Foram Brown

CEO & Founder of Foram Brown, an Executive Headhunting firm for Women in Engineering.

I help companies authentically search Women in Engineering by providing Board Composition, C-Level, Executive, Director, and Management Search.

A new approach to search by networking, building relationships and identifying world class TALENT that will benefit & grow your organisation. 

If you are a leader wanting to hire, then let’s talk: foram@forambrown.com

If you are a 💃🏽 WOMEN In Engineering 💃🏽 with over 7 years of experience, seeking leadership positions, let’s have a virtual coffee – Drop me a DM!

You can always send me your resume to: resume@forambrown.com

Chief Executive Officer

Alstom

The employees of Bombardier Transportation join the Alstom Group as from January 29, 2021.

As the Head of the Mechanical Engineering department, for the cab & interior, I ensured that the team members went though a smooth transition & integrated with the exiting Alstom's talent. This included various steps like restructuring, process modification, adapting to Alstom's work ethics so that we all would be one inclusive teams. All of this being done whilst delivering existing projects like CrossRail, LOTRAIN, East Anglia, South Western Railway and West Midlands but also placing bids for Hydrogen train development and HS2.

Head of Mechanical Engineering

Bombardier Transportation

Responsible for leading the mechanical engineering team on delivering complex, novel, cost efficient and product family solutions for the Bombardier Rolling Stock Cab & Interiors in UK (Aventra Platform). Projects include Crossrail, Lotrain, East Anglia, South Western Railway and West Midlands.

Key accountabilities include:
1) Leading a global team of approximately 180 engineers, specialists, consultants and manufacturers.
2) Managing a total annual budget of $80M.
3) Embedded a culture of performance and accountability by coaching and focusing on effective
problem solving and continuous improvement.
4) Created and established a Product Family for the cab and interior design & manufacturing. 
5) Establishing Key Performance Indicators (KPI’s), regular Governance and Risk & Opportunities
Management for all Projects.
6) Led & delivered Bombardier's vision of vertical integration between suppliers & the company, worth $30M, for the future rolling stock cab and interior design and manufacture.
7) Resulted in the company saving $5M yearly by successfully awarding work packages to the teams offshore to reduce cost, build global capability and capacity.

Rolls-Royce

Advance 3 is a prototype engine with a novel core architecture, to be used by Ultra-Fan, proving
improvement in fuel burn and higher bypass/pressure ratio. Power Transmission comprises of the
High Pressure (HP) Compressor, Combustor and HP Turbine within the engine. I was head hunted,
during the execution phase of the Advance 3 Project lifecycle, to develop and deliver all the Power
Transmission System components (approximately 125) to tight timescales and budget.
Key achievements include:
1) Developed technical, programme and manufacturing strategy. This included strategically sourcing 90% of the suppliers within UK.
2) Successfully planned, co-ordinated engineering and manufacturing process/design to Project
requirements (air/performance/thermal/fluid systems, stress, weight and cost). Achieved through
functional liaison between engineering, technology, manufacturing, operations and build teams.
3) Lead a global team of 120 engineers, specialists, fast make suppliers and manufacturers.
4) Promoted an environment of creative and innovative design and manufacturing. Implemented
novel design and manufacturing techniques using the nonconventional fast make supply chain.
5) Responsible for engineering and manufacture sign off at component level thus ensuring the design can be manufactured and in line with FAA / EASA certification readiness.
6) Forecasted and delivered all 125 parts against a target budget of £35M.

Integrated Project Team Leader (Advance 3)

Responsible for delivering validated work packages for all the engine harness, pipes and small parts
used on the fleet engines. Part of Operational phase of the Project lifecycle.
1) Successfully delivered new products or modifications to existing ones, across the Fleet Engines
(RB211, Trent 500 and Trent 800) to satisfy Customer requirements or resolve in-service issues.
2) Lead a global team of 50 Engineers, specialists and technicians.
3) Forecasted and maintained a target budget of £2.8 million across Fleet for all engine harness,
pipes and small parts modifications planned.
4) Delivered business critical Service Bulletins like Trent 500 Low Pressure Turbine Over Speed Design; RB211-535 Integrated Engine Pressure Ratio Hose Replacement and Trent 800 LP Fuel Tube Frettage.
5) All the mod and service bulletins were delivered in line with the ISO9001, internal & external installations standards for nuts, bolts, harness, fasteners etc. and in line with FAA / EASA requirements.

