Experience
A career built from both sides of the employer brand equation.
External perspective. Internal ownership.
I spent the first half of my career advising companies on how to attract talent and define what made them distinctive as employers.
Then I moved in-house and started building those capabilities myself.
That combination — external perspective and internal ownership — has shaped how I approach employer brand, talent attraction, employee experience and culture today.
13+ years · Agency + in-house · Fortune 500 · Global leadership
Career Arc
Consultant to global executive.
01
Advisor
Universum
Learned how to diagnose talent challenges across industries and translate research into employer positioning.
02
Talent Marketer
PepsiCo
Applied audience strategy, performance marketing and analytics to global early-talent attraction.
03
Function Builder
Nasdaq
Built employer brand and recruitment marketing capabilities from the ground up.
04
Global Executive
Nasdaq
Expanded scope across employer brand, culture, inclusion, employee experience and enterprise talent strategy.
Each role expanded the problem I was responsible for solving — from campaigns, to functions, to enterprise systems.
Experience 01
Nasdaq
Global Head of Employer Brand & Culture
- Dates
- March 2024 – July 2026
- Location
- New York, NY
- Scope
- Global · North America · EMEA · APAC
From employer brand leader to broader enterprise culture and talent strategist.
My role at Nasdaq evolved as the organization’s needs evolved.
After building the employer brand and recruitment marketing capability, my scope expanded across culture, employee experience, inclusion and belonging, talent attraction and enterprise People strategy.
I operated at the intersection of business strategy and workforce experience — partnering with executive leadership, Talent Acquisition, HR, Corporate Communications and regional teams to determine how Nasdaq attracted talent, engaged employees and evolved its culture.
Enterprise Talent & Employer Brand
Led global employer brand and recruitment marketing strategy across North America, EMEA and APAC, connecting attraction priorities with business needs, talent-market dynamics and enterprise brand strategy.
Culture & Employee Experience
Led enterprise initiatives focused on culture, employee experience and organizational alignment, combining employee listening, workforce insights and leadership input to shape future priorities.
Inclusion & Belonging
Led Nasdaq’s global Inclusion & Belonging strategy and translated workforce data, organizational trends and employee insights into recommendations presented monthly to the CEO and C-suite.
Digital & AI Innovation
Expanded the role of technology within the employee experience, including conceiving and launching an internal AI career advisor that scaled to approximately 2,500 employee users each month.
Team Leadership
Led and developed a global team of 7, including people managers with an additional 5 skip-level reports.
- 3
- Global regions
- 12
- Direct + skip-level organization
- ≈2,500
- Monthly AI career advisor users
The role moved beyond employer brand communications into a broader question: how should the organization design and communicate the experience it wants employees and candidates to have?
Experience 02
Nasdaq
Senior Director, Employer Brand & People Communications
- Dates
- November 2021 – March 2024
- Location
- New York, NY
- Scope
- Global
Building the infrastructure behind Nasdaq’s talent brand.
I joined Nasdaq with a mandate to create a global employer brand and recruitment marketing capability.
There was an opportunity to move from decentralized activity to a more intentional system connecting EVP, recruitment marketing, candidate experience, digital channels, employee storytelling and talent partnerships.
I built that system from the ground up.
- 01
The Employee Value Proposition
Developed and activated Nasdaq’s first enterprise EVP within three months, creating a common foundation for the company’s global talent story.
- 02
The Global Function
Built and led a team of more than 10 strategists and analysts and established the operating model, capabilities and governance required to scale employer brand globally.
- 03
The Digital Experience
Led the strategy, design and launch of Nasdaq’s global careers site from wireframes through implementation, with continued ownership of candidate experience, content governance and behavioral optimization.
- 04
The Advocacy Engine
Launched an employee ambassador program that engaged more than 3,000 employees in its first year and generated more than $200K in earned media value.
- 05
The Talent Ecosystem
Led university relations, campus partnerships and career-fair strategy across the U.S. and Canada, including relationships with Columbia University, University of Toronto, NSBE, SHPE and Grace Hopper.
- 06
The Digital Attraction Strategy
Directed recruitment marketing investment and partnered with Nasdaq’s digital team to establish SEO, GEO and SEM strategy supporting careers-site visibility and candidate discovery.
Result
- First
- Enterprise EVP
- 10+
- Global team members
- 3,000+
- Employee ambassadors activated
- $200K+
- Earned media value
This was the chapter where I moved from advising employer brands to building one inside a complex global enterprise.
