Consulting with organizations and leaders serious about maximizing talent potential.Key clients | ImpactConfidential international startup nonprofit in the music events and social justice space | Organizational Design, Foundational Policies and Systems, Preliminary Talent Engagement, DEIB codification, and Executive CoachingDropout, a cutting-edge media organization producing subscription streaming services and live events | Career Pathing, Employee Engagement, Values Integration, Employee Experience, Performance Management, and Work/Life Harmony

Execore is a community of ideas. We judge the strength of our community by how much we help each other improve our ideas and frameworks on startup leadership. Meaningful relationships are important but our true value comes from the perspectives we gain from each other. Our members are accomplished leaders at successful startups. They’re committed to achieving their professional ambitions and believe that exchanging ideas with other talented people will help them become better leaders.

Datapeople is dedicated to providing organizations with the intelligence they need to make hiring more efficient and fair for everyone. Hundreds of organizations and tens of thousands of users worldwide use the Datapeople platform - and million of job candidates are positively impacted by it each year. As a member of a small group of influential Datapeople customers and subject matter experts on the Datapeople Customer Advisory Board (CAB) I am helping to shape the future of recruiting technology. I guide the Datapeople leadership team to help them better understand how market trends affect the recruiting field and how the product can improve and advance our industry.

VC-backed Series B B2B SaaS workforce management platform helping organizations manage workforces and optimize operational efficiencyBuilt and led a team to achieve 77 hires across all departments with a 90% retention and 91% hiring leader satisfactionCreated and implemented a scalable, systematic talent acquisition approach with leaders who self-professed as “allergic to process.”Built first-ever hiring plan and reporting dashboard to track and measure meaningful data, including innovative measures for Quality of Hire and Talent RatingsOptimized talent tech stack and toolkit, ensuring spend v. impact efficiency and improving cost per hire by 15%Innovated new approaches to job kickoff, job posting, assessment model, and interview processes to ensure consistency, efficiency, and candidate engagementLed the creation and implementation of employer branding by defining and building key strategies, messages, media channels, and collateral and completely redesigning the careers site.

VC-backed Series C B2B SaaS Fintech dual-sided marketplace for crowdfunded commercial real estate investmentsBuilt the team, systems, and processes to support hypergrowth more than doubling headcount in year oneSet and achieved significant, meaningful DEI goals in hiring and retention, including diverse hires for the C-suiteIdentified and introduced tools to increase recruiter efficiency and effectiveness to ultimately deliver a more substantial percentage of “true positive” hires while eliminating bias in sourcing and selectionPlanned workforce staffing needs to hire the right people at the right time in the right areas while providing insights into performance metricsProactive and strategically drove employment branding (content, channel optimization & strategic spending) to magnetize top talent and accelerate inbound qualified interest Originated a Comprehensive Hiring Plan inclusive of TA team support projections and accurate mapping of anticipated new hire start dates to forecast resource needs in collaboration with FP&A, IT, and the extended People Ops teamOwned new hire experience & onboarding through day 30Created an assessment model inclusive of functional excellence, culture harmony, and leadership aptitude to ensure equal assessment: 'what' (skills, knowledge & ability), 'how' (values, team behaviors), & 'growth' (ability to learn & scale)Implemented proactive sourcing, outreach, and (re)engagement of qualified, passive & diverse candidate poolsDefined & documented the talent acquisition process and trained hiring managers and interviewers to be successful

Privately owned boutique executive search B CorporationLed executive search teams, created systems and processes for improving executive search and team development, and exceeded business development targets.Identified and implemented measurable, meaningful success metrics and search health indicatorsCreated and activated employee progression path and development processesDirected teams and searches to provide exceptional client service, transforming clients and candidates into brand ambassadors, achieving 98% client and candidate satisfactionDrove business development with new and current clients to achieve quarterly revenue targetsInnovated successful new products, pricing strategies, alumni engagement, and leadership community programsServed as a representative of the organization at public forums, panels, press interviews, and conferencesGenerated and published meaningful content to raise the profile of the business in target markets

