Steliana Moraru is a seasoned executive, mentor, and advocate for women in technology. With extensive experience in business management, digital transformation, and social impact, she has focused much of her career on creating opportunities for underserved women.
As the co-founder of Carierista.org, Steliana is now dedicated to providing practical career support and essential skills to women facing economic and personal challenges. Her work emphasizes the role of technology in making careers more accessible and the importance of mentorship in guiding women toward leadership roles in STEM fields.
In this interview with IT Logs, the Romanian professional shares her insights on empowering women through technology and the initiatives helping to bridge the gender gap in tech.
IT Logs: What inspired the launch of Carierista.org, and what served as a key motivator in recognizing the need for such a platform?
Steliana Moraru: Carierista.org is a nonprofit organization with a simple yet powerful mission: to provide pro bono services to underserved women—such as single mothers, women with low or no income, and those facing economic, psychological, or domestic challenges. Actually, the name means in Romanian – career woman.
My inspiration for Carierista.org has deep roots in my own upbringing. I was raised by a single mother in a small city, coming from a modest background. My co-founder, Ruxandra Popa, shares a similar story. Growing up, we both witnessed firsthand how limited resources, social barriers and personal challenges can significantly impact someone’s future.
Later on, when I became a professional, I got involved in pro bono coaching and mentoring programs for women. I noticed the same hurdles repeatedly: many participants didn’t know where to begin with a CV, lacked basic HR or interview skills, and sometimes didn’t even have professional attire for interviews. Their determination, despite these struggles, revealed the pressing need for a more comprehensive support system—one that provides practical resources, mentorship, and sustained career guidance.
Carierista.org was launched to address these gaps head-on. Our goal is to empower women from all walks of life to build career confidence, learn essential skills, and receive ongoing support. We’re driven by the desire to break down the systemic barriers—like the ones we faced growing up—so that every woman has the opportunity to access meaningful employment, become independent, and reach her fullest potential. A key motivator for us was the lack of structured, continuous support for women in need. We recognized the importance of creating a holistic platform that consistently offers skill-building, career progression, and peer support. By emphasizing sustainable employment and lifelong career growth, Carierista aims to help women develop economic resilience and achieve long-term success.
What specific challenges do underserved women face when trying to enter or re-enter the workforce?
SM: In our work with underserved women, we’ve observed challenges that can be broadly categorized into “tiers”. These levels help us break down the diverse obstacles women encounter and address them in an organized, step-by-step way.
Tier 1: Basic necessities
Many women struggle with fundamental needs, such as reliable childcare, stable housing, or even having appropriate attire for an interview. If these essentials aren’t in place, it’s extremely difficult to focus on finding or maintaining employment. For example, our financial education classes, tailored for women in these situations, provide practical guidance on budgeting and resource management. By strengthening their financial footing, participants can more effectively tackle the basic necessities that are prerequisites for long-term career success.Tier 2: Foundational career skills
This includes knowledge of basic HR processes (like how to fill out job applications or navigate an interview), crafting a proper CV, and having access to digital tools. A lack of these foundational skills often prevents women from even getting through the door for interviews.Tier 3: Confidence and support systems
Cultural norms, psychological barriers, and limited professional networks can undermine a woman’s confidence. This tier recognizes the importance of mentorship, peer support, and guidance to help them believe in their own potential—especially those returning to work after a long gap.Tier 4: Career growth and specialized skills
Once basic needs and foundational skills are secured, advanced or specialized upskilling becomes the next step. In this tier, women can focus on areas like tech certifications, leadership development, or industry-specific training to access higher-paying and more fulfilling roles.By addressing each tier in turn—starting from basic necessities and moving up to specialized skill-building—Carierista.org provides a structured, holistic approach to workforce re-entry. This framework ensures that no matter where a woman begins, she receives the right level of support to overcome barriers, build confidence, and ultimately succeed in the workforce.
