Ascom Americas

Lead team responsible for business analytics, developing operational workflows, strategy, and process to support growth through marketing and sales channels. 

Report through SVP Sales and General Manager of North America

Support sales, marketing, customer success and work cross-functionally with finance and product to improve operational efficiencies.

Develop and drive transformative projects to increase visibility into the business and help drive growth strategy

Work with Head of Sales to develop business analytics to provide greater visibility and accuracy in forecasting and growth KPI's.

Work with senior leaders to understand growth drivers and develops systems, tools, and new workflows to better support the business in Americas

Develop quarterly and yearly strategic roadmaps outlining key cross-functional initiatives to help drive the business forward

Help build, transform, and operationalize enablement strategies

Senior Director of Operations

The Carpineto Group LLC

Contract Consulting Services (primarily in healthcare and med device): 

Merger and acquisition plans 
Strategic planning and roadmaps 
Fractional operations/operational efficiencies
Competitive Analysis
Sales Operations Strategy 
Sales Enablement

Founder and Chief Growth Officer

Xperience-U

Contract  Strategic consultant helping bootstrapped company with:

Strategic roadmap development
Operational workflows including better customer onboarding/customer success experience 
Growth and GTM strategy
Account management plan development

(Contract Role) Strategic Planning and Operations

AposHealth

FDA-Approved medical device startup company in MSK space. 

Recruited by CEO based on past strategic and operational experience, and gritty determined personality,  to help lead strategic and operational projects across the organization. Also asked to manage GTM strategies and growth for New England region including sales, business development and account management.

•     Created  new telehealth offering in Massachusetts, increasing revenue by 30% during pandemic 
•     Developed new operational workflows to increase customer satisfaction 
•     Managed company-wide transformational new models of care in all markets to increase revenue
•     Increased patients sales and penetration by 60% per month by signing 4 new client accounts
•     Developed incentive program to increase patient volumes from 20 to 75 patients month over month 
•.    Created library of tools and resources to be used cross-departmentally for increased data visibility
•.     Managed 2 clinical and non-clinical resources.
 •	Created clinic launch best practices, decreasing go-live time by 25%, realizing revenue more quickly
•	Created sales enablement program to help junior sales team members level-up

Director Operations, Director New England

Allscripts

Accomplished leader who earned 5 internal employee recognition awards for leadership of sales and marketing tool development, business strategy and transformative cross-functional initiatives.

•	Partnered with Sales, Product development, and Marketing to define sales process, forecast cadence, sales enablement and marketing campaign strategy

•	Responsible for ownership and delivery of sales training on sales tools, systems, and process for 200 employees.

•	Integrated 10+ mergers and acquisitions - including all change management, training, creation of workflows, operational efficiencies, and customer success integration

Key Achievements: 

• Developed automated Whitespace application for Sales, Product and Marketing that highlighted over $20 million in missed pipeline opportunities

•	Established strategic win/loss process to help increase RFP success rate by 40% 

•	Project manager for an 16-month long intensive cross-functional project to bring two sales systems, sales processes, into one Salesforce.com, saving the company over $3m annually in duplicative tools and processes. 

•	Developed win/loss analysis process, to develop data  for marketing campaign recommendations, increase in operational spend, and changes to sales process

•	Development of quarterly business reviews process for all sales, customer success feedback, marketing and leadership

•	Increased forecast accuracy by 40% with development of new sales tools and operational efficiencies

Director Sales Operations

Recruited to spearhead the development of a new Market Research, competitive intelligence and product marketing teams.  Asked to manage strategic planning process company-wide, including data analysis, strategic vision and growth, and voice of sales. 
 
•	Established cohesive team processes and culture, and created a robust library of cutting-edge market research, interactive data, and competitive intelligence tools still in place today 
•	Managed healthcare analyst relationship program with third-party healthcare analysts including Gartner and KLAS  to increase brand awareness in the industry
•	Created battle cards, win/loss surveys, sales play books, and briefing documents for C-Suite to drive product and strategy decisions in conjunction with Marketing, development, product teams, and Sales.

Market Research and Competitive Intelligence Manager

McKesson Health Solutions

Responsible for all market research, competitive intelligence, and customer satisfaction initiatives. 

Created win/loss analysis program. 

Created strategy for new market penetration including competitor profiles collateral for sales teams on product positioning.

Managed yearly strategic planning process.

Managed yearly customer satisfaction survey including presentation and suggested best practices for senior leadership team

Senior Market Research and Competitive Intelligence analyst

Data-Driven Operations Leader | Digital Healthcare | Strategic Planning | Partnerships | Business Planning And Analysis | Servant Leadership

Who am I?

A people first leader that believes building trust with teams, and fostering cross-collaboration, to improve operations benefit everyone.

