July 30th, 2024 – We are thrilled to announce Craig Fisher has been appointed as the new Chief Marketing Officer (CMO) at Cnect, a leader in innovative recruiting software solutions. With a profound background in marketing and recruiting technology, Craig is set to enhance how we connect organizations with top talent, focusing particularly on on-campus recruiting and hourly hiring.
Michael Nadeau, CEO of Cnect, shared his excitement about this strategic addition to the team: “We are eager to integrate Craig’s extensive experience with our vision at Cnect. His innovative approach to marketing and deep understanding of the recruiting technology landscape aligns perfectly with our mission. We are confident his leadership will significantly contribute to our growth and evolution.”
Andre Boulais, Chief Revenue Officer of Cnect, remarked on Craig’s long-standing influence in the industry: “I have known Craig Fisher for over a decade, initially as a strategic partner and later as a friend and mentor. His insights into marketing strategy and recruitment are unmatched. Craig’s appointment is pivotal as we aim to extend our market reach and enhance our innovative product offerings. His expertise will undoubtedly elevate Cnect’s market presence.”
Craig Fisher, reflecting on his new role, stated: “Joining Cnect at such a transformative time is exhilarating. The recruitment industry is evolving rapidly, and I believe Cnect is uniquely positioned to lead this change. We are set to redefine how campus recruiting and hourly hiring are conducted, making significant advancements in the efficiency and effectiveness of these processes.”
Key Contributions and Vision
Craig brings over two decades of experience to Cnect. Known for his role as the founder of TalentNet Media and his pivotal marketing leadership at global firms, Craig has consistently driven growth and innovation. His strategies in digital branding and talent acquisition have been recognized as industry standards globally.
As CMO, Craig will oversee all marketing initiatives at Cnect, focusing on brand development and strategic market penetration. His role will be crucial in ensuring that Cnect’s solutions meet the evolving needs of modern employers and job seekers.
About Cnect
Cnect stands at the forefront of the recruitment software industry, providing robust solutions that streamline the hiring process from start to finish. Our mission is to empower both employers and job seekers by fostering efficient, meaningful connections.
For more information on how Cnect is transforming the hiring landscape, or to view the full announcement, please visit our website.
Navigating Job Openings in a Cooling US Labor Market
Michael Nadeau
The number of job openings in the U.S. has notably decreased, reaching a low not seen in over three years. April witnessed a dip to 8.1 million job openings, marking a significant shift from the record highs of 2022. This decline is not just a statistic; it’s an indication of a broader economic cooldown affecting various sectors.
Understanding the Drop in Job Openings
From the bustling peaks of 12 million openings last year to the current 8.1 million, the U.S. labor market reflects changes influenced by multiple economic factors. While still above pre-pandemic levels—approximately 7 million—this decrease might signal a new phase for job seekers and employers alike.
The Role of Cnect in Today’s Labor Market
In this evolving landscape, Cnect stands out by offering robust solutions through its new hiring software. As an advanced application tracking system, Cnect doesn’t just track job openings; it revolutionizes the recruitment process. By integrating smart technology, Cnect helps connect employers with the most suitable candidates efficiently, addressing the challenges highlighted by the current market trends.
Job Openings vs. Job Fulfillment
While the count of open positions provides insight, the real story is often in the details—how many of these openings lead to actual hires. In April, hiring slightly increased, indicating a dynamic still at play in the labor market. Cnect’s platform ensures that these transitions from openings to hires are not only smooth but also swift, leveraging data-driven approaches to enhance the recruitment lifecycle.
The Impact on the US Labor Market
Despite the reduction in openings, the demand for labor remains healthy, albeit less feverish than in recent years. This scenario presents an opportunity for companies to refine their hiring strategies, focusing on quality and fit, which is where Cnect’s capabilities shine.
Looking Ahead: Job Openings and Economic Indicators
As we navigate through these changes, the insights provided by tools like Cnect are invaluable. They allow companies to adapt to the shifting ratios of job openings per unemployed worker, which currently stands at 1.24, a significant decrease from previous years. This metric, closely monitored by Federal Reserve officials, is crucial for understanding labor market health and its implications for inflation and economic policy.
Final Thoughts
The current state of job openings in the U.S. is a mixed signal—challenging yet ripe with opportunities. For businesses, this means adapting to a more competitive environment where efficient hiring solutions like Cnect can provide a critical edge. For job seekers, it emphasizes the importance of being visible and well-represented in digital arenas where new-age recruitment tools are increasingly prevalent.
