Community, Engagement & Culture Strategy
Engaged.
Broader than event planning: this pillar is the strategy behind how people experience your organization day to day, from the moment they onboard through how engagement is measured and acted on.
- Sprint · 4–6 weeksEst. sprint: 4–6 weeks
Onboarding Experience Strategy
A redesigned new-hire journey and strategy that makes someone feel like they belong from day one, not just processed through paperwork.
Who it's for:Organizations whose new hires don't feel like they belong until months after they start.
You get
- An audit of your current onboarding journey and where people disengage
- A redesigned onboarding roadmap covering first day, first week, and first 90 days
- A manager and team-level onboarding toolkit
- Recommended metrics to track early engagement and retention
How it works
- Discovery: review current materials and talk with a sample of recent hires and managers
- Strategy: build the redesigned roadmap and toolkit
- Handoff: walk your team through rollout
Proof:Designed onboarding and change management strategies as part of Best Buy's enterprise culture transformation work, as a corporate director overseeing the function.
Get in touch - Project · 4–6 weeksEst. sprint: 4–6 weeks
Event Strategy
Strategy for a single high-visibility moment, a launch, an all-hands, an offsite, or a full annual events calendar. I've scoped both a $3MM event budget and a 30+ event annual program, so I know how to build the plan at either size, whether or not I'm the one executing it.
Who it's for:Teams planning a high-visibility moment, a launch, an all-hands, an offsite, or building a full annual events calendar, who need the strategy behind it done right.
You get
- An event strategy and objectives brief
- A budget and timeline framework
- Vendor and partner recommendations
- A run-of-show or calendar structure your team can execute
How it works
- Discovery: define goals, audience, and budget parameters
- Strategy: build the plan, timeline, and structure
- Review: walk through the plan together before your team executes
Proof:Managed a $3MM budget and 300+ events at North First Hospitality, moving the event portfolio from a cost center to the most profitable arm of the business. Standardized 30+ annual employee events at Best Buy. Served as Press Center Director for the Primetime Emmy Awards. Currently leads facilitation of executive retreats and leadership summits at Good Works Consulting.
Get in touch - Project · 6–8 weeksEst. sprint: 6–8 weeks
Employee Experience & Engagement Program Design
A listening-to-action program: how you hear from employees, what you do with what you learn, and how you close the loop so engagement work doesn't feel performative.
Who it's for:Organizations that collect employee feedback but don't have a real system for acting on it.
You get
- A review of your current listening tools (surveys, pulse checks, and more)
- A structured listening-to-action framework
- A communication plan for closing the loop with employees
- A manager toolkit for acting on feedback at the team level
How it works
- Discovery: review current engagement data and listening tools
- Design: build the framework and communication plan
- Pilot: test with one team before full rollout
- Handoff: finalize the toolkit for ongoing use
Proof:Led enterprise culture and engagement programming across a 14-person team at Best Buy, as a corporate director responsible for the full technologist population's experience.
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Talent Strategy
Included.
- Project · 4–6 weeksEst. sprint: 4–6 weeks
Belonging & Engagement Strategy
Strategy for how people feel they belong and stay engaged at your organization, grounded in real program work, not just messaging.
Who it's for:Organizations that want to build real belonging and engagement programs, grounded in outcomes, not just language.
You get
- An assessment of your current programs and where the gaps are
- A strategy document with goals, initiatives, and language guidance
- A governance structure to track progress
- An executive summary you can use to secure or defend funding
How it works
- Discovery: review current programs, goals, and any existing data
- Strategy: build the plan, goals, and governance structure
- Present: deliver the strategy to your leadership team
Proof:Created and led a DEIB steering committee for 4,000 employees at Best Buy, achieving 75% of multi-year goals and securing a 160% funding increase for the initiative.
Get in touch - Project · 6–8 weeksEst. sprint: 6–8 weeks
Talent Pathways & Retention Strategy
Built for executives who need to retain and retrain the talent they already have, not just attract new hires. Clear pathways that show your people how they grow inside your organization.
Who it's for:Executives who need to retain and retrain the talent they already have, not just attract new hires.
You get
- An assessment of current growth and mobility paths in your organization
- A talent pathways framework mapped to your roles and levels
- A retention risk read on key talent segments
- A manager guide for having growth conversations
How it works
- Discovery: review current roles, levels, and turnover data
- Design: build the pathways framework and retention plan
- Handoff: manager guide and rollout recommendations
Proof:Designed a national employer brand and talent strategy at Best Buy that attracted 1,000 technologists with 39% diverse representation.
Get in touch - Project · 6–10 weeksEst. sprint: 6–10 weeks
Early Careers Program Design
An internship or rotational program built from the ground up, or refreshed if what you have isn't converting into strong early-career hires.
Who it's for:Companies building, or rebuilding, an internship or rotational program that isn't converting into strong full-time hires.
