Makaylah opens up about the realities of being an HR generalist—balancing empathy with accountability, managing complex feedback loops, and creating processes that support both people and the business. She shares how her team at Manhard fosters a culture of open communication, what she’s learned from employee advocacy wins (like implementing a lactation accommodation policy), and how empathy can transform even the toughest HR moments.

From improving manager feedback to navigating performance challenges and decoding background check results with compassion, Makaylah’s perspective offers HR leaders and hiring managers alike a real-world look at what it means to take a truly human approach to people management.

Key Lessons Covered in This Episode

🔹 The Human Approach to HR: Why leading with empathy, grace, and open communication creates stronger teams and better outcomes.

🔹 The Art of Feedback: How tailoring feedback to different communication styles helps employees grow—and keeps high-potential talent engaged.

🔹 Balancing Policy and People: The power of transparency when navigating layoffs, documentation, and regulatory nuances.

🔹 Advocacy in Action: How Makaylah championed a lactation accommodation policy in a male-dominated industry—and why it was the right call for everyone involved.

🔹 Grace in Difficult Moments: How supporting employees through illness, loss, or personal challenges can redefine workplace culture.

🔹 Smarter Background Checks: Why interpreting context, timing, and honesty matters more than a report’s surface-level results.

Key Takeaways

✅ HR isn’t just about compliance—it’s about compassion, support, and helping people perform their best.

✅ Great feedback requires creativity; not everyone receives information the same way.

✅ Open communication and transparency can prevent most policy and performance issues.

✅ Documentation isn’t just protection—it’s a tool for accountability and clarity.

✅ Empathy and understanding during personal hardship strengthen trust across the organization.

✅ Effective HR leadership means seeing people as more than their performance metrics.

Links & Resources

🔗 Connect with Makaylah Reyes on LinkedIn.

🔗 Learn more about Manhard Consulting at manhard.com.

🔗 Follow Atwell on LinkedIn to explore upcoming career opportunities at Atwell.com as the companies merge.

She shares why today’s candidates value culture and balance just as much as salary, how her legal background shapes her HR approach, and the subtle red and green flags hiring managers often miss. Kristie also opens up about a hiring success story that reshaped her IT department and the one myth about HR she wishes more people understood.

Whether you’re an HR professional, a business leader, or simply curious about how hiring works behind the scenes, Kristie’s insights deliver practical strategies and real-world lessons.

Key Lessons Covered in This Episode

🔹 The New Workforce Mindset: Why younger candidates are prioritizing flexibility, balance, and growth over traditional “long-term job” paths.

🔹 Compliance Meets People-First HR: How Kristie blends legal expertise with empathy to guide fair, effective HR decisions.

🔹 Red Flags in Hiring: Warning signs like short job tenures or sluggish onboarding that managers shouldn’t overlook.

🔹 Green Flags for Success: Traits like responsiveness, genuine communication, and confidence that usually predict a great hire.

🔹 Cultural Fit vs. Skills: Why people skills often matter more than technical qualifications in long-term success.

🔹 The HR Myth: Why HR doesn’t “always side with the employer” and how great HR leaders advocate for both employees and leadership.

Key Takeaways

✅ Candidates now weigh culture, balance, and growth as much as pay.

✅ HR leaders must walk the tightrope between compliance and compassion.

✅ Hiring red flags often show up before day one—pay attention to them.

✅ People skills and cultural fit often outweigh technical expertise.

✅ HR’s role is not one-sided—it’s about championing employees and supporting leadership.

Links & Resources

🔗 Explore career opportunities at The City of Tomball

He opens up about his journey into HR, how mental health became a central focus in his career, and why the post-pandemic workplace has forever changed how HR leaders approach hiring and retention. Jeremy also shares candid stories about interviewing red flags, what true leadership accountability looks like, and the one HR practice he wishes he could change immediately.

Whether you’re an HR professional, business leader, or someone passionate about workplace culture, Jeremy’s insights offer a fresh look at what it takes to build healthier, more sustainable organizations.

Key Lessons Covered in This Episode:

🔹 Finding Balance in HR:

Why HR professionals must advocate for employees and protect business interests at the same time.

🔹 The Mental Health Imperative:

How Jeremy is pushing past “buzzwords” to make mental health a real workplace priority.

🔹 Post-Pandemic Hiring Challenges:

Why the candidate landscape has shifted—and what HR needs to do differently.

🔹 Red & Green Flags in Interviews:

What Jeremy looks for beyond resumes to assess true culture fit.

🔹 Leadership Accountability:

Why retention and culture depend less on HR and more on the leaders employees report to.

🔹 A Practice He’d Change Tomorrow:

Jeremy shares one outdated HR approach he believes holds organizations back.

Key Takeaways:

✅ HR must serve as a bridge between organizational goals and employee needs.

✅ Post-pandemic hiring requires new strategies and more empathy.

✅ Mental health can’t just be talked about—it has to be prioritized through action.

✅ Leaders, not policies, have the biggest impact on retention.

✅ Interviews should go beyond skills to uncover mindset and alignment.

Links & Resources:

🔗 Explore career opportunities at Bell Partners Inc.

🔗 Connect with Jeremy on LinkedIn: Jeremy English, PHR

She shares candid stories about balancing speed with culture fit, why attitude often matters more than experience, and the surprising moments when a “perfect” candidate didn’t quite work out. Alyssa also highlights how Twin Peaks uses assessments, training, and consistency to ensure every hire supports the guest-first culture.

Whether you’re hiring in hospitality, retail, or any high-turnover environment, Alyssa’s lessons reveal why relationships, energy, and resilience are at the core of building strong teams.

Key Lessons Covered in This Episode:

🔹 From Server to HR Leader:

Alyssa’s journey at Twin Peaks proves that internal growth and culture alignment can be just as important as outside experience.

🔹 Red Flags That Matter Most:

It’s not about the resume—it’s about enthusiasm for guest service and energy in the interview process.

🔹 Internal Promotions That Shine:

How two employees without traditional management backgrounds became some of Twin Peaks’ strongest leaders.

🔹 Speed vs. Fit:

Why Twin Peaks streamlines its hiring process to two interviews plus assessments—fast, but without cutting corners on culture fit.

🔹 When a Candidate Looks Perfect (But Isn’t):

The risks of “masked” interviews and why the first 90 days are critical to uncovering the real culture fit.

🔹 Consistency Across Locations:

How standardized assessments, interview guides, and manager training keep hiring aligned nationwide.

🔹 The Big Lesson Learned:

Skills can be taught. Attitude, work ethic, and team mindset cannot.

Key Takeaways:

✅ Hire for culture fit and attitude first—skills can follow.

✅ Streamlined processes reduce turnover without sacrificing quality.

✅ Internal growth can produce some of the best long-term hires.

✅ Watch for enthusiasm (or lack of it) during interviews—it’s a major predictor of fit.

✅ Standardization creates fairness and consistency across multiple locations.

✅ HR leaders must balance candidate experience with organizational needs.

Links & Resources:

🔗 Explore career opportunities at Twin Peaks: Twin Peaks Careers

🔗 Connect with Alyssa on LinkedIn: Alyssa Brown

Whether you’re hiring in specialized industries, competitive markets, or culture-driven teams, Cheryl shares stories and strategies that reveal how to hire smarter and with more confidence.

