I help businesses solve people problems.

Solving People Problems. Driving Business Success.At Peoplyst, we help businesses solve workforce challenges with solutions that get it done and keep it done. Whether it's hiring, leadership, compliance, or organizational change, we create and implement strategies that improve performance and simplify people operations.With decades of experience in talent acquisition, workforce strategy, leadership development, and HR technology, I’ve helped companies from startups to Fortune 50 firms build stronger teams, improve engagement, and scale effectively.Where Companies Struggle (And How We Fix It)Talent &amp; HiringFinding and keeping the right people shouldn’t be a struggle. We help businesses align hiring with growth, improve candidate experience, and optimize onboarding to retain top talent.Workforce PerformanceA high-performing team isn’t built by chance—it’s built with strategy. We create engagement, leadership, and accountability systems that turn employees into a company’s greatest asset.HR Compliance &amp; TechnologyHR should work for you, not against you. We streamline operations, implement the right HR tech, and ensure compliance so businesses reduce risk and stay efficient.Change &amp; Growth StrategyGrowth is good, when it’s managed well. We help companies navigate transitions, scale effectively, and align leadership and culture with their long-term vision.If your people aren’t thriving, your business isn’t either. Let’s fix that.Message me to discuss how Peoplyst can help.Want free content on People Problem topics? Click the Connect or Follow button.Want more free content? Visit our Blog at https://peoplyst.com/blogs/Had enough pain and want to discuss making your People Problems disappear?Book a call with me here: https://calendly.com/bryan-howard-mpg/fix-your-people-problem

Bryan Howard

"We need someone who can hit the ground running," he said.

I looked at the stack of rejected resumes on his desk.

"How many have you passed on this week?"

"Twelve. Maybe fifteen."

"Why?"

"Gaps. Job hopping. Overqualified. Underqualified."

I picked one up. "This one?"

"Eight-month gap. Next."

"Did you ask about it?"

"Didn't need to. If they were good, they'd be working."

I set it down.

"Let me tell you about the last 'gap' I investigated."

He leaned back, arms crossed.

"Operations manager. Fifteen years of experience.
Promoted three times at the same company.
Then her husband got diagnosed with cancer."

"Okay..."

"She asked for temporarily reduced hours.
Company said no. 'We need full commitment.'
So she left to take care of him."

"That's different."

"Is it? She didn't leave because she couldn't do the job.
She left because the company wouldn't bend.
Not even a little. Not even temporarily."

He shrugged. "We can't make exceptions for everyone."

"Fourteen months later, her husband recovered.
She started applying for new roles.
People like you looked at the 14-month gap
and said 'Next.'"

Silence.

"Here's what I've seen over and over," I said.

"Companies demand perfect availability.
Then act surprised when life happens.

They refuse flexibility.
Then call the fallout a 'red flag.'

They create rigid policies.
Then blame candidates for not fitting them."

"We have standards," he scoffed.

"No, you have blind spots.
You're filtering out people who've been through things.
People who've adapted. Figured it out. And survived.
You're choosing someone with a clean timeline
over someone with actual resilience."

"So what do you want me to do?"

"If they fit the role requirements,
ask the question. 'What happened during this time?'
Actually listen to the answer,
then choose the best candidate.

Because half the gaps you're rejecting?
Your policies would have created them, too."

The resume gap isn't the red flag.

Your refusal to ask about it is.

_____
If this sounds familiar, DM me.
I can help you rethink what you're filtering out.

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People problems? Meet Peoplyst solutions. | Recruiting, Leadership & Employee Development, HR Tech and Change Management

Great Jacksonville Chamber of Commerce event and incredible team from Peoplyst, including me, Erica Howard, honorary member April K. of Gentinuity LLC, Tearle Johnson, and Julius Richardson, SHRM-TA, M.S. OrgLeadership.

Life is good! People make all the difference.

Dina Beam

With 20+ years of experience as a leader focused in business operations & management, I have been integral in talent development, strategic planning, & process improvements to drive the customer experience, accelerate revenue, & maximize organizational growth.  I am well versed in process improvements, strategic planning, & vendor relations to ensure optimal business success.  It is my passion to utilize my background as a dynamic team leader & project-focused professional to execute brand development, monitor trends, & expertly transform business operations to be highly profitable.
 
Key Achievements Include: 
 
✅ Navigate the company through enormous growth, overseeing the day-to-day operations of 53 pet resorts across the US, an increase of 18 since 2018, with 7 more on track by the end of 2023, increasing employees from 600 to 1600, achieving $46M in revenue in 2018, with a projection of $100M earned by end year, and expanding EBITDA from $6M to $15M
✅ Transformed the operations of the company, building and standardizing operational processes and procedures from the ground up, reducing employee errors, and increasing productivity while maintaining company-wide consistency
 
✅ Promote an extraordinary customer experience, increasing the company’s NPS score from 80 in 2018 to 86 in 2021.
 
✅ Delivered massive company growth, overseeing the opening of a new resort in a different market while partnering with local media to promote existing resorts, yielding record profits within 18 months
 
✅ Named the Resort of the Year in 2011 and 2013, earning the prestigious award through superior leadership, a talented staff, effective resort operations, and outstanding customer service
 
I would like to speak with like-minded professionals.  Please contact me through this profile if you would like to connect.

VP of Ops/VP of Training & Customer Experience

• Navigate the company through enormous growth, overseeing the day-to-day operations of 46 pet resorts across the US, an increase of 14 since 2018, with 7 more on track by the end of 2022, increasing employees from 600 to 1600, achieving $46M in revenue in 2018, with a projection of $100M earned by end year, and expanding EBITDA from $6M to $15M
• Transformed the operations of the company, building and standardizing operational processes and procedures from the ground up, reducing employee errors, and increasing productivity while maintaining company-wide consistency
• Lead a team of 8 regional managers, constantly recruiting superior talent, as well as coaching, training, and mentoring the team, producing a top-notch team striving to optimize operations and increase company growth
• Consistently identify areas to enhance and implement innovative process improvements and operational initiatives, presenting recommendations to the COO for buy-in, leading to strengthened ROI and an improved customer experience
• Champion a quality assurance program, overseeing on-site evaluations, internal audits, and customer surveys while ensuring compliance with industry and company-wide policies and guidelines to deliver exceptional service and drive revenue
• Collaborated with a cross-functional team to revamp the entire staff training program from end to end, recruiting and developing exemplary talent to support the objectives of the company while reducing staff turnover 4 out of 5 years
• Promote an extraordinary customer experience, increasing the company’s NPS score from 80 in 2018 to 86 in 2021
• Drove the company’s brand awareness and market share, incorporating digital and live media to reach a larger audience and build recognition, driving customer growth and revenue
• Promoted to the role of Vice President of Training and Customer Experience in 2021, demonstrating the ability to build and lead high-performing teams to drive successful business outcomes

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Dina Beam

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