In conclusion, whether you’re a hiring manager or a job seeker, understanding these trends and utilizing sophisticated tools like Cnect can help navigate the complexities of today’s job market more effectively.
Three Lessons in Leadership Learned from Coaching Youth Rugby
Andre Boulais
This past weekend we finished an incredible Spring season of youth rugby where I had the opportunity to coach my son along with 40+ other kids. Having one of the most successful seasons in years was due in huge part to the kids’ willingness to learn new things, trust their teammates, and play with total joy. At the celebration banquet, I started to see some of the same lessons learned on the pitch that applied to building a successful team and organization. Here are three that stood out. Here are some of the lessons in leadership I’ve observed throughout the season.
Recruit Like Your Job Depends on It
Last Fall I wrote some of the lessons learned from coaching my son’s 4th grade football team (and then the overall All-Star team). Out of every issue of my newsletter, the one that is the most-read (and months later still heavily read) was the edition focused on that football team and the, “Secret to Your Team’s Success“.
My son likes football but he LOVES rugby so it was only fitting he spent the better part of last year’s Fall Football season constantly recruiting his teammates and friends to come out for Spring Rugby. He tried every pitch and sure enough several of his All-Star teammates came out for their first every rugby season and boy did it make a difference.
It made me think about the importance of recruiting high-caliber employees is to the success of every company and how it can never be solely on the shoulders of HR. In my years leading and building strategy with 1,000 of global recruiting teams, the most successful companies I’ve been around have employees at every level actively engaging and recruiting their next wave of future hires. I’ve seen it done via social media, employee referral programs and even making it part of onboarding along with several additional creative ways along the way.
Net, net, great people know great people, and the more you can engage your employee base to actively recruit the better pool of talent you’ll have to choose from.
2. Create a Team Environment Where Everyone Contributes
My son and the team started off their season on a tear, scoring like crazy and going undefeated. Here’s the problem. He was the only person scoring and he wasn’t passing the ball to his teammates. Often when leading teams, we have our, “star players” who can dominate the group and command the majority of the attention. While that’s often good for the bottom line I’ve seen time and time again where other teammates don’t feel as involved. Worse yet, without being given the chance to shine, this can damage the overall morale of the group.
So, I got creative. I put my son in a position where he had to pass the ball to a teammate before he could get the ball back and run. He wasn’t a fan initially but soon, the entire team was contributing (and scoring) and the level of fun increased tremendously. The team kept winning AND playing at a higher level than before. Now, instead of just him, his teammates were also getting awarded, “Player of the Match” and the team started to play with real joy.
One easy way I’ve handed this throughout my career is to ask a dominant personality (and contributor) to spend a key team meeting in silence and to type encouragement to their teammates supporting their suggestions. This role reversal allows quieter voices the space and opportunity to share an idea they may have been waiting to voice and gives perspective to that dominant team member. How have you handled the same situation?
3. A Leader’s Greatest Responsibility: Create the Next Generation of Leaders
One of the best pieces of advice I ever received from a mentor centered around the measure of a true leader was the ability to cultivate the next generation of leaders. I’ve been fortunate to be part of hyper-growth companies throughout my career and one key factor has been the environments where best practices were taught at every level.
For whatever reason when companies reach a certain size or most often after they’ve been acquired, I’ve seen leaders start to withhold their knowledge from their direct reports. This can be for several reasons. Job security (especially after an acquisition) is a big one. But the reality is, as leaders, we’ve gained a tremendous amount of knowledge to be in the positions we hold.
I recently had a senior leader who’s worked with me across multiple companies be assigned a high-level project to help us scale for our rapid growth. He’d seen me lead the same project for two larger software companies in the past and had been part of the process. I let him know I was available for help if needed but it was his project to own and deliver. And you know what? He crushed it. I can’t tell you how incredible it was to see him complete and share with senior leadership. I even learned a few new wrinkles he’d added. To me, a leader is only as good as the next generation of leaders he/she creates (and now I need him to pass that knowledge down to his team.).
In closing, coaching my son this past Spring helped me realize there’s a lot to be learned about leadership on the rugby pitch. The same as when we coach our kids’ teams, our role as company leaders is to coach our teams to be the best version of themselves and to create an environment where everyone can shine. Who knows your company’s next great leader may be waiting for their chance to contribute on your next team call. As you find yourself on the soccer fields, baseball diamonds, and even rugby pitches this Summer, enjoy the moments and think about what lessons you’re seeing in action that could drive future success to your company’s team.