Assistant Work Package Owner (Physical Installation)

1) Successfully lead the strategic planning and execution of Trent 1000 operability testing and FAA / EASA certification worth $15 million – major engine certification milestone achieved in 01/02/11. This included leading a team of 18 engineers, specialists, technicians & test bed crew to establish a strategy to test, validate & certify the operability of the Dreamliner engine. Exposure to FAR33 and FAR25.
2) Lead a team of 12 specialist to investigate the root cause of the Qantas Flight 32 event on the 4/11/10. Post this developed and executed the verification and validation of the robust engine protection solution produced in response to the event. 
3) Defined problems, solution process, task list, priority and delivery requirements for Fleet Engine
Projects (Trent 500, Trent 700 and Trent 800) with the Chief Development Engineer/ Chief Engineer. Managed the entire fleet development testing by successfully co-ordinating tests bed availability, capability and capacity globally. Balancing resource and Project needs. Lead a team of 22 engineers.

Functional Development Technical Lead

Lead a team of 10 engineers and specialists to deliver Airframe Engine Electronic Control Systems (FADEC) for the first engine run of the new Trent XWB development engine. This included capturing, agreeing and negotiating requirements internally & externally with suppliers and customers i.e. Airbus. Reviewed systems, detail component & software requirements in line with ARP4754, DO-160, DO-178, DO-254 to ensure the design is developed in line with the aerospace and certification standards.

Airframe Integration Lead

Derived and documented system requirements, for the engine control system (FADEC) and the engine health monitoring unit, using the ‘Evolve System Architecture’ process. Requirements were captured in DOORS in line with with ARP4754A, DO-178 and DO-331.

Engine Control Systems Engineer

AstraZeneca

Worked as a Systems Engineering intern on the Building Management Systems (BMS) looking after the entire Charnwood facility.

System Engineer

I’m a chartered engineer with over 16years of technical and leadership experience working at companies like Rolls-Royce, Bombardier & Alstom.

I remember wanting to hire more women engineers into my teams for various roles like Director of Systems Engineering, Chief Vehicle Architect, Electro-Mechanical Specialists, Engine Controls Specialist, Embedded SW Engineers etc. but recruiters struggled to put forward quality candidates. Often resumes were thrown at me that completely missed the mark!

I believe this was because they are recruiters & not engineers. They have not been at the very top of leadership for over a decade like ME.

I understand engineering & your needs, to effectively headhunt world class talent for your organisation. 

I love the fact that women engineers naturally open up to me. This allows me to create a community where we empower & support one another.

I’m not HR.

I’m an engineer helping you be more diverse, inclusive & gender balanced. And I believe this needs to start from the top hence the focus on executives. But I also know your needs may vary so I also help hire a run or two down the leadership ladder. 

If you are looking to hire Women In Engineering, then get in touch:
foram@forambrown.com

Come and join me in my mission to help organisations hire 10,000 women in engineering by 2030 🎉

Together we WILL make a difference.

You need to fire more people.

I’ve said it. 

Yes, I’m supposed to help leaders hire talent.

Not fire. 

But in my years I have seen under performers bringing companies down.

In fact, I had one working for me. He was happy doing the bear minimum and getting a paycheck. 

I was not willing to accept this.

After observation, I fed back on his performance. Showed him factual data and examples of how he was bringing the team and the business down.

I even created an agreed “development” plan.

But it didn’t work.

I decided to dig deeper into how he got into the role in the first place.

It was nepotism. 

He actually never wanted to be there. Once he got a role. He got comfortable. He was happy coming into work just for the paycheck.

And come the end of the year performance reviews, I had to give him an “under performance”.

He was not happy (obviously) and got HR and the big guns involved. So they moved him to another team. Did that work?

No. The problem shifted from one team to another.

The business chose to ignore my assessment.

I ended up resigning soon after because I saw this happening a lot in various departments. And lost trust in the business. In the end the business lost.

