The Role of Mentorship in Developer Communities.
Sultan Akintunde, popularly known as Hacksultan, is the co-founder of AltSchool Africa and TalentQL. His passion for bringing people into tech led to the start of DevCareers, an organization that focuses on building pathways for aspiring developers by providing them with resources, mentorship, and opportunities to succeed in tech.
In this conversation with Sultan, he shared insights into his journey and many initiatives and highlighted the role of mentorship in developer communities.
You can also check out the recorded session on our YouTube channel
Can you give a brief overview of your journey into tech education and how your passion for bringing people into the field and providing resources began?
I get asked this question often, and my answer can vary depending on where I start. The short version is that I began as a developer who was broke and just trying to accelerate my coding skills. It wasn't a grand revelation or an attempt to solve global warming—just a personal growth journey.
My shift into education was more intentional. It wasn't driven by a desire for financial gain because, let's be honest, there's not a lot of money in education, whether in Nigeria or elsewhere. You don’t see many educators driving luxury cars or living lavishly. So, for me, moving towards education was about passion. It's something I genuinely enjoy doing, helping others get into tech by providing resources and guidance.
From DevCareers to TalentQL to AltSchool and other initiatives you’ve started, what were the inspirations behind them?
Honestly, there's no master plan behind these projects. They often start because I get a lot of requests for mentorship and can't help everyone individually. When I run out of friends who can mentor, I create a platform to connect people.
These initiatives usually begin with something simple, like a Google Form, and quickly grow. It's amazing how many people are eager to volunteer their time. My role is more of a connector; people want recommendations from someone they trust before committing to mentorship.
While I've had offers to turn this into a paid venture, it's not sustainable for me in the long term. However, the drive behind these initiatives is that many people genuinely want to mentor, and I'm helping make those connections happen.
The foundation of DevRel is education, and one of the most effective ways to educate people is through mentorship. How do you see mentorship playing a critical role in Developer Relations, and what impact does it have on the tech community?
The concept of Developer Relations (DevRel) has evolved. Initially, it was about marketing to developers, often referred to as "developer avocados." Developers started pushing back against traditional marketing, preferring someone who understood their language and needs. This led to the rise of Developer Advocates, developers with a knack for communication, bridging the gap between sales and tech.
Mentorship in DevRel is crucial. Developers want to learn from someone who has faced similar challenges. Unlike marketers, who promise everything as a feature, developer advocates can genuinely share their experiences and solutions. This authenticity builds trust.
Mentorship is two-way thing; for high-level developer relations professionals and those just starting their careers. The community sees many well-known developer advocates as mentors, not because they sell but because they suggest and teach how to use tools effectively. This approach is often called "Sales Through Scoping" (STS). It’s about guiding developers like a mentor would, not just as a salesperson. Developer Advocates are not sellers but allies and mentors to the tech community, always there to support and guide.
Can online mentorship be as effective as in-person mentorship?
The effectiveness of online versus in-person mentorship depends on the people involved and the context. Both have their advantages and disadvantages.
In-person mentorship is often seen as more personal and direct, but it can be expensive and limited by time zones and geographic constraints. It's less scalable, as meeting each person individually can be challenging if they are spread out across different locations or time zones.
On the other hand, online mentorship is highly scalable. A mentor can guide multiple individuals from around the world within a single day. It's flexible and can accommodate various time zones and schedules, but it lacks the personal touch of face-to-face interactions.
What role does mentorship play in networking within the tech industry?
Mentorship can significantly impact networking, but its effectiveness depends on various factors. While being mentored by someone might provide access to their network, it doesn’t guarantee close connections with their contacts.
However, a mentor can offer valuable introductions and leverage their connections on your behalf. For instance, in business school in 2018, my mentor introduced me to influential figures in the tech industry. This connection was beneficial but didn’t automatically create a deep network of relationships.
Although these introductions can open doors, they don't always translate into deep personal connections. Access provided through mentorship is beneficial, but it’s important to use it thoughtfully and not expect automatic familiarity with everyone in the mentor's network.
How can mentees manage their expectations to avoid feeling disappointed if they don’t achieve everything they hoped for by the end of their mentorship program?
In traditional education, you invest years in studying and facing numerous challenges, and after graduation, you don’t expect immediate job placement from your university. You understand that a degree alone doesn’t guarantee a job. Similarly, mentorship is a shorter-term commitment, and expecting immediate results, like a job, can be unrealistic.
Mentorship should be viewed as a supportive process rather than guaranteeing specific outcomes. It’s about guidance and opportunities, not immediate success. Mentees should take proactive steps, like preparing thoroughly for job applications and not assuming their mentor will do everything for them. The responsibility is shared, and managing expectations realistically helps in making the most of the mentorship experience.
What strategies do you think communities can adopt if they’re looking to start a mentorship program?
Honestly, there isn’t a one-size-fits-all strategy for starting a mentorship program. The best advice is to start. Communities have unique needs and goals, so what works for one might not work for another.
Rather than spending too much time on extensive planning, focus on initiating the program and adjusting as you learn. Communities should consider their specific goals and what they aim to achieve. Remember, it’s a learning journey, and being flexible and responsive to feedback will help refine the approach over time.
What tips would you give someone seeking mentorship in a particular field? How would you suggest they go about it?
When seeking mentorship, start by clearly defining what you hope to achieve and finding mentors who align with your goals and current skill level. Instead of reaching out to high-profile individuals immediately, consider approaching those more accessible and relevant to your current stage. Personalize your message to demonstrate genuine interest and understanding of their work rather than sending a generic request.
Additionally, use your network to find mutual connections with people who can introduce you to potential mentors. Persistence is key, but it’s important to manage expectations and be prepared for the possibility that even a well-crafted message might not always receive a response.
What are some of the biggest challenges you've faced in your initiatives to bring people into tech, and how have you overcome them?
One of the biggest challenges I've faced is managing the high volume of applications and applicants' expectations. We often receive thousands of applications for our tech programs, but we can only accept a limited number of participants. This leads to disappointment and frustration among many qualified candidates who are not selected.
We also have to handle negative reactions from applicants who were not accepted, which can be difficult. Sometimes, we receive angry or threatening emails from disappointed individuals.
Another significant challenge is ensuring that participants follow instructions carefully. Many people overlook details and do not read instructions properly, leading to disqualification or missed opportunities.
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