What role does technology play in making these support services more accessible and scalable?
SM: Technology is our ally in breaking down geographical, financial, and time-related barriers. Through online training modules, virtual mentorship sessions, and digital job-matching platforms, we can reach women who might otherwise be isolated—whether due to rural living, caregiving responsibilities, or limited local resources.
Moreover, technology enables scalability. The same platform that serves a cohort of 50 can serve 500 or 5,000 with the right infrastructure. By delivering content virtually—through webinars, one-on-one meetings, and interactive workshops—we can expand our reach without sacrificing quality.
A science-based approach and robust analytics further strengthen these efforts. By assessing participants’ needs upfront and gathering ongoing feedback, we can customize our programs to ensure they remain relevant and effective—and, most importantly, measure their real impact. Each initiative includes a pre-assessment to gauge baseline skills and circumstances, followed by consistent follow-ups to track the progress each woman achieves.
How do you leverage tech to reach more women, and what digital solutions have been most effective?
SM: Carierista.org leverages tech primarily through online learning portals, by providing skill-based courses, from adapted financial education, to CV writing, digital literacy, communication, business etiquette, programming etc., accessible from any device.
We also use technology to host live Q&A sessions, peer support groups, and one-on-one mentorship via video conferencing. This fosters a supportive community without the need for in-person attendance. In the future, we are planning to embed even more technology in our activity, especially because we’ve started to have interest in our programs for women outside Romania.
For example, we plan to integrate AI that can offer career advice, job alerts, and interview prep tips in an on-demand, user-friendly format, available 24/7. Based on data analytics, we plan to better track progress and offer tailored course suggestions, helping women focus on areas with the highest career payoff.
These digital solutions have proven effective because they are flexible, scalable, and easily updatable. By constantly iterating based on user feedback and emerging industry trends, we are developing our digital ecosystem that meets the evolving needs of women seeking employment.
You mentioned Global Women Techleaders and their programs for women in tech. How can organizations better communicate their impact and attract more women to STEM careers?
SM: Yes, I’m a board member at Global Women Techleaders, an international organization dedicated to advancing women in STEM and providing tools to support their career. Based on our experience and partnerships with organizations across the globe, I would highlight a couple of activities that drive the conversation forward.
First, when they spotlight success stories—particularly those from women who overcame barriers and went on to thrive in tech roles—other women see relatable role models and become more confident that STEM careers are within reach. I know it sounds very simple, but I’ve learned first hand as a mentor that it is very important for young ladies, especially, to learn that different career paths are possible.
Sometimes it’s hard to imagine your future self in certain roles. Collaborations with universities, think-tanks and other nonprofits increase outreach. This not only diversifies the talent pool but also ensures that opportunities reach women who might otherwise be overlooked. And, because we are talking about technology, I think they can combine compelling statistics on job placements, salary increases, or career advancement with personal stories. Concrete numbers prove that success is possible, while individual narratives offer a human connection, still much needed in our time.
STEM fields are still male-dominated, and the gender gap in tech remains a concern. How can initiatives like Carierista and Global Women Tech Leaders work together to make tech careers more accessible for women?
SM: I would add a broader perspective that tackles first the reasons behind it. Historically, notions of “separate spheres” trace back to Aristotle’s view that men belong in the public realm (polis – work, politics) while women are relegated to the private sphere (oikos – home, caregiving). This cultural model has persisted for centuries, shaping our expectations and limiting women’s career opportunities—especially in fields like technology, politics, management. Even today, women often shoulder a disproportionate share of caregiving responsibilities, leaving them with fewer resources—time, energy, and networks—to invest in developing tech skills.
