The ReWork Group

The ReWork Group is a modern talent strategy and recruiting consultancy built for a world that refuses to sit still. We partner with high-growth startups and forward-thinking enterprises to reimagine how they attract, assess, and retain top talent. From building sourcing engines to architecting employer brands, we help companies design systems that scale without losing soul.

Our approach blends deep recruiting expertise with business-first thinking. We don’t just fill seats—we help companies build the teams that build the business. Whether it’s implementing performance-based hiring, advising on workforce planning, or coaching hiring managers to actually be hiring managers, ReWork delivers strategic impact where it matters most: talent.

Managing Partner

McAfee

Actively sourcing and recruiting, I am building Machine Learning, Data Science, and Data Engineering teams at scale to protect families and make for a safer online experience.

At McAfee, I led full-cycle recruiting across a diverse range of roles in a fast-paced, agile environment. I developed and executed targeted sourcing strategies leveraging direct outreach, referrals, social media, and professional networks to engage top talent. I partnered closely with hiring managers and HR leaders, providing market insights, guiding candidate selection, and advising on compensation, career potential, and offer strategy.

I managed the end-to-end process—from initial sourcing through interviews, pre-close, and offer negotiation—while ensuring a world-class candidate experience and maintaining strong data integrity in our ATS. I tracked key recruiting metrics like time-to-fill and pipeline health, and consistently looked for ways to increase candidate flow through Boolean search, talent communities, and proactive outreach.

Above all, I served as a trusted partner to the business and a proud McAfee ambassador, aligning every hire to the mission and culture of the company.

Talent Acquisition Partner

Twitter

I'm leading a global team of sourcers that empowers Twitter's Engineering Leadership to make critical hiring decisions with ease, speed, and confidence. By engaging with passive and active talent, this Technical Sourcing team fuels the hiring process with interested, educated, and qualified candidates.

A few of my accomplishments include:

- Spearheading the global Machine Learning and Research talent strategy at Twitter, collaborating with leadership to establish a global hiring strategy, and serving as the primary contact for all Research and Machine Learning recruitment efforts.

- Overhauled and implemented a new hiring process and interview framework, redesigning existing methodologies to tailor a system specifically suited for AI domain recruitment.

- Formulated an employer branding strategy that encompassed outreach and events (e.g., NeurIPS, NAACL, AML), enhancing the company's presence and attraction within the machine learning community.

- Identified and sourced target ML companies for potential acquisition and acquihire, coordinating with Legal, Engineering, Research, M&A teams to pinpoint suitable candidates for Twitter's strategic growth in the ML and Research sectors.

Global Technical Sourcing Manager, Talent Acquisition

Are you a software engineer looking to build and innovate? Do you see yourself stretching outside of your comfort zone?

If you are an engineer and you answered yes, let’s connect and schedule a time to chat!

Life's not about a job, it's about purpose. We believe real change starts with a conversation. At Twitter, your voice matters. Come as you are and together we'll do what’s right (not what’s easy) to serve the public conversation.

Senior Technical Recruiter

Amazon Web Services (AWS)

- Partner with hiring teams to build effective sourcing and assessment approaches with an ability to manage customer/partner expectations through a deep understanding of return on investment.
- Recruits passive candidates and gauge both technical skills and chemistry of candidates for fit, and understand candidate motivation
- Builds and maintains a network of potential candidates through proactive market research and ongoing relationship management;
- Conducts in-depth interviews with candidates and demonstrates the ability to anticipate hiring manager preferences through high offer-to-interview ratios (1 offer to every 4.38 on-site loops);
- Recommends and executes ideas and strategies that contribute to the long-range growth of diverse hiring strategies as a member of the DICE (Diversity Inclusion Champions for Equity) team, focused on implementing new recruiting processes and fine-tuning standard processes that fit within Amazon's mission to deliver raise BLNA/URM representation by 10% overall;
- Ability to proactively network and establish effective working relationships, continually seek new sourcing options and develop creative approaches to delivering candidates to the customer;
- Strong communication skills, organizational, and negotiation skills;
- Ability to execute recruiting strategy, including employer promotion in the marketplace, candidate management, diversity sourcing, and interview process management.