I'm passionate about my job, my family, giving back, helping jobseekers, and mentoring.

I've managed sales, business development, marketing, operations.  I have an amazing sense of how they work together, and I bring order to the chaos.

What is my goal?

I'm on a mission to help companies realize the importance of how people, process, data/analytics, and operational efficiencies come together to drive revenue and success.   

We need to build relationships, systems, data structure, and have strong enablement.

What is my experience?

Many years of experience in healthcare, digital healthcare tech (SaaS) and medical device experience, I drive transformative business projects.

 I leverage my skills in M&A planning, strategic planning roadmap development, competitive analysis, sales operations strategy, and sales enablement to deliver value to clients internally and externally.

What are my results?

* I created changes in operational workflows in marketing, professional services, and sales that have saved over 20 hours weekly, and $500k annually in admin costs.

* I managed the integration of 10 M&A deals, saving over $2M annually in operational costs

* Created a cross-functional tool that uncovered $20M in missed pipeline opportunities, 

* Built a telehealth model of care that increased patient volumes by 30%, 

* Developed a sales enablement program that boosted revenues at existing client sites.

* Signed 3 new clients and increased patient volumes by 2x previous levels, as a new employee

* Managed customer success for 10 accounts

 I have also led and mentored international teams of 15+ people and received multiple awards for my contributions and excellence. I have deep domain and market knowledge in healthcare and medical device, but I am open to being adaptable and versatile to any industry. 

What are my Skills? 

Operational Leadership
Business Planning
Deep Healthcare and Medical Device domain knowledge 
Building Sales/Revenue Operations infrastructure 
Data Analytics Team Building
Change Management
Business Operations
CRM Strategy
Strategic Planning
Servant Leadership
Project Management
Agile management
Customer success
Mergers and Acquisitions Leadership
Payer and provider relationship building
Transformative process development
Business Development 
Strategic Partnership Management

If you’re a CEO you SHOULDN’T expect your employees to be working as much as you.  

Period. 



The CEO at a former company, used to tell me he was frustrated no one worked as hard as him. 

He complained that he worked every weekend (and he sent us all emails all weekend too).

He worked late at night (and called often when I was at 7pm baseball games, in mom mode).

He talked about how he started work at 5am every day (and often made his leaders get on calls at 6:30am).

He couldn’t understand why “these younger generations” didn’t have the same work ethic.

What he failed to realize is “younger people” aren’t lazy. 

They aren’t less dedicated. 

They aren’t different than any generation before them. 

They simply know what’s important to them, as every generation does. 

He is the leader of the company and as such makes far more money than anyone else. 

You can’t expect someone making 60k to have the same responsibilities as someone making 350k+.

We all should take personal pride in our work 

We should give it our best, whatever that is day to day. 

But how you choose to work as an executive should NOT be how you expect your team to.

Hustle away, just don’t create hustle culture for others. 

Be a good human. Lead well. 

#leadership #beagoodhuman #management #mentors

Sherri Carpineto

My manager yells every single day. Not just demanding, full-on yelling. Berating. Demanding daily emails with work updates.

 What did I get myself into? 



I remember thinking that. It was our national kick-off meeting in Georgia, and my first day at my job. 

I called my husband in tears. "What did I just get myself into, I asked, rather rhetorically."

My manager was angry. He yelled. He demanded some send him daily lists of projects.  Then he critiqued them.

And while he and I got along well somehow, I saw how he treated my colleagues. I always wondered if I was next.

I wasn't next. Eventually he was fired and thus started my long line of managers  (a total of 9 -- I think in my 15 years) 

But I learned an amazing lesson from him. I learned the type of manager I did NOT want to be.

I learned that being outcomes driven and setting expectations mattered.  

But communicating in a decent manner and empowering your teams to communicate when they disagreed is more important. 

I learned that developing high performing teams is imperative. To push for excellence.

And to develop that excellence? You help people achieve their goals, make sure teams feel a part of something bigger, have weekly check-ins, and a true open-door policy.

I learned that empathetic, human-centric leadership is NOT weak. Instead, it builds trust, loyalty, and a desire for teams to want to succeed and do more.

And I learned that when things go wrong, you take responsibility and you learn from mistakes, you don't point fingers. You develop a solid feedback process. 

And when things are going well?  You praise your team and don't take all the credit.

I learned from a bad manager, how to be a good one.

I'm still a work in progress, I always will be. It's taking the negative and turning it to positive that matters.

Be a good human


#leadership #learning #management #teams

You know who the best job candidates are? 

PEOPLE WHO HAVE BEEN LAID OFF. 




Looking for hard workers?

☑️ Laid off workers are ready to work 

Looking for people to learn and grow?