Also, it’s not just about getting women into tech jobs; it’s also about creating products and services that serve everyone equitably. When women are underrepresented in AI and other emerging technologies, biases—such as voice recognition software that works poorly with female voices —become entrenched. Encouraging women’s full participation in tech ensures more representative, user-friendly products. It’s important to remember that bringing more women into tech—and the workforce at large—isn’t just about fairness; it also offers tangible advantages:
Economic – Improved financial and operational performance
Organizational – Enhanced employee retention and stronger employer branding
Crisis management – Diverse teams handle difficult situations more effectively
Diversity in decision-making – Different perspectives lead to more robust business strategies
Organizations such as Carierista and Global Women Techleaders (GWTL) are addressing these challenges from different but complementary angles.
Global Women Techleaders has long championed international mentorship initiatives. Our Global Top Tech Mentoring Program pairs established tech professionals with aspiring women technologists, providing structured guidance, real-world advice, and critical networking opportunities. By directly tackling the mentorship gap, GWTL ensures women in tech see a clear path to leadership roles and gain the confidence they need to succeed.
Carierista, on the other hand, confronts real-world barriers that often prevent women—especially those in underserved communities—from even reaching the mentorship stage. We provide:
Foundational support – From basic HR knowledge and CV writing assistance to pro bono coaching for interview preparation and professional attire.
Family-friendly solutions – Recognizing that many women juggle childcare or other caregiving duties, we work to offer flexible programs and resources, including remote learning and self-paced options.
Community and peer support – We connect women with peers who share similar challenges, fostering a supportive network that complements technical or professional mentorship.
Holistic career guidance – Whether a woman is looking to upskill in tech or transition from another field, we offer ongoing counseling and personalized roadmaps to sustainable employment.
Having in mind their missions, Carierista and GWTL pool resources and expertise to influence policy, champion inclusive hiring practices, and remove systemic barriers—like inadequate parental leave or lack of accessible childcare.
With AI, remote work, and digital upskilling on the rise, what opportunities do you see for the future of women’s employment, and how can technology help scale these efforts?
SM: We’re in a transformative era where AI, automation, and remote work are redefining the labor market. These developments offer significant opportunities for women to upskill and access flexible, well-paying jobs without many of the constraints—like location or rigid schedules—that once limited their options. Fields such as data analysis, software development, AI ethics, and digital marketing are growing rapidly and can be particularly welcoming if women receive targeted training and support.
At the same time, we must acknowledge the challenges posed by emerging technologies. Many roles traditionally held by women—such as certain retail positions—are increasingly vulnerable to automation. For instance, self-checkout systems are replacing cashiers in supermarkets, a job that disproportionately employs women. This displacement underscores the urgency of reskilling and upskilling programs to ensure women can transition into roles that are less susceptible to automation and more aligned with future workforce demands.
If we look at technology as a scaler for opportunities, I would say the following:
AI-driven platforms can assess individual skill levels and craft customized learning journeys that match each woman’s career goals, ensuring they build relevant, in-demand skills.
Virtual meetups, Slack channels, and professional social platforms expand women’s networks, connecting them with mentors and employers around the globe. This cross-border collaboration opens doors to remote positions that might otherwise be inaccessible.
Tools like AI chatbots or forums can provide immediate feedback and resources 24/7, offering women ongoing support—particularly helpful for those juggling work or family responsibilities.
With remote work now more mainstream, women can participate in international teams and projects, diversifying their experience and career paths. This global exposure often leads to better pay and more leadership opportunities.
To mitigate the negative impact of automation on traditionally female-held roles, I think it’s important to:
Expand access to upskilling programs: Governments, nonprofits, and private-sector alliances can offer subsidized or free courses that equip women with high-demand tech and digital skills.
Promote lifelong learning: Encouraging continuous professional development helps women adapt more quickly to shifting market needs.
Combat bias in AI Tools: Ensuring that AI-based recruitment and workforce management tools don’t inadvertently disadvantage women is essential.
By investing in digital infrastructure, delivering targeted training, and working proactively to address both bias and job displacement, we can ensure these emerging opportunities are not only inclusive but also transformational for women seeking meaningful, future-proof careers.