Thanks for reading, liking, commenting on this post, and sharing with anyone in your network you think would enjoy this quick read. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals and I’m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.
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PS: For everyone that wants to see more of Cnect please take 10 seconds and follow us on LinkedIn here; you can also set up a demo and see more of the Cnect platform click here or reach out to me directly.
Bonus: Your Team’s Success is Part of a Larger Company Success Story
My son’s team was one of four for the 2nd to 4th-grade level. At our rugby banquet, we celebrated not only all four of those teams to our group’s success but also the other age brackets (5th/6th grade; Boys and Girls Middle School teams). Throughout the banquet, the steady message is that every team grew and contributed to the group’s overall success.
This got me thinking about how important perspective is amongst our teams. So often it’s easy to be siloed. As someone who’s led a variety of teams and currently lead Sales, Customer Success, and Marketing, it’s easy to get into the mentality of “our team is doing X” and we forget the larger, “we as a company are collectively accomplishing Y”. One way I’ve counteracted this throughout my career is to make part of our 1:1s to give kudos for a teammate but also a member of another team/division.
Navigating Authenticity In Job Recruitment For Teens
Michael de los Reyes
Navigating the New Frontier: Balancing AI and Authenticity in Job Recruitment
As the job market rapidly evolves, today’s teenagers face a daunting challenge—mastering the blend of technology and traditional skills in their quest for employment. This transformation is underscored by my personal experience as a parent in Talent Acquisition (TA), helping my 15-year-old daughter prepare for her first job application. In this blog, we’ll delve into how teens can use digital tools like Cnect alongside essential people skills to not just compete, but truly stand out while navigating job recruitment.
A Parent’s Perspective: Bringing Real-Life Experiences to the Digital Age
When my daughter came home eager to apply for her first job, it quickly became apparent that, despite my professional background, I had overlooked preparing her for this crucial step. We sat down and discussed her experience as a babysitter, highlighting how she was essentially self-employed, which is a valuable professional experience in itself.
Realizing she needed more than just a paper resume, we turned to Cnect. The platform allowed her to create a comprehensive digital profile, including a video introduction that showcased her personality and professionalism. Cnect also enabled us to export her profile into a well-formatted PDF resume, ensuring she had both digital and paper copies. This approach not only prepared her with the tools to stand out but also gave her the confidence to present herself authentically and effectively.
Utilizing Cnect for a Digital Introduction
Cnect played a pivotal role in my daughter’s job application process. By allowing her to create a digital introduction, she could convey her enthusiasm and interpersonal skills directly to potential employers. This digital footprint, coupled with tangible examples of her babysitting responsibilities, positioned her uniquely among other candidates who might only submit traditional resumes.
Balancing Tech-Savviness with People Skills
Soft skills like communication, teamwork, and adaptability are often decisive factors in hiring. We ensured that my daughter was not only prepared technically but also ready to demonstrate these skills. We discussed potential interview questions, practiced responses, and emphasized the importance of being genuine and approachable in her interactions.
Staying Authentic
Authenticity can be a differentiator in a sea of AI-optimized applications. We focused on ensuring her digital resume accurately reflected her skills and personality. This authenticity helps build trust with potential employers and demonstrates a candidate’s fit for their team culture.
Final Thoughts
Helping my daughter prepare for her job application was a learning curve for both of us, underscoring the importance of integrating technology with genuine personal interactions. For teens entering the workforce, mastering both AI tools and interpersonal skills is crucial. Platforms like Cnect can enhance their applications, but ultimately, their authenticity and ability to connect with others will distinguish them in any recruitment process.
As we continue to navigate this blended landscape of digital and traditional job hunting, encouraging ongoing skill development and self-awareness will equip teens not only to meet the demands of potential employers but also to forge meaningful career paths.
Revolutionize Hiring with Cnect: The Ultimate Hiring Software
Michael Nadeau
Are you tired of feeling like just another name on a resume? Look no further. Layla Wilkerson shares her journey of how Cnect’s revolutionary hiring software transformed her job search experience, helping her land her dream job.
Before discovering Cnect, Layla faced the all-too-familiar struggle of applying to countless jobs with little personal connection. Companies only scratched the surface of who she was, basing their decisions solely on her accomplishments. But with Cnect’s digital profile feature, Layla found a game-changer. Instead of a traditional resume, she could showcase her personality, strengths, and aspirations in a way that resonated with potential employers.
