureka moment when Kunal knew he was about to build something much bigger than what he had thought.

The First Feature

Analytics Vidhya was making a mark in the industry. The company started getting featured at various analytics conclaves in colleges, companies, TechStory and several other industry newsletters.

Kunal was soon getting recognized as the leader in analytics space and Analytics Vidhya was gaining recognition for the unique knowledge & opportunities it was providing people.

In 2023, Analytics Vidhya published a salary report in association with Jigsaw Academy. The report was featured by Economic Times, The Hindu, and few others.

Launch of DataFest & the story further

In 2023, on the third anniversary of AV we launched DataFest, our first biggest online event. It was the biggest event in the history of AV and saw huge participation from data scientists, analyst all over the world.

Our first DataFest web page looked like this.

After the success of first DataFest, we continued to add more resources for our community to learn & grow in leaps n bounds. User profiles were added to the hackathon platform. We launched several strategic thinking competitions, skill tests, minihacks, AMAs & workshops to help people upskill themselves. By now, we were conducting our signature hackathon almost every 2 months.

In the September 2023, we launched our very first student hackathon. The large participation from students left us stunned with their knowledge. We were certain that our mission to spread awareness about data science was getting accomplished.

In December 2023, we launched a revamped job portal. The new portal has individual user profiles and lets you track jobs in a more organized fashion.

April 2023

We have come far from where we started. The journey has not been easy, but it has been immensely fulfilling. The road ahead is even more exciting. We see data science getting tremendous attention and we see making a much larger impact in the coming years.

We are a team of dreamers – we now have our awesome volunteers who are building communities on their own. We are celebrating this occasion with DataFest 2023.

I am going to end this story by a lovely poem from Robert Frost:

The woods are lovely, dark and deep,

But I have promises to keep.

And miles to go before I sleep,

And miles to go before I sleep…


Discover And Implement The 10 Traits Great Leaders Have

There are born leaders but the majority have been thrust into the position and learned to swim by doing.  The good ones figure out real soon to follow the example set by others and pattern all they do after the successful traits other leaders have and do.  First and foremost you must learn that the word “leadership” is not a now but a verb”.  If that doesn’t mean anything to you or if you don’t understand what I am saying then take a few moments and think about it.  Then this course will make more sense to you.

 In this course, you will gain an understanding of the top 10 traits all great leaders have.  You will learn to:

1. Have a Vision You Believe In

This is by far the single most important point if you want to make sure your team respects you and that you are making the right decisions for your organization.  

 2. Focus on Your Mission Statement

As a leader, you need to see the bigger picture and that means focusing on how to deliver results and how to grow the business.   

3. Build Resilience and Plan for Contingencies

Make sure that your business is able to handle crises and that you know what you’ll do in any of the worst-case scenarios.  

 4. Hire the Right Team

Your team should be diverse in their skills and their abilities but they should be united by the common goal that you all share and the common vision.   5. Give Your Team Autonomy and Credit

This is the best way to make work intrinsically motivating for your team and to ensure they work hard and passionately.  

 6. Stay Calm, Be Respected

This will keep your team calms and it will make you seem more confident. This is most important when you are challenged by dissidents and when you are going through tough times.       

By showing your passion, doing what’s best for the team, and being friendly but distant, you can endeavor to be respected. This is better than being liked or feared.   

7. Be One Step Ahead

Use financial modeling and other techniques to stay one step ahead.   

8. Take Responsibility

If things go wrong, you must always take responsibility. This gives your team confidence and assurance but also wins their respect.   

9. Be Knowledgeable

You won’t be the best at everything and you need to know how to delegate. But you should also make it your business to understand the role of each team member so that you can oversee the course of your ship.   

10. Take Risks

It is important to take risks and be courageous as a leader. This is again what will allow you to grow and what will make your team achieve above the rest.

Sometimes the fear of failure severely limits our ability to take calculated risks.  We take a hard look at fear, what it is and how it works in our lives.  Then you will learn how to control your fear and even eliminate it from your life. 

Who this course is for:

If you have the desire to become a manager of people or are already there but want to do better this course will be the best 2-plus hours you will spend this year.


You will learn the importance of having a personal and clear vision and mission statement, not for your business but for you. A guide as you begin to lead

You will learn how to stay focused on the big picture and rely on your staff to get things done

You will learn that the word leadership is not a noun or the name of a position but rather a verb or what you should be doing in your new assignment.

I’ll help you learn how to stay calm under pressure and portray confidence to your team

You will learn the importance of taking calculated risks and how to manage them

You will learn, as all great leaders do, to take responsibility, don’t pass the buck nor try to lay blame on your subordinates


You will need to know your “WHY”. I will help you gain an understanding of your “WHY” if you don’t already know.

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