Coupa
Coupa Career Growth & Development
Frequently Asked Questions
Career growth is such a personal and important part of our experience at Coupa — and it’s something we’re focused on supporting in a more intentional way.
From a company perspective, we’re working to increase visibility into open leadership roles, ensure managers are having ongoing career conversations, and provide development programs that build both technical and leadership skills.
But we also believe that each of us plays an active role in shaping our own path. Here are a few ways we encourage everyone to take ownership of their growth:
- Take control of your development. Don’t wait for your manager to initiate the conversation — bring your goals forward and share what success looks like for you.
- Schedule dedicated career discussions with your supporting manager. Talk about where you want to go and what experiences or skills you need to get there.
- Create a development plan that maps out your next steps — whether it’s a stretch project, mentorship, or cross-functional learning.
- Leverage available resources, like LinkedIn Learning, leadership workshops, and peer networks to strengthen your skills and broaden your perspective.
- Set milestones and celebrate progress. Growth isn’t always about a promotion — it’s about continuous learning and making measurable progress over time.
Coupa Career Development Highlights
- Career Development Programs
- Drive Your Career: Hybrid e-learning + workshop program, primarily targeting early-career employees.
- Star Talent Program: Focused development for high-potential employees.
- Aspiring & New Managers Program: Specialized offerings to support leadership growth.
- Each program combines self-paced learning with instructor-led workshops.
- Virtual Career Coach
- New digital feature to guide employees in exploring career paths and setting goals.
- Learning & Development Resources
- Access to LinkedIn Learning and other e-learning platforms.
- Workshops and structured programs designed for different employee groups.
- Leadership & Growth Focus
- Programs emphasize leadership pathways, manager enablement, and structured growth opportunities.
- Encourages employees to own their career development by setting milestones and leveraging available resources.
Our 2025 Together Mentoring program launched with 100 mentees hand-selected based on talent assessment results. This is a six-month program, meeting once per month between mentor and mentee, which includes guided discussion questions to support a learning curriculum for everyone, as well as short feedback opportunities after each meeting.
Coupa Employee Perspectives
Describe your career journey so far. What skills and experiences have you acquired along the way that have helped you get to where you are now?
The economic downturn in 2008 forced my career to take an unexpected turn. I had to quickly pivot from my profession, earning new certifications and acquiring a wide range of skills to qualify for a different field. While this change was frustrating and intimidating, I was fortunate to have a strong foundation of underlying skills that made the transition possible.
With the support of mentors and friends, I learned to be more adaptable and flexible. This experience taught me the importance of enhancing my soft skills and focusing on building relationships, which are now key assets in my career.
What support did you receive from individuals or resources that helped you step into a leadership role?
I’ve had the privilege of working with and for some incredible leaders, both women and men, throughout my career. They taught me the importance of building strong relationships and focusing on my soft skills, which have been invaluable throughout my professional journey.
These leaders also equipped me with the tools and knowledge to become a great people manager and mentor. By partnering with my teams and creating a safe space for them to learn and grow, I’ve empowered them to manage up and provide valuable input that contributes to our collective success.
How do you encourage other women on your team to become leaders themselves? Are there any stories you can share that showcase how you’ve done this?
Encouraging other women to become leaders is a crucial part of building a strong, inclusive and thriving workplace.
I’ve found that one of the most effective ways to do this is by acting as both a mentor and a sponsor. As a mentor, I provide advice, guidance and support while actively advocating for other women on my team.
A key part of this is helping them build a professional network. Networking is vital for career advancement, but building meaningful connections can be challenging. As a leader, I try to help by making introductions and creating opportunities for them to connect with senior leaders and peers they otherwise might not meet.