Senior Sourcing Recruiter

RentPath

- Owns the full candidate recruitment experience, directly responsible for the overall recruitment, on-boarding, administration, coordination and evaluation of the human resource function.
- Delivers 10+ qualified candidates each week to hiring managers with an 84% conversion from introduction to phone interview, 80% conversion from phone interview to onsite interviews.
- Develops sourcing models and plans to generate a talent pipeline.
- Works with managers to discern job requirements and then create job descriptions.
- Continually contributes to the knowledge base of the recruiting group by leading bi-weekly recruiting lunch and learns and sharing new information about industries and talent pools or profile types.

Our goal here at RentPath is to innovate the apartment rental industry through engaging user experience and exciting new technology. 

Our team of Engineers are forward-thinking, world class and not afraid of cutting-edge technology. They are building and scaling systems that drive our applications and continuously improve our engineering practices. 

From adopting new frameworks and languages like React and Elixir to implementing machine learning in voice search engines are just some examples of the innovative technology that we use.The RentPath Engineering Team is looking for new members who are excited at the prospect of working on our portfolio of brands. We are proud to innovate and create new consumer experiences backed by reliable, performant code. We are diverse in the technologies we use, ranging from Clojure, Elixir, Ruby, and JavaScript, and are investing heavily in React / Redux and the BFF pattern. We are in the process of completing our move to continuous deployment, we leverage micro-services, and invest heavily in creating components that are reusable and provide a framework for our portfolio of sites.

Apple

Check out the details for the two teams that I'm supporting here at Apple. If you have a strong Java background, we should be talking. If you have a strong NLP background, we should be talking.

What is the Apple Media Products Core Services team?

The AMP Core Services team provides APIs for our personalized and unpersonalized customer features to internal and external clients. Amongst other uses, these APIs are directly used on the iPhone, iPad, Apple TV, Mac and Windows by Apple applications such as the App Store, Apple Music, iTunes Store, Podcast, iTunes U, Videos, iBooks, Watch, Health, Maps. The nature of our work involves architecting, implementing and managing performant client server protocols. As part of providing these APIS we manage the core Content Index service and the Editorial service that houses all the meta data associated with content that we sell on the stores. We provide means to get a bulk feed of this content meta data through our Enterprise Partner Feed program.

What about the Universal Media Team?

We are seeking an outstanding applied data scientist to join the Universal Media Team responsible for building a comprehensive data platform for powering Universal Search, Siri, TV app, Safari search and more services across all Apple platforms. Candidate should be a self starting, energetic individual with excellent communication skills to effectively collaborate with all levels of the organization. She/ He will take ownership of projects that focus on topics such as classification, attribute ranking, filtering, mapping or enriching of entity records or their data. Implement standard and proprietary algorithms for handling and processing data. Use distributed data processing and analysis methodologies. Work closely with engineers to implement solutions to the highest standard possible.

Senior Technical Sourcing Recruiter

Relus Technologies

Relus Cloud is an Atlanta-based AWS Advanced Consulting Partner, trusted by hundreds of organizations nationwide. We create an “all-in” approach to AWS and we empower clients with tailored public cloud, big data, people, and training solutions.  Our practice areas include cloud migrations, DevOps, cloud managed services, big data solutions, as well as IT staffing and recruitment. Our Talent Delivery Practice focuses on filling the skills gap that exists wth many of our clients. Just like our Cloud and Infrastructure teams, we are architects, only we are building the most disruptive companies of our generation. We have a mission and immense dedication to build technology-focused companies of lasting value. 

You might find me focusing on:
► Data Science - Big Data, Hadoop, Hive, Pig, Python, R, MATLAB, Machine Learning, Natural Language Processing, Search, Visualization
► Open Source - Ruby/Ruby on Rails, Python, Django, Flask, Perl, PHP, Scala, Go, Erlang, Haskell, Clojure, Node.js
► Java, C, C++, C#, .Net
► Front-End - HTML, CSS, JavaScript, CoffeeScript, Angular.js, Backbone.js, Ember.js, Knockout.js, jQuery
► Microsoft .NET - C#, ASP.NET, VB.NET, SQL, Azure
► Mobile - Android, iOS, Mobile Web
► Technical Operations - DevOps, QA, Automation, Operations

Lead Technical Recruiter & Trainer

Kabbage, Inc

Focused on thinking up new ways to find great people and engage our teams with great talent, I'm engaging with outstanding professionals that want to push the envelope and disrupt the status quo. At a glance, I focused on:

