Her specialties include strategic human capital management issues and financial services, particularly fintech. Open to writing articles, blog posts, white papers, factsheets and case studies.
Because she has strong research skills, it is easier for her to write about a wide range of topics. Lots of things interest her, however, her favorite writing topics include fractional investing, regulated crowdsourcing, peer to peer lending, algorithmic credit scoring, and a range of workforce acquisition, competency management, and workforce optimization issues. Some of the most interesting human capital management topics include how AI affects employment, the cybersecurity skill gap, the aging workforce, and just about anything that deals with strategic human capital management.
An additional 29 credits in instructional design and workplace learning, Teachers College-Columbia University, NYC, NY, June 1995 to December 1997
The Merriam Webster dictionary defines “career” as a profession for which one trains…a field for or pursuit of consecutive progressive achievement, especially in public, professional, or business life. Six months before she started graduate school, she worked fulltime as an outplacement counselor for Drake Beam Morin (DBM). IBM was going through a massive restructuring, and DBM was their prime resource for outplacement services. During those six months, she conducted videotaped mock interviews, individual and group job search coaching sessions, and helped write about two hundred resumes. When she was in graduate school, she developed a job search workshop for postgraduate students. Between 2003 and 2009, she interviewed hundreds, perhaps thousands of candidates. All of those candidates spoke about their career aspirations. Over the last ten years, she has worked on dozens of c-level searches for Korn Ferry and other notable executive search firms. In 2013 and 2014, she spent a year recruiting partners for Accenture and later on for KPMG. Not only does she have academic training in vocational appraisal and management and leadership development, but she also has lots of real-world experience in those things defined as “career.”
After she completed a B.A., GE Capital trained her in financial analysis, marketing, and consultative sales techniques. She spent fifteen years presenting and closing multi-million-dollar leverage lease and capital equipment finance transactions with companies in the manufacturing, telecommunications, transportation, and computer industries. In 1992, she switched careers and started designing training materials for GE Capital and other companies. At that point, she was fascinated with competency models and got a job as a competency model development project manager. Later on, she supported EY’s Business Risk Advisory Services’ talent acquisition efforts, and a couple of years later, she led talent acquisition efforts for Standard & Poor’s quantitative modeling and data analytics groups. After that, she started a small company and conducted desk research for numerous fintech, pension risk transfer, foreign exchange, asset management, wealth management, and corporate finance and restructuring projects. Recently, she completed writing a Fintech research guide for the Library of Congress, and in a couple of months, it will be published on the Library’s website.
About 25-years ago, she began her second career. While still in graduate school, she started working on instructional design projects. At that point, her training design projects were mostly with Columbia University and GE Capital. Along the way, she became interested in competency modeling. she landed a project manager position with Aon Consulting. For about a year, she traveled 80% of the workweek visiting client sites and developing competency models, writing behavioral interview guides, and training Aon’s clients on behavioral interviewing techniques. Her instructional design and competency model development experience sparked her interest in talent acquisition. Because she started as an instructional designer and then spent a year developing competency models, she thinks those experiences have made her more effective at evaluating a candidate’s competencies and is better able to assess who would succeed and who might not. In 2003, she started with Ernst & Young’s talent acquisition group, and in 2005 joined Standard & Poor’s talent acquisition group. She enjoyed her time at EY and S & P. However, in 2009, she decided to take all of that experience in a different direction. She parlayed her love of research and writing to work on executive search and market intelligence projects. Now, going forward, she wants to focus exclusively on freelance writing for the strategic human capital management sector and other business areas.
She is a freelance writer focused on strategic human capital management and fintech issues. Using her well-developed internet, database, and print research skills, she spent the last ten years working with financial services and management consulting firms on c-level candidate mapping, strategic communication, and market intelligence projects. For all of those projects, she wrote detailed reports for internal stakeholders' review. Now, her favorite strategic human capital management topics include and a range of workforce acquisition, competency management, and workforce optimization issues. As for fintech topics, she likes to write about fractional investing, regulated crowdsourcing, peer to peer lending, algorithmic credit scoring, and other fintech topics.