Key Lessons Covered in This Episode:

🔹 The Power of Focus in Recruiting:

Cheryl explains why recruiters must zero in on one role at a time to avoid spinning their wheels—and how she trains others to do the same.

🔹 Coaching Hiring Managers:

Even seasoned leaders can fall into the trap of hiring people “just like them.” Cheryl shares how she guides managers to look beyond surface-level similarities.

🔹 The Candidate Who Looked Perfect on Paper:

She recalls an interview with a Big Four candidate who wowed everyone in the room—but revealed integrity issues on the car ride back to the airport. That moment changed the hiring decision.

🔹 Giving Candidates a Second Chance:

Some of Cheryl’s best placements started with resumes that undersold their skills. She explains how reworking resumes and digging deeper uncovered hidden gems.

🔹 Culture Fit Is Everything:

Matching technical skills is only half the battle. Cheryl emphasizes that without culture alignment, hires won’t last—and neither side will be happy.

🔹 Creative Sourcing Beyond LinkedIn:

From attendee lists at industry conferences to specialized outreach, Cheryl reveals how she finds candidates outside the usual channels.

🔹 Setting Realistic Expectations:

She walks through how to have tough conversations with clients when the local talent pool just isn’t enough—and how to reframe the search.

Key Takeaways:

✅ Focus and discipline in recruiting lead to better results.

✅ Don’t overlook red flags, even if a candidate looks perfect on paper.

✅ Resumes rarely tell the whole story—dig deeper.

✅ Culture fit is non-negotiable for long-term success.

✅ Recruiters must act as consultants, not just order-takers.

✅ Creative sourcing and setting client expectations are essential in competitive markets.

Links & Resources:

🔗 Connect with Cheryl Davidson on LinkedIn: https://www.linkedin.com/in/cheryldavidson/

🔗 Learn more about Carol Search Partners: https://www.carolsearch.com/

Whether you’re hiring in faith-based spaces, nonprofits, or high-trust teams, Tarnesha shares stories and insights that remind us how much HR can shape the soul of an organization.

Key Lessons Covered in This Episode:

🔹 From the Stage to HR:

Tarnesha didn’t set out to be in HR—but when an HR Director saw something in her, she leaned in, learned fast, and never looked back. Now, she advocates for people with purpose and leads hiring with compassion.

🔹 The Myth of “Most Qualified”:

Early in her career, Tarnesha believed the most polished resume always wins. Now, she knows better. Soft skills like emotional intelligence, humility, and adaptability often predict success more than credentials ever could.

🔹 Speak Up About Red Flags:

She shares a tough lesson about staying silent in a hiring decision despite sensing disrespectful behavior. When that hire later hurt team morale, she realized the cost of not trusting her instincts—and now speaks up every time.

🔹 When “Call Me Spirit” Sets the Tone:

In one unforgettable screening call, a candidate insisted on being called “Spirit” because their name was just something given by their parents. It was a moment that tested Tarnesha’s adaptability—and her poker face.

🔹 Hiring in Nonprofit & Faith-Based Environments:

Bent Tree isn’t just hiring for skills—it’s about alignment with mission, community, and purpose. Tarnesha looks for people who know their “why” and can roll with the many hats that nonprofit roles require.

🔹 Potential Over Perfection:

One of her proudest hires was a candidate with no traditional experience—but with passion, humility, and growth mindset. That person is now a leader. Tarnesha reminds us: potential is powerful.

🔹 Radical Transparency in Interviews:

She’s upfront with candidates—about red flags, expectations, and culture. If that honesty scares someone off, she believes, “What’s for you is for you.” The right people will lean in, not out.

🔹 The Fail Question Still Works:

Tarnesha stands by one of HR’s classic interview questions—“Tell me about a time you failed.” It’s how she uncovers self-awareness, accountability, and real growth.

Key Takeaways:

✅ Don’t ignore your gut—especially when it comes to culture fit.

✅ Transparency builds trust from the very first call.

✅ Hiring for values and purpose creates long-term wins for mission-driven teams.

✅ A “perfect resume” doesn’t mean a perfect hire.

✅ You’re in your role for a reason—own it, speak up, and lead confidently.

Links & Resources:

🔗 Connect with Tarnesha Miller on LinkedIn: Tarnesha Miller

🔗 Explore opportunities at Bent Tree Bible Fellowship: www.benttree.org

Key Lessons Covered in This Episode:

🔹 HR with Room to Grow

Nayeli joined Stonebridge for the national scale and growth potential—but also discovered a deeply personal hiring culture, where HR leadership stays hands-on and candidates get individualized attention.

🔹 Why She Chose HR Over Operations

Inspired by leaders she admired but unwilling to sacrifice time with her daughter, Nayeli pivoted into HR. It became her way of using business strategy to elevate people—not just processes.

🔹 The Interview That Raised Every Red Flag

Early in her career, Nayeli walked into an interview and was immediately asked about her marital status and children. That experience helped her develop a sharp radar for inappropriate (and illegal) interview tactics—and a firm resolve to protect candidates.

🔹 Funny Doesn’t Always Mean Fit

After hiring a charming, relatable candidate who tugged at everyone’s heartstrings, Nayeli and her team quickly realized he wasn’t professionally aligned with the role. That experience taught her to prioritize facts over feelings and dig deeper into job-relevant skills.

🔹 What Red Flags Really Look Like

Changing answers to repeated questions? That’s a sign something’s off. Nayeli explains how inconsistent answers in interviews are a subtle but reliable red flag.

🔹 Creative Strategies That Actually Work

Nayeli relies on two things: strong resumes and tenure. In the fast-turnover world of hospitality, she looks for candidates with a history of staying power and a polished, formal presence in interviews.

🔹 When Hiring Managers Stall

If polite reminders don’t work, Nayeli shows up at their office. Her approach is clear and direct: “We loved this candidate—are we going to lose them or make the offer?” That urgency often breaks through indecision.

🔹 Details That Make a Lasting Impression

What makes a candidate memorable? Specifics. Nayeli loves when candidates walk her through real-life work scenarios—from wine pairings to five-star service techniques.

🔹 Resume First, Then the Interview

Don't tell her you have the experience if it’s not on your resume. Nayeli emphasizes how crucial it is for job seekers to document their value clearly—and show up formally prepared.

🔹 Brutally Honest Advice for Job Seekers

Craft a strong, structured resume. Follow up with a thank you note. Even if it’s not her personal dealbreaker, she knows many hiring pros who treat it as one.

🔹 Growth Through Grace

Early in her HR journey, Nayeli had little patience for no-shows. Now, she leads with more empathy and is willing to give people the benefit of the doubt—once.

Key Takeaways:

✅ A strong resume is the starting line—not a bonus.

✅ Interviews should verify facts, not just feel good.

✅ One bad hire can reshape your whole approach—for the better.

✅ HR is at its best when it blends structure with empathy.

✅ Candidates who follow through with professionalism stand out.