That’s when I realized that companies really need to “fire” underperforming people. But you need to do it in the right way.

Here’s my simple steps:

-Identify under performers
-Give them a chance
-Make a decision

Be human throughout this process.

Being fired is often the trigger one needs to bounce back into careers they love and are really passionate about.

You need to hire HIGH performers and FIRE under performers. 






#executivesandmanagement #hiringandpromotion #productivity #people

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I always dreamt of being an entrepreneur.

Here are three things that almost stopped me:

-Fear of Failure
-Not having the financial security for me and my loved ones
- Lack of self belief 

So I carried on with my 9 to 5.

I wasn't happy. But I didn’t stop dreaming.

I continued to work hard, constantly learning and improving but most days working for someone else felt like a challenge and a set back.

Soon my work started to suffer.

I remember one of the many phone calls with my mum at the time. She said, “Foram, the only way to do great work is to love what you do. If you haven’t found it yet, keep looking. Don’t settle.”

And that was it. It made me think hard. Why was I carrying on doing something I wasn't fully enjoying?

So I dug deep in search of my true passion. And followed my heart. 

I married my experience (engineering) with my passion (advancement of women) to start my entrepreneurial venture.

Today, I'm running my own business. But it's more than work. I’m on a mission to get organizations to hire more than 10,000 women in engineering in this decade.

It’s been overwhelming to see leaders and ladies get on board with my mission.

And I love every minute of it.

Don’t just do work to get by. Live a life that inspires you.





#entrepreneurship  #bestadvice #motivation #inspiration

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Growing up, I was surrounded by phenomenal women.
 
Productive women. 
Ambitious women. 
Loving women. 
Fierce women.
Super women.
 
But these women were also 
 
Anxious women. 
Stressed women. 
Exhausted women.
Depressed women.
Self-critical women. 
 
They were tired of juggling it all - the career, kids, looks, spotless house and cooked meals.
 
I did not know a woman who relaxed. Not a single one.
 
When I was going through my cancer, I had time to reflect on life & I realized I was one of them who never relaxed. 
 
So over the last couple of years, I’ve been practicing to relax (for at least 15mins a day 🤣)
 
And it’s changed my life for good.
 
Now, my daughters see something I never saw - a phenomenal relaxed woman.







#professionalwomen #whatinspiresme #personaldevelopment #happiness


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Women of color are still underrepresented.

What's worse is this. 

The difference becomes more pronounced with each step up the corporate ladder.

It's true, In the past 5 years, there has been modest gains in representation of women in leadership roles. But it's not enough. 

The bottleneck still exists. Here are two reasons why:

1️⃣ Broken ladder

Step up from engineer to manager positions is harder for women.
So men outnumber women at manager level.
Women are always trying to catch up.

2️⃣ Women Leaders leaving your company

They want advancement.
They are overworked and unrecognized.
They want a more inclusive work culture.

To fix this, prioritize flexibility, employee well-being, diversity and inclusion.

If you don’t take action, you risk losing not just your current women leaders but also the next generation of women leaders who have the potential to take your business to higher heights.





#womeninscience #hiringandpromotion #gender #leadership

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This is how I learnt to be a leader 😊

2009, I was on site working late. Remote working was almost frowned upon at that time.

I was leading a team & we had a critical deadline to achieve. The business would only get paid 💰💰💰💰💰💰💰💰 if we achieved this. No pressure 🤣 lol!

A member of my team interrupted me.

“I need to go home Foram!”

“Why? We have a deadline to achieve & we won’t have a job if we miss this!”

He didn’t answer. He sat down with a long face and continued to work.

But I couldn’t.

I went to the ladies and looked at myself in the mirror.

I was rude.
I forgot he has a family that needs him.
I asked him why & discouraged him from answering.
I just replicated what my boss had done to me in the past.

I’d always said that I’d never be like my boss and here I was doing the exact same thing. Thankfully my awareness kicked in giving me the adrenaline rush I needed.

I went straight to his desk.

“Sorry! Go home. We’ll manage.”

Just as he was leaving, I said “You’re having a day off tomorrow.”

I’ll never forget the smile on his face.

