Deloitte

• Selected to participate in a fellowship program focused on enhancing understanding of the ER&I (Energy, resources, and Industrial) industry across the firm. Engaged in projects aimed at supporting firm leaders in growing their practices within the ER&I sector.
• Transitioned to the Internal Audit offering to support Agile IA & strategic IA engagements influencing departments to create purpose-driven teams embracing new technology, navigating risk, and leading learning practices
• Led redesigning of organizational structure (30+ team members) from a technical and teaming perspective while facilitating internal and external relationships, recapturing metrics, and building change management documentation
• Established relationship with Deloitte Consulting and aided in expanding their health care Human Resource Advisory board by facilitating in-person experiences with over 25+ attendees
• Created shark tank-style analytics competition driving innovation and automation ideas for the firm, client, and stakeholders with over 40+ attendees and global leaders

Internal Audit - Consultant

• Relocating to Indonesia to support internal audit control design from a business process and technology standpoint for a 3 billion dollar mining investment, the largest copper mining plant in the world.
• Navigated intense situations with government officials that ultimately led to my return back to the US. An opportunity I'm forever grateful for, Indonesia is a beautiful place!

Internal Audit - Senior Consultant

• Educated team members and improved understanding of relevant IT systems; SAP, Oracle, Workday, SuccessFactors
• Built out global documentation for Agile methodology and obtained Agile Coaching ICP-ACC certification
• Managed collaboration and virtual production among 50+ attendees for internal Agile bootcamps

IT & Specialized Assurance - Consultant

• Performed general information technology control testing, report logic testing, and business process controls testing while working on over 10 SEC external audit engagements within the Energy, Resources, and Industrials industry offering
• Facilitated client walkthroughs for newly implemented IT systems and headed the system implementation control testing
• Energized recruiting efforts at Deloitte by participating in local, regional, and university-based events

IT & Specialized Assurance - Analyst

DxConsulting, LLC

A business I started to better serve job seekers struggling in their careers.


• 2024 LinkedIn Top Voice 
• 2022 Top Job Search Expert To Follow On LinkedIn  (JobScan)
• Captured over 21k followers and 5M+ content views through LinkedIn with daily content creation and producing a year-long weekly video series
• Formulated a job search method, “Conversations > Applications” that reverses the traditional job search process for candidates

Visit www.dxconsults.com for more information. 

Or...scroll down further for some client testimonials.

PS... If you made it this far and really can't find a reason to connect or are struggling to personalize your invite. Just send me a message saying "#Whynot?", happy to connect and start a conversation! I appreciate you taking the time to read about my passion

Founder

Audience & Income

Audience & Income is an exclusive membership community for creators, dedicated to helping them grow their audience and create income online.

Member

Helping job seekers revitalize their networking strategy in Q3 | Conversations > Applications ✌️

I believe you should be able to obtain your career dreams and that’s what I help professionals do. 

My clients have landed roles at Oracle, Deloitte, EY, Tata Consultancy, JP Morgan, Goldman Sachs, Eaton, Salesforce, KPMG, PWC, Dell, Higher Education or started their own venture 😌

But, landing your dream role doesn’t happen by chance, or with me creating an offer letter for you. My most successful clients know it takes hard work, patience, and perseverance.

The results? Massive career pivots, finding clarity in what you wanted to do, landing your target role in 2 months, and getting 2x your current salary. 

Ultimately, the people I work with feel respected, valued, and paid fairly in their career path.

I am a career coach guiding frustrated mid-career professionals to their target roles by teaching them to have the right conversations with the right people

I specialize in 1:1 coaching that covers job search strategy and career clarity.

Sick of hearing from me?  Scroll 👇🏼  to see what my clients have to say

Note: All opinions expressed are solely my own and not of any employers

Who am I and why should you listen to me?

I was an underdog, I never had the perfect GPA, experience, or stories to tell and I still broke into the #1 professional service firm in the world. Before that, I spent time in public accounting, start-ups, and fortune 500 companies.

But... your LinkedIn doesn't show a recruitment or hiring team experience?

They were internships and I decided to remove them. Hiring isn't rocket science + I had the below opportunity

I sat behind the scenes in HR and watched resumes pile in, held phone screens and reference checks, and interviewed candidates, and rejected candidates (yes, all while utilizing an ATS). 

I’ve seen how treacherous the job searching process can be; automated rejections, ghosting, 14 rounds of interviews, and 250 applications a week. I don’t want you to have to live in the process that every candidate believes to be normal.

I was born and raised in Cleveland, Ohio, and also had the opportunity to live in Austin, Texas for four years. After four years, incredible weather, and "Keep Austin Weird" vibes, I finally decided that I missed home and wanted to see the Browns win a Superbowl. I headed back to Cleveland and started working with my dream company + starting my own business. I'm an avid sports fan, enjoy being active, and spending time with my family + and friends

Dominic Imwalle

A rejection letter hits your inbox.