Links & Resources:

🔗 Connect with Nayeli Sevilla on LinkedIn: In this episode of Who Hired This Person?, host Kaitlyn Randall chats with Nayeli Sevilla, Human Resources Manager at Stonebridge. With experience in hospitality hiring and a business mindset rooted in real-world empathy, Nayeli shares the human side of recruiting—what works, what doesn’t, and how learning from the “nice but wrong” hire helped her develop sharper instincts and better processes. From resume red flags to no-show interviews, this conversation is packed with practical insights for anyone involved in hiring.

Key Lessons Covered in This Episode:

🔹 HR with Room to Grow

Nayeli joined Stonebridge for the national scale and growth potential—but also discovered a deeply personal hiring culture, where HR leadership stays hands-on and candidates get individualized attention.

🔹 Why She Chose HR Over Operations

Inspired by leaders she admired but unwilling to sacrifice time with her daughter, Nayeli pivoted into HR. It became her way of using business strategy to elevate people—not just processes.

🔹 The Interview That Raised Every Red Flag

Early in her career, Nayeli walked into an interview and was immediately asked about her marital status and children. That experience helped her develop a sharp radar for inappropriate (and illegal) interview tactics—and a firm resolve to protect candidates.

🔹 Funny Doesn’t Always Mean Fit

After hiring a charming, relatable candidate who tugged at everyone’s heartstrings, Nayeli and her team quickly realized he wasn’t professionally aligned with the role. That experience taught her to prioritize facts over feelings and dig deeper into job-relevant skills.

🔹 What Red Flags Really Look Like

Changing answers to repeated questions? That’s a sign something’s off. Nayeli explains how inconsistent answers in interviews are a subtle but reliable red flag.

🔹 Creative Strategies That Actually Work

Nayeli relies on two things: strong resumes and tenure. In the fast-turnover world of hospitality, she looks for candidates with a history of staying power and a polished, formal presence in interviews.

🔹 When Hiring Managers Stall

If polite reminders don’t work, Nayeli shows up at their office. Her approach is clear and direct: “We loved this candidate—are we going to lose them or make the offer?” That urgency often breaks through indecision.

🔹 Details That Make a Lasting Impression

What makes a candidate memorable? Specifics. Nayeli loves when candidates walk her through real-life work scenarios—from wine pairings to five-star service techniques.

🔹 Resume First, Then the Interview

Don't tell her you have the experience if it’s not on your resume. Nayeli emphasizes how crucial it is for job seekers to document their value clearly—and show up formally prepared.

🔹 Brutally Honest Advice for Job Seekers

Craft a strong, structured resume. Follow up with a thank you note. Even if it’s not her personal dealbreaker, she knows many hiring pros who treat it as one.

🔹 Growth Through Grace

Early in her HR journey, Nayeli had little patience for no-shows. Now, she leads with more empathy and is willing to give people the benefit of the doubt—once.

Key Takeaways:

✅ A strong resume is the starting line—not a bonus.

✅ Interviews should verify facts, not just feel good.

✅ One bad hire can reshape your whole approach—for the better.

✅ HR is at its best when it blends structure with empathy.

✅ Candidates who follow through with professionalism stand out.

Links & Resources:

🔗 Connect with Nayeli Sevilla on LinkedIn: Nayeli Sevilla

🔗 Explore career opportunities at Stonebridge: www.sbcos.com

Key Lessons Covered in This Episode:

🔹 From Psychology to Compliance: A Human-Centered Pivot

Merrie’s career began in psychology but quickly evolved into HR after recognizing how much of our lives are spent at work. Her studies, leadership roles, and eventual focus on compliance allowed her to build a career that balances structure with empathy.

🔹 The Strategic Role of Compliance in HR

Rather than seeing compliance as a barrier, Merrie reframes it as a map—a set of tools designed to protect both the business and its people. She shares how her compliance mindset strengthens culture, credibility, and consistency.

🔹 A Hard Lesson on Onboarding

A past experience with misaligned onboarding revealed the hidden gaps between HR, IT, and leadership. Merrie stepped up to improve communication, lead benefits orientations, and foster tighter cross-functional collaboration.

🔹 Mentorship That Builds Confidence and Capability

After guiding an intern into a full-time role, Merrie reflects on the power of trust, shared knowledge, and backing off when it’s time to let someone grow. That intern is now a go-to team member—a testament to thoughtful mentorship.

🔹 Multi-State Hiring: Don’t Assume One-Size-Fits-All

Many companies mistakenly rely on corporate HQ policies or default to California’s rules. Merrie breaks down why that approach risks non-compliance—and how HR needs to tailor hiring and onboarding practices to each employee’s work location.

🔹 The Misclassification Minefield

Misunderstanding the difference between exempt and non-exempt employees can be costly. Merrie explains how duties tests, job descriptions, and salary thresholds all play into proper classification—and why it’s safer to default to non-exempt when in doubt.

🔹 Proactive Compliance = Prevented Problems

From travel time pay to overtime eligibility, Merrie shares how spotting risks early has helped Vensure’s clients avoid penalties and protect employees. Her “compliance lens” never turns off—and that’s a good thing.

🔹 When HR Really Works

For Merrie, great HR happens in the small moments: when someone raises a concern, when consistency is upheld, and when advocacy outweighs convenience. It’s not about checking boxes—it’s about showing up with integrity.

🔹 Advice for New HR & Compliance Pros

Stay curious, keep learning, and stay connected. Merrie urges HR professionals to treat life experience as education—and lean into the collaborative nature of the HR community to keep growing.

Key Takeaways:

✅ Compliance isn’t the opposite of empathy—it’s what builds trust.

✅ Onboarding success comes from collaboration, not checklists.

✅ Multi-state hiring demands state-specific attention and adaptation.

✅ Mentorship is about guidance, trust, and eventually stepping back.

✅ Preventing risk is far easier (and cheaper) than correcting it later.

Links & Resources:

🔗 Connect with Merrie Ellis on LinkedIn: Merrie Ellis

🔗 Learn more about Vensure Employer Solutions: In this episode of Who Hired This Person?, host Kaitlyn Randall sits down with Merrie Ellis, HR Compliance Manager at Vensure Employer Solutions. With a background spanning HR business partnering, benefits leadership, and compliance strategy, Merrie shares how HR becomes most powerful when it works behind the scenes—quietly building trust, ensuring legal alignment, and helping teams thrive. From bad onboarding to cross-state hiring pitfalls, Merrie delivers practical, human-centered advice for getting it right from day one.

Key Lessons Covered in This Episode:

🔹 From Psychology to Compliance: A Human-Centered Pivot

Merrie’s career began in psychology but quickly evolved into HR after recognizing how much of our lives are spent at work. Her studies, leadership roles, and eventual focus on compliance allowed her to build a career that balances structure with empathy.

🔹 The Strategic Role of Compliance in HR

Rather than seeing compliance as a barrier, Merrie reframes it as a map—a set of tools designed to protect both the business and its people. She shares how her compliance mindset strengthens culture, credibility, and consistency.

🔹 A Hard Lesson on Onboarding

A past experience with misaligned onboarding revealed the hidden gaps between HR, IT, and leadership. Merrie stepped up to improve communication, lead benefits orientations, and foster tighter cross-functional collaboration.

🔹 Mentorship That Builds Confidence and Capability

After guiding an intern into a full-time role, Merrie reflects on the power of trust, shared knowledge, and backing off when it’s time to let someone grow. That intern is now a go-to team member—a testament to thoughtful mentorship.

