Seeking structure, productivity and the ability to make a tangible impact, Vice President of U.S. Account Management Noam Nishry walked into Riskified’s mentorship program with high expectations.
Soon enough, his new mentee, Global Employer Brand Manager Dana Kalishov, met all of them. Nishry immediately sensed her strong intent and he sought ways to help her understand the business side of Riskified more clearly and apply her skills to more areas of the organization.
“I set clear expectations early on that we were going to work, not just chat,” he said. “I gave her structured ‘homework’ assignments between sessions, including reflecting on career goals, deal-breakers and ideal work dynamics.”
All of these efforts culminated in an advantageous mentorship pairing that Kalishov believes reflects the heart of Riskified’s culture — one defined by unwavering support and a genuine commitment to learning.
“From day one, it felt like a low-ego environment where people are engaged and accommodating across levels, helping to nurture a strong mentorship culture,” she said.
Riskified’s mentorship culture has proven to be a professional game-changer for many individuals across the company, including Senior Director of Risk Yoav Rokah. Once he decided to strengthen his skills surrounding commercial understanding and navigating complex organizational dynamics, he asked Vice President of Sales Mike Stepanovich to become his mentor, marking the start of an enriching mentorship pairing that continues to benefit Rokah to this day.
“Thanks to his mentoring, I’ve grown into a more well-rounded leader,” he shared.
Through Riskified’s mentorship program, team members get to build skills that will help them reach long-term career goals and contribute to the formation of impactful initiatives, all while leaning on the support of someone who is dedicated to seeing them succeed.
“It helps individuals feel seen, supported and connected to the organization in a deeper way,” Nishry said. “It also gives them the space to reflect on where they can have the most impact, often in places the company needs it most.”
For these four individuals, Riskified’s mentorship program has unlocked newfound professional possibilities, empowering each of them to help shape the success of the company — and the people who make its success possible.
About Riskified
Riskified’s AI-powered platform is designed to help e-commerce brands protect themselves against chargebacks, mitigate fraud and policy abuse, and improve customer retention.
How did you build your relationship with your mentor or mentee?
Nishry: We started with open introductions and career journeys, but it deepened quickly because Dana came prepared, curious and committed to her growth. I set clear expectations early on that we were going to work, not just chat. I gave her structured ‘homework’ assignments between sessions, including reflecting on career goals, deal-breakers and ideal work dynamics. These exercises weren’t just for discussions. Instead, they helped Dana be more intentional and precise in what she wanted and allowed us to have focused, productive sessions. Her reflections sparked deep conversations and gave us a shared language to explore career direction and next steps. Over time, it became a collaborative space where we exchanged ideas freely and iterated on her plans together.
Kalishov: Our first meeting was a comprehensive introduction, where we each shared our backgrounds, career paths and professional visions. It was surprising and inspiring to discover how much we had in common, despite coming from vastly different backgrounds and domains within the company, including Noam’s extensive journey across various tech organizations. I gained invaluable insights from him during each session. It was evident that Noam dedicated time to prepare for each session, ensuring he could provide the best possible assistance, mentorship and support.
What benefits, successes or milestones have you experienced thanks to the mentoring relationship?
Nishry: It’s been incredibly rewarding to watch Dana develop a clearer sense of what energizes her and take action on it. One great example is the “mini internship” she initiated to gain exposure to client-facing work. She campaigned for this idea with our chief marketing officer and other marketing leaders, aligned it with broader company goals and got buy-in to move it forward. I helped her with the messaging in her pitch, advised her on how to frame it in a way that resonates with senior marketing stakeholders and highlighted how this could create value for our existing client base, for which I’m responsible. The project aligned with her growth and strategic goals and is a great example of her creating her own opportunity.
Kalishov: Thanks to Noam, I’ve gained significant insight into the broader business side of our operations and learned more about our merchants. In my daily work, I focus on global employer branding, communicating our brand internally and externally, spotlighting employees and building partnerships within the ecosystem. Noam, as a highly talented vice president of account management in the United States with deep experience in scaling teams, driving revenue growth and fostering strategic client partnerships, offered endless insights from his unique perspective. This mentorship, combined with the support from my manager and senior vice president of HR, directly led to the development of a “mini internship” project within Riskfied’s marketing department.
How did Riskified support and empower you through the mentoring relationship? What does mentorship culture look like in the rest of the organization?
Nishry: Riskified’s culture of learning and collaboration made this relationship possible. The mentorship program is helpful, but what really makes it work is the people — how willing they are to support one another across departments and geographies. I also believe programs like this play a big role in retaining talent. When employees feel heard by leaders, when they see that someone in a senior role is invested in their growth, it makes them more connected to the company and more likely to stay and find new ways to contribute.
“The mentorship program is helpful, but what really makes it work is the people — how willing they are to support one another across departments and geographies.”
