Kundra Notes – Episode 2: What No One Tells You About Coming Back
Real talk, research, and reflections — from the podcast shaping our product.
🎙️ Episode 2 — From Top 1% Sales Rep to New Mom: What No One Tells You About Coming Back
Vanessa Gschwandtner had built a career at some of the world’s top tech companies — LinkedIn, Slack, and now Glean. But after maternity leave, the confidence and structure that had supported her success disappeared.
In this episode, Vanessa opens up about what really happens when a high performer returns to work as a new mother — and why our systems still don’t make space for that transition.
⏱️ Episode Shownotes
00:00 Introduction to Vanessa Gschwandtner and Her Journey
01:24 Career Path and Transition to Glean
02:55 Experiences at Slack and Maternity Leave Challenges
05:54 Returning to Work and Struggles with Confidence
10:13 Balancing Motherhood and Career
16:43 Navigating Work-Life Balance and Gender Inequality
36:30 Long-Term Career Reflections and Advice
42:19 Conclusion and Final Thoughts
🎧 Listen to the episode on Spotify or Apple Podcast
💡 3 Takeaways That Stay With Us
1. You don’t come back the same — and that’s not a bad thing.
Vanessa speaks openly about the identity shift after becoming a mother — and how hard it is to reintegrate when the system expects you to pick up exactly where you left off.
2. Confidence loss after leave is real — and rarely acknowledged.
Even top performers can feel unsure of themselves post-maternity. Returning shouldn’t be a solo act. Support matters more than ever.
3. Recognition is uneven — and so is the cost.
There’s still a silent expectation that parents “figure it out” behind the scenes. And when they do, few notice. But if they don’t? Everyone will.
🔖 Quote from the Episode
"I think the biggest inequality stems from the fact that not everyone understands how much of a toll childcare takes on you... you're constantly problem-solving."
— Vanessa Gschwandtner, Episode 2
📎 HR Toolkit: 10 Tactical Tips to Improve Parental Leave Strategy
Inspired by this episode, we’ve pulled together 10 tactical actions that HR, People teams, and culture leaders can implement right now to create more equitable parental experiences.
🏛️ Policy & Structure
Offer a ramp quota, not full quota, post-leave
Create structured reboarding, not just a welcome back
Make parental benefits transparent during the hiring process
🤝 Support & Community
Pair returning parents with ‘experienced parent’ mentors
Train managers on how to support transitions back from leave
Normalize talking about childcare — it’s not a weakness, it’s real life
🌱 Culture & Recognition
Publicly acknowledge parental effort, not just output
Celebrate presence at off-hours events (not just absence)
Audit promotion and performance frameworks for unspoken bias
Let parents define what “balance” means — don’t assume
📌 Save this list. Share it with your team. Use it to ask:
How does our workplace show up for parents — really?
🔧 Help Shape What’s Next
We're in active discovery and prototyping, and currently inviting collaborators, testers, and forward-thinking leaders to help shape what comes next.
The companies that will lead tomorrow are building equity into their foundations today.
Join us in creating the tools they’ll rely on.
💬 Just hit reply and introduce yourself — we’d love to talk.
🤝 Stay Connected
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Thanks for being here.
— Theresa