🔹 Multi-State Hiring: Don’t Assume One-Size-Fits-All

Many companies mistakenly rely on corporate HQ policies or default to California’s rules. Merrie breaks down why that approach risks non-compliance—and how HR needs to tailor hiring and onboarding practices to each employee’s work location.

🔹 The Misclassification Minefield

Misunderstanding the difference between exempt and non-exempt employees can be costly. Merrie explains how duties tests, job descriptions, and salary thresholds all play into proper classification—and why it’s safer to default to non-exempt when in doubt.

🔹 Proactive Compliance = Prevented Problems

From travel time pay to overtime eligibility, Merrie shares how spotting risks early has helped Vensure’s clients avoid penalties and protect employees. Her “compliance lens” never turns off—and that’s a good thing.

🔹 When HR Really Works

For Merrie, great HR happens in the small moments: when someone raises a concern, when consistency is upheld, and when advocacy outweighs convenience. It’s not about checking boxes—it’s about showing up with integrity.

🔹 Advice for New HR & Compliance Pros

Stay curious, keep learning, and stay connected. Merrie urges HR professionals to treat life experience as education—and lean into the collaborative nature of the HR community to keep growing.

Key Takeaways:

✅ Compliance isn’t the opposite of empathy—it’s what builds trust.

✅ Onboarding success comes from collaboration, not checklists.

✅ Multi-state hiring demands state-specific attention and adaptation.

✅ Mentorship is about guidance, trust, and eventually stepping back.

✅ Preventing risk is far easier (and cheaper) than correcting it later.

Links & Resources:

🔗 Connect with Merrie Ellis on LinkedIn: Merrie Ellis

🔗 Learn more about Vensure Employer Solutions: www.vensure.com

From onboarding to conflict resolution, Luciana shares how real trust, proactive communication, and detailed planning shape the way she builds teams and supports growth. For HR professionals juggling risk and relationships, this episode is packed with thoughtful insight and practical guidance.

Key Lessons Covered in This Episode:

🔹 The Accidental HR Origin Story:

Luciana didn’t plan to go into HR—but a university job while studying psychology opened the door. Originally from Brazil, she found that background gave her the perfect foundation for a people-centered HR career that’s now spanned three countries.

🔹 HR with an International Lens:

Working in Brazil, the UK, and the U.S. exposed Luciana to wildly different business norms, leadership styles, and employee expectations. That cultural awareness now informs how she leads with empathy and structure.

🔹 Building Hiring Processes That Actually Work:

Before a job post ever goes live, Luciana collaborates closely with hiring managers to clarify “must-haves,” red flags, and expectations. Her method? Start strong, stay consistent, and always follow up.

🔹 Why Background Checks Shouldn’t Feel Cold:

From onboarding to screenings, Luciana ensures every step is communicated clearly so candidates know what to expect. Warmth and clarity go a long way in reducing confusion and building trust.

🔹 The Secret to Smooth Employee Relations:

Whether it’s performance issues or personality clashes, Luciana approaches employee relations with neutrality, documentation, and clear communication. Her rule? You can shred a document—but you can’t go back in time.

🔹 Time Management as Risk Management:

With HR touching everything from compliance to performance to safety, Luciana organizes her time based on one factor: risk. Her calendar is a living tool that helps her prioritize, prepare, and plan for the unexpected.

🔹 Real Relationships > Office Small Talk:

To keep employees engaged and connected, Luciana invests in real, personal relationships—walking the floor, asking questions, and making herself available. If people don’t trust you, she says, you won’t be effective.

🔹 Advice for the Next Generation of HR Leaders:

Luciana’s biggest message? Be a real person. Learn the systems, yes—but more importantly, master the soft skills that AI can’t replace. Real HR leadership starts with empathy, curiosity, and intention.

Key Takeaways:

✅ HR needs a seat at the table—especially when it comes to planning and growth.

✅ Hiring is a two-way street: clarity and communication benefit everyone.

✅ Documentation protects both people and the business—always do it.

✅ Strong HR is about more than compliance—it’s about connection.

✅ You can’t lead well if you don’t actually care about people.

Links & Resources:

🔗 Connect with Luciana on LinkedIn: Luciana Pollock

🔗 Learn more about Clean As New: www.cleanasnew.com

Key Lessons Covered in This Episode:

🔹 The HR Spark from College:

Tristan’s HR journey started in a college classroom, where a business professor helped him realize that organizational impact begins with people. That interest turned into two master’s degrees and a long-term career at BNSF.

🔹 Inside the Rail Industry’s Hiring Needs:

Unlike more general industries, transportation hiring requires candidates with highly specialized, hard-to-teach skills—and most of the learning happens on the job. It’s a niche, high-stakes environment.

🔹 Safety Above All Else:

Hiring for roles regulated by the FRA (Federal Railroad Administration) means screening for specific certifications, training levels, and performance history. Missing those details isn’t just a red flag—it’s a compliance risk.

🔹 The Resume Isn’t the Whole Picture:

Tristan reminds us that even the most impressive resumes need to be validated through interviews. A polished application doesn't always reflect readiness or fit for the job.

🔹 Spotting Red Flags Early:

One red flag Tristan has learned to catch? Candidates trying to negotiate location after applying for a role with a clearly stated site. That hesitation signals a lack of readiness—and possibly a short tenure.

🔹 Balancing Policy with People:

In a structured environment like BNSF, HR can’t just fast-track favorites. Even when a manager champions a past employee, HR pushes to ensure fairness, open competition, and adherence to process.

🔹 Hard Lesson: Don’t Rush the Hire:

Early in his career, Tristan made quick hires to improve time-to-fill metrics—only to rehire for those same roles a few months later. Now, he takes time to screen thoroughly and coach managers through the long view.

🔹 The Magic Wand Wish: Faster Hiring, Not Sloppier Hiring:

If he could fix one thing? The length of the approval and offer process. While due diligence matters, Tristan believes there’s room to streamline internal approvals to improve candidate experience.

🔹 Advice for New HR Pros:

Know your industry, study your pipeline, and understand the job descriptions you're hiring for. Ask questions, do the homework, and never underestimate how hiring shapes your company’s success.

Key Takeaways:

✅ Safety, fairness, and quality must come before speed in regulated industries.

✅ Great hiring starts with deep knowledge of the roles—and the people behind them.

✅ Red flags aren’t always obvious, but asking the right questions will reveal them.

✅ HR isn’t just filling positions—it’s building the foundation of a strong organization.

✅ Taking your time up front can save months of headache down the road.

Links & Resources:

🔗 Explore careers at BNSF Railway: www.bnsfcareers.com

Key Lessons Covered in This Episode:

🔹 Thrown into the Deep End (and Swimming Anyway):

Kourtney’s HR journey started in a nonprofit, where she unexpectedly found herself solo after her director passed away just months in. That trial by fire made her resourceful, independent, and passionate about the field.

🔹 Loving the Corporate World (Yes, Really!):

Now part of a large team at American Airlines, Kourtney reflects on the shift from being HR-of-one to a “puzzle piece” in a massive organization—and how that taught her to scale, specialize, and collaborate at a new level.

