Navigating a career is about so much more than just hitting your numbers. It’s about the connections you build, the mindset you bring to the table every day, and the consistency you maintain.
We sat down with Katie Sagan (Executive Vice President, People & Experience Team at VaynerMedia) to hear what ACTUALLY makes a difference when starting a new job, and the traits that will take you furthest in your career journey. Let’s get into it.
1. What’s your #1 tip for incoming employees to help them get situated?
Maximize your “New Hire Hall Pass” to build a massive internal network.
In your first few weeks, your primary job is all about learning along with the people around you. Even with all the tech advancements, connection and relationships are still going to get you further in your career. I always recommend scheduling quick intro meetings with as many people as possible: up, down, and sideways across every department.
Come prepared to explain your role and how you hope to help, and focus on asking questions about their team and the company’s bigger goals. At the end of every chat, ask: “Who are two other people I should meet to understand this place better, and why?” You have a unique window at the start where you can ask “obvious” questions without judgment. Use it to gain clarity on everything from high-level strategy to the unwritten rules of the office. PEOPLE and connections are everything.
2. What can someone do in their first 90 days to help them stand out?
Be an active listener, not the self-appointed problem solver.
Too often, people come into a new role trying to prove their value by immediately pointing out everything they think is “broken.” The reality is that every process and strategy usually has a history of data, constraints, and emotions tied up in it. Coming in to critique right away puts people on the defensive and makes it harder to build trust.
Instead, spend those first 90 days listening and asking “why” before you suggest the “how.” When you respect the historical context, you earn the right to recommend improvements later.
Parallel to that, do your homework. Read every document, manual, and report you can find. Show up more prepared than anyone else so that when you finally do contribute, your input is grounded in reality, not just first impressions.
3. What traits or habits are you seeing from those who move up the corporate ladder the fastest?
The “Power of the Basics”: Reliability, Attitude, and Accountability.
People often think it’s the “smartest” person in the room, the one with the most degrees, who gets the promotion. In my experience, it’s usually the person who masters the 85% of the job that can’t be taught. So much of any role can be trained, but being an awesome teammate is entirely on you.
The fast-trackers usually share three non-negotiable habits:
- Total Reliability: They show up, they hit deadlines, and they don’t let details slip through the cracks. Being the person your manager never has to “check in on” is a massive competitive advantage.
- A “Teammate First” Attitude: Skills can be trained, but a toxic or indifferent attitude won’t get you far. Those who move up are the ones who make the people around them better and approach challenges with a solutions-oriented mindset.
- Radical Accountability: They don’t hide from mistakes; they own them, learn from them, and move on. Owning your misses is exactly how you build the trust required for leadership roles.
4. What’s a piece of career advice you’ve heard (or given) that’s actually made a difference?
Treat “dress for the job you want” as a metaphor for how you show up.
When I had my first internship at 17, my dad told me to dress for the job I wanted. At the time, that meant a formal suit. Today, in many offices, the most senior and well-respected folks are likely to be dressed in jeans and a T-shirt (hi Gary!), but the core wisdom remains the same: Don’t wait for permission to lead. If you want to move to the next level, start thinking and contributing like you’re already there. Don’t wait for a formal title to volunteer for a stretch project or to come forward with new ideas. This isn’t about overstepping, it’s about showing up and behaving like the leader you want to become right now. When you start adding that greater value immediately, the organization begins to treat you “as if” you’re already in the role. Eventually, the title and the compensation are just trailing indicators that catch up to the reality you’ve already created.
5. What’s that thing you won’t see on a resume, but you notice all the greatest leaders have in common?
Relentless Resourcefulness.
You can list skills, beating KPIs, and certifications on a resume, but you can’t easily quantify the “Possibility Mindset.” The greatest leaders I’ve ever seen are relentless in their pursuit of a path forward. While others get bogged down listing all the reasons why a project will fail or dwelling on past mistakes, great leaders acknowledge the hurdle and immediately start looking for a way over, under, or around it.
They understand that the road to a solution is often a “windy path” rather than a straight line. There is something incredibly freeing about realizing you are in control of the next move. Great leaders don’t just find solutions; they create an environment where everyone believes a solution is possible. That mindset is the difference between a manager who maintains the status quo and a leader who changes the game.
Feeling inspired? Or ready to put some of Katie’s advice to the test? We’re hiring across the globe, looking for our newest team members. Check out open positions here and let’s build what’s next together. 💫