☑️ Laid off workers want to take on new tasks 

Looking for people who want to be a part of a team? 

☑️ Laid off workers miss having a team and would relish it 

Of course you can find quality candidates who are already employed and looking…

Many people want new jobs for new opportunties or because culture may not be a fit. 

But laid off jobseekers? It’s a special kind of 
motivation, desire to jump in, ready to work 

Stop the stigma. Those who are laid off usually are through no fault of their own. 

Be a good human.

Post an Open to work post on LinkedIn and here's what happens next. Get ready for it:





LinkedIn Post:  I've been laid off and I'm looking a job doing X, Y or Z. Any introductions you can make for these roles is appreciated.

LinkedIn Commenter 1:  . Work for yourself. It's the only way to freedom and safety and stop making dreams of others come true.

LinkedIn Comnenter 2:  You should try this job search site, it changed my life (they post this on every post they can find.) Scam. 

LinkedIn Commenter 3: I will DM you about a great franchise opportunity or job in financial services?

LinkedIn Commenter 4: Do you need a free resume review? I do that. For free (sort of) Do you need coaching? I do that. Do you need help with your profile, your search, how to make dinner? I can do all that.

Sharks will be sharks. 

DO better. When someone puts themselves out there and says what they want after being smacked in the face with a layoff... comment, make intros, wish them well or just scroll past


PS: Yes, people know about MLM's, financial services jobs, franchise opps and working for themselves. It's not new. Really.

Be a good human 

#layoffs #opentowork #jobloss #jobseekers #mlm #franchise #solopreneur #bebetter

Every 4 months my company laid people off.  The biggest layoffs occurred between Thanksgiving and Christmas.

It went on for years.  

Some years I was forced to have tough conversations. 

It affected me greatly, but it affected those who lost jobs far more. 

But still, we went on. Led by fear. Led by worry. Led by lack of transparency. Led by the rumors.

Without transparency and honesty, we had nothing.

If there's ever a way to ruin a team dynamic, this is it.

Fear is not a motivator, or certainly not one that breeds loyalty and pride. 

I thought if I worked harder, I would avoid layoffs. I thought if I joined calls during PTO I would get pay increases. I thought if I got excellent performance reviews, I would be safe. 

But the truth is, I wasn't safe. NO ONE is safe.  It doesn't matter how much value you add to an organization, or what kind of work you do.

An organization that leads with layoffs as a strategy, doesn't value this. 

As a leader of people I was always at odds with this culture.  So I created a micro-culture of my own.

One where teams are led by ideas from all of us. Where accountability is paramount, and outcomes matter.  One where people work together on problems rather than compete. Human-centric leadership works and motivates people. So does transparency.

My team wasn't flawless, but we were decent and motivated by the right things.

My time finally came in April of 2020.  I got the "update meeting" on my calendar.

My boss, someone I was a colleague with for 15 years, read coldly from a script and told my position was made redundant.

Redundant.  What a cold term.

While my position was eliminated, the growth I had for 15 years, my leadership skills, my accomplishments and my pride weren't. 

Just 3 weeks prior to my layoff I received a "5" in my performance review, something only 5% of the company receives. 

Today, I am still dedicated to doing my best work. It is a sense of personal pride for ME. I show up every day because I care. I am the leader I want to be, not one that I'm dictated to be. 

But I am no longer naive to thinking there is safety.

Instead, I have work/life harmony. I have priorities. I have huge personal pride in my performance and in being a sound, human-centric leader.

Ya know.. the things no one can take away from me.

Sometimes we have to climb out of the valleys to find the mountains. 

You may lose your job, you may work for an ineffective manager, you may not have an ideal job..

but you'll always have the ability to remain true to who you are -- as a person, a colleague, a leader.

Be a good human.

#leadership #worklifeharmony #priorities 


Remote work isn’t failing. 

People fail. Bad leadership fails. Poor planning and  inability to create a team fails. 

Remote work doesn’t make people less engaged. 

A bad culture makes people less engaged. 

Remote work doesn’t cause weaker teams. 

Inability to develop a cohesive group causes weaker teams. 

Instead of blaming remote work for all the issues and demanding RTO, why don’t we look at WHY it’s not working 

And fix it. 

Because poor leadership is poor leadership 

A weak culture is a weak culture 

No collaboration happens whether at home or in an office. 

I’ve worked in a cubicle where I stare at 4 walls all day unless I’m in endless meetings 

And I’ve worked remotely where I’ve built international teams of people who aren’t only highly productive and successful, but fantastic team players who support each other.

Remote work isn’t the problem. Inability to lead and innovate is. 

What are your thoughts on remote work? 

Be a good human.