The shift to digital profiles made Layla’s job search feel more comfortable and authentic. Companies could now see and hear her speak, gaining a deeper understanding of who she was beyond her qualifications. The hiring process became smoother as well. Companies could watch Layla’s video introduction, ask additional questions, and engage in direct messaging all within the Cnect platform. This streamlined communication allowed for a more thorough evaluation before the interview even took place.
Layla’s advice to fellow job seekers is simple: don’t wait. Create your digital profile on Cnect today and unlock new opportunities to find your dream job. And for businesses still relying on outdated methods, Layla urges them to make the switch to Cnect. With features that facilitate face-to-face interactions and deeper insights into candidates, Cnect is the key to finding the perfect fit for your company culture.
In conclusion, Cnect’s hiring software isn’t just about filling positions—it’s about making meaningful connections that lead to successful hires. Join Layla and countless others in embracing the future of hiring with Cnect.
We are thrilled to announce that Kevin Walters, Founder of Diversity Chef and esteemed member of the Forbes HR Council, has joined Cnect as our latest advisory board member!
In a recent interview, Kevin shared invaluable insights into talent acquisition and executive leadership. One key lesson he emphasized was the importance of staying hungry, taking risks, and being adaptable in talent acquisition management. His extensive experience in partnering with clients and delivering tangible solutions at companies like Entelo/SilkRoad has equipped him with unique expertise that will undoubtedly benefit Cnect and our clients.
Looking ahead to 2024, Kevin highlighted positive trends in talent acquisition, such as the integration of AI into data analytics and talent management. However, he also identified challenges, including the need for organizations to improve their skills in AI-driven technologies and address biased recruitment processes.
When asked about Cnect, Kevin praised our platform for its candidate engagement capabilities and personalized candidate experience. He emphasized the importance of seamless, efficient, and results-driven hiring platforms, qualities that Cnect excels at providing for both employers and applicants.
Currently, Kevin is seeking skilled and experienced chefs with a deep understanding of cuisine that reflects their unique heritage and background for his company, Diversity Chef. If you’re interested or have any questions, feel free to reach out to Kevin at [email protected] or visit his website at https://topdeiconsulting.com/.
We are incredibly excited to welcome Kevin Walters to the Cnect family and look forward to leveraging his expertise to further enhance our platform and services. Stay tuned for more updates and exciting developments from Cnect!
In this episode of Talent Talks Podcast, join host Jeff Crilley from ‘The Jeff Crilley Show’ as he sits down with serial entrepreneur Michael Nadeau the Founder, and CEO of Cnect. From the outset, Michael’s drive to make things happen shines through, setting the stage for an engaging conversation.
1:18 – Intro of Michael Nadeau: Jeff introduces Michael, highlighting his entrepreneurial journey and the impact he’s made as the CEO of Cnect.
7:01 – Success on College Campuses: Michael shares insights into Cnect’s success in engaging with college campuses, illustrating the effectiveness of their approach.
8:02 – Employer Experience: The discussion turns to the employer experience, shedding light on how Cnect is transforming the hiring process for businesses.
10:52 – Fear Factor: Michael delves into the challenges faced by entrepreneurs and how overcoming fear is essential for success.
13:02 – Feedback: Jeff and Michael explore the importance of feedback and its role in driving innovation and improvement.
13:43 – Rabbit Ears: Michael shares valuable insights on the importance of listening and staying attuned to market needs.
14:20 – Final Thoughts: Wrapping up, Michael leaves listeners with thought-provoking final insights and reflections.
15:44 – Outro: Jeff concludes the episode, thanking Michael for sharing his expertise and providing valuable insights into the world of entrepreneurship and innovation.
Tune in to Talent Talks Podcast for more inspiring conversations with industry leaders and innovators.
I want to talk about a scary trend in strategic conversations I’ve had with global talent acquisition leaders. From Healthcare to Technology to Staffing, no industry seems safe from a term I thought was dead and buried: “new hire ghosting”.
Yes, like Michael Myers I’m hearing repeated stories of new hires, “ghosting” their employers (not showing up to start and in some cases completely disappearing) after accepting the full-time job offer.
Here are three proven tips as a talent acquisition, ‘ghostbuster” I’ve seen incorporated to reduce new hire ghosting.
1. Understand the financial impact
Just like the old adage, “The first step to solving a problem is acknowledging there is a problem” goes; the same goes for talent acquisition and onboarding. My first piece of advice for customers or friends facing this challenge is to take a step back to look at how much new hire ghosting is costing the organization.