🔹 Learning the Language of Every Team:

From finance to development, Kourtney emphasizes the importance of “speaking the language” of each business unit. Understanding their needs helps HR deliver better hiring support and build real trust.

🔹 Building Respect Through Boundaries:

She shares how setting clear boundaries with stakeholders early on creates healthier collaboration—and prevents HR from getting buried under impossible expectations.

🔹 Planning for Agility and Retention:

Hiring is just one part of the puzzle. Kourtney walks us through how she builds strategic hiring plans, identifies skill gaps, and leans into retention tools like feedback, development, and training.

🔹 The Rise of the Internal Customer:

One trend Kourtney loves? Treating employees like internal clients. She discusses how the employee experience is just as important as customer satisfaction—and why flexible work matters for real engagement.

🔹 Nailing the Candidate Experience:

From timely communication to prepping interviewers, Kourtney outlines how a great hiring process reflects your culture—and helps candidates get excited about the role before they ever start.

🔹 Making Onboarding Personal and Efficient:

She balances automation with human connection—using digital tools to streamline paperwork, while keeping space for orientation, benefits education, and authentic welcome moments.

🔹 Handling Difficult Issues Fairly:

When it comes to employee relations, Kourtney’s key? Consistency + empathy. She coaches managers to lead with transparency and models how to stay neutral, fair, and people-centered in tough conversations.

🔹 Staying Organized (Even with 100 Priorities):

Kourtney lives by her calendar, uses tools like Outlook and task lists, and always leaves space for the “HR fires” that pop up daily. Her biggest tool? Focus time—and knowing when to call in support.

🔹 Advice to Up-and-Coming HR Pros:

Say “yes” to big, scary projects. Stretch yourself. Ask questions. Even if it’s not in your job description, learning the broader business helps you grow—and makes you a better partner to your team.

Key Takeaways:

✅ You don’t have to start HR perfectly—just start. Growth comes from the messy parts.

✅ HR is most powerful when it’s plugged into the business, not just policy.

✅ Candidate experience starts before the interview—and sets the tone for your culture.

✅ Managers need coaching to handle]]>In this episode of Who Hired This Person?, host Kaitlyn sits down with Kourtney Martinez, Human Resources Business Partner at American Airlines. With experience ranging from nonprofits to one-person HR shops and now a major corporation, Kourtney shares how she’s built her career by staying curious, leading with empathy, and learning every corner of the business. From developing managers to improving the candidate experience, Kourtney gives us a real look into what it takes to thrive in HR—especially when the stakes are high and the team is large.

Key Lessons Covered in This Episode:

🔹 Thrown into the Deep End (and Swimming Anyway):

Kourtney’s HR journey started in a nonprofit, where she unexpectedly found herself solo after her director passed away just months in. That trial by fire made her resourceful, independent, and passionate about the field.

🔹 Loving the Corporate World (Yes, Really!):

Now part of a large team at American Airlines, Kourtney reflects on the shift from being HR-of-one to a “puzzle piece” in a massive organization—and how that taught her to scale, specialize, and collaborate at a new level.

🔹 Learning the Language of Every Team:

From finance to development, Kourtney emphasizes the importance of “speaking the language” of each business unit. Understanding their needs helps HR deliver better hiring support and build real trust.

🔹 Building Respect Through Boundaries:

She shares how setting clear boundaries with stakeholders early on creates healthier collaboration—and prevents HR from getting buried under impossible expectations.

🔹 Planning for Agility and Retention:

Hiring is just one part of the puzzle. Kourtney walks us through how she builds strategic hiring plans, identifies skill gaps, and leans into retention tools like feedback, development, and training.

🔹 The Rise of the Internal Customer:

One trend Kourtney loves? Treating employees like internal clients. She discusses how the employee experience is just as important as customer satisfaction—and why flexible work matters for real engagement.

🔹 Nailing the Candidate Experience:

From timely communication to prepping interviewers, Kourtney outlines how a great hiring process reflects your culture—and helps candidates get excited about the role before they ever start.

🔹 Making Onboarding Personal and Efficient:

She balances automation with human connection—using digital tools to streamline paperwork, while keeping space for orientation, benefits education, and authentic welcome moments.

🔹 Handling Difficult Issues Fairly:

When it comes to employee relations, Kourtney’s key? Consistency + empathy. She coaches managers to lead with transparency and models how to stay neutral, fair, and people-centered in tough conversations.

🔹 Staying Organized (Even with 100 Priorities):

Kourtney lives by her calendar, uses tools like Outlook and task lists, and always leaves space for the “HR fires” that pop up daily. Her biggest tool? Focus time—and knowing when to call in support.

🔹 Advice to Up-and-Coming HR Pros:

Say “yes” to big, scary projects. Stretch yourself. Ask questions. Even if it’s not in your job description, learning the broader business helps you grow—and makes you a better partner to your team.

Key Takeaways:

✅ You don’t have to start HR perfectly—just start. Growth comes from the messy parts.

✅ HR is most powerful when it’s plugged into the business, not just policy.

✅ Candidate experience starts before the interview—and sets the tone for your culture.

✅ Managers need coaching to handle people issues effectively.

✅ Being organized doesn’t mean being rigid—it means creating space for what matters.

Links & Resources:

🔗 Connect with Kourtney Martinez on https://www.linkedin.com/in/kourtneymartinez/

Key Lessons Covered in This Episode:

🔹 Falling Into HR with Purpose:

Lakythia’s entry into HR was accidental—but it quickly became intentional. She explains how being the go-to person for onboarding and discipline sparked a passion for staff development and coaching.

🔹 Starting Strong as a New HR Director:

From day one, Lakythia focused on listening, learning, and visiting all program sites to understand the needs of both managers and staff. Her first 90 days were all about building trust and identifying areas for improvement.

🔹 Hiring Beyond the Résumé:

She shares a recent example where the most “qualified” candidate on paper didn’t land the role—reminding us how critical personality and team fit can be, even late in the interview process.

🔹 Defining a True Culture Fit:

At Queens Community House, a great hire is someone who’s solutions-focused, passionate about giving back, and sees clients as people with agency—not as problems to fix. Lakythia explains how those values guide their hiring.

🔹 Getting Clarity on Uncertain Candidates:

When unsure about a candidate, Lakythia leans into communication—aligning with hiring managers to determine what’s truly a “must-have” vs. a “nice-to-have,” and avoiding unnecessary disqualifies.

🔹 Coaching New Managers Through Hiring:

Her advice to first-time hiring managers? Focus on values and coach ability. Not everything can be taught—but many skills can, as long as the person aligns with your culture and mission.

🔹 Why Coaching Matters in HR:

Lakythia loves supporting employees and leaders alike. From training supervisors to digging into exit interview data, she sees HR as a way to empower people and help teams thrive.

🔹 Advice She Wishes She Got Sooner:

“Don’t just keep doing—pause and reflect.” Lakythia shares her practice of scheduling “not-doing time” to reset and stay focused, especially during high-pressure moments.

Key Takeaways:

✅ Fit matters just as much—if not more—than qualifications on paper.

✅ Great HR starts with listening and asking the right questions.

✅ Reflective time is essential to avoid burnout and improve decision-making.

✅ Culture fit includes values like empathy, empowerment, and community.

✅ Hiring managers need coaching too—especially when making their first hire.