Most people avoid reading it, take it personally, and never respond.

But that's leaving opportunity on the table.

Here's what the best job seekers do instead:

Reply with gratitude.

-  Thank the recruiter and hiring team.
-  Keep the door open for future roles.

Request feedback (if possible).

-  Not every company can share details.
-  But a small note can help you refine your approach.

Explore other roles.

-  Check if they're hiring for similar positions.
-  Be extremely specific about why you're interested.

Reflect and refine.

-  What went well? What needs improvement?
-  Talk with someone already in the role you want.

Because here's the truth:

The worst thing you can do is walk away without learning anything. Admit it, this didn't go the way you wanted it to go and now it's time to pivot or press forward.

A rejection isn't the end - it's data.
It's an insight into what companies are looking for.
It's a chance to build relationships for the future.

The people who get hired?
They treat every interaction like it matters.

Because it does.

Platforms don’t hire you, people do. I help job seekers unlock $100K+ roles by mastering the story that sells // Conversations ​> Applications // Career Coach // Resume Writing

We love quick wins: the perfect resume tweak, the magical conversation that reveals a role.

But the +$100k position with 20+ days off? That requires depth over speed.

Here's what we'd do (and what a client recently did) to change their career narrative:

STEP 1) Admit it's not working

- The 19th application won't change the game. Draw a line in the sand with someone who's been where you want to go.

STEP 2) Go deep on your network

- Find people you've worked with who are doing what you want. Focus 100% on them and their career, not your job search. Expect ~75 thoughtful outreaches.

STEP 3) Speed matters for applications

- Track opportunities obsessively. Be first to apply and first to reach the hiring team. Prioritize referrals within 48 hours.

STEP 4) Connect the dots

- After 8 weeks of 3-4 conversations weekly, what are employers saying for this role? Attack their pain points and draw commonalities across roles.

STEP 5) Prepare obsessively for interviews

- Say no to distractions. Mock every question from phone screen to final panel. If they haven't done what you want to do, it's "noise".

Every interaction counts.
Focus on one approach, and you become attractive.

Conversations > Applications ✌️

I noticed this on an office hours call yesterday. If you're in the job search, find a place where you have to introduce yourself on a weekly basis. 

- What story do you run to?
- Where do you light up?
- What pulls people in?
- Do you give on too much?

Charisma is everything today.
Can you pull people into where you're going?

S/o the folks putting up reps on the weekend ✌🏼

Every email you send in the job search is either building an advocate (or turning people off).

Don't fold on getting feedback, asking a question, starting a conversation, or sharing an idea you have for the role. Winners in the search grab and hold attention.

They do so by being wildly different than most. 

Not “Interested.” Not “DM’d you.” 

Comment with something that shows your thinking, asks a smart question, or gives a micro-insight. This draws attention back to you. 

Conversations > Applications

I believe this is the pinnacle question to measure progress in a job search that is stunted (3+ months). 

If you're not in the 5+, I'd highly recommend studying people. There exists someone out there who has done what you wanted to do with less. Find them, be curious about how they did it, and then go implement. 

Sure, you'll get to a point where information is capped out. But it never hurts to share your story and impress people in your field. 

Conversations > Applications

Out of the last 14 days job searching, how many times have you spoken with someone doing the work you want to do?

The author can see how you vote. Learn more

Shelley Piedmont, SPHR, SHRM-SCP

Career GPS, LLC

Are you stuck in your career, unhappy about what you are doing, and can't see yourself continuing on the same path until you decide to retire?

Are you unhappy at work, but you can't put your finger on the exact problem? Should you change your career or change your employer? You don't know the right answer and need some insight to make the best decision.

You have been on auto-pilot and have done well in your career, but you need to figure out how to best articulate your value.

If any of these scenarios speak to you, then YouMap® may be for you.

As a certified YouMap® coach, we will deep dive into your strengths, values, skills, and personality-based interests to help you understand what work and what environments are best for you. This will help you better understand what types of roles, managers, and organizations better align with what you need for career success.

Reach out to me at spiedmont@mycareergps.com for more information.

Career Coach

Have you been in a job search for a few months and have yet to see any results?

Are you about to start a job search and what to get the best results in the fastest amount of time?

I can help you develop a job search strategy for your situation that fits best with what you do best. I can't promise that your job search will be fun, but I can make it more organized and efficient. I will provide tools and tips to help you reach your goal and ongoing support.

Feel free to contact me at spiedmont@mycareergps.com to talk about how we can work together.

Job Search Strategy Coach

I have conducted thousands of interviews. I have seen people ace an interview; I have also seen people do horribly. Do you know what the difference often was between the two? Practice. 

Work with me on your interviewing skills. I will help you craft compelling answers to common interview questions and any that may cause you concern. I will provide feedback that you will rarely get when you interview. 