For instance, one Healthcare Talent Acquisition leader shared they were losing 25% of new hires for a critical operational role which was costing their business over $100k a month
Another shared that every day a mission-critical role went unfilled it was costing the company $1,000+ per day per position
That’s the type of terrifying math that gives CEOs nightmares and shows the financial impact of human resources and talent acquisition working efficiently (or not).
2. Improve/Start Pre-Boarding Engagement
The days of getting the accepted offer letter and waiting until the new hire starts to pick up the conversation again are over. With a large remote workforce and a tectonic shift in the employee/company working relationship, it’s no longer safely assumed that once someone sends back their signed offer letter, they are going to start.
From building and running successful pre-boarding/onboarding programs myself and partnering to do the same with 100’s talent acquisition leaders the formula is simple
Ensure you currently have a pre-boarding plan (the phase between the accepted offer and the day one start date)
Incorporate a personal welcome message from their new hiring manager, teammate, or executive leader
Leverage multiple channels for engaging communication (email, SMS, and video)
Have a simple call to action that the new hire can respond easily to
For example, I’ve seen companies leverage a quick recording from the CEO or hiring manager welcoming them to the team via an SMS message with a quick ask to send back their favorite band or to connect with them on LinkedIn, etc.
The question isn’t nearly as important as the purpose: “You are an important new hire and we want to know more about you”. These are starting points to make sure you have an engaged new hire joining. Conversely, it provides an early warning sign if you don’t hear back from them ahead of their first day.
3. Evolve from Email to Leverage SMS in Your New Hire Messaging
One of the most attended and engaging webinars I’ve led this year centered around attracting, engaging, and hiring the GenZ workforce. I was joined by Elaine Davidson (she/her/hers) and we covered a full range of solutions (link to download webinar and materials here). When we unpacked the data from the bls.gov a powerful trend emerged: the workforce is at the same time eliminating an entire generation of workers while hiring another new generation of workers.
This seems like the perfect balance but the key here is communication. For one set of workers, email has remained the go-to method to communicate information. This has been the standard for the past 15 years but recently there’s been a shift. According to Fast Company (link to article here), Gen Z has three core communication channels with SMS being the runaway favorite. In fact:
SMS accounted for nearly 100% more than the second most used (email)
Not only Gen Z but Millennials and Gen X ALL preferred SMS to email
In closing, I’ve seen first-hand the financial impact new hire ghosting has on companies as well as the reverse for companies learning to reduce it. As the candy piles grow high tonight, I hope I’ve provided some serious food for thought for any talent acquisition leader looking to improve their new hire pre-boarding and put a stake in the heart of new hire ghosting once and for all.
Thanks for reading, liking, commenting on this post, and sharing with anyone in your network you think would enjoy starting their week with this quick read. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals and I’m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.
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You can also click here to connect on LinkedIn and here to follow.
Congratulations! If you are one of the quarter of a million professionals experience layoffs so far in 2024, you now have the opportunity to find the best job of your life. Sound crazy? Stick with me.
In the last year alone, I’ve worked with over 500+ recruiting and talent acquisition professionals at all levels who have experienced the dreaded layoff. While it hasn’t been easy (or quick in some cases), the majority of professionals I’ve worked with are thriving and have landed at an even better position than the role they lost. As someone who’s spent their entire career in talent acquisition and executive leadership, here are three tips to help guide anyone who’s experienced a layoff.
Take a breath – This may seem out of place to have as the first tip to experience the dreaded layoff but hear me out. It’s human nature to have the first reaction to sudden change be one of either panic or a manic need for activity. That being said, there’s power in stillness. Remember this is an opportunity for a new beginning. Often professionals immediately rush into taking another job out of fear without fully processing what has happened. I’ve seen it happen where the same person is looking for a new job a few months later. My advice is whether it’s a weekend or a week or a sabbatical, make sure you take time to process what’s happened. Use the time to reflect on what you love, your skills, and what you want to do next. You’ll find your clarity improved substantially a week later compared to a day later from being laid off.