We all wrapped up & went home to our loved ones.

Next morning I got the team to focus on getting enough together for the deadline. Milestone was achieved with conditions.

It was that incident that made me a leader!

Then onwards, to ME

People come first.
I get to know my team genuinely.
I know what’s happening in their lives.
My weekly 1-2-1’s is about knowing them. Not about work.

Look after your people & work will look after itself.




#leadership #teamwork #management #people

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"Foram, how do you do it all? Juggling your career and being a mother."

That question made me think. 

There's a cultural standard that assigns women having to take on motherhood and childcare responsibilities along with building a career and/or business.

The desire of being a perfectionist at it all results in guilt which is exhausting.

Mentally and physically.

It is easy to buckle in when placed with the pressure. But I don't think this the right approach.

OK, so what is? Asking for help & support.

Sadly, we are built not to ask - which, in reality, is the very first thing we should be doing.

If you want to focus on work, bring in extra hands at home for childcare / laundry / cleaning etc.

If you want to focus on being a mum, bring in talent that can execute your vision

All of this is done under your guidance of course. it is imperative that you and everyone knows exactly what needs doing. 

In engineering terms, I would call this as having clear requirements, strict governance, and great feedback ;) 

This will allow you to be a SUPERWOMAN for the people that matter. Including you. 





#personalbranding #entrepreneurship #gettingthingsdone

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Dear Hiring Managers,

Hiring for diversity is NOT the final piece of the jigsaw.

Inclusion is. Here’s what I mean.

I feel there are two reasons behind hiring for diversity:

1. Because you genuinely believe in it 
2. External pressures (ie it’s a tick in the box exercise). 

If it’s the latter, you will struggle to retain your employee. All that time, effort and cost spent is wasted. Because you thought that getting the person that ‘fits’ the bill is the final piece of the jigsaw puzzle. But that’s not how it works.

If companies do that and just get their new diversity hire to just get on and deliver with no other thought once they're there, you’re in trouble.

The only way to avoid this is to build a culture that's inclusive. Before AND after the hiring process. 

Do this by getting to know the hire at a personal level. Get to know the person's cultural roots, authenticity and possibly their vulnerable side. Establish what makes them tick and where training or coaching is perhaps required.

Above all, let them be themselves. And embrace that.

It will not just help retain and grow the talent you just hired, it will grow the brand that attracts talent for the future.






#humanresources #diversity #leaders #inclusion #hiring

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Importance of Inclusion 

Women can’t be engineers (7 myths from an article I read)
 
What they say about women like me:
 
- I’m not strong enough.
- I don’t like to get my hands dirty.
- Too timid.
- Not good at science or maths.
- I don't have technical skills. Just soft ones.
- I can’t be an engineer and raise a family.
- I can’t reach senior roles in engineering.
 
Who I really am:
 
- I’ve given birth to two little humans. Have you? 😜
- Ever seen me work? (I get my hands dirty at home and work!)
- Let’s meet (Foram Brown + timid is an oxymoron, moron) 🤣
- I have both.
- I can, I did and 1000s more will.
- I did. (But I’ll give you this. WE have more work to do which is why I do what I do today.)

The world didn’t have female engineers 200 years ago.

But the world changed. And so should you.

Today is the perfect day to start to:

-Network
-Connect
-Engage
-Grow
-Repeat

You can either search for new opportunities. 

Or let them find you.

Get started today. 

Your future self will thank you. 









#linkedin #networking #hiringandpromotion #careers

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Wait, what.

You put what on your resume?

❌️ Your references.
Instead of
✅️ References on request.

❌️ Your full address. 
Instead of
✅️ Just your city and location. 

❌️ You're 'well organised'
Instead of
✅️ A strategic planner who is highly skilled at prioritizing work tasks to better meet business needs

❌️ You're a ''people person"
Instead of
✅️ Led a team of XXX to delivery projects worth $$$ that required key input from various stakeholders and departments

❌️ Your pizzalover22 (at) gmail . com 
Instead of
✅️ …(Actually, do I really need to explain?)

What you don't put on your resume is as important as what you do. 

And when you do put something, it's not about what you put, but how you say it too.






