By Julia Fodor-Horváth, Staff Software Engineer at Bitrise Growing up, I was lucky to have a role model right at home—my older brother. Though 10 years my senior, I always felt close to him and looked up to him. He was a software engineer, and at just 12 years old, I was sure that whatever he was doing, I wanted to do too. Of course, at the time, I had no real idea what being a software engineer actually meant. I just saw someone I admired building something, problem-solving, and enjoying the process, and I thought: I want to be part of that world. It wasn’t until years later—after finishing university, doing side projects, and demonstrating computer graphics to aspiring engineers—that I fully understood what the career entailed. But the seed was planted early because I had exposure to a real-life example of someone in STEM. That exposure made all the difference. Now that I’ve established my career, I want to inspire other women to join this exciting profession. But there’s a few things that need to happen to level the playing field. The Power of Role Models in STEM One of the biggest barriers to young girls pursuing careers in STEM isn’t necessarily a lack of interest—it’s a lack of visibility. Many don’t see people they relate to working as software engineers, chemists, or developers, so they don’t consider those career paths as real options. That’s why we, as engineers, need to be proactive. We need to be present in schools, talking to students about what we do. It’s not enough to tell them to study math and science—we have to show them where that can lead. It makes a big difference when students get a chance to meet someone actually doing the job. If more companies encouraged engineers to engage with schools, we could start to fix the top-of-the-funnel issue in tech hiring. Right now, only 22% of software engineers in the U.S. are women. Globally, that number is just 5%! If we want to change this, we need to start inspiring the next generation now. The Hurdle of Landing the First Job Even for those who do pursue STEM, breaking into the industry isn’t easy. The hardest part of my journey was landing my first job. I knew I had the knowledge, but I lacked experience, and I struggled to sell myself to employers. During university, I took on short projects with different companies—some small, some big—whatever came my way. But my biggest learning experience came from spending three years demonstrating computer graphics to students. In Hungary, where I studied, practical sessions are often led by university students, so I got the chance to teach others how to build 3D models and applications. It was a great experience. When I finally started job hunting, I found that junior positions were scarce. I got lucky—my soon-to-be boss saw my potential and took a chance on me. I spent five years there, growing from front-end development into full-stack engineering, and by the end, I was leading small teams. I later moved into a big telco company as an engineering manager, leading a team of 12 engineers working on an automated verification system. I spent two years there before realizing people management wasn’t for me. That’s how I ended up at Bitrise. I took a step back in title, but it didn’t feel like a step back at all. Here, I get to work on what I love and make an impact every day. Selling Yourself: The Confidence Gap I want other women to find the same job satisfaction I have experienced in my engineering career —but getting that first role is still a bigger problem for females than males. I think a reason for this is a perceived lack of confidence among women. One thing I’ve noticed in my current position, where I interview candidates, is that compared to their male counterparts, women often come across as less self-assured—not because they lack skills, but because they don’t present themselves as boldly. Landing that first job as a female engineer can be tricky because self-promotion doesn’t always come naturally. It’s not always easy to say, I may not have as much hands-on experience, but I know I can do this job. That first hurdle is the hardest. But once you get past it, things get easier. Female engineers often move jobs through their networks—after securing that first role, relationships open doors to future opportunities. Another challenge I faced was transitioning into a managerial role. I had more than a few conversations where people subtly (or not so subtly) questioned whether I could really lead a team of men as a female engineer. I proved them wrong—but that bias was definitely there. Hiring teams need to be aware of this and focus beyond surface confidence. When evaluating candidates, it’s critical to assess potential, problem-solving ability, and attitude to learn—not just how well someone can talk about themselves. Making Tech More Inclusive Beyond hiring, small but significant changes can make a difference. One example is how job descriptions are written. I’ve seen postings looking for a Coding Ninja or a Software Warrior—terms that may seem fun but can feel alienating. Making job descriptions more neutral can attract a broader range of candidates. Another factor is representation within companies. Encouraging female engineers to speak at conferences, industry panels, or even within the company helps build confidence and visibility. Many women in tech don’t naturally feel comfortable in spokesperson roles, but with support, it can make a huge difference in fostering a more balanced industry. Accelerate Action – Leveling the Playing Field This International Women’s Day, the theme is accelerate action. And that’s exactly what’s needed to make tech a more inclusive space. Right now, we aren’t getting enough female candidates through the door. At Bitrise, when we post an engineering role, less than 7.5% of applicants are women—even for junior-mid level positions. One way to change this is by encouraging more women to pursue software engineering in the first place. Even if they face challenges, they should push forward. If they don’t try, we can’t help them become part of this field. The second step is for companies to invest in hiring entry-level engineers. It takes resources to train new talent, but if we’re serious about bringing more women into tech, we need to create those opportunities at the ground level. Large enterprises often have the capacity to train junior engineers, but smaller companies should do the same. In some ways, junior engineers are easier to shape—they come in without rigid best practices, so they can quickly adapt to a company’s way of working. It’s a long-term investment that pays off. For me, software engineering isn’t just a career—it’s a passion. I want more young girls to have the opportunity to discover that passion too. And the only way we make that happen is by showing them, firsthand, what’s possible. By Julia Fodor-Horváth, Staff Software Engineer at Bitrise By Julia Fodor-Horváth , Staff Software Engineer at Bitrise Julia Fodor-Horváth Julia Fodor-Horváth Bitrise Bitrise Growing up, I was lucky