- Manages efficient, fast-paced, full-cycle recruiting operations which support Kabbage’s rapid hiring growth.
- Coach, develop and mentor US and India recruiting teams.
- Partners with executives and hiring managers to thoroughly understand the company's hiring goals and plan effectively.
- Create and execute a talent acquisition strategy aligned with Kabbage’s business objectives and culture in order to meet aggressive hiring goals, with a focus on proactive sourcing including social networking, internet research, cold calling, regular networking at events and conferences
Architected and installed all new new processes, optimized the transition to, and deployment and use of Greenhouse ATS, and created reporting metrics.
- Partnered with VP’s and Team Leads to build out and launch LinkedIn network referrals and direct hiring manager outreach.
- Constructs job specs for hiring managers and managed posts to Indeed, LinkedIn, Internal and external job boards. 
- Managed vendor agreements and partnerships with vendors to support executive search, recruitment marketing, employment branding, and sourcing applications.
- Implemented on-going quarterly outreach and marketing to passive candidates via Greenhouse and LinkedIn Recruiter.
- Direct and oversee the use and implementation of tools, processes, and metrics related to performance management, succession planning, talent assessment, diversity and other related activities.

Director of Recruiting

Velossent, LLC

Working with VC & PE-backed companies, I specialized in the placement of top performing executives, recruiters, technologists, and engineers nationally. Frequently with working with Founders and Executive Leadership, I worked to maintain an extremely high standard, delivering proven high achievers who mesh with their culture and direction.

Also, I love working with and leading my teams - teaching and training recruiters and sourcers to build high performance recruiting teams is my speciality!

At a glance, I focused on:
• Responsible for full lifecycle recruiting of enterprise sales executives, front-end & back-end developers, infrastructure architects, recruiters, human resource business partners, product managers, project managers, and C-suite leadership.
• Created and led practice group for placing HR & Recruiting professionals.
• Coached candidates and clients through the recruitment process in order to arrive at a mutually beneficial candidate placement. 
• Created a recruitment road map with hiring managers to set clear expectations of skill requirements, personality preferences, interview timeline and offer negotiation.
• Designed and implemented repeatable sourcing and recruiting strategy training and onboarding for new recruiters and sourcers.
• Researched and led transition from CBIZOne ATS to Bullhorn.
• Utilized LinkedIn, Twitter, Facebook, Indeed, Meetup.com, Dribbble, BeHance, GitHub, Stack Overflow, Slack, BitBucket, Instagram, and YouTube to create and engage online talent communities.

Specifically placed a variety of professionals including:
• COO
• CTO
• Vice President of Engineering
• Vice President of Product Management
• Vice President of Human Resources
• Director of Talent Acquisition
• Director of Data Science 
• Director of Product Management
• Senior HRBP
• Product Manager 
• UX Engineer 
• Python Engineer 
• Corporate Recruiter 
• Product Manager
• . NET Developer

And many more!

Recruiting Manager

ZocDoc

Initially contracted for 3 months to drive sales management and executive leadership recruiting for NY HQ including. Contract extended through onboarding of new VP of People. At a glance:

• Focused on full-lifecycle that included sourcing, qualifying, and interviewing candidates all the way through offer and onboarding stages.
• Designed and implemented sourcing strategies via LinkedIn, Facebook, Meetup.com, Indeed, and NY networking events to grow a diverse and qualified candidate pool.
• Led team of 3 to open Phoenix, AZ, sales office in under 30 days.
• Worked with hiring managers and C-Level leadership to establish a set of core competencies for each role on the Hospital Systems team and develop effective lines of questioning to be used during interviews. 
• Partnered with VP's, Directors and team leads to build out procedural guides for two new candidate sourcing initiatives (LinkedIn network referrals and direct hiring manager outreach). 
• Utilized analytics and tracking tools inside applicant tracking systems including Taleo, Greenhouse and LinkedIn Recruiter to provide team leadership with weekly/monthly/quarterly updates on pipeline and candidate sourcing effectiveness. 
• Assisted in the development of job specs used to attract talented applicants to Zocdoc via job boards and LinkedIn.

Executive Recruiter

Hi, I’m Brian Fink — recruiter, talent strategist, and professional dot-connector.

For nearly two decades, I’ve helped startups, scale-ups, and global enterprises find the people who build the future. Whether it’s engineers architecting AI systems, marketers driving growth, or leaders defining culture, I specialize in recruiting top-tier talent that doesn’t just fill a seat — they raise the bar.