#linkedin #jobsearch #resumes #career #bestadvice

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ChatGPT and AI in general is so advanced.

But when I hear people say things like, "AI will take our jobs," they're missing this. 

Robotics and AI have been part of the engineering world for a long time. It's great because mundane and time consuming tasks become less so. 

But one thing AI and Robots won't replace anytime soon is the problem solving experience of a team of human beings working in a room together.

Those times when engineers bounce ideas and test them in the moment is magic. And the different perspectives people bring because of their lived experience and not only their trained knowledge is underrated.

Eg a woman brings a different perspective to the team than a man. Furthermore, a woman from India because of their culture will bring a different perspective to a woman raised in California. When it comes to problem solving, different perspectives are crucial. 

AI will never replace that lived experience. Especially many different ones in one room together. And many underestimate how powerful that combo is. 

Advancement is not just about the future. It's also about surfacing the potential of what's available now.





#Engineering #Women #Future #People #Bestadvice

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There are 2 types of Chief Technology Officers (CTO).

They both scale a company’s technology.
 
But this is how the role varies significantly for start-ups and for a larger organization.
 
A CTO of a Start-Up
 
-Develops the technology strategy
-Works with the CEO to align it with company’s vision
-Builds & manages technology teams
-Participates in fundraising & business development
 
She’s a jack of all trades, wears multiple hats and has a hands-on approach to leading technology development.
 
A CTO of a Large Organization:
 
-Leads technology strategy to meet company’s goals
-Ensures the infrastructure is scalable, reliable & secure
-Implements technology that gives company an advantage
-Innovates technology to drive business growth
 
She’s a strategic leader, identifies and implements technology that helps give companies competitive advantage.
 
Sure, there are a lot of parallels.
 
But they have completely different skills and mindsets.
 
When you hire your CTO, start by knowing what it is you need, exactly.

If you’re unsure, I’m here to help.

I know this because I’ve hired CTOs for start-ups & large organizations.





#business #technology #growth #leadership 

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To be an Engineer, you need a Degree.
 
To be a Team Lead, you need to be an Engineer.
 
To be an Engineering Program Manager, you need to be a Team Lead.
 
To be an Engineering Director, you need to have managed several programs.
 
To be an Engineering Vice President, you need to have been an Engineering Director.
 
To be a Chief Technology Officer, you need to have been an Engineering Vice President.
 
What’s next? To be a Chief Executive Officer, you need to be GOD??? 🤣

I think this rigid path is so demanding and most of all NOT needed. 
 
And it’s worse for women… It’s one of the reasons women leave engineering.
 
Let’s not kill potential just because they haven’t followed a specific route. 

Different paths should be explored.

Sticking with the old way often means you’re missing out on the future. 






#technology #engineering #leadership #recruitment #personalbranding

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When she's in danger, I want to be in front of her.

When she celebrates her success, I want to be right by her side.

When she learns new things, I want to be behind her ready to catch her when she falls and tell her never to give up!

I’m talking about my Mini-Me’s 💕

When we go through difficult times, it feels like time stands still but happy times just fly by.

I love seeing them grow and love learning new things from them. I must admit “patience” goes on top of the list 😊

When I started writing this, I felt like this is what role models should be doing for others.

🚀 Sharing
🚀 Supporting
🚀 Empowering
🚀 Helping Grow

Imagine the ripple effect we would create if every women role model did this to one other ambitious woman. The future would look so different, don’t you think?





#love #future #personalbranding #gratitude

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I didn’t know this 

Until my mentor highlighted it to me in 2006.

Responsibility and accountability have distinct meanings.

I thought they were synonyms translating into “get the sh@t done”.

But no.

They are related concepts with different meanings.

Responsibility is an obligation or duty to take care of a situation, task or person. 

-A designer is responsible for designing to the right requirements, standards, safety, tolerances etc. For the design to be fit for purpose and delivered to quality, time and budget.

-A parent is responsible for the well being of their child.

Accountability is the act of being answerable for one's actions or decisions.

-A leader is accountable for the actions of the team, strategy and the overall success of the project or business.

-A parent is accountable for their child's actions by ensuring they are raised in a safe & healthy environment.