Contact me at spiedmont@mycareergps.com to discuss how I might be able to help you.

Interview Expert

Not having a LinkedIn profile that is optimized for being found could be costing you opportunities. 

For many Recruiters, LinkedIn is the first place they look for candidates for their job openings. Wouldn't you like to be one of the people that are contacted? Wouldn't you like to meet interesting and influential people in your field? Of course! 

One of the best ways is to make sure you have an interesting and engaging LinkedIn profile. I can help you do this and devise an outreach strategy that will help you build your network.  

Contact me at spiedmont@mycareergps.com to discuss how I can help you.

LinkedIn Profile Optimizer

Do you want feedback on how to write a strong resume?  I believe it is much better to learn how to write a great resume (which most of us were never taught) because you then have knowledge that will serve you well throughout your career. 

This is my teaching how to fish service. 

We will get on a recorded Zoom call, and I will review your resume for content and formatting. We will guide you on how to improve your story to catch the hiring team's eye. 

We can also help you ensure you are not making mistakes that could prove problematic for Applicant Tracking Systems. Once you update your resume with our suggestions, we will review your writing and provide written feedback.

Contact me at spiedmont@mycareergps.com to discuss how I can help you with your resume.

Resume Strategist

Avendra LLC

I aligned business objectives with employees and management at Avendra as well as the other Aramark owned Group Purchase Organizations (GPOs), two in the US, one in Canada and two in Europe (500+ employees). The position served as a consultant to management on human resource-related issues and acted as an employee champion and change agent.

Key Results:
-2016 and 2017 winner of the Washington Post Top Workplace award and a Glassdoor rating of 4.4.
-Time-to-fill and cost-per-hire decreased when the recruitment process was streamlined by changing the application process, development of new candidate sources, the addition of better performing vendors, and implementation of a new Applicant Tracking System (ATS).  
-Developed curricula for new hires and supervisors. Added new training vendors. Led a project to redesign the user interface of the Learning Management System (LMS) for ease of use.
-Project leader that moved the company from a manual to an electronic performance management system.  Redesigned job competencies. Quarterly performance feedback introduced.
-Exceptional Contribution Award winner for my leadership in successfully implementing new recruitment and performance software.

HR Director, Avendra Group

I oversaw HR strategy for all aspects of employee development programs and systems, performance management, retention, training, employee relations, onboarding processes and recruiting/selection processes and systems. Avendra has 300 employees located between our Maryland HQ and California office as well as home-based employees across the country and in Canada.

Director of Talent

WTS International

I was in charge of corporate HR strategy, workforce planning, training and organizational development, employee relations, and compensation and benefits for over 1,500 employees located in 80 locations throughout the United States. 

Key Results:
-First HR Director and built the HR department.
-Implemented new HR software systems (ADP timekeeping and iCIMS ATS).
-Developed HR-specific and management soft skill training for managers that was delivered on-site and via webinar.
-Implemented a new performance management system.
-Decreased employee turnover year after year.

Director of Human Resources

Bell Nursery

I was hired to develop the Human Resources Department. I was a one person HR department for 300 full time and 1,000 seasonal employees that worked in the Garden Centers of Home Depot stores in the Mid-Atlantic region.

Key Results:
-Planned and developed the specifications for a new HRIS system, timekeeping, applicant tracking, payroll and expense tracking system. Chose vendor. Project manager for implementation. Developed and provided training.
-Integrated two acquisition companies to ensure consistent policies and procedures, benefits, and compensation.
-Developed a recruitment plan that led to the hiring of 800 seasonal employees (truck drivers, laborers, agricultural workers, and retail employees).
-Organizational restructuring of the retail supervisory positions to include new job descriptions and compensation plans.

Human Resources Manager

Century Pool Managemen

Managed the Domestic Recruitment, Human Resources and Payroll Departments. The organization had 50 full time and 600+ seasonal employees. Managed a staff of four Recruiters, an HR Assistant and a Payroll Manager.

Key Results:
-Conducted HR audit which resulted in the overhaul of the recruitment process to ensure compliance with federal and state employment laws.
-Led HR to become the top department in the area of client responsiveness in the company.
-Developed new metrics reports for the HR area which resulted in greater efficiency of recruitment efforts and a shorter time-to-fill.

Arbitron (Purchased by Nielson)

Staffing Specialist (part-time) for the call center located in Columbia, MD. Headed a three person team responsible for staffing a 100-seat outbound call center.

Key Results:
-Reached all staffing goals on time and on budget. Increased center performance and eliminated all overtime expenses.
-Hired 300+ Research Associates per year.
-Hired 30+ bilingual Research Associates. Attained the highest-ever staffing level for bilingual RAs.