Embrace Your Network (and Export your LinkedIn Connections)On a recent poll, over 70% of recruiters and recruiting leaders statedthe most important factor in reviewing a potential candidate wasn’t their resume or LinkedIn profile; it was if they were referred from another employee. With that in mind, know that your professional network is your most powerful asset to finding your next company and role. The first step to your dream job is exporting your LinkedIn connections (request the full download of all info). It’s pretty painless and takes about 30 seconds to set up the initial download (link on how to do this here) into an Excel or Google Sheets file. I recommend sorting by company (target any companies on your wish list to work for and start with a common connection). and then creating filters by hiring managers and recruiters. For senior leadership roles, I recommend reaching out directly to any C-Suite contacts. You never know. A former boss, colleague, or college roommate could be your path to the career and company at the top of your list.
Have a (Project) Plan
The best way to handle uncertainty is to plan with certainty. I wrote briefly about the importance of having a project plan as an executive in my last article (link here) but this is even more important when finding (and landing) your dream job. The plan starts with a high-level focus on three stages.
Stabilize
Prepare
Execute
I’ve shared this plan with former colleagues, friends, and additional professionals who have been impacted, and feel free to use and make your own.
In closing, Mike Tyson’s famous quote: “everyone has a plan until they get punched in the face” comes to mind. Now, I’ve never been punched in the face by Iron Mike but I can tell you from talking to thousands of professionals experiencing the dreaded layoff unexpectedly is the closest professional equivalent to this.
That being said, what I love about this quote is the reality that life will take an amazing plan and throw it out the window. When that happens, it’s how you respond that will determine your future. I hope this article gives hope, guidance, and a plan for finding an even better career for the thousands around the world.
As always, thanks for reading, liking this post, and sharing with anyone in your network you think could help them during a tough time. The purpose of, “The Lighthouse” is to provide content to shine light on solutions to challenges facing all levels of professionals. I’m happy to keep this conversation going with anyone seeking to level up to the next stage in their career and please connect and follow me with the links below.
If you like what you’ve read today, please click here to subscribe to the newsletter.
You can also click here to connect on LinkedIn and here to follow.
I am glad to work with an all-star Advisory Board Members at Cnect. Our team has diligently produced an excellent solution to hiring in 2024 and beyond with our advisory board, I’m confident we’ll surpass our expectations.
Thanks for joining the team!
🚀 William Tincup is one of the most recognized names in WorkTech with a career as an executive, influencer, podcaster, analyst, strategist, writer, speaker, consultant, advisor, investor, and journalist who has been featured or sourced as an HR, TA, future of work & career expert in the NYT, WSJ, HBR, HuffPost, Fortune, MSNBC, CNN, Business Insider, Yahoo Finance, Bloomberg News, Investor’s Business Daily, Information Week, Tech Target, Tech Republic, TechCrunch, Fast Company, WIRED, LinkedIn and other HR and TA publications. He’s guided over 25+ companies to successful exit.
🚀 Elaine Davidson (she/her/hers) is the founder and CEO of Beacon Lane Consulting, a firm dedicated to building scalable, sustainable recruiting solutions. She’s one of the leading voices on candidate engagement and will be a featured speaker at SourceCon this April. Before founding Beacon Lane, Elaine spent 20 years in global Talent Acquisition leadership roles at PWC, Blackrock, and others.
🚀 Kevin W. is one of the most recognized names in DEI, sourcing and talent acquisition success with a career in leadership at companies like Microsoft, Coca-Cola, Amazon, and Entelo/SilkRoad where he served as the Head of Diversity and Inclusion. Kevin brings an incredible ability to assess a variety of ingredients at a company before building a recipe that leads to a proven formula for success. He serves as a Forbes Council Member where he regularly reaches a large global audience and is a regular WorkTech and DEI conference speaker for ERE, SourceCon, Amazon REXPO and others.
🚀 Andrew Schafer has spent a career as a key technology leader with a vision for the future serving as CTO and senior technology leader for companies like Meta, Avanande, Macmillan and Take the Interview (acquired by Entelo). His unique ability to inspire and lead concurrent teams on multiple continents gives him a unique global view on key trends such as AI and the ability to stay at the forefront of technology. As CTO for Arteli. Inc his passions for AI and machine learning intersect for their platform for retail executives.
🚀 Toni L. R. is the founder and CEO of ConsortHR and has led the HR charge for multiple M&A transactions. Her distinguished record of accomplishments includes leading global employee effectiveness campaigns, organizational development, and leadership strategies for over 7,000 global employees.
🚀 Vincent Russo is the founder of Emerson United, a strategic search and recruitment firm aligned with dynamic technology and steady growth. His experience leveraging cutting-edge technology along with best practices for candidate engagement to remote professionals is a driving force for good in our space.