You get
- An assessment of your current program, if one exists
- Program structure and curriculum design
- A recruiting and selection framework
- A conversion strategy from intern or rotational to full-time
How it works
- Discovery: review your current program or starting goals
- Design: build the program structure and recruiting framework
- Launch support: guidance through your first cohort
Proof:Built talent strategy and pathways as part of Best Buy's broader employer brand initiative.
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Reputation & Brand
Proud.
These services work for building your internal brand and engagement as much as your external one.
- Strategy engagement · 4–6 weeksEst. sprint: 4–6 weeks
Employer Brand & Engagement Strategy
A strategy-level read on your employer brand and how it drives engagement, not just a diagnostic. Built from having done this at national scale.
Who it's for:Companies whose employer brand doesn't reflect what it's actually like to work there, or isn't attracting the talent they need.
You get
- An employer brand audit across your careers site, social, and recruiting materials
- A strategy document with positioning, voice, and priority channels
- A messaging framework for recruiters and hiring managers
- A recommended content and campaign plan
How it works
- Discovery: audit your current presence and talk with key stakeholders
- Strategy: build positioning, voice, and channel plan
- Present: deliver the strategy and messaging framework to your team
Proof:Led global brand marketing and thought leadership strategy for chief officers at Best Buy, Medtronic, and Tapestry brands (Coach, Kate Spade, and others). Built the national employer brand strategy at Best Buy that recruited over 1,000 technologists.
Get in touch - Retainer · ongoingEst. sprint: 4 weeks minimum, then ongoing
Executive Positioning & Thought Leadership Strategy
A strategy for how a founder or executive shows up publicly, what they say, where, and how often, built the same way I've built my own platform from zero.
Who it's for:Founders and executives who need a clear point of view and public presence, but don't have a strategy behind what they're already doing.
You get
- A positioning statement and point of view
- Content pillars and platform priorities
- A publishing cadence and format recommendations
- A 90-day content roadmap
How it works
- Discovery: identify your expertise, voice, and goals
- Strategy: build positioning, pillars, and roadmap
- Review: walk through the roadmap and adjust for execution
Proof:Currently growing Dear Rosie into a top 5 Rising Bestseller Substack newsletter, in public, as a live case study of the exact work being offered.
Get in touch - Retainer · weekly or biweekly sessionsEst. sprint: 4 weeks minimum, then ongoing
Executive Presence Coaching
Communication coaching, presentation coaching, and positioning coaching for leaders preparing for a high-stakes moment, a keynote, a media appearance, a board presentation, or simply how they show up day to day.
Who it's for:Leaders preparing for a high-stakes moment, a keynote, a media appearance, a board presentation, or who want to sharpen how they show up day to day.
You get
- A communication and presentation style assessment
- Personalized coaching sessions, cadence based on your needs
- Practice runs for specific moments like keynotes or interviews
- Feedback notes after each session
How it works
- Assessment: an initial session to identify strengths and growth areas
- Coaching: ongoing sessions tied to upcoming moments or general development
- Practice: run-throughs ahead of high-stakes events
Proof:As seen at Best Buy, Proteus Consulting, and Good Works, spanning private and public sector, corporate, small business, and founder-led work.
Get in touch - Project · 6–8 weeksEst. sprint: 6–8 weeks
Ambassador / Advocate Program Design
A structure for turning your most engaged employees or customers into visible advocates for your brand, with a clear ask and a clear reward.
Who it's for:Organizations with engaged employees or customers they haven't yet turned into visible advocates.
You get
- An assessment of your best advocate candidates
- Program structure, including asks and recognition or rewards
- A content and activation calendar
- A measurement framework for program impact
How it works
- Discovery: identify advocate candidates and program goals
- Design: build the program structure, asks, and rewards
- Launch support: guidance through your first cohort or campaign
Proof:As seen at Best Buy and with startup client Cadre, building community-facing ambassador and advocate engagement across enterprise and early-stage environments.
Get in touch - Retainer · weekly or biweeklyEst. sprint: 4 weeks minimum, then ongoing
LinkedIn & Substack Visibility Coaching
Hands-on coaching focused specifically on LinkedIn and Substack, building an executive leader's visibility, brand, reputation, and engagement on the two platforms that actually move the needle for thought leadership.
Who it's for:Executive leaders who want real visibility, brand, and engagement on LinkedIn and Substack, not just more content.
You get
- A platform audit and positioning review
- A voice and content strategy built specifically for LinkedIn and Substack
- Post and newsletter templates with a publishing cadence
- Ongoing coaching sessions to refine and grow engagement
How it works
- Discovery: audit your current presence and clarify goals
- Strategy: build voice, positioning, and cadence
- Coaching: ongoing sessions to refine and grow
Proof:Currently ranked in Substack's top 5 Rising Bestsellers in Health & Wellness with Dear Rosie, backed by executive brand and visibility work at Best Buy and Medtronic.
Get in touch