As the founder of FutureStreet Careers, LLC, I lead the development and execution of innovative, results-oriented career coaching programs designed to empower professionals at all career stages. I oversee everything from strategic planning to client engagement, ensuring that every program delivers exceptional value and measurable success.My responsibilities include:Program Design & Delivery: Creating and scaling 1:1 coaching, group coaching, and workshops tailored to meet the evolving needs of early-careerists, mid-careerists, and executives.Business Development & Growth Strategy: Implementing targeted growth strategies to expand FutureStreet’s reach while maintaining high-quality services through sustainable pricing models and flexible offerings.Signature Program Development: Launching initiatives such as the ‘Just in Time’ Career Re-Launch Workshop for Engineers and Morning Huddles—focused accountability groups that foster career momentum.Client Engagement & Leadership: Managing strategic relationships with clients and partners, while fostering a collaborative, open company culture that empowers both employees and clients to thrive.Executive Coaching for Transitions: Leading programs like Executives – Career 2.0, helping senior leaders build meaningful, part-time career paths post-retirement.Through FutureStreet, I strive to create career solutions that are flexible, impactful, and accessible—giving every professional the tools they need to take charge of their future.

A boutique, retained executive search and consulting firm for start-ups, small companies & non-profits that are undergoing growth and change. • A strategic partner and trusted adviser to startups and growing businesses helping them build high-performing executive teams. • Expert at assembling high-impact and synchronized leadership teams. Worked closely with marquee VC’s such as Kleiner, Perkins, Caufield and Byers, ONSET Ventures, and others, building executive teams for a select group of their portfolio companies.• Placing over 100 C-Level executives, VP’s and Directors of Engineering, Sales, Marketing, Product, Operations, Business Development, Finance and Support, these carefully crafted teams ultimately ignited growth that created shareholder value for all.• Skilled at evaluating and assessing leadership team alignment. Adept at identifying organizational gaps, opportunities and challenges within the organization that guide the overall search strategy.• An advocate and trainer of behavioral/values-based interviewing techniques. Led numerous start-ups and growth stage companies through the training, development and adoption of behavioral interviewing strategies and processes.

A Boutique, Retained Executive Talent Acquisition Firm focused on recruiting top Sales, Marketing, Technical, Operations and Finance talent for Technology companies in the next-generation communications, big data, analytics and digital media space and B2B companies undergoing growth and change.A trusted partner to all stakeholders while guiding and executing a comprehensive recruitment process in the tireless pursuit of finding and hiring top talent that aligns executive teams with corporate strategy and objectives. Positions include Strategic Hires and Director, VP and C-Level sales, marketing, operations and finance professionals. • In concert with stakeholders, lead organizational assessment to identify organizational gaps and opportunities; develop job descriptions and create the overall search strategy.• Conduct Candidate research and development activities leveraging Internet search strategies such as Boolean query, professional networking, tradeshows, cold calling, etc.• Extensive pre-screening and interviewing of potential prospects to develop a short list of qualified Candidates along with detailed biographies.• Manage the assessment process for each Candidate that includes recommending an interview plan, coaching and conducting any Behavioral Interview training needed and facilitating debriefs.• Continuous communication throughout the process using data to inform and update stakeholders throughout the hiring process.• Guide the offer process working closely with the prospective Candidate and Hiring Manager and/or Compensation Team to create a winning offer package and closing the Candidate.• Support on-boarding efforts including relocation and training.

Drove the vision, strategy and direction that formed a new group chartered with New Product Field Testing for the Internet Products Group (IPG) and later the Intel Architecture Lab (IAL). Hired and led a team of 5+ Sr. Engineers and created processes and KPI’s for new product introduction requirements. Budget: ~$1.7M. Duties and significant accomplishments included:• Transformed Intel’s Internet Product Group’s New Product Release process by successfully collaborating cross-functionally and guiding consensus across two Divisions with marketing, engineering, sales and operations teams.• Championed and implemented the first usage of “Agile” methodologies in Field Trials (weekly releases in most cases) resulting a significant increase in the quality of releases and reduced time to First Customer Ship by > 20 percent.

In this newly created role was chartered with developing and establishing strategic relationships with 12 Telcos to integrate Intel’s ground breaking video conferencing product, ProShare, into their engineering and technical support model. Led a supporting call center team of ~10 technical support engineers. Duties and significant accomplishments included:• Drove the execution of 12 Engineering and Technical Support Agreements with all 12 Telcos in less than a year.• Designed and delivered customized engineering and technical support training for groups of >100 participants in each session for all 12 Telcos nationwide.• Conceived of, drove and facilitated the first ISDN Summit ever with Executive Level participation from all 12 Telcos resulting in an unprecedented adoption and implementation of standardized ISDN provisioning protocols.

Drove the full-cycle recruitment process for the Internet Products Group and the Network Products Group; finding and hiring top engineering and marketing talent. Positions included strategic engineering and marketing hires along with many engineering hiring ramps. Closed and on-boarded an average of ~25 Candidates a month.• Efficiently managed engineering and marketing openings (at all levels) for two Divisions with an average requisition load of ~90 at any given time.• Consulted with stakeholders to develop quarterly hiring plans and develop clear job descriptions and expectations for their groups.• Planned and successfully executed numerous engineering hiring ramps resulting in the on- boarding of 30 – 70 new Intel employees for respective ramps. Recognized for achievement with 13 Divisional Awards and an Intel Achievement Award.