That’s where networking and career sponsorship work together: networking helps you build meaningful professional relationships, while sponsorship turns that visibility into advocacy for high-impact opportunities.
So, what makes networking and sponsorship so effective for women building long-term careers in technology?
Turning conversations into opportunity
Networking creates access. Sponsorship creates momentum. Research suggests that around 85% of senior technical roles are filled through professional networks rather than open applications, making strategic networking a practical tool for career growth in technology.
A key distinction matters:
• Networking opens new doors.
• Sponsors advocate for your progress.
Sponsors
Finding a suitable sponsor can feel like the “secret sauce” for career advancement. Sponsorship is a high-stakes investment: sponsors put their own reputation on the line to advocate for you. To keep a sponsor, you need to deliver consistently high-quality work. The general rule is: high performance gets you noticed; high potential gets you sponsored.
In simple terms, your sponsor needs to see your potential and know you are worth supporting. While a mentor will talk to you, a sponsor will talk about you, open doors to high-visibility projects, and support you in promotion or role-change discussions.
It can feel daunting to ask someone directly to be your sponsor. Instead, ask for advocacy: is there a project you would love to be considered for? You might also ask a potential sponsor to highlight your work on a similar completed project to the people who matter.
Conversely, you might start by identifying something your desired sponsor cares about or wants to change. It could be a project they are leading; a technology shift they are concerned about, or even a KPI they want to move. If you can help solve their problem, they will be much more likely to promote your work, abilities, and future career aspirations.
According to Sara Kenney, Digital Employee Experience Manager, “sponsorship has shown up in a few defining moments – not as loud cheerleading, but as someone senior quietly using their credibility to give me access to a room, a project, or a bigger scope. I’ve learned the “sponsor moment” usually happens when I’m clear about what I’ve delivered, what I want next, and what I’m asking for. If I stay vague or assume people will connect the dots, it rarely turns into sponsorship. A sponsor can open the door, but I still have to walk through it – and I’ve gotten better at making that step easier for both of us.”
Visibility matters
To find a sponsor, you need to increase your visibility with leaders at least two levels above you. Internal Employee Resource Groups can offer a platform where you can shine and increase your visibility with management. External organizations and groups can also provide exposure to successful people who may be open to sponsoring you at another company. And when external companies start to take an interest in you, your current company may take greater notice as well.
So, you have found a sponsor – now what? A sponsor can only advocate for you if they know your goals. Be explicit: tell them what you want to achieve, ask for their support, and share your track record. Make sure they understand both what you have delivered and where you want to grow next.
Networking to find a sponsor
Through intentional networking, women are more likely to build relationships with leaders who can sponsor them in getting critical assignments, high-visibility projects, or stretch roles. This type of advocacy accelerates development and shortens the path to leadership.
To get a feel for how networking and sponsorship are perceived, we spoke to women working at Volvo Group to get deeper insights on this life-changing topic.
According to Celine Greuzard, Director of Employer Branding at Volvo Group, the benefits of networking should not be underestimated: “Networking is a powerful tool for developing both business and career. As an organizer of networking events, I’ve observed that usually more men than women participate. So, I asked women why they are not so inclined to join, and many answered that they don’t dare to ask their manager and they would rather spend the time working on their deliveries instead of taking time for their own development. In other words, the “good girl” syndrome strikes again and women prioritize the company over themselves. It must be said that developing oneself is not a nice-to-have or a “selfish” activity. It is an integral part of anyone’s job, and it benefits both the individual and the company.”
Peer networks as a counterweight to exclusionary cultures
The absence of visible role models continues to shape experience. According to the Web Summit Women in Tech Report 2024, 45% of women cite the lack of female role models as a barrier to progression. Peer networks help counterbalance this by offering:
These networks build belonging while reinforcing technical confidence – all of which are critical to long-term engagement.
According to Anja Karlsson, Acting Digital Product Owner at Volvo Group, it’s all about opening doors: “My time as co-leader for WIN Sweden (Women Inclusion Network) opened a lot of networking doors and opportunities to connect for me. Just being able to take a step back and seeing Volvo from another perspective is so valuable, and realizing how big it actually is by talking to women across the world and across all divisions. By being involved in WIN, I have gained leadership experience, but most importantly it has expanded my network with people I probably would have never met otherwise.”
Breanna Jordan’s experiences with networking have taken her from LinkedIn to Women in Engineering Employee Resource Groups and communities such as #tecHER: “What really made them work was having an open mind to the new connections I was making, and being intentional about my objectives if I thought someone could be a good mentor for me.”
Career fairs and LinkedIn
For Cornelia Nielsen, Design Engineer at Volvo Group, things were slightly different: “The networking methods that have worked best for me are attending career fairs and reaching out directly to people on LinkedIn. I got my current job by contacting someone at the company which led to an interview, and in turn, the position. In general, I recommend being proactive. Don’t hesitate to message people, suggest, or accept a casual coffee or lunch, and keep an eye on LinkedIn, career fairs, or company websites for opportunities!”
Being proactive is key, according to Elke Decaluwe, VP Uptime Center: “I set up my own initiative by having a meeting with the powers that be and asking them about their career and development. Without knowing it in advance, it created a network and helped me in future meetings because I already knew the person.”
Anja is inclined to agree: “Be curious, be out there! Ask about existing networks within the company and join events that give you the opportunity to connect.”
Don’t like large networking events?
So, what hurdles are there in the world of networking and mentorship that one must overcome? Many people feel uncomfortable in settings with large numbers of people they are not familiar with or with whom they do not share a cultural or language connection.
“It can be intimidating to turn up alone to a mingle, so I’d like to encourage women to have at least one ally in their support system so they can enjoy these events together. I also have two tips for event organizers – first, they can engineer ways to help participants talk to each other. Second, they should consider calling these opportunities “connecting” instead of networking. That is a very male-coded word, and it can deter female participants,” Celine Greuzard concludes.
“I’ve noticed that large “speed networking” sessions can be intimidating. It can make it hard to speak up or engage, while smaller or hybrid formats often feel more inclusive and relaxed,” says Cornelia Nielsen.
This is where Employee Resource Groups (ERGs) prove invaluable, by offering frequent, smaller groups of individuals with the same interests to meet and actively support one another. At Volvo Group there are many such ERGs that provide a doorway into both networking and mentoring opportunities.
Cornelia sums up her approach: “My advice? Be curious and open to different areas, people, and opportunities. One meeting can lead you somewhere completely unexpected, so keep an open mind and explore. Seek out people who inspire you and learn from them, don’t hesitate to attend events that might feel unfamiliar at first. They often help you grow personally and meet new people.”
Sara Kenney agrees, and has some sound advice to offer: “Build relationships and proof of impact in parallel: a small core network, visible wins, and one community where you show up consistently. Make your work easy to sponsor by sharing outcomes and asking clearly.”
Employee Resource Groups and networking events can change the trajectory of your career by opening doors that would otherwise remain firmly shut. They can help you find a suitable sponsor who will advocate for you and put your name forward when an opportunity arises, and encourage you to shine like the true star you know you can be.