Leadership & Development
❗The information presented on this page has been condensed to ensure compliance with privacy and legal policies.
Should you request further details or specific examples, please do not hesitate to reach out.
I have successfully led teams ranging from 3 to 13 members. Primarily overseeing designers, I have also managed functions including product integrity, engineering, implementation, copywriting, and email integrations.
Tools: Greenhouse, Workday, Lattice, Workramp, Jira, Wrike, Asana, Expensify, Slack
Management
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Wunderkind: I have collaborated with various talent firms to manage the hiring, onboarding, and oversight of design contractors. Additionally, I have consistently facilitated ticketing, established alignment on quality expectations, and organized workflows to ensure efficiency and effectiveness.
Pilot & Kendell: I partnered with cross-functional teams to develop creative briefs, provide constructive feedback, and nurture relationships with external contractors. My project experience encompasses photoshoots, videography, tradeshows, and events.
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I have experience leading 30+ interviews, collaborating closely with Talent teams to review resumes, establish candidate qualifications, develop multiple interview scripts, and provide training for management peers.
In addition, I have actively participated in various hiring panels and culture fit roundtables for cross-functional teams.
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I served as the primary stakeholder in the development and maintenance of Wunderkind’s design onboarding program—inclusive of practice modules, a comprehensive content library, and a tracking system that successfully reduced onboarding times from over 60 days to 30 days.
Additionally, I established a program specifically designed for contract hires, tailored to accommodate their modified scope of work.
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I have collaborated closely with HR teams to establish expectations and manage multiple reasonable accommodation requests tailored to the specific needs of each individual. In the course of this work, I have led discussions and provided guidance to peer managers regarding the process and best practices.
Having personally benefited from the guidance of a career coach, I am passionate about supporting others in their professional journeys. This experience has been rewarding and instrumental in shaping career pathways within the design department at Wunderkind.
Tools: Lessonly, Workramp, Figma, Confluence, Coursera
Career Coaching
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Career Pathing and Development Tracks: In collaboration with the People team and departmental senior leadership, I have played an active role in multiple departmental restructures, ensuring that design roles and responsibilities are aligned with the evolving organizational needs and key performance indicators (KPIs).
Strengths-Based Coaching: By leveraging methodologies derived from CliftonStrengths and various character strengths resources, I tailor career coaching for each individual by helping them identify key attributes to embrace and uncover potential blind spots. From this foundation, we integrate these insights into their current roles, organizational contributions, and ultimately align them with their short- and long-term growth objectives.
Role-Based Mind-Mapping: Inspired by promotion evaluation initiatives, I developed a "mind map" in Figma for our designers that empowered them to advocate for their readiness for advancement. This map outlined 12 key competencies associated with the role (e.g., design innovation, industry knowledge, HTML/CSS), allowing designers to assess their proficiency in each area (growth, neutral, or strength), provide supporting examples (creatives, projects, etc.), and identify actionable steps for improvement, if necessary. This tool not only facilitated designers in their advocacy efforts but also proved immensely beneficial for management in writing performance reviews, identifying motivated designers seeking advancement, and uncovering potential training opportunities.
Values/Interests/Skills: Drawing from the University of Illinois model, I customized this exercise to align specifically with the needs of our design department, incorporating additional discovery elements relevant to their roles. For instance, we explored how various interests could be applied to individual positions and career development within Wunderkind.
Additional Models/Tools: Situation-Behavior-Impact (SBI) Model, GROW (+ SMART) Goals, Eisenhower Matrix, Decision Matrix, Impact Effort Matrix, 5 Whys, Untools
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Throughout my tenure at Wunderkind, I have consistently collaborated with the People team on various coaching initiatives, including:
Participating in a beta program for manager training to provide feedback that informed the development of the program for all new managers.
Contributing to bi-monthly peer-to-peer manager mentorship sessions.
Reviewing and contributing to the manager coaching resource hub.
performance evaluation
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As a performance and potential mapping tool, I adapted this resource to create designer personas for each category within the grid. This approach provided us with a comprehensive overview of our team's current status, projected advancement for each individual contributor, and informed our hiring initiatives effectively.
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To support the evolution of designer positions at Wunderkind, I have overseen the management of job descriptions for over three years. Each description has been systematically updated to reflect our organizational transition from MarTech to SaaS, incorporate new internal tools, and align with client-facing initiatives, among other developments.
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In partnership with design leadership, I developed an evaluation rubric that enabled us to assess each individual contributor across the 12 key functions of their role. This process facilitated the identification of those eligible for promotion, informed performance reviews, ensured consistency in evaluations across management, and helped pinpoint individual strengths and areas for growth for each designer.
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In collaboration with the HRBP team, I developed a guide to PIPs specifically designed for our department and conducted a training session for fellow managers.
Dei&B
Diversity, Equity, Inclusion, and Belonging
LGBTQ+
Wunderkind Active member of Wunderqueers—event planning and hosting, roundtables, design support.
Pilot Leadership. Organized events such as a virtual pride crawl (brought awareness to LGBTQ+ history and highlighted nonprofit support), guest speakers, walk & talks, and more.
Women’s Resources
Wunderkind WunderWomen member. Women’s History Month Panel Moderator. Design support.
Pilot Women@ member.
Kendell Women’s resource group founder. Roundtable, event, and volunteer leadership.
Additional Work
DE&I roundtables, VTO launch and facilitation, SuitUp volunteer, overall ERG support, women’s shelter and unhoused volunteer.