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Work / The Playbook

The Playbook.Systems that create impact.

Recruiting is strategy. This is how I do it.

I build repeatable systems, sharpen the process, and remove friction — so exceptional people say yes and teams thrive.

See the Playbook in Action
My Philosophy

Great hiring doesn't happen by accident.

It's built with intention, informed by data, and powered by empathy. My playbook is the blueprint I return to — no matter the role, team, or challenge.

Better process.
Better people.
Bigger impact. ♡
The Playbook Pillars
01

Clarity First

Define the why, outcomes, and ideal impact — then align on what winning really looks like.

02

Market Intelligence

Understand the landscape, map the right people, and uncover where exceptional talent lives.

03

Human Centered

Lead with empathy and transparency to create an experience people actually remember.

04

Rigor + Discernment

Evaluate for potential and impact, not just experience. Look beyond the resume.

05

Partnership Always

Be a true extension of the team — providing insight, challenging thinking, and driving results together.

How I Build

A repeatable process. Real results.

01

Align

Kick off with stakeholders to clarify goals, must-haves, and culture.

02

Map Reach

Map the market and identify talent segments and signals.

03

Attract

Craft magnetic messaging and share the opportunity with intention.

04

Engage

Have meaningful conversations that build trust and surface truth.

05

Evaluate

Run a thoughtful, structured process that predicts future impact.

06

Close

Deliver a clear, equitable offer story that inspires a confident yes.

07

Elevate

Ensure a seamless start and set new hires up to create impact early.

What Happens — Align

Get precise on the why before touching sourcing.

Success profileRole definitionDecision criteria
The Toolkit

Working artifacts, not downloadable templates.

Align

Role Definition / Success Scorecard

Turns a hiring leader's intuition into named, checkable criteria before sourcing starts.

Map Reach

Ideal Candidate Profile / Value Map

Where the right people actually are, and what would make them listen.

Attract

Messaging Framework

The narrative that makes a passive candidate take the call.

Engage

Interview Guide

Structured enough for consistency, human enough to actually learn something.

Close

Offer Narrative

Decision support for the candidate, not just a number on a page.

Elevate

Onboarding Alignment

What the search learned, handed to the team that has to make the hire succeed.

Strategy Evidence

Designing hiring strategy across a portfolio, not just a single req.

Sanitized architecture from a real multi-role creative hiring strategy — names, compensation figures, and internal planning details generalized. The shape of the strategy is real; the specifics are not traceable to any person or company.

01
ChallengeMultiple senior creative roles needed to fill quickly while raising the team's external profile.
02
Market DiagnosisBenchmarked comp and competition against the specific talent pool being targeted, not generic market data.
03
Talent StrategyA campaign built around the team's actual creative output — not a generic employer brand pitch.
04
Execution ModelA phased sprint plan with clear ownership at each stage, from kickoff through close.
05
Stakeholder SystemNamed roles for the hiring leader, executive sponsor, and recruiting team — not a diffuse committee.
06
MeasurementSuccess metrics defined before the search opened, not backfilled after it closed.
07
Reusable CapabilityThe campaign structure and sprint model carry forward to the next portfolio of roles.
Sanitized reconstruction — team, comp, and identifying details generalized 7 Roles · Phase 1
Creative Campaign Pillars
  • Behind-the-scenes team presence on social
  • A real creative-brief challenge for candidates
  • Community presence at design events
  • "Day in the life" content from the team
Execution Timeline
  • Kickoff — role definitions finalized, sourcing begins
  • Pipeline on — outreach and first screens
  • Interviews — hiring-leader-led rounds, weekly calibration
  • Offers — extended, referral drive assessed
  • Close — remaining offers, next phase planned
Stakeholder Roles
  • Executive sponsor — final call, external visibility
  • Hiring leader — role definition, interview leadership
  • Recruiting lead — pipeline, relationship management
  • Sourcing + coordination support
Sanitized reconstruction of a real portfolio-level talent strategy. Internal names, compensation benchmarks, and role-level confidential details have been removed or generalized. Structure shown for illustration of strategic capability only.
Playbook in Action

From complexity to clarity.

Reopened as a senior leadership search after an internal transition. Built a data-backed case, mapped a highly-selective market, and led a high-touch close over two weeks — including Thanksgiving.

Senior Leadership
Hire
2+ weeks
High-touch Close
100%
Stakeholder Alignment
Signed
Thanksgiving Week
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Let's build something extraordinary — together.

Bring me the challenge. I'll bring the playbook, the partnership, and the people.

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