Associate Vice President Technology | SASR Workforce Solutions | #Veterati Mentor | ASA Technology Taskforce | Candidate and Employee Experience Champion | Veteran | Call of Duty Mobile Enthusiast - #coopmedic

Most conversations about AI in hiring focus on what’s possible. I focus on what happens when it scales.

I’m a technology executive at SASR Workforce Solutions, operating at the intersection of AI, automation, and workforce scale. My perspective comes from environments where hiring decisions repeat thousands of times and small system choices quietly compound into material outcomes—shaping trust, equity, safety, and performance.

With 10+ years in the staffing industry, I’ve seen that talent technology rarely fails because it lacks capability. It fails when leaders underestimate how systems govern behavior. At scale, hiring stops being a process and becomes a leadership signal—one that reflects priorities, risk tolerance, and accountability.

AI doesn’t reduce executive responsibility; it concentrates it. My focus is on where automation sharpens judgment, where it introduces hidden risk, and where leadership discipline matters most before scaling decisions that are difficult to unwind.

Outside of work, service grounds my perspective. I’ve volunteered as a Search & Rescue Technician, supported operations for free pop-up dental clinics, and mentor fellow veterans navigating their next mission. When I’m not working, I’m usually traveling with my family, tackling house projects, or trying to keep up with three dogs who don’t believe in rest days.

Everyone keeps asking how AI is going to replace jobs.

What if that’s the wrong conversation?

What if AI maturity in HR isn’t about transformation…

…but about leverage?

In our session at #IAMPHENOM, we’re unpacking a different approach:

Not a big-bang rollout.
Not a full org redesign.
Not fear-driven automation.

Just one workflow.
One friction point.
One measurable win.

For us — in a high-volume retail comprehensive workforce solutions environment — that meant launching a voice agent, "Phoebe".

Now recruiting runs 24/7.
Interview no-shows dropped.
Reschedules decreased.
And more new hires are showing up on Day 1.

We didn’t replace recruiters.

We redirected them to higher-value work.

That’s what real AI & Automation Maturity is no matter if you’re in retail, healthcare, manufacturing, or anywhere talent moves fast.

At IAMPHENOM, I’ll break down the AI & Automation Maturity Model for HR and how to move from manual workflows to agentic AI ecosystems without overwhelming your organization.

⚠️ Limited room capacity. (March 11th, 3:15p, Room 122)

Tag someone who needs to hear this.

Drop a 🔥 if you’ll be there.

Phenom SASR Workforce Solutions

#IAMPHENOM #AIinHR #HRTech #TalentAcquisition #AppliedAI #FutureOfWork #Phenom

Bradley Cooper

I am Bradley Cooper (not that actor guy, lol), a dedicated leader known for my diverse and extensive professional journey. Currently, I hold the position of Associate Vice President of Technology at SASR Workforce Solutions, a leading staffing company located in Cary, North Carolina. In this pivotal role, I take the lead in driving the company's technological initiatives, overseeing the implementation, and maintenance of cutting-edge technology solutions that align seamlessly with our business objectives.

Before stepping into my current role, I served as the Director of Information Technology at SASR Workforce Solutions, where my focus was on optimizing the company's technology infrastructure and streamlining operations. I'm proud to say that I played a significant role in harnessing AI technology to streamline our staffing processes, resulting in reduced time-to-hire and an improved candidate experience. With my strong technology background and strategic mindset, I continue to be a driving force behind SASR's innovative technology strategies, ensuring that we remain agile and competitive in the ever-evolving staffing industry.

My career journey has been a fascinating one, spanning across various industries. From my years of service in the U.S. Army, where I held roles ranging from Medic to Healthcare Recruiter, to my time as the Assistant Director of Operations for the NC Dental Society Mission of Mercy, and even my unique experiences as a Shipbuilder and Radio DJ - I've always embraced new challenges and opportunities for growth. My career journey underscores my ability to lead and excel in dynamic environments, making me a driving force for technological advancements and innovation within SASR Workforce Solutions and beyond.