Experience 03
PepsiCo
Manager, Global Campus Employer Brand & Diversity Engagement
- Dates
- March 2021 – October 2021
- Location
- New York, NY
- Scope
- Global Early Talent
+31%
Increase in diverse applications
Within four months
Bringing performance marketing discipline into talent attraction.
At PepsiCo, my focus shifted toward the top of the talent funnel: how to reach emerging talent more precisely and how to understand whether recruitment marketing investment was actually changing candidate behavior.
I led employer brand strategy for campus and early-talent hiring, combining creative strategy with audience segmentation, paid media, geo-targeting and performance measurement.
Audience Strategy
Developed differentiated attraction strategies for priority talent audiences using segmentation, market-specific messaging and channel planning.
Campaign Performance
Directed recruitment marketing investment across social, paid media, lead generation and geo-targeted campus activation.
Measurement
Built executive dashboards and performance frameworks tracking applicant demographics, campaign effectiveness and talent attraction outcomes.
PepsiCo strengthened my ability to connect employer brand strategy with measurable acquisition outcomes.
Experience 04
Universum
Head of Activation
- Dates
- 2013 – 2021
- Location
- New York, NY
- Scope
- Fortune 500 Clients
Eight years learning how different organizations compete for talent.
Universum was my employer brand education.
Working on the agency side meant moving constantly between industries, organizational cultures, talent markets and business challenges.
I advised Fortune 500 organizations including Goldman Sachs, JPMorgan, UBS, Unilever, ExxonMobil and Charles Schwab across financial services, banking, technology, consumer goods and energy.
Every engagement required me to get smart about a new organization quickly — understand how the business operated, what employees experienced, what leadership wanted to change and what mattered to the talent the company was trying to reach.
Client Advisory
Led employer brand, EVP and talent attraction engagements combining employee listening sessions, executive interviews, market research and competitive intelligence. Translated those findings into differentiated employer positioning and activation strategies.
Activation & Media
Developed recruitment marketing strategies designed to broaden and diversify candidate pipelines through audience segmentation, channel strategy and campaign activation. Managed more than $1M in annual paid media investment across LinkedIn, Glassdoor, Meta and programmatic channels.
Business Building
Built and scaled Universum’s activation business from approximately $30K to more than $1M in annual revenue within one year. Achieved 120% of annual sales targets, approximately 90% client retention and more than 60% profit margins.
$30K → $1M+
Business growth in one year
- $1M+
- Annual paid media managed
- 120%
- Annual sales target
- 90%
- Client retention
- 60%+
- Profit margin
The consulting years gave me pattern recognition: the ability to enter a complex organization, identify the real talent problem quickly and build executive support for a solution.
13+ Years Later
The range is the advantage.
My career hasn’t followed a single narrow discipline.
I’ve worked across brand strategy, research, media, recruitment marketing, employee experience, culture, inclusion, digital products and executive advisory.
That range matters because the problems organizations face rarely stay neatly inside one function.
An employer brand problem may actually be a candidate experience problem.
A recruitment problem may be an audience strategy problem.
A culture problem may be a leadership alignment problem.
Increasingly, an employee experience problem may be a product or technology problem.
My role is usually to connect those dots.
Leadership Experience
How my leadership scope evolved.
My leadership experience spans client advisory, cross-functional program leadership and direct management of global teams.
At Nasdaq, I built and led teams of strategists and analysts across regions and later led a global organization of 7, including people managers and 5 additional skip-level reports.
Across roles, I’ve worked closely with
- CEO and C-suite leaders
- CHRO and People leadership
- Talent Acquisition
- Corporate Communications
- Marketing
- Digital teams
- Business leaders
- People Analytics
- Regional HR teams
- Agency and technology partners
The work typically requires influence across functions where no single team owns the entire outcome.
Capability Areas
Areas I’ve led across my career.
Employer Brand Strategy
Employee Value Proposition
Talent Attraction Strategy
Recruitment Marketing
Employee Experience
Culture Strategy & Activation
Candidate Experience
Inclusion & Belonging Strategy
Employee Listening & Insights
Digital Talent Attraction
AI-Enabled Employee Experience
Executive Advisory
Global Team Leadership
Operating Model Design
Education
Baruch College
Bachelor of Arts
Business / Corporate Communications
New York, NY
I’m looking for the next problem worth building around.
I’m exploring senior leadership opportunities across employer brand, talent attraction, recruitment marketing, employee experience and culture.