How long until you reach your goals if you change nothing?

Systems love replication. 

They hold tight to what is comfortable, familiar, and predictable. But true leadership doesn’t happen in the comfortable spaces.

At Massively Good Leadership, I engage with you to:
- deliver best-in-class executive coaching 
- organization wide enablement
- learning design programs 
and human-driven AI for managers.

Two decades enacting sustainable change in systems across roles and scope, with budget constraints and myriad collective bargaining agreements—> moving from silos to interdependence with results.

I collaborate.
I amplify.
I ignite. 

Let’s stop waiting for the system to take its course.

Let’s make the bold, strategic moves that your leadership legacy demands.

Ready to dive in? 

💬  Connect and message me
💻  Book a quick call 
📨. Email me to ignite the massively good change you’ve been waiting for at cheryl@pulsehive.com 
🛜 www.pulsehive.com

Cheryl Agrawal

McCownGordon Construction

McCownGordon Construction is an employee-owned construction company in Kansas City, with offices in Manhattan, Kansas, Wichita, Kansas and Dallas-Fort Worth. As a thought leader in our industry, we strive to fulfill a role not just as a contractor, but as a full partner throughout the project. That same philosophy drives our commitment to respect and inclusion for our associates.

Talent Acquisition Partner

Cadence McShane Construction Company

▪ Lead a team (HR Generalist and Recruiter) that is responsible for executing all talent management objectives while also serving as a member of the executive leadership council and establishing the strategic people goals (3, 5, 7-year plan) for the organization.

▪ Notable deliverables to date include,
− Recruiting and onboarding 400+ employees
− Reducing the cost to hire by $4k per employee which has led to YOY cost savings / avoidances of $240k 
− Creating the capacity to bring recruiting related tasks in-house, eliminating nearly $5 million in fees associated with services previously sourced to outside firms 
− Forging relationships to further enhance the talent pipeline with organizations such as Skillbridge which aids individuals retiring from the military with transitioning to the workforce

▪ Improved the quality of hire and reduced turnover by modifying the interviewing process and introducing the “Hire 4 Performance” framework / model.

▪ Championed various DE&I (Diversity, Equity, & Inclusion) initiatives including ramping up HBCU (Historically Black Colleges & Universities) recruiting and spearheading the activations of business resource groups such as the Women’s Future Leaders program. 

▪ Instituted the use of Gallup surveys and coached managers to conduct “state of the team” meetings after obtaining results to improve team dynamics.

▪ Maintained a balanced metrics scorecard with high marks in retention, employee satisfaction, time-to-fill and several additional KPIs. 

▪ Assisted with implementing business continuity strategies throughout the COVID-19 pandemic that were instrumental in offsetting potential staffing and operational headwinds. Specific tasks included,
− Developing the PR strategy and communicating a single and consistent message to all employees 
− Creating effective remote work strategies as well as safety guidelines in accordance with the CDC and local ordinances

Talent Manager

▪ Charged with leading the company recruiting process and ensuring a seamless candidate experience from initial conversation to the employee’s first day on the job.

▪ Collaborated with senior and functional leaders to discuss staffing needs and establish definitive plans for securing high-quality talent. 

▪ Revamped the college recruiting strategy including an increased presence at career fairs and informational sessions to highlight the company’s internship program.
− The additional exposure led to the attraction of more candidates, an improvement in the offer / acceptance rate, and the securing of 25+ interns annually

Talent Acquisition Manager

▪ Directly source and engage top talent for open positions and pipeline talent for future growth. 

▪ Led the end-to-end candidate selection process including resumé screening, interviewing, conducting reference checks, coordinating background screening, and extending employment offers.

▪ Incorporated the use of social media and online platforms (LinkedIn, Facebook, Glassdoor) to expand recruiting efforts and build talent pools for future openings. 

▪ Relaunched the employee referral program, boosting the internal referral rate from 8% to +30%. Subsequent impacts included less reliance on the use of outside firms for recruiting services and the reduction of ensuing fees by $1.5 million annually.

Talent Acquisition Specialist

Titus Talent Strategies

▪ Titus Talent Strategies focused on providing high quality professional search and placement services along with recruitment process consulting. 

▪ Gained a thorough understanding of an organization’s hiring needs, organizational culture, and recruitment challenges prior to advising regarding opportunities to expand and improve the current policies and procedures. 

▪ Extended and managed offers for a variety of positions in various industries, ensuring successful placements. 

▪ Identified new business opportunities for the RPI team which expanded the client portfolio and drove revenue growth.

Talent Acquisition Consultant

Cielo Talent

Talent Coordinator/Empowering Excellence Coach

Dean Health Plan, Inc.

Therapy Services Aide

Georgetown Therapy

Therapy Tech/Personal Trainer

Senior Talent Acquisition Leader || HR Partner || Growth Strategist || Director of People & Culture

With over 10 years of experience in talent acquisition and development, I've played a pivotal role in driving organizational growth and success. My contributions encompass recruiting and retaining top-tier talent, championing DE&I initiatives, and transitioning HR processes from outsourcing to in-house.

I excel in leading and collaborating with cross-functional teams, engaging with individuals across all organizational levels, accelerating talent development, refining HR practices, and transforming data into actionable insights. My primary focus is on nurturing the organization's most valuable asset—its people—while fostering a culture of engagement, performance, and innovation.

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The Battle

Cheryl Agrawal

Audra Stevenson

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