Staffing Specialist

ARAMARK

Human Resources Manager for the Private Education and Employer Child Care Divisions. I was in charge of all HR duties, to include recruiting, compensation, employee relations, training and benefits administration. I was promoted to this position from the Recruitment Manager position with Children's World Learning Centers. 

Key Results:
-Increased racial and gender diversity of staff.
-Achieved an optimal staffing level that was cited for the improved performance of the division.
-Made changes to compensation to align corporate business practices with industry norms.
-Integrated the two lines of business into the corporate culture while still maintaining their distinct business identities.

The TJX Companies, Inc.

Provided recruiting services for management and staff in a 10 state region.

Key Results:
-Three times named National Recruiter of the Quarter.
-During tenure I decreased average cost-per-hire each year by using creative recruiting techniques.

Regional Recruitment Manager

Do you want a more fulfilling career but feel unsure where to start? 
Perhaps your current job search isn't yielding results, and you are frustrated and lost.

I'm Shelley Piedmont, a Career Coach who specializes in empowering individuals to break free from their career ruts, master the modern job market, and get hired faster. 

With over 20 years of recruiting experience and 6 years as a Job Search Coach, I've read thousands of resumes, reviewed countless LinkedIn profiles, and interviewed candidates at all levels, from entry-level positions to senior leadership. You can trust that I've seen it all, and I'm here to guide you through it.

I want to help you craft a fulfilling career and navigate the complexities of a job search. Through personalized coaching and proven strategies, I help my clients overcome these common challenges:

•  Is your current career lacking fulfillment? Do you go through the motions but yearn for a more meaningful career that allows you to thrive? – I help you identify a career path that aligns with your strengths, values, motivating skills, and personality-based interests. 

•  Feeling lost in your job search - Together, we'll develop a customized strategy that maximizes your visibility and lands you the job you deserve.

•  Is your resume falling into a black hole? - Having screened countless resumes, I know what grabs the attention of hiring managers. I'll teach you how to craft a compelling document that showcases your unique skills and experience in a way that will interest recruiters and hiring managers. 

•  Unsure how to leverage LinkedIn? Based on my insider knowledge of LinkedIn and what recruiters seek, I can teach you strategies to build a powerful online presence that attracts the right opportunities. 

•  Are interviews leaving you confused with no feedback? – I'll identify areas for improvement and help you stand out from the competition. We'll master interview techniques, build confidence, and prepare you to ace your next interview. 

•  Do you want to be paid your worth? – We'll develop a targeted salary negotiation strategy to help you get what is important to YOU and ask confidently. 

Check out my recommendations section to see how I have helped many job seekers meet their goals.

Are you feeling stuck? I can help you find a job where you can thrive. 

Schedule a free consultation today to discuss your career goals and learn how I can help you achieve them! 

www.mycareer.gps.com/appointments

Interview the Right Way Coach

Shelley Piedmont

A post this week claimed job seekers shouldn't be nervous in interviews. It got 279 comments, and many people pushed back hard.


What was the disconnect? The poster didn't account for what people are actually living through right now.

This was the reality from the comments:
—Single parents with rent due and Christmas approaching
—Professionals unemployed for 6+ months and behind on their mortgage
—Experienced workers over 50 constantly battling ageism 
—Talented people building portfolios at night, researching companies thoroughly, doing everything "right," but still getting ghosted

These people do not lack preparation or confidence. It's about a market that's crushing people, good people.

I'll be honest: I still get nervous in interviews.

My last interview was for an internal promotion. People who already knew my capabilities. Panel format, probing questions about my thinking and past decisions. I could feel my heart beating faster.

I acknowledged it. Did deep breathing and pushed through. I got the job. 

But those nerves were real, and I make no apology for them.

Here's what I've learned: Acknowledging nerves and pushing through is completely different from pretending they shouldn't exist in the first place.
Nerves don't mean you're unqualified. Often, they mean you care deeply about the opportunity and understand what's at stake.

The problem, as I see it, isn't nervous candidates: 

It's interview processes designed to intimidate rather than get to know you. It's interviewers who can't see talent past a few moments of anxiety. 
It's a market that treats people like cogs in a machine.

For hiring managers: You've felt nerves in the past (don't lie). Why are you creating a process so intimidating, then?

For job seekers: What's one thing that's helped you show up fully despite the nerves?

This market is testing everyone. Let's be real about it.

-----
I'm Shelley. I used to hire for companies, but now I advocate for YOU. My goal? Helping you find work that energizes instead of exhausts you.
♻️ Resonated with you? Your repost could help someone else, too
🔔 Follow + ring the bell for weekly career reality checks
🟪 Questions about your next move? I'm here to help. Ask below or DM me

Shelley Piedmont🧭

Clarity↣Strategy↣Hired For Managers to VPs • Job Search Strategist & Interview Coach • Career Coach, Job Change Advisor & Resume + LinkedIn Advisor

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