Links & Resources:

🔗 Connect with Lakythia Ferby on LinkedIn

From onboarding missteps to discovering what makes a “culture fit,” Carey shares stories that highlight the trial-and-error nature of HR leadership and how she’s evolved her hiring strategies over time. This episode is packed with real talk on coaching hiring managers, recovering from bad hires, and giving second chances when it matters most.

🔑 Key Lessons Covered in This Episode:

🔹 Starting HR from Scratch:

Carey shares how she built HR at Innovate Auto Finance from the ground up—what worked, what didn’t, and what she wishes she’d known when she started.

🔹 Hiring Flops and Fixes:

Not every hire is a hit. Carey discusses lessons learned from hires that didn’t work out, and how she’s adjusted her approach to spot red flags earlier in the process.

🔹 Culture Fit vs. Skill Set:

Carey explains how she identifies strong culture fits—even if they don’t have every technical skill—and why attitude and alignment often outweigh experience.

🔹 The Art of Second Chances:

In a field that values fresh starts, Carey reflects on when giving a candidate a second chance paid off—and when it didn’t.

🔹 Coaching Hiring Managers:

From rushed decisions to unclear expectations, Carey talks about how HR can coach hiring managers into better, more thoughtful hiring practices.

🔹 Onboarding That Actually Works:

Carey shares what she’s doing to overhaul onboarding at Innovate Auto Finance and how even small tweaks can make a huge difference in early employee retention.

🔹 Multi-State Hiring Challenges:

Hiring across different states comes with its own legal and logistical headaches. Carey offers tips for staying compliant and consistent.

🔹 Supporting Employee Growth:

Carey highlights the importance of internal mobility and how HR can advocate for development pathways even in lean organizations.

✅ Key Takeaways:

• Don’t rush a hire—culture fit and clarity around expectations are critical.
• A failed hire is a learning opportunity, not just a loss.
• Coaching hiring managers pays off in fewer missteps and stronger teams.
• Onboarding needs to be intentional, not just a checklist.
• Second chances work best when they’re grounded in honest conversations and clear boundaries.

Connect with Carey:

For career opportunities at Innovate Auto Finance, email:

📧 humanresources@innovateauto.com

Website: https://www.innovateauto.com

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Key Lessons Covered in This Episode:

🔹 Finding a Career in HR:

Bandana shares how her mother inspired her to pursue HR and how her journey led her to the property management industry, where she found the perfect intersection of her passion for people and real estate.

🔹 Balancing HR Responsibilities:

As an HR leader, Bandana wears many hats. She discusses how prioritization, realistic expectations, and seeking support are key to managing hiring, team development, and aligning HR with business goals.

🔹 Challenges in Recruitment & Staffing:

With an overwhelming number of job applicants, Bandana highlights the difficulty of filtering through resumes and the importance of finding candidates who truly align with job qualifications and company values.

🔹 The Impact of Hiring Decisions:

Bandana explains why hiring managers should wait for the right fit instead of rushing to fill positions. A wrong hire can disrupt team dynamics, while the right hire can elevate the organization.

🔹 Hiring for Culture vs. Qualifications:

Bandana prioritizes cultural fit over credentials, emphasizing that communication skills, adaptability, and teamwork are often more valuable than degrees.

🔹 Onboarding for Employee Success:

From pre-hire communication to personalized training methods, Bandana details how Martello Group ensures new employees feel supported and set up for success from day one.

🔹 Improving Employee Retention & Satisfaction:

As the first HR Manager at Martello Group, Bandana implemented initiatives such as employee surveys and open office hours to create a culture of open communication and trust, leading to stronger retention rates.

🔹 Advice for HR Leaders:

Bandana stresses the importance of mentorship and expanding professional networks to navigate the challenges of HR leadership.

🔹 Coaching Hiring Managers for Better Onboarding:

She highlights the need for HR professionals to coach hiring managers, ensuring they can effectively onboard and support new employees.

Key Takeaways:

✅ Prioritizing cultural fit can lead to stronger, more cohesive teams.

✅ Effective onboarding begins before the first day and should be tailored to each hire’s learning style.

✅ Open communication and feedback loops can significantly improve employee satisfaction and retention.

✅ HR professionals should actively support and train hiring managers to enhance the hiring process.

✅ Expanding your professional network and seeking mentorship is invaluable for HR leadership growth.

Links & Resources:

• Connect with Bandana Seehra on LinkedIn
• Website: https://www.martello.group/

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share...]]>In this episode of Who Hired This Person?, host Kaitlyn sits down with Bandana Seehra, the Human Resources Director at Martello Group. With a strong background in HR and a passion for improving employee experience, Bandana shares her insights on hiring, team development, and creating a workplace where employees thrive. She discusses the challenges of recruitment in today's saturated market, the importance of onboarding, and the strategies that have strengthened retention at Martello Group.

Key Lessons Covered in This Episode:

🔹 Finding a Career in HR:

Bandana shares how her mother inspired her to pursue HR and how her journey led her to the property management industry, where she found the perfect intersection of her passion for people and real estate.

🔹 Balancing HR Responsibilities:

As an HR leader, Bandana wears many hats. She discusses how prioritization, realistic expectations, and seeking support are key to managing hiring, team development, and aligning HR with business goals.

🔹 Challenges in Recruitment & Staffing:

With an overwhelming number of job applicants, Bandana highlights the difficulty of filtering through resumes and the importance of finding candidates who truly align with job qualifications and company values.

🔹 The Impact of Hiring Decisions:

Bandana explains why hiring managers should wait for the right fit instead of rushing to fill positions. A wrong hire can disrupt team dynamics, while the right hire can elevate the organization.

🔹 Hiring for Culture vs. Qualifications:

Bandana prioritizes cultural fit over credentials, emphasizing that communication skills, adaptability, and teamwork are often more valuable than degrees.

🔹 Onboarding for Employee Success:

From pre-hire communication to personalized training methods, Bandana details how Martello Group ensures new employees feel supported and set up for success from day one.

🔹 Improving Employee Retention & Satisfaction:

As the first HR Manager at Martello Group, Bandana implemented initiatives such as employee surveys and open office hours to create a culture of open communication and trust, leading to stronger retention rates.

🔹 Advice for HR Leaders:

Bandana stresses the importance of mentorship and expanding professional networks to navigate the challenges of HR leadership.

🔹 Coaching Hiring Managers for Better Onboarding:

She highlights the need for HR professionals to coach hiring managers, ensuring they can effectively onboard and support new employees.

Key Takeaways:

✅ Prioritizing cultural fit can lead to stronger, more cohesive teams.

✅ Effective onboarding begins before the first day and should be tailored to each hire’s learning style.

✅ Open communication and feedback loops can significantly improve employee satisfaction and retention.

✅ HR professionals should actively support and train hiring managers to enhance the hiring process.

✅ Expanding your professional network and seeking mentorship is invaluable for HR leadership growth.

Links & Resources:

• Connect with Bandana Seehra on LinkedIn
• Website: https://www.martello.group/

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Key Lessons Covered in This Episode:

🔹 From Operations to HR Leadership:

Angela talks about her transition from operations to HR, emphasizing how she discovered her passion for recruiting and employee engagement and how it shaped her HR approach today.

