No One Is Coming: How as a Woman in Tech I Advocated My Way to VP And How You Can, Too

Let me say it plainly: no one is coming to hand you a promotion. Not your boss. Not HR. Not your mentor. If you’re a woman in tech or digital, the truth is this: you have to learn to advocate for yourself with strategy, clarity, and conviction.

I didn’t start out knowing this.

As a woman in tech leadership rising through self-advocacy, over the past 17+ years, I’ve held roles across sales, business development, digital strategy, transformation, and eCommerce leadership. But in the early stages of my career, I was focused on proving myself: delivering results, driving impact, hitting targets. I thought that would be enough.

But the truth is: performance gets you noticed; advocacy gets you promoted.

Real growth came when I stopped waiting for the promotion and started claiming the level I was already operating at. And when there was no upward path internally? I moved. Not sideways—up. I took every transition as a moment to elevate, not just transfer.

Here’s how I did it. More importantly, here’s how you can too.

1. Self-Advocacy Is Not a Conversation, It’s a Strategy

People think advocating for yourself means asking for a raise or promotion once a year. But that’s just a small part of the process.

Real self-advocacy starts internally. It’s about knowing your worth, getting crystal clear on what the next level actually looks like, and then consistently operating—and being seen—at that level.

If you’re waiting to be tapped on the shoulder, you’re playing defense. Advocacy is an offense. It’s strategic, intentional, and constant.

2. I Don’t Want to Be the Only One in the Room

Here’s what I believe about leadership: it’s not about being the first, it’s about making sure you’re not the last.

I don’t want to be the only woman in the room. I want to be the reason there are more.

Yes, I take the business seriously. But I lead with clarity, courage, and care. I lead to open doors, not close ranks. That’s how we create a culture where women in digital don’t just survive, they scale.

3. Ask the Right Questions. Build the Right Roadmap.

I’ve learned not to walk into performance reviews hoping to be recognized. I walk in ready to level up, with data, a narrative, and a few key questions:

• What would it take for me to be promoted to the next level here?
  
  
• What projects, skills, or impact would demonstrate that readiness?
  
  
• Can we align on that as a development path?

These questions turn vague feedback into clear targets, and if your company still can’t give you a roadmap? You’ve just gathered the data you need to build your case elsewhere.

4. They Said, “You Haven’t Spent Enough Time.” I Said, “Watch Me.”

Leadership strategies for women in Tech don’t start with waiting, they start with owning. I’ll never forget the moment. I asked for a promotion after delivering above and beyond expectations, and was told:

“You haven’t spent enough time in your current role.”

That wasn’t about performance. That was about managing me through a system that rewards time over talent.

So I made a choice.

I left. I doubled my salary. And at 27 years old, I stepped into a role where I led teams and drove outcomes that the previous company never believed I was “ready” for.

And guess what? I was more than ready.

You don’t owe loyalty to a ladder that isn’t built for you. If the room doesn’t see your value, don’t shrink, go where you can expand.

5. Promotions Aren’t Always In-House. And That’s Okay.

Some of my biggest jumps came from switching companies. But I didn’t move to stay the same, I moved to step up.

Too many women make lateral moves. I see it all the time. We’re offered similar roles, similar scope, because we don’t ask for more, or don’t think we’re allowed to.

But every job change is a chance to redefine yourself. Walk into that interview like it’s already your level. Show them why you’re already doing the job you want.

6. Market Data Doesn’t Lie—And It’s Time We Use It

Let’s bring it home with some facts.

In Singapore, women represent 40% of the tech workforce—higher than the global average. But only 21% hold senior leadership positions, and just 8% are in senior technical roles

Even more concerning: 65% of Singaporean women have never asked for a raise

That’s not a talent problem. That’s a visibility and voice problem. We don’t need more experience. We need more advocacy.

7. Make Your Wins Impossible to Miss

Document your wins. Track your impact. Build your business case.

When you talk about your work, don’t downplay it. Say “I led,” “I created,” “I delivered.” That’s not arrogance—it’s clarity.

And clarity is currency in leadership.

8. Mentors Are Great. But Sponsors Elevate.

Mentors give you guidance. Sponsors put your name in rooms you haven’t entered yet.

I’ve had both. And my biggest leaps came from someone saying, “She’s already leading like a VP.” Those moments weren’t luck. They came from me making my work visible, building relationships, and speaking up about where I wanted to go.

Do the same, and be that person for someone else when you can.

9. You Don’t Need to Be Perfect. You Need to Be Brave.

Here’s what I want every woman reading this to remember:

You don’t need to be 100% ready. You don’t need to wait for someone to notice you. You don’t need permission to level up.

You need to say yes to yourself, first.

Say yes to that next step.

Yes to that bigger title.

Yes to walking into the room like you belong there—because you do.

You are already capable of more than you’ve been given. So speak it. Show it. And if needed, go get it somewhere else.

No one is coming. But you? You’re already on your way.

Find more content of Julie Landau on her LinkedIn page here.