Beyond my professional roles, I maintain a lifelong passion for volunteering. I proudly serve as a mentor for military members, veterans, and their spouses through Veterati, and I'm an active member of the American Staffing Association's Technology Taskforce. My commitment to making a positive impact extends beyond the workplace, reflecting my warmth, competence, and dedication to both my organization and the broader community.

I am also a #CODM #CallofDutyMobile fan and enthusiast. You can find some of my gameplay videos by searching the #coopmedic hashtag.

I recently started sharing my photos from my travels and life on https://notthatactor.godaddysites.com/ and the #notthatactor and #notthatactorphotograpy

Technology Leader | Customized Workforce Solutions at Scale | Nationwide Execution | Because at scale, how you hire people becomes who you are.

Nine shirts. Nine years.

We had our quarterly meeting recently and started calling out tenure.

20 years.
15 years.
10 years.
6 years.

And

Over the weekend I was doing some pre-spring cleaning and found my SASR shirt stash. I laid them out left to right starting with 2017 — my first year — through the newest one our field teams wear today.

It’s funny how much you can see change through our fashion.

As I head into year nine, a few things stand out:

• We moved from filling transactional jobs to delivering structured comprehensive workforce solutions.
• Retention — internally and in the field — isn’t an afterthought anymore. It’s operational strategy.
• We consolidated our tech stack and leverage systems that actually scale with the business.

But the impactful change:

Collaboration!

The way our teams work together now across sales, ops, tech, and field leadership is stronger than it’s ever been.

I’m looking forward to my next decade of SASR Workforce Solutions Fashion.

If you’ve been somewhere for a while, what’s changed the most since you started?


#RetailStrategy
#TechnologyEnabled
#ExecutionMatters
#VeteranLeadership

I almost let this screenshot decide my morning.
Low recovery. Short sleep. Everything off schedule.

I saw the numbers. Then I trained anyway.
One of my hardest workouts in months.

The data didn’t stop me.
Preparation didn’t either.

How do you treat low recovery days:

follow the data, or trust the work you’ve already put in?

WHOOP

#Training
#Recovery
#Wearables

I am excited to support this user group at SASR Workforce Solutions office in the #RDU area. 

I was able to participate in one of the earliest user groups and was able to bring valuable best practices back to our team. 

I am looking forward to meeting the other "local" Phenoms as well. 

See you soon!

Director, Customer Engagement at Phenom

HR leaders, practitioners, and visionaries in the Raleigh area, this one's for you.

We've spent years optimizing for efficiency, but what happens when you've squeezed everything you can out of the process?

The organizations pulling ahead right now aren't just cutting costs. They're converting their talent investments into measurable business growth. That's a fundamentally different mindset, and a different playbook.

On April 22nd, Phenom is hosting an intimate morning session in Raleigh as part of the 2026 HR Leadership Collective, a forum built for HR leaders who are ready to move beyond the baseline.

We'll be exploring ROI 2.0: Revenue on Investment, a framework that uses Applied AI to connect hiring, mobility, and workforce intelligence directly to business outcomes.

Here's what to expect: 📍 Raleigh, NC 🗓️ April 22nd | 8:00am – 12:00pm 🤝 Peer networking with local HR leaders 💡 Thought leadership conversations you won't get in a webinar.

Seats are limited, and this one is designed to be a real conversation, not a sales pitch.

If this resonates with where you are in your career right now, I'd love to see you there. 👇

🔗 Register here: https://lnkd.in/ezdsNbG6

Or drop me a DM if you have questions, happy to chat.

Being the New Person Again

#TuesdayTransition 

Becoming “the new person” again after years of experience is humbling.

In the military, you earn familiarity through time and repetition.

In civilian roles, you often start over socially even if you are mid-career.

I had to relearn how to:

- Ask questions without feeling exposed

- Observe before leading

- Earn trust without authority

That discomfort isn’t regression.

It’s recalibration.

If you’re mid-career and transitioning, expect this phase and don’t rush it.

Being new doesn’t erase your experience.

It gives you a chance to apply it differently.


Question: What was hardest about being “new” again after leaving the military?


#TuesdayTransition #VeteranExperience #CareerReset #MidCareerShift
#LeadershipJourney #VeteranCommunity #NextMission

Resharing this because the coordination behind these remodels is impressive.

