In the world of tech, the spotlight tends to follow the product launch, the code push, or the headline-grabbing CEO announcement. But behind every successful innovation is an engine that keeps the company running, quietly, steadily, and strategically. That engine is operations, a space where women can find powerful, influential footing, even if their work isn’t always in the spotlight.

As the Chief Operating Officer of a growing tech consulting firm, I’ve come to see the COO as the operational glue that holds it all together, the person responsible for translating vision into executable systems. It’s a role that connects product, engineering, and business functions in a way that enables real, scalable growth. From managing finances and compliance to driving hiring strategy and shaping culture, a COO turns ambition into infrastructure.

Why Operations, and Why Tech?

I didn’t come to tech through the traditional engineering or product route. I got into tech because I love process improvement. I’m energized by foundational work, building systems that work today and can scale tomorrow. I’ve always been drawn to the quieter side of business: the intersection of leadership, strategy, and culture.

The early days of COVID solidified my path. Like many companies, we were navigating so much uncertainty that I could feel the weight bearing on our team. We were remote, spread out, and processing the world around us. Morale was harder to maintain, and that’s when it clicked for me just how essential it is to build structures that support people, not just productivity.

That year, I planned our first company party – virtually. It was small, imperfect, but it mattered. Since then, it’s become an annual tradition. Every year, we fly in our remote team members and host a full week of co-working and connection in our home city of Austin, Texas. We plan activities, share meals, and spend intentional time together. It’s more than a morale boost; it’s a reinforcement of our values and a catalyst for trust-building and collaboration.

I believe that feeling supported at work means having both logistical clarity and flexibility. It means knowing what the company stands for and feeling comfortable to show up as yourself. And that only works when people understand one another. That’s why we build in intentional touchpoints, like our annual 16 Personalities workshop, where we dive into communication styles and team dynamics. It’s a chance for everyone to better understand how their colleagues think, work, and thrive. When people feel seen and respected, collaboration becomes second nature. We also make a point to recognize great work often, and ensure everyone has the tools, structure, and trust they need to succeed.

I care about this deeply because I’ve experienced the power of being supported in my own career. I had a workplace where these values were prioritized, and it made all the difference in helping me grow into this role. Now, I want to build that same kind of environment for others, where people are seen, valued, and empowered to do their best work.

While I don’t come from a traditional technical background, being embedded in a tech company has allowed me to grow that side of my understanding. I’m constantly learning how infrastructure decisions are made and how product and engineering teams operate. I don’t need to write code, but I do need to translate between business and tech, and that’s where I thrive.

The Leadership You Don’t Always See & Why Women Excel At It

A lot of what happens in operations is invisible by design. When things run smoothly, no one notices – but that’s exactly the point. The COO role isn’t necessarily overlooked, but it can sometimes be under-appreciated, where the spotlight gravitates toward innovation and revenue. CEOs and CTOs are seen as visionaries. But behind the scenes, COOs are the builders, turning vision into reality by coordinating people, timelines, budgets, and expectations to keep the business moving without losing momentum or burning out the team.

It’s a role that demands both structure and sensitivity, two qualities many women bring naturally from how they function in daily life. Whether it’s balancing competing priorities, anticipating needs before they’re voiced, or carrying the invisible emotional load that makes teams stronger, women often excel at thinking systematically and incorporating the emotional intelligence that operational leadership requires. It’s not just about getting things done, it’s about creating the environment where people can get things done, and do it sustainably.

And yet, despite how well-suited many women are for these roles, they remain underrepresented in tech leadership. According to a 2024 Women in Tech report by WomenTech Network, women currently hold only 25% of C-level roles in tech, with less than 5% of those held by women of color (WomenTech).

At NexusLeap, operations have played a defining role in nearly every turning point. When we entered the government contracting space, operations laid the groundwork, from registrations and certifications to proposal infrastructure. When we needed to grow quickly, we created recruiting SOPs and refreshed our benefits to scale sustainably. When forecasting became increasingly more important we reworked budgeting systems and launched monthly financial reviews to guide smarter decisions.

And when morale dipped during remote work, we didn’t just talk about culture, we built it, and we continue to sustain it. We introduced regular coworking days, team events, and annual retreats to foster connection and trust. These quiet wins don’t always make headlines, but they’re what keep everything else moving forward.

Advice for Non-Technical Women in Tech

If you’re looking to lead in tech without a technical background, here’s what I’d offer:

• Own Your Expertise. Operations, finance, compliance, and culture aren’t “support functions”, they’re the foundation. Your perspective is essential.
• Learn to Translate. You don’t need to code, but understanding how products are built and maintained helps you collaborate and lead more effectively.
• Take Up Space. Speak up in technical discussions. Ask questions so you can better understand the technical side. Be in the room. Presence builds influence.
• Find Your People. Seek mentors and allies who value the full spectrum of leadership, not just what’s visible on the roadmap or pitch deck.

Looking Forward: Rethinking Representation

If we want to build stronger, more inclusive tech companies, we need to represent and support operational leadership. That means:

• Creating mentorship and peer networks for COOs, Chiefs of Staff, and other behind-the-scenes leaders, especially women.
• Updating job descriptions and recruiting language to actively welcome candidates from diverse, non-technical backgrounds.
• Telling more stories about the people who keep the engine running, because they’re not just behind the scenes, they’re driving the whole thing forward.

In the end, I believe great companies aren’t built on code alone. They’re built on systems, people, and vision.

🚀 At NexusLeap, we believe tech runs on more than code—it runs on people, systems, and vision. Interested in building smarter, more human-centered tech environments? Contact us.

Sources:

WomenTech Network. Women in Tech Statistics 2024. Retrieved from https://www.womentech.net/women-in-tech-stats