I simple terms,

“Do”er's are responsible.
“Leaders” or “manager” are accountable.

Here's the interesting bit…

Responsibility does not imply accountability.
Accountability always implies responsibility.
 






​​#leadership #management #entrepreneurship #startups #engineering

I love engineering. I love tech. I love trends.

Here are 10 to keep your eye on in 2023

-Robotics
-3D Printing
-Blockchain
-Biotechnology
-Future of Space
-Renewable Energy
-Artificial Intelligence
-Quantum computing
-Autonomous Vehicles
-Virtual & Augmented Reality

A tip for those looking to work or advance their career in engineering, here's some advice.

-Keep up to date with the latest developments in these fields.

-Highlight the skills that you can transfer between industries.

-Learn new skills to bridge the gap.

-Start networking with leaders in this space.

Your growth is dependent on what you do everyday. Not just yesterday.

Stay current today so you're competitive in the job market tomorrow.





#engineering #technology #future #careers

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Which performs better?

Companies led by women or companies led by men.

Answer: Women

Why? Here are my thoughts.

Women are:

1. More empathetic
This generates trust, mutual respect and a deeper understanding. Great for leadership and great for collaborations.

2. Are natural forward planners. 
Every successful company needs strategic thinkers to move forward and grow.

3. Bigger consumers than men.
With women being the biggest consumer of products, it makes business sense when designing and building your products to have their input. (Even male-based products).

4. Better at solving problems in teams.
You know the score. No ‘I’ in TEAM. And no leader works on their own.

For the record, I am not advocating a female takeover of all organisations.

Far from it. I’m advocating a better balance of BOTH men and women in the higher rungs of your organisation. I’m results focused. And that’s what diversity of thought gets.

A competitive advantage, not a nice to have.




#feminism #diversity #leaders #hiringandpromotion

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graphical user interface, text, application, chat or text message

Working from home doesn’t work ❌

At least not for what I’m talking about.

Some roles are massively dependent on critical decisions. 

And critical decisions require in person connection.
 
Here are 7 reasons why
 
-Real time talk
-Non-verbal cues
-Reading emotions
-Limited distractions
-No technology issues
-Open communication
-Collaboration of new ideas
 
Pandemic has helped us be more flexible. It’s been great. But it does not make up the DNA for a lasting relationship.
 
The integrity of a handshake, power of looking someone in the eye, sharing a drink etc. cannot happen over a zoom call.
 
When you meet in person, you have a deeper understanding, empathy, respect and trust for each other.
 
You create an environment of trust.

Which is a key ingredient to make a critical decision.
 





#workingathome #teamwork #creativity #bestadvice

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This might be a touchy subject.

Here’s one thing you shouldn’t ❌ do when writing your resume.

And that’s this👇🏽

Get someone else to write it for you.

I’ve reviewed thousands of resumes, both as a leader who’s hiring and as an executive recruiter. 

And, I know when it’s not you writing it.

It might look good but lacks authenticity.

Writing resumes is hard but it’s not rocket science..

Here’s what I’d recommend you do when you’re not feeling in the mood.

- Feel relaxed (grab a coffee or a glass of wine)
- Write your experience (focus on numbers - budgets, team size etc.)
- Write a summary about yourself & your achievements
- Keep it short & simple. No more than two pages (ideally one)

Once it’s done, read it. 

Ask yourself this question. And be honest.

Would I hire this person?

If the answer is yes, you know you’ve nailed it. 

You are the best person to write about yourself.

You don’t need anyone else to do it.





#humanresources #resume #jobs #bestadvice #career 

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What Women Don’t Want at Work:

❌To be the only female in the team.

❌No gender representation at the top.

❌To be the only person of color in the team.

What Women Do Want:

✅A team with people like them.

✅Inclusive and diverse leadership making key decisions.

✅Mentors to talk to when they run into tough situations or have questions.

You can prioritize hiring more women just because the data says you should.

But if you don’t have the right culture and environment for women to grow then you’ll struggle to retain them.

See, there’s a huge difference between giving women what you think they want and what they actually want.

One’s a short term fix. The other’s a long term shift.






#gender  #culture  #inclusion #leadership #recruitment


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