Live in-store execution is a different animal, and these crews are handling it well.

I'm sure we have a couple of our crews coming available and if not we can build one, two or many for you.

Remodel season is in full swing. Our teams are in-store executing with precision, keeping projects on schedule while stores stay open and ready for customers. When timing and coordination matter, experienced crews make the difference.

Midweek reminder:

Rework is one of the most expensive things in operations.

Not just in time, but in morale.

Getting it “mostly right” up front often beats fixing it perfectly later.

#MidweekOperator #Operations #ExecutionMatters #OperationalExcellence

Theme: Misalignment, not headcount

From the store’s point of view, overstaffing and understaffing create similar problems.

Too few people means work doesn’t get done.

Too many people without direction creates congestion, frustration, and wasted effort.

The issue isn’t headcount, it’s alignment.

When roles, expectations, and priorities aren’t clear, even a fully staffed store struggles to execute. 

I’ve seen small, well-aligned teams outperform larger ones simply because they knew what “done” looked like.

Staffing success isn’t about filling slots.

It’s about fitting people to the work.

That distinction matters more than most plans account for.

#StaffingIsTheStrategy #RetailWorkforce #ExecutionMatters

What stands out to me here is the visibility piece.

It’s one thing to get the layout right on paper. It’s another to actually see what’s happening on the floor in real time; clean reporting, solid documentation, and updates leadership can act on.

When you’re doing a lot of coolers and a lot of stores, it’s not just about manpower. It’s about having the structure in place so nothing slips through the cracks.

That’s usually where execution wins… or starts to fall apart.
Curious where others have seen that make a difference.

Cooler beverage resets are getting tougher. 

More SKUs. Faster innovation. Higher compliance expectations. 

Operators need execution that’s fast, consistent, and fully visible. 

SASR supports high-velocity cooler programs nationwide with experienced W-2 teams and centralized coordination—protecting vendor funding and keeping beverage strategy on track. 

Schedule A Meeting With Chad: 
https://bit.ly/4qDC4BW 

#CStore #CoolerResets #RetailExecution #FieldOperations

Theme: Why experience compounds execution

Experience in retail doesn’t just improve speed.
It improves judgment.

Experienced staff make better calls when plans change, conditions shift, or timelines compress, which happens constantly in live store environments.

I’ve seen execution recover quickly because one experienced lead knew what to adjust, and I’ve seen projects stall because no one had context beyond the task list.

Experience isn’t something you add at the end.
It’s something you build into staffing decisions from the start.

Retail execution doesn’t scale through instructions alone.
It scales through people who’ve been there before.

#StaffingIsTheStrategy #RetailLeadership #RetailStaffing

Week 8 — Relevance Is Built, Not Granted

#TuesdayTransition

In the military, relevance is often baked into your role.
In civilian life, relevance is something you build intentionally.

That realization changed how I approached my second career.

Instead of asking:
“Where do I fit?”

I started asking:
“Where can I add value today?”

Relevance compounds when you:

- Solve real problems

- Stay curious longer than others

- Adapt faster than your environment

Mid-career veterans don’t lose relevance when they leave service.
They just have to re-establish it on new terms.

And once you do, it sticks.

Question: What helped you feel relevant again after your transition?


#VeteranTransition #CareerRelevance #LeadershipInPractice
#SecondCareer #VeteransInBusiness #FutureFocused

We talk about strategy all the time… but let’s be honest — customers don’t experience strategy. They experience whether the shelf is set right.

If resets aren’t consistent store to store, even the best plan starts to lose its punch.

At the end of the day, it’s operational discipline that protects the brand when you’re running at scale.

Resets do more than move product. They shape how customers experience your store.

When execution is clean, shelves are stocked, pricing is right, and categories feel intentional. When it’s not, customers notice just as quickly.

We shared a new blog on how reset execution impacts brand perception and long-term store performance.

If you’re planning 2026 cooler programs or seasonal transitions, it’s worth a read:
https://bit.ly/4axWQ16

#RetailExecution #CStore #StoreOperations

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