Provided full-service search to clients and direction to search teamsBuilt and sustained exceptional, collaborative partnerships as a trusted advisor to leadership search clientsCreated strong relationships with candidates and market leaders in practice areas to drive proactive networks of candidatesEstablished unified, integrated operations for a professional services delivery modelDeveloped and led search specialists and search advisors as they engaged directly with candidatesMet/exceeded quarterly and annual revenue goals. Tracked sales activities and metrics

Privately owned, family-founded global agribusinessLeveraged business knowledge to create and realize integrated HR strategies supporting business objectives through results-driven policies, programs, and practices.Built strong relationships with internal clients, senior organizational leaders, and functional partnersAligned delivery of all HR services and solutions for global client locations as the liaison between corporate HR and the business clientLed talent acquisition strategy for experienced professional, campus, and internal candidate channels, setting and achieving record performance in diversity and gender-balanced hiringProvided coaching and professional development to the CSD global senior leadership teamDeveloped and implemented a refreshed compensation methodology to reward high performers and achieve a high-performance cultureDrove transformation efforts for Global HR, the Finance Function, and CSD aligned with organizational priorities

Provided strategic leadership and pragmatic involvement in the design, implementation, training, and operation of nimble, agile, aggressively excellent full-cycle recruitmentDeveloped an enterprise approach to core recruitment solutions (programs, policies, and processes, elevating Talent Acquisition business impactChampioned talent management integration across Total Rewards, Workforce Services, Workforce Relations, HR Business Partners, and with critical stakeholders (organization leadership, hiring leaders) to accurately articulate talent acquisition needs and align recruitment strategies to those of the businessDefined and employed metrics and measures of success, established a dashboard and held the team accountable for collective and individual performance

Lead all corporate executive hiring and search partner managementProvided Talent Acquisition consultation for Field Leadership, positioning them to achieve aggressive growth goals

Created and led comprehensive recruitment and assessment processes approaching recruitment holistically from the attraction of high potential passive candidates to cross-functional assessment to cultivationServed as a trusted advisor to Hiring Managers and Executive Leadership to drive the creation and execution of thorough, actionable recruitment plans resulting in exceptional hiresProduced and delivered practical, efficient training on assessment and interviewing Instituted regular reporting on performance-based metrics

McKinsey's Social Sector Practice helps the world’s leading organizations address chronic, complex societal challenges. The Practice draws on the best of McKinsey’s expertise to strengthen clients' ability to deliver meaningful and sustainable change.The Itasca Project is an employer-led civic alliance drawn together by an interest in new and better ways to address Minneapolis/St. Paul regional issues that impact our economic competitiveness and quality of life. Its 50-plus participants are primarily private-sector CEOs. The group also includes a small number of public and nonprofit leaders, including the governor of Minnesota, the mayors of Minneapolis and St. Paul, the chair of the Metropolitan Council, the leaders of the University of Minnesota and MNSCU and leaders of major foundations and the United Way.• Coordinate professional development and connectivity for over 30 mid- and upper-tenure consultants (Engagement Managers and Associate Principals) for the Global Social Sector Office• Manage administration of the Itasca Project (www.theitascaproject.com) a State-wide initiative involving over 70 business and civic leaders including C-level principals and Elected Officials

• Lead Experienced Professional recruiting for the Practice across four specializations via direct search and the management of retained and contingency search relationships• Build new Campus Recruiting effort as a source for early-tenure consumer insights experts• Reporting to distinct, independent and geographically dispersed leadership for each channel

• Develop and implement training on the Financial Advisory Process for veteran field force representatives resulting in increased in group revenue and employee retention• Manage teams and staff for curriculum development, communications, event planning and training delivery• Goal to have at least half of the producers achieve next award level. Result was 66%.

• Create and implement new capability model, performance level definitions, interview tools and processes• Produce and deliver training on new model, techniques and processes for 83 international offices

• Initiated relationships with C-level executives securing their participation in the research effort• Administered and analyzed surveys of participating organizations for knowledge development culminating in the publication of “The War for Talent”, Harvard Business School Press

• Produced international internal training program on high tech issues in financial services • Managed development of training materials, budget, and identification of faculty and students

• Provided administrative support for consulting staff and relief coverage for all other assistants

(Formerly Women's Professional Fastpitch)• Managed administration and office operations for newly developed professional sports league• Sourced, hired and managed administrative employees