🔹 Nonprofit vs. Corporate HR:

Angela compares her experiences in corporate HR to her work in the nonprofit sector, explaining how nonprofit HR is mission-driven, values employees deeply, and requires wearing many hats to make a difference.

🔹 Impactful Hiring Practices:

She highlights how ICAN’s hiring process prioritizes cultural fit and mission alignment over just qualifications, showing how the right mindset is key to creating a positive and effective work environment.

🔹 Increasing Retention in Nonprofits:

Angela shares her experience increasing ICAN’s retention rate by 30% in her first year. The key strategies? Streamlining the hiring and onboarding processes and ensuring a seamless cultural introduction from day one.

🔹 HR as a Department of One:

As a department of one, Angela discusses the challenges of managing multiple HR responsibilities and the importance of seeking help, prioritizing people over policies, and taking care of one’s own mental health.

🔹 Mental Health and Workplace Culture:

Angela explains how prioritizing mental health in the workplace, through policies and programs, has helped foster a culture of self-awareness and support at ICAN.

🔹 The Importance of Self-Awareness in HR:

Reflecting on her career, Angela offers advice on embracing one’s journey, the power of self-confidence, and the value of asking for help to grow in HR leadership.

🔹 A Memorable Hiring Success:

Angela shares a heartwarming story about a college student she hired, mentored, and helped find their true passion, leading them to a successful career in HR—proving the lasting impact of mentorship in HR.

Key Takeaways:

✅ Nonprofit HR is all about mission alignment and cultural fit—skills can be taught, but passion for the mission is non-negotiable.

✅ Streamlining hiring and onboarding processes is crucial to increasing retention, especially in the nonprofit sector.

✅ As an HR leader, self-awareness and self-care are key to setting a good example and leading a healthy, sustainable work culture.

✅ Hiring for potential, mentoring, and offering growth opportunities can lead to lasting success stories and meaningful careers.

Links & Resources:

• Connect with Angela Torres on LinkedIn
• Website: https://www.icanaz.org/

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on Spotify, Apple Podcasts, and more—and don’t forget...]]>In this episode of Who Hired This Person?, host Kaitlyn speaks with Angela Torres, Human Resources Director at ICAN, a nonprofit focused on after-school programming for underserved communities. With her extensive background in HR, Angela shares her journey from operations to leading HR at ICAN, offering valuable insights into nonprofit HR challenges, the importance of cultural fit, and creating a supportive work environment.

Key Lessons Covered in This Episode:

🔹 From Operations to HR Leadership:

Angela talks about her transition from operations to HR, emphasizing how she discovered her passion for recruiting and employee engagement and how it shaped her HR approach today.

🔹 Nonprofit vs. Corporate HR:

Angela compares her experiences in corporate HR to her work in the nonprofit sector, explaining how nonprofit HR is mission-driven, values employees deeply, and requires wearing many hats to make a difference.

🔹 Impactful Hiring Practices:

She highlights how ICAN’s hiring process prioritizes cultural fit and mission alignment over just qualifications, showing how the right mindset is key to creating a positive and effective work environment.

🔹 Increasing Retention in Nonprofits:

Angela shares her experience increasing ICAN’s retention rate by 30% in her first year. The key strategies? Streamlining the hiring and onboarding processes and ensuring a seamless cultural introduction from day one.

🔹 HR as a Department of One:

As a department of one, Angela discusses the challenges of managing multiple HR responsibilities and the importance of seeking help, prioritizing people over policies, and taking care of one’s own mental health.

🔹 Mental Health and Workplace Culture:

Angela explains how prioritizing mental health in the workplace, through policies and programs, has helped foster a culture of self-awareness and support at ICAN.

🔹 The Importance of Self-Awareness in HR:

Reflecting on her career, Angela offers advice on embracing one’s journey, the power of self-confidence, and the value of asking for help to grow in HR leadership.

🔹 A Memorable Hiring Success:

Angela shares a heartwarming story about a college student she hired, mentored, and helped find their true passion, leading them to a successful career in HR—proving the lasting impact of mentorship in HR.

Key Takeaways:

✅ Nonprofit HR is all about mission alignment and cultural fit—skills can be taught, but passion for the mission is non-negotiable.

✅ Streamlining hiring and onboarding processes is crucial to increasing retention, especially in the nonprofit sector.

✅ As an HR leader, self-awareness and self-care are key to setting a good example and leading a healthy, sustainable work culture.

✅ Hiring for potential, mentoring, and offering growth opportunities can lead to lasting success stories and meaningful careers.

Links & Resources:

• Connect with Angela Torres on LinkedIn
• Website: https://www.icanaz.org/

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Key Lessons Covered in This Episode:

🔹 A Journey from Recruitment to HR Leadership:

Jason reflects on how he found his niche in recruitment and moved into a human resources role at Bluesky Property Management, balancing recruitment with creating a sustainable and collaborative workplace.

🔹 The Importance of Hiring for Both Skills and Culture:

Jason discusses why it’s critical to hire employees who not only have the technical skills but also fit within the company’s culture, and how this ensures long-term success for both the employee and the company.

🔹 Embracing Diversity in Hiring:

Jason shares how focusing on finding the best candidate for the role naturally leads to a diverse team, and why diversity of perspectives enriches the work environment.

🔹 Managing Expectations and Communication:

Managing expectations across employees, tenants, and property owners can be challenging. Jason explains how transparent communication is key to aligning those expectations and keeping everything running smoothly.

🔹 Onboarding for Employee Success:

Jason emphasizes the importance of a solid onboarding process and how it helps new employees feel supported, integrated, and confident in their role, setting them up for long-term success.

🔹 Lessons Learned from Hiring Successes and Mistakes:

Jason shares real-life examples of both successful and unsuccessful hires, discussing how the right person can quickly elevate a team, while a bad hire can have a ripple effect on productivity and team morale.

🔹 Creating a Positive Work Culture with Team Building:

Jason reveals how Bluesky fosters team cohesion and a positive work environment, from regular appreciation lunches to team activities like sports challenges that help employees bond outside of work.

Key Takeaways:

✅ Hire for both skills and culture to ensure long-term success.

✅ Transparent communication and managing expectations are critical for maintaining team morale and productivity.

✅ A well-executed onboarding process sets new hires up for success.

✅ Diversity in hiring naturally happens when you focus on finding the right fit for the role.

✅ Team-building activities can strengthen relationships and foster a supportive work environment.

✅ A bad hire can disrupt the entire team’s productivity, so it’s essential to get it right.

Links & Resources:

• Connect with Jason Wavell on LinkedIn

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on Spotify, Apple Podcasts, and more—and don’t forget to leave us a review!

Key Lessons Covered in This Episode:

🔹 From HR Enthusiast to Workforce Development Leader:

Rachel takes us through her career journey, starting with her passion for people and strategy, and how an acquisition led her to her current role at Bayaud Enterprises, Inc  where she navigates cultural shifts while supporting mission-driven hiring.

🔹 The Biggest Hiring Challenges in Nonprofits:

Hiring in the nonprofit sector comes with unique challenges, especially when trying to balance limited budgets with the need for adaptable, mission-driven employees. Rachel discusses the difficulties of finding candidates who align with both skill requirements and the organization’s broader mission.