Kalishov: Riskified was incredibly supportive throughout this entire mentorship experience. In general, Riskified fosters an exceptional culture where talented and intelligent individuals genuinely enjoy supporting each other’s growth. This collaborative spirit is evident across the organization; when you reach out to any employee, whether via Slack or email, people are consistently willing to help or direct you to the right person. From day one, it felt like a low-ego environment where team members are engaged and accommodating across levels, helping to nurture a strong mentorship culture.
What advice would you give to professionals hoping to develop a relationship with a mentor or mentee?
Nishry: Be invested in the process. Come with curiosity, openness and a willingness to be challenged. Don’t be afraid to ask hard questions or to show vulnerability — this is meant to be a safe space for honest conversation, not a performative program. The best relationships are the ones where both sides can be honest and growth-oriented. Have objectives or use the mentorship to help shape them. But don’t just show up and “shoot the breeze.” Be intentional about how you use each other’s time.
“Come with curiosity, openness and a willingness to be challenged.”
Kalishov: My advice to professionals is to simply go for it. Don’t be afraid to ask a colleague to help connect you with someone, or simply initiate an introduction yourself. Be brave; the worst-case scenario is a polite “no.” Beyond formal programs, I strongly believe in scheduling regular “coffee dates” with colleagues, industry professionals or anyone whose work you’re curious and passionate about. Having a few of these meetings on your calendar each month can significantly push and support your career growth and challenge your perspectives.
How did you build your relationship with your mentor or mentee?
Rokah: Going into the first meeting, I wasn’t exactly sure what to expect. But the conversation flowed naturally, and it quickly became clear that we had a strong foundation for open, thoughtful dialogue. From there, our relationship deepened as we continued meeting regularly and discussing real challenges and reflections from day-to-day work. Over time, it evolved into a trusted space for perspective, feedback and growth.
Stepanovich: Our relationship deepened through regular, consistent meetings. We made sure to allocate time for both getting to know each other personally, fostering trust and rapport, as well as discussing recent or upcoming professional events. This allowed us to keep our sessions highly applicable and useful.
Beyond broad concepts, we often bounced between high-level strategic discussions and then dove into specific challenges Yoav wanted to address. This allowed us to illustrate points with real-world examples and reflect together on how different approaches could yield better outcomes. I genuinely enjoyed our conversations and the opportunity to help Yoav tackle diverse challenges.
What benefits, successes or milestones have you experienced thanks to the mentoring relationship? How has your relationship helped your career or personal development?
Rokah: Thanks to his mentoring, I’ve grown into a more well-rounded leader. Applying some of Mike’s advice helped me navigate several complex situations with more confidence and clarity. Whether it was adjusting my approach in a difficult conversation or framing strategic decisions with a broader lens, I’ve seen tangible outcomes — both in results and in the way I show up as a leader. The mentorship also reinforced the importance of staying open and curious and being willing to evolve.
Stepanovich: Yoav and I have joined forces to help drive a new innovation he has been working on. We are applying many of the methods we discussed to help move it forward with senior management.
How did Riskified support and empower you through the mentoring relationship? What does mentorship culture look like in the rest of the organization?
Rokah: Riskified has been incredibly supportive throughout this process. I appreciate being part of a company that encourages curiosity and invests in professional growth. From day one, I’ve felt empowered to pursue development opportunities like this one, and I don’t take that for granted. There’s a growing culture of mentorship at Riskified — both formal and informal — and I believe it’s a key part of how we nurture leadership and collaboration across the organization.
Stepanovich: The program provides training for mentors, outlining our role, core skills and recommended meeting structures. There is also a mentor community that connects via Slack and scheduled check-ins where mentors can learn from each other, brainstorm ideas, and discuss challenges. Additionally, mentors are provided with resources and tools to support our relationships when needed. Beyond the formal program, Riskified genuinely fosters a culture of mutual support and knowledge-sharing. Employees at all levels are encouraged to proactively connect, share expertise, and offer guidance, making informal mentorship a natural part of our daily interactions.
“Employees at all levels are encouraged to proactively connect, share expertise, and offer guidance, making informal mentorship a natural part of our daily interactions.”
What advice would you give to professionals hoping to develop a relationship with a mentor or mentee?
Rokah: If you see someone you believe you can learn from, reach out. Don’t overthink it. Just ask. Most people are open to sharing what they’ve learned, and those conversations can evolve into something meaningful. It doesn’t have to be formal. Start with curiosity, be clear about what you hope to learn, and let the relationship grow. The most valuable mentoring experiences often begin with a simple, honest question.
“The most valuable mentoring experiences often begin with a simple, honest question.”
Stepanovich: Mentees should seek out leaders they admire and simply ask them. They would be surprised at how often the person would say yes. If they keep the time commitment moderate to start, the mentor will likely make more time in their schedule as the relationship develops.