to have a role model right at home—my older brother. Though 10 years my senior, I always felt close to him and looked up to him. He was a software engineer, and at just 12 years old, I was sure that whatever he was doing, I wanted to do too. Of course, at the time, I had no real idea what being a software engineer actually meant. I just saw someone I admired building something, problem-solving, and enjoying the process, and I thought: I want to be part of that world. I want to be part of that world. It wasn’t until years later—after finishing university, doing side projects, and demonstrating computer graphics to aspiring engineers—that I fully understood what the career entailed. But the seed was planted early because I had exposure to a real-life example of someone in STEM. That exposure made all the difference. Now that I’ve established my career, I want to inspire other women to join this exciting profession. But there’s a few things that need to happen to level the playing field. The Power of Role Models in STEM One of the biggest barriers to young girls pursuing careers in STEM isn’t necessarily a lack of interest—it’s a lack of visibility. Many don’t see people they relate to working as software engineers, chemists, or developers, so they don’t consider those career paths as real options. That’s why we, as engineers, need to be proactive. We need to be present in schools, talking to students about what we do. It’s not enough to tell them to study math and science—we have to show them where that can lead. It makes a big difference when students get a chance to meet someone actually doing the job. If more companies encouraged engineers to engage with schools, we could start to fix the top-of-the-funnel issue in tech hiring. Right now, only 22% of software engineers in the U.S. are women . Globally, that number is just 5% ! If we want to change this, we need to start inspiring the next generation now. 22% of software engineers in the U.S. are women 22% of software engineers in the U.S. are women that number is just 5% that number is just 5% The Hurdle of Landing the First Job Even for those who do pursue STEM, breaking into the industry isn’t easy. The hardest part of my journey was landing my first job. I knew I had the knowledge, but I lacked experience, and I struggled to sell myself to employers. During university, I took on short projects with different companies—some small, some big—whatever came my way. But my biggest learning experience came from spending three years demonstrating computer graphics to students. In Hungary, where I studied, practical sessions are often led by university students, so I got the chance to teach others how to build 3D models and applications. It was a great experience. When I finally started job hunting, I found that junior positions were scarce. I got lucky—my soon-to-be boss saw my potential and took a chance on me. I spent five years there, growing from front-end development into full-stack engineering, and by the end, I was leading small teams. I later moved into a big telco company as an engineering manager, leading a team of 12 engineers working on an automated verification system. I spent two years there before realizing people management wasn’t for me. That’s how I ended up at Bitrise. I took a step back in title, but it didn’t feel like a step back at all. Here, I get to work on what I love and make an impact every day. Selling Yourself: The Confidence Gap I want other women to find the same job satisfaction I have experienced in my engineering career —but getting that first role is still a bigger problem for females than males. I think a reason for this is a perceived lack of confidence among women. One thing I’ve noticed in my current position, where I interview candidates, is that compared to their male counterparts, women often come across as less self-assured—not because they lack skills, but because they don’t present themselves as boldly. Landing that first job as a female engineer can be tricky because self-promotion doesn’t always come naturally. It’s not always easy to say, I may not have as much hands-on experience, but I know I can do this job . I may not have as much hands-on experience, but I know I can do this job That first hurdle is the hardest. But once you get past it, things get easier. Female engineers often move jobs through their networks—after securing that first role, relationships open doors to future opportunities. Another challenge I faced was transitioning into a managerial role. I had more than a few conversations where people subtly (or not so subtly) questioned whether I could really lead a team of men as a female engineer. I proved them wrong—but that bias was definitely there. Hiring teams need to be aware of this and focus beyond surface confidence. When evaluating candidates, it’s critical to assess potential, problem-solving ability, and attitude to learn—not just how well someone can talk about themselves. Making Tech More Inclusive Beyond hiring, small but significant changes can make a difference. One example is how job descriptions are written. I’ve seen postings looking for a Coding Ninja or a Software Warrior —terms that may seem fun but can feel alienating. Making job descriptions more neutral can attract a broader range of candidates. Coding Ninja Software Warrior Another factor is representation within companies. Encouraging female engineers to speak at conferences, industry panels, or even within the company helps build confidence and visibility. Many women in tech don’t naturally feel comfortable in spokesperson roles, but with support, it can make a huge difference in fostering a more balanced industry. Accelerate Action – Leveling the Playing Field This International Women’s Day, the theme is accelerate action. And that’s exactly what’s needed to make tech a more inclusive space. Right now, we aren’t getting enough female candidates through the door. At Bitrise, when we post an engineering role, less than 7.5% of applicants are women—even for junior-mid level positions. One way to change this is by encouraging more women to pursue software engineering in the first place. Even if they face challenges, they should push forward. If they don’t try, we can’t help them become part of this field. The second step is for companies to invest in hiring entry-level engineers. It takes resources to train new talent, but if we’re serious about bringing more women into tech, we need to create those opportunities at the ground level. Large enterprises often have the capacity to train junior engineers, but smaller companies should do the same. In some ways, junior engineers are easier to shape—they come in without rigid best practices, so they can quickly adapt to a company’s way of working. It’s a long-term investment that pays off. For me, software engineering isn’t just a career—it’s a passion. I want more young girls to have the opportunity to discover that passion too. And the only way we make that happen is by showing them, firsthand, what’s possible.