🔹 The Power of a Holistic Hiring Approach:

Rachel explains why resumes aren’t enough. At Bayaud Enterprises, Inc , they look at potential, lived experiences, and the ability to succeed with the right support, focusing on creating pathways for individuals with non-traditional job histories.

🔹 Cultural Fit Beyond Technical Skills:

A great hire isn't just about technical proficiency—Rachel shares a key lesson learned when a hire struggled with the collaborative nature of the team, emphasizing how cultural fit can make all the difference.

🔹 The Importance of Adaptability and Empathy in Hiring:

For Bayaud Enterprises, Inc  employees need to be adaptable, empathetic, and deeply committed to the mission. Rachel explains why these qualities matter, especially when working with individuals facing employment barriers.

🔹 Setting Up New Hires for Success with Effective Onboarding:

Rachel highlights the importance of a comprehensive onboarding process, from clear communication to mentorship programs, ensuring new hires feel supported and connected to the mission from day one.

🔹 Manager Training: A Key to Retention:

Rachel shares how her introduction of a manager handbook and focused manager training has had a profound impact on employee retention by empowering leaders to offer better feedback and coaching.

🔹 Rethinking “Qualified” in Hiring:

Rachel offers advice on building a more inclusive hiring process, encouraging organizations to focus on skills, potential, and lived experiences, not just traditional qualifications like degrees or job titles.

Key Takeaways:

✅ Focus on mission-driven qualities—adaptability, empathy, and a commitment to making a difference.

✅ Hiring is about more than just resumes—look at lived experience and potential.

✅ Cultural fit can be just as important as technical skills in creating a successful team.

✅ A strong onboarding process that includes mentorship sets new hires up for success.

✅ Manager training plays a pivotal role in improving employee retention and performance.

✅ Reevaluate what “qualified” means to attract more diverse talent.

Links & Resources:

• Connect with Rachel Nolan on LinkedIn

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on LinkedIn

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on Spotify, Apple Podcasts, and more—and don’t forget to leave us a review!

Key Lessons Covered in This Episode:

🔹 From the Classroom to Corporate HR:

Toyia shares her journey from workforce development to education and back to HR, explaining how her teaching experience shaped her approach to employee training and onboarding.

🔹 The Onboarding Pitfall Most Companies Overlook:

Many businesses treat onboarding as a one-day event instead of an ongoing process. Toyia explains why a structured, long-term onboarding plan leads to higher retention and engagement.

🔹 How Bad Onboarding Leads to Early Resignations:

Toyia recounts a real-life example of two new hires who had vastly different experiences—one thriving and one quitting within weeks—shedding light on the consequences of inconsistent onboarding.

🔹 Bridging the Gap Between Orientation and Integration:

What’s the difference between orientation and true onboarding? Toyia breaks down how companies can move beyond paperwork and PowerPoints to create a culture of belonging from day one.

🔹 The Role of Leadership in New Hire Success:

Onboarding isn’t just an HR function—it requires buy-in from managers and company leaders. Toyia shares actionable steps leadership can take to ensure employees feel welcomed and supported.

🔹 Why Unconscious Bias Impacts Onboarding More Than You Think:

Toyia discusses how biases can affect how new employees are trained, included, or overlooked—and what organizations can do to ensure fair and inclusive onboarding experiences.

🔹 Small Changes That Make a Big Impact:

From personalized welcome messages to structured 30-60-90 day plans, Toyia shares simple yet effective strategies to improve onboarding without overhauling entire systems.

Key Takeaways:

✅ Onboarding should be a long-term investment, not just a one-day event.

✅ Leadership plays a critical role in making new hires feel valued and integrated.

✅ Consistency in onboarding reduces turnover and increases employee success.

✅ Bias—whether conscious or not—can shape onboarding experiences and impact retention.

✅ Small changes, like mentorship programs and structured training, can transform how new employees adjust to their roles.

Links & Resources:

• Toyia Jewett on LinkedIn

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Key Lessons Covered in This Episode:

🔹 Finding a Career in HR:

Andrea reflects on her unexpected journey into human resources, from staffing management to overseeing hiring and onboarding at Ellingson Companies.

🔹 The Biggest Hiring Challenges Today:

From recruiting in a niche industry to handling generational differences in the workplace, Andrea breaks down the common struggles HR professionals face—and how to overcome them.

🔹 The Importance of Onboarding Done Right:

A weak onboarding process can lead to disengaged employees. Andrea shares how companies can set new hires up for success from day one.

🔹 Red Flags in the Hiring Process:

What makes a bad hire? Andrea discusses the warning signs she’s learned to spot early and how structured hiring can prevent costly mistakes.

🔹 Advice for Job Seekers

Andrea reveals the one question every new hire should ask during onboarding to ensure a smooth transition into a company’s culture.

🔹 Why HR and Operations Must Work Together:

Collaboration between departments is key to long-term employee success. Andrea explains how breaking down silos can improve retention and workplace morale.

Key Takeaways:

✅ Onboarding is more than paperwork—it’s about setting employees up for long-term success.

✅ Hiring challenges differ across generations—companies need to adapt.

✅ Job seekers should ask smart questions to understand company culture before committing.

✅ HR and operations work best when they collaborate, not compete.

Links & Resources:

• Connect with Andrea Kvalsten on LinkedIn
• Ellingson Companies

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Key Lessons Covered in This Episode:

🔹 From Disney to Hospitality Leadership:

Stevie takes us through his career journey, starting with an internship at Walt Disney World, transitioning through various roles in guest services, sales, and recruitment, and ultimately finding his passion in HR.

🔹 The Biggest Hiring Challenges Today:

With the rise of AI and technology-driven onboarding, many new hires struggle with digital platforms—especially when systems aren’t mobile-friendly. Stevie shares how companies can bridge the gap.

🔹 Where to Find Top Talent:

Stevie reveals his hiring strategy—targeting employees from companies with strong customer service cultures like Chick-fil-A and Target to ensure a positive and engaging work environment.

🔹 The Power of First Impressions:

Why dressing professionally still matters, even for entry-level roles. Stevie shares how job seekers can set themselves apart in interviews—whether in person or over Zoom.

🔹 Mastering Work-Life Balance:

Reflecting on his own experience, Stevie emphasizes the importance of taking PTO, setting boundaries, and not sacrificing personal time for career growth.

🔹 Advice for New Hires & Young Professionals:

Stevie offers practical tips for those entering the workforce, including how to make an impact while maintaining balance and longevity in their careers.

🔹 Why Collaboration Matters:

Stevie believes in the power of teamwork and networking, encouraging professionals to seek mentorship and support within their industries.

Key Takeaways:

✅ Technology can be a barrier for new hires—companies should invest in mobile-friendly systems.

✅ Great customer service skills translate across industries—hiring from strong culture-driven brands can elevate team performance.

✅ First impressions still count—dress to impress and take every interview seriously.

✅ Work-life balance isn’t a luxury—it’s essential for long-term career success.

✅ Success is a journey—pace yourself and enjoy the ride.

Links & Resources:

• Connect with Stevie Pate on LinkedIn
• Island Hospitality Management

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on Spotify, Apple Podcasts, and more—and don’t forget to leave us a review!