I’ve led searches for companies ranging from early-stage ventures to Fortune 100s, partnering directly with founders, execs, and hiring managers to close hard-to-fill roles. I believe great recruiting isn’t just about pipelines and platforms — it’s about business acumen, storytelling, and knowing when to challenge the brief.

Outside of work, I speak on hiring trends, write irreverent essays about the recruiting world, and moonlight as my daughter’s biggest fan and loudest cheerleader.

Specializations:
► Data Science - LLM (Large Language Models), Generative AI, Python, Transformer, NLP, Deep Learning, Artificial Intelligence, Machine Learning, Conversational AI, Chatbot Development, Sentiment Analysis, Neural Networks, Computer Vision, Signal Processing, Hugging Face, and MLOps.
► Open Source - Python, Django, Flask, Perl, Scala, Go, Erlang, Haskell, Clojure, Node.js, Elixir, Clojure
► Cloud Technologies - Kubernetes (K8s/GKE/EKS/AKS), Terraform, AWS, GCP, Azure, RedHat, On-Premise Hardware

Brian Fink

Hyperproof

Culture is everything to us! 

Had the privilege of helping Hyperproof grow from 55 to over 160 employees by implementing innovative recruitment strategies and a meticulous talent acquisition process, emphasizing people-first initiatives.

Designed and rolled out comprehensive onboarding programs and performance management systems, driving a measurable increase in employee satisfaction and engagement, and cultivating a vibrant, inclusive culture.

Developed and executed strategic workforce planning to ensure alignment between staffing needs and business goals, facilitating cohesive and scalable growth.

Led compensation planning, creating competitive, equitable pay structures that reinforce Hyperproof's commitment to attracting and retaining top talent and furthering our people-centric approach.

Focused on Go-To-Market (GTM) recruitment, building specialized teams essential to scaling operations and expanding market reach.

Built an award-winning culture - Winner of LinkedIn's Best Startups, Built-In's Best Companies, InHerSight Best Companies, Mental Health America Bell Seal Award for Cultural Health and more

Sr. Human Resources Business Partner, GTM

Remedial Herstory Project

As Board Chair of Remedial Herstory, I champion the mission to bring gender parity to history education. We believe history should reflect all voices, including the critical stories and contributions of women. Our organization creates free, research-based curriculum resources that empower educators to deliver a more inclusive and representative history to students nationwide.

In my role, I guide strategic partnerships, legislative advocacy, and community engagement to support systemic change across states. We work closely with historians, educators, and policy-makers to influence curriculum standards, emphasizing the need for gender balance in historical narratives. Our resources include diverse lesson plans, interactive activities, and professional development workshops, all designed to help educators make history education more complete and inspiring.

Through initiatives like our digital media content, podcasts, and live events, we bring untold stories of women to life for students, teachers, and the general public. As part of our advocacy, we actively pursue state-by-state legislative change to mandate women’s history in educational curricula, fostering a deeper understanding of history that values every voice.

Remedial Herstory also serves as a hub for academic research on gender equity in history education. We support resolutions and work with educators to advocate for curriculum parity and inspire generations of students to see themselves reflected in history. It’s a privilege to work with a team dedicated to creating lasting change in how we view and teach history.

Board Chair

Mindoula

Partnered directly with our CFO & COO to drive talent acquisition strategies.

Led a high-performing Talent Acquisition Team of 5 members.

Efficiently filled 65 pivotal roles within 90 days to meet stringent contract commitments, often sacrificing sleep in the process.

Operationalized and executed corporate recruitment and workforce planning across 7 divisions within a 500-person company.

Provided comprehensive support across various departments, including the People team, Marketing, Finance, Strategy & Operations, Collaborative Care, Population Health, and Legal, ensuring all talent acquisition needs were met.

Sr. Manager of Talent & People

Bottomline Technologies

Implemented a high-touch, consultative full life-cycle search process, ensuring an exceptional candidate and hiring manager experience.

Evaluated candidates meticulously, ensuring alignment in qualifications, cultural fit, and overall compatibility with the organization’s requirements.

Recruited and placed diverse roles in Go-To-Market (GTM) functions such as client success, finance, sales, and marketing.

Managed the end-to-end recruiting process, identifying and assessing internal and external talent using innovative and proactive methods. Crafted ideal candidate profiles and developed compelling job descriptions, incorporating competency & performance-based interviewing techniques.

