Think back to your first job post-graduation. Maybe even your first day. How did it feel? What were you doing? Can you remember it?  Most people can recall this time—it was pivotal in their careers. 

I know I can remember this experience like it was yesterday. My passion for early career recruitment stems from my experience as a college hire transitioning into the working world. My first post-graduation job was working the graveyard shift as a front-line supervisor in a potato chip factory. After enduring a “survivor-like” interview process and a lack of corporate housing (that led to living with my realtor throughout my first week), I vowed to make the hiring experience more welcoming for other recent grads if I was ever given a chance. 

As luck would have it, that opportunity presented itself over and over and over again throughout my progressive HR career.  

Fast forward 15+ years. I had the opportunity to build a college recruiting department for a global company—from scratch. Throughout my time in this role, I saw firsthand the struggles of recruiting teams that don’t have the resources or bandwidth to design and implement a strategic university recruiting plan. 

As a result, I developed this consulting practice. 

My mission is to help business leaders craft and deliver a smart, easy-to-execute college recruiting strategy—“Recruit once, hire twice”—that will harness the power of internships to provide an ideal transition for students and solve a vital business need at the same time. 

As a former talent acquisition and HR leader whose experience spans more than 15 years across multiple industries—including Fortune 200 companies, I have recruited, coached, and hired hundreds of professionals into positions ranging from human resources, finance, and engineering to tech, sales, and operations. 
 
 In short, I get what companies are looking for when hiring top talent. It’s what I do.  
 
Constantly researching the latest trends in business and recruitment and recognizing new ways companies hire is part of my DNA. I diligently integrate this research into my practice so that I can serve you with the most up-to-date information.

ourcing, attracting, hiring, and retaining early talent has never been more crucial. 

Technical innovations that continue to disrupt industries, coupled with the predicted global skills shortage, make it increasingly important for a company to change its method of attracting and retaining the next generation of talent. 

Tomorrow’s talent demands a genuine candidate experience.

Students want to connect with real people, experience an employer’s brand, and explore a company’s culture before applying.