#wfh #remotework #workingmom

Sorry.. I’m not talking about fancy vacations and expensive things I bought that shows LinkedIn how successful I am…

Or how I used to make a huge salary and now I’m a LinkedIn millionaire…


But this is reality….some days are amazing. Some days are awful.


But my every day mantra….. your best looks different every dsy

A year ago I took a chance on myself 


I wanted to stay engaged and do meaningful work as I looked for a new job.

So I formed the Carpineto Group, LLC.


I worked on GTM strategies, strategic planning, helping small healthcare companies find strategy amidst the chaos. 

I took on sales tools, created strategies for how to utilize LinkedIn 

And most of all made friends. 

Over time, I used my LLC to continue consulting but pursue my passion for helping build leaders and helping working moms achieve goals. 

In August of last year my dad was diagnosed with Glioblastoma, I started a new FT job, and my son broke his elbow right after a family car accident. 

I continued to coach and consult, but my time was scarce.   Family will always come first. My FT job needs focus.

But a year into forming my consultancy, I know the time is coming to come back strong.

To utilize my skills sets to help others achieve career growth, and to help small businesses create strategy. 

This is where my multi-tool career comes into play.

Thank you to those who have worked with me, and thank you to those who partner with me to achieve mutual success. 

🥂 to year two 

Be a good human.

Your kid is sick. You have a headache. Your mom has a doctor's appointment, and your roof is leaking.

Sound familiar?

Life happens outside of work, and we often can't control it.

Which means people need to take hours off here and there.

Sure, there's set schedules and we need to be on calls so we can't work on our own schedules always. 

But you're taking an extended lunch?  No need to give me all the details. Just DM me or block your calendar so I see it if I am scheduling a call.

You don't need a written excuse note, this isn't middle school.

I believe in creating high performing teams that support each other.   Performance culture works.

Which means you get your work done, achieve goals, you support others, and in turn you get supported however you need. 

 Including leaving a few hours early for your kids baseball tournament. 

You need to get your work done, period. Sometimes that schedule looks different.

Employees are humans with outside activities and pressures bigger than work.

Achieve your goals. Communicate and block calendar. And go.

It's not unreasonable to empathetic.

Be a good human.

#worklifebalance #worklifeharmony

Not everyone wants to be a CEO.

Some want to be individual contributors, do their jobs well, and get a paycheck. 

Why can’t we normalize that?

Yesterday I saw a post, obviously posted for clicks, that said you shouldn’t apply for a job where you meet 100% of qualifications because it’s a lateral move. 

Guess what? 

Lateral moves are OK! 

They’re more than ok.

Some people aren’t looking to climb. They like where they’re at. 

They’re still good workers.

They’re still dedicated.

They’re still motivated. Just not by the corporate ladder game. 

People can still make more money and take on more challenges. 

Oh and in this job market, if you’re looking for a new job, especially if you’re laid off, of course you should apply if you meet all the qualifications.

A nice smile and soft skills don’t cut it right now. 

But even if it did, some people are happy and don’t need 100 tips and tricks on how to have 3 side hustles, move up, and want more. 

And we need both managers and individual contributors.

Imagine that? 🤯 

Be a good human 

#leadership #individualcontributor #managers #workingmom #corporateladder

Two years ago today, Brooke died after a long illness.  She was only 41 years old. 

Brooke was an amazing woman.

She was kind. She was sweet. She was generous. And she LOVED her job.  She made an impact on the world, and on thousands of children.

Brooke was both of my son's Kindergarten teacher.  She taught them to read. She taught them math. She instilled in them a love of school and how to be kind to others that they still follow today.

She wiped away tears when my youngest left me on that first day of school and she stood by us as my oldest son was diagnosed with Type 1 Diabetes at the end of Kindergarten, turning our world upside down.

Throughout the next 6+ years, she called and texted me often to check on my boys. She loved them and they loved her.  We all loved Brooke.

I volunteered constantly in her classrooms, chaperoned every field trip and watched in awe of how she made each child feel special, valued, and confident to use their strengths.

Despite asking some of us parents if we knew anyone to set her up with :), Brooke never married, never had kids of her own.. yet left a legacy and a family (besides her wonderful parents and brother) thousands deep. 

It is a reminder of the impact each of us can make in the world -- In AND outside of our jobs.  Jobs aren't everything. Careers aren't who we are. But how we show up and support ourselves and others, is. 

Remembering Brooke. May we all be more like her. May we all find people like her in our own lives.

Be a good human.


PTO isn’t something you need to say thanks for. 

It’s not something you earn from hard work.

It’s accrued or given as part of your benefits. 

So stop apologizing for taking it.. it’s yours 

Stop second guessing if you are able to take the time off… just put in the dates or tell your manager and disconnect. 

Because no matