Angela Bond Email and Phone Number

Founded Unified Impact, a boutique consulting and executive coaching firm that provides creative, people-first, strategic solutions for school organizations, nonprofits, and social venture companies. We’ve supported clients with strategic planning and execution, organizational effectiveness audits with tailored solutions, talent strategy, compensation study and design, succession planning, customized leadership development workshops, executive coaching, executive retreat design and facilitation, and more. - Built a thriving community of practice for Chiefs of Staff/Strategy, growing it from 6 to 60 members in 3 years with 100% agreement on leadership capability development- Trained 280+ leaders, developing technical and adaptive skills for prioritization, accountability + progress monitoring, performance management, DEI, and more.- Designed and led 6-month leadership development cohorts, focused on building leaders' technical and adaptive skills, training 80+ K12 leaders to date, with a 100% recommendation rate---- Strategic Planning for Transformational Change focuses on change management, executive pairs bring a mission-critical problem and leave with a story and plan for execution, receiving coaching and support for maximum impact---- Leading Annual Planning for Impact, is designed for Chiefs of Staff/Strategy leading strategic and annual planning for their organization, it equips them with the tools and resources necessary to lead an inclusive process that evaluates the current state, connects the dots, prioritizes, how to set targets for accountability, and communicate a strategy to achieve mission-critical goals.

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As Chief Strategy Officer, I led KIPP Metro Atlanta Schools strategic planning process, engaging the community to develop the organization’s long-term strategic plan. I advised the CEO and coached leaders to support execution by identifying risks and barriers to successful implementation, bridging team gaps, and leading pd to strengthen leaders’ skills. I also served as interim Chief as needed, founding and leading functions in Academics, Advancement, Finance, and Operations. During this time, my team accomplished the following:- Led an operating model project to set strategic enrollment targets with aligned staffing models to ensure financial sustainability. As a result of this project, my team:-- Evaluated local and national landscape to develop strategy for student recruitment and retention and identify staffing model innovations -- Led executive team through financial model work, identifying over $10M in potential tradeoffs while developing an ESSER spend-down plan -- Took over day-to-day operations of enrollment, closing a multi-million-dollar gap in the first six weeks- Leveraged equity-by-design principles to develop strategic and annual plans; facilitated focus groups and one-on-one conversations; and executed an organizational diagnostic to hear from over 7,000 community members, centering our community voices in decision-making- Established alignment for progress monitoring, tracking both quantitative and qualitative metrics - Developed a 2025 scorecard to monitor progress towards impact goals, which helped facilitate quarterly retreats with 100% of leaders agreeing “retreats are a good use of time” and “focused on scholar impact”- Designed and implemented a weekly data report and accompanying meeting protocol to monitor key inputs aligned with organizational priorities - Hosted a series of interactive Community Town Halls to share the strategic plan and monitor progress

As Chief of Staff I drove KIPP Metro Atlanta Schools annual strategic planning process and execution, working closely with the Board of Directors, and served as a critical though partner to the Executive Director. In this role, I focused on organizational effectiveness. I designed and hosted key meetings and quarterly retreats, and ensured a coordinated approach to the effective learning and development of our network support team members. I connected the dots for our team and brought cross-functional projects to life, managed critical decision-making processes, and ensured effective internal communication so that the key activities of the organization were well organized and information cascaded appropriately to all stakeholders.I managed the leaders for data strategy, talent and scholar support services.During this time we implemented an annual planning process for all functions, which included developing a regional dashboard with key performance indicators and incorporated the equityXdesign framework. As a result, we saw an increase in the following staff survey questions:o “Regional leaders articulate a clear overarching vision that drives goals, priorities, and decision making” increased from 59% to 82%.o “My region pushes schools to focus on the right levers to improve student outcomes” increased from 65% to 89%.o “Teachers and staff at my school discuss how our own identities influence the way we interact with students” increased from 68% to 86%.I also led the creation of an arc of the year calendar to codify core work and data review cycles for each month by functional area. This enabled our teams to work better across departments, and we saw an increase from 47% to 87% on our staff survey question “Our regional office collaborates well cross teams.”

As Managing Director of Talent, I led the strategic, managerial, and organizational work necessary to attract, develop, motivate and retain top talent to KIPP Metro Atlanta Schools. In this position I oversaw all aspects of recruitment, selection, onboarding, performance management, talent development. During this time I developed a Teacher Residency program in partnership with Atlanta Public Schools. Under my leadership team we redesigned our regional values and created a performance management system focused on coaching and development for all roles. We designed a regional compensation philosophy aligned with our values which included creating a teacher salary scale and a transparent salary structure for all roles across the organization, formalized a workforce planning process, standardized staffing models across our schools, and implemented a succession planning and annual talent review process. Implementing these strategies led to an increased bench depth for school and regional leadership roles and increased teacher retention from 68% to 78%.

As Director of Talent I created a data-driven regional recruitment and selection processes for teacher and leader positions; increased the interview-to-offer ratio from 32% to 70% as needs increased from 32 to 104 positions over five years while increasing candidate to vacancy ratio to 3:1 at final interview stage. My team exceeded our annual goal of filling 95% of positions prior to the start of the new school year and increased teacher retention by supporting school leadership teams in creating comprehensive retention strategies and supporting the design and execution of teacher well-being initiatives region wide.During this time, I led multiple professional development sessions annually, both regionally and nationally, with up to 75 participants, on topics such as “Leading Effective Stay Conversations” and “Interview Best Practices”; sessions received 90% and above satisfaction ratings.In this role I redesigned the teacher exit interview process, which increased the number of staff who completed an exit interview from 20% to 88%; providing key data to drive decision making. I supported other charters by serving as a thought partner while they worked to develop or refine their centralized recruitment and selection process and led an Action Team focused on national recruitment strategies for the KIPP Foundation and piloted a centralized event initiative.

As KIPP Metro Atlanta's founding Recruiter, I developed a regional recruitment and selection strategy. I managed the full recruitment cycle from sourcing to selection and matriculation, reducing school leader’s time commitment while increasing the quality of new hires. Analyzed quantitative and qualitative data sets to create and revise annual recruitment plan, allowing iterative improvements in new hire quality and recruiter efficiency. Collaborated with school leaders to set short- and long-term recruitment goals, then assessed and reported to regional leadership on successful completion of all goals.During this time I hired 46 teachers for the 2011-12 school year and 73 for the 2012-13 school year, meeting all benchmark goals both years by developing a communication strategy and accompanying social media marketing plan, which increased the number of recruiting event attendees and applicants who indicated social media as a primary source. Created and managed a variety of cultivation efforts: founding a summer intern program, facilitated an annual Professional Development Cohort, coordinated Excellent School Visit Days with partner organizations, hosted Prospective Teacher Open House events.I also served on a team to help design KIPP Careers, a new applicant tracking system for the national KIPP network, with four other regional recruiters, which created a system for regions to collaborate and share candidates efficiently