Oversaw the interview process with candidates and hiring managers, ensuring adherence to company guidelines. Skillfully negotiated salaries and presented employment offers, facilitating a seamless onboarding process for new hires.

Cultivated strong relationships with business stakeholders, aiming to understand their functions and key business objectives.

Managed a team comprising 5 recruiters, a candidate experience coordinator, and a People team admin, ensuring cohesive and effective operations.

Senior Manager Talent Acquisition Programs and Operations

Dartmouth College

Oversaw the life-cycle recruitment process for 60-150 requisitions, managing activities from initial position development, job scoping/intake, budget review, candidate assessments, on-campus interviews, to onboarding.

Led the design and implementation of D.E.I. focused recruiting/retention strategies and programs while providing direct recruiting assistance to designated client groups.

Collaborated with Human Resource leadership to develop best practices for Talent Acquisition (TA) operations.

Developed a comprehensive recruitment strategy, optimizing job postings, developing recruiting marketing channels, procuring job boards, and planning digital and non-digital recruitment campaigns.

Established a robust college recruitment pipeline by promoting internship opportunities, organizing career day events, participating in job fairs, conducting resume review days, and creating college student recruitment landing pages.

Enhanced the organization's commitment to diversity and achieved underrepresented minority recruitment goals.

Supported and coached internal candidates seeking promotional opportunities within the organization.

Remodeled and implemented a new talent brand for Dartmouth College, spanning across LinkedIn business page, Glassdoor, Twitter, MailChimp, and the career business page.

Sr. Talent Acquisition Director

Manage full life cycle Human Resources recruitment of Technology, Finance, Marketing, Operations, and Human Resources professionals from mid to executive level.

Talent Acquisition Consultant

Concord Hospital

Implemented a high-touch, proactive, and consultative full life-cycle search process to ensure an exceptional candidate and hiring manager experience.

Evaluated candidates comprehensively to ascertain alignment in qualifications, cultural fit, and overall compatibility with the organization’s requirements.

Recruited and filled diverse mortgage positions, including roles such as Medical Assistants, Practice Directors, and IT support.

Managed the end-to-end recruiting process, utilizing creative and proactive methods to identify and assess internal and external talent. Developed ideal candidate profiles and crafted compelling job descriptions, incorporating competency & performance-based interviewing techniques.

Oversaw the interview process with candidates and hiring managers in accordance with company guidelines. Conducted salary negotiations and presented employment offers, ensuring a seamless onboarding process for new hires.

Cultivated strong relationships with business stakeholders, aiming to understand their functions and key business goals.

Human Resources Business Partner

The Nagler Group

Built and managed a team of 6-10 members, overseeing the recruitment, training, and hiring processes within a new office setting.
Served as a key account manager, collaborating with business leaders and HR to streamline and enhance the recruitment process, ensuring it fulfilled the talent needs effectively and efficiently.
Implemented and executed recruiting strategies and processes, attracting, acquiring, and retaining direct-hire talent across diverse industries, encompassing Tech, Finance, Healthcare, Logistics, and Retail.

WREN: Women's Rural Entrepreneurial Network

Dedicated to improving lives and livelihoods, the Women's Rural Entrepreneurial Network's mission is to inspire, create, and connect through economic, educational, personal, and community development.
In conjunction with BEC and WREN offering courses for women to launch economic growth projects and businesses.
Assisted over 15 local women in launching and applying for funding opportunities.
Initiated a venture capital pitch party and established a funding resource center.
Secured a grant-sponsored Fellowship in collaboration with the Carnegie Mellon Foundation.

Development & Education Program Manager (Fellowship)

👋 If you're reading this then I have a sincere interest in learning more about you and what you need. (no really that's what my DiSC profile told me) But it's the truth, I love meeting new people. 😁

I've worked in the People/HR space for over a decade and deeply love getting people excited about the work they are doing!

Below you can check out my Ted Talk about inclusion education. I’ve had the joy of being a speaker at several HR conferences and panel discussions about building people-first cultures. I love working in the start-up space, helping to build a company from day one with people first operations and talent solutions. I nerd out about HR tech solutions and even consult with a few. 🤓

🚀I'm currently helping Hyperproof an incredible start-up grow and scale our people function to go global and be seen as a leader in our space.


Specialties;
✔ People Operations 
✔ Workforce Planning
✔ Executive Recruiting
✔ Talent Acquisition
✔ Employee Relations 
✔ Compensation Philosophy
✔ Candidate Experience
✔ Training & Internal Mobility
✔ Building & Growing Enduring Relationships 


🤗Fun facts: I consider myself the USWNT #1 fan. I started a non-profit that helps educators teach a more inclusive history. I am working on building a Library in my hometown. I always have 3 books going at all times. I am a mom of two little boys. Partner to an incredible human. Lover of flower farms, Maine beaches, and thunder storms. 

🔔I accept any LinkedIn request to connect. I strive to respond to them all. But no one’s perfect. I reserve the right to remove the connection if you’re a jerk. Don’t be a jerk. 😎

#Hiring, #leadership, #interviewskills, and #talentacquisition #buildingstartups #womenintech #inclusivehiring #hrbp

Brooke Neva Sullivan 🌤️

Job seekers. You may not notice these small red flags if you are not reading between the lines but they say a lot about the leadership and culture of an organization. 


🚩No salary listed. Translation. “We don’t do transparency.”

🚩Cover letter required. Translation. “We still move at 1998 speed.”

🚩Hybrid. Two days in office. Translation. “See you here five. We love butts in seats.”


The hiring process and job description tells you everything you need to know about the culture you are about to walk into. 

I’m sure there are others my fellow #recruiters can point out

People & Talent Leader @ Hyperproof | People-First | IDEA | HRCI

Culture doesn’t happen.
Culture is built.

After years in People & Talent, I can tell you this with absolute certainty.

Every high-trust, high-empathy, high-accountability team I’ve worked with had one thing in common:

They designed their culture instead of assuming one would magically appear.
Here’s what actually works:
• Choose the hard topics
 • Create space for lived experiences
 • Build rituals people look forward to
 • Repeat them often
 • Measure how people feel, not just what they do

Most orgs say they want connection.
Very few actually build the systems that create it.

If you want a competitive advantage in 2025:
 Invest in empathy.
 Invest in belonging.
 Invest in your managers.

Your people strategy is your business strategy.
 Companies forget that until it’s too late.

💙 Hyperproof is Showing Up in Blue Today and with a little more facial hair! 💙

Today our team came together in honor of International Men’s Day and Men’s Health Awareness Month. We swapped our Hyperproof orange for blue to spotlight the importance of supporting men’s wellbeing.

This day is more than just a color moment. It’s a reminder of the role men play in our lives. It’s a call to normalize conversations around mental health. It’s a chance to champion positive role models and challenge outdated stereotypes.

🔹 Mental health matters. Creating space for men to talk openly is one of the most meaningful ways we can support each other.

 🔹 Role models matter. We’re celebrating the men who lead with empathy, advocate for others, and show up with integrity every day.

 🔹 Equality matters. When we break down harmful stereotypes, we create a healthier workplace and a stronger community for everyone.

Seeing our team show up in blue today is a small but powerful reminder—we win as one team.
#InternationalMensDay #MensHealth #MentalHealthAwareness #PositiveRoleModels #HyperproofLife 💙

💛 Exercising Empathy
One of the programs I’m most proud of creating at Hyperproof is our Exercising Empathy series. Every month, we choose a hard topic, bring employees together, and share our lived experiences.

We’ve talked about deeply human topics like:
 • IVF and child loss
 • Pronouns and why they matter
 • Generational challenges of working together
 • Working parents
 • Caretaking and the emotional load that comes with it
 • Mental health and burnout
 • Living as a minority in majority spaces
 • Grief and life transitions
 • Invisible disabilities and neurodiversity

Empathy is a muscle and in many spaces in our lives, we’re losing it.

Culture doesn’t just happen; it’s intentionally built.

This series is one way we keep practicing staying connected as humans, not just coworkers.

This month is a full-circle moment. As we recognize Men’s Health Awareness Month, one of my favorite humans, Adam Bloom, will be leading us through a conversation about men’s mental health, vulnerability, and the pressures so many men navigate in silence. His willingness to show up honestly is exactly what this series is all about.

If you’re an #HR or #People leader in my network and you’re interested in bringing something like this into your organization, please reach out. I’d love to walk you through how we built it.

Grateful for this community and for every Hyperproofer who leans in, listens, and chooses understanding. 💛

#ExercisingEmpathy #MensHealthAwareness #PeopleFirst #Hyperproof #CultureMatters #HRLeadership

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Brooke Neva Sullivan 🌤️

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The Battle

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Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Brooke Neva Sullivan 🌤️'s LinkedIn Performance

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