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EXPERTISE

LEADERSHIP

In my experience as both a team member and a leader, an empathetic and growth-oriented approach to leadership yields the best results. Learning how to effectively manage and lead others with this approach is a work in progress. However, by learning and practicing how to approach difficult conversations, coach team members on various skills, and pull levers to drive performance, all with empathy and a growth-oriented approach, I have been able to create psychological safety and extremely positive results on the teams that I have led.

 

Qualifications:

  • 11 years of experience in various professional leadership roles

  • Coached and mentored several individuals into management and leadership roles, as well as into top producer individual contributor roles

  • Passion for helping others to build their skills and reach their goals

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DIVERSITY, EQUITY, AND INCLUSION PRACTICES

DEI is an area that many individuals and companies are currently looking to improve, especially in light of the inequalities and inequities that the pandemic has brought to light. We all have unconscious biases that we need to work through to create diverse, equitable, and inclusive spaces, in both our professional and personal life. Throughout the years, I have educated myself on diversity, equity, and inclusion practices and am passionate about translating that knowledge into better experiences for us all. Our differences make us all stronger, and a company's DEI practices can directly impact employee satisfaction, productivity, retention, and the bottom line.

 

Qualifications:

  • Diversity, Equity, and Inclusion Certificate from eCornell

  • Member of the Aquent Diversity Council

  • Co-Chair of the Aquent LGBTQIA+ Employee Resource Group

  • Co-Chair of the Aquent Celebrate Neurodiversity Employee Resource Group

  • Member of the Aquent Diversity Speaker Series Committee

 

RECRUITING AND TALENT DEVELOPMENT

I truly believe that hiring based on an individual's attitude and potential is a stronger strategy than hiring someone based heavily on skills and experience. Everyone has different superpowers that they can contribute to a team. It is the role of the recruiter and hiring manager to start the process of identifying each individual's potential, and the role of the company through talent development to develop that individual's potential and use it to the advantage of the organization. This approach in identifying and developing talent widens the talent pool for every organization and provides increased opportunities for underrepresented groups.

 

Qualifications:

  • 10 years of experience in HR consulting, including recruiting, career pathing, job analysis, succession planning, and metrics

  • 6 years of experience in the staffing industry

 

SALES PROCESS AND EXECUTION

A company's sales process and execution are the sources of revenue for the company and in turn, the company's lifeline. It is important to have an effective sales process in place that incorporates best practices and is user-friendly for both the salesperson and the customer. By using data and KPI metrics to build the framework of the sales process, and then in the human quotient in the process from both the salesperson and customer to determine approach and dialog, we can create sales processes that result in more closed revenue and happier parties on both ends of the sales process.

 

Qualifications:

  • 5 years of experience as a sales leader, including leading top sales teams

  • 12 years of experience in sales roles in various industries, including consulting, technology, and staffing

  • Developed a full 6-week ramp-up plan and training modules for new sales reps within one of my former organizations

  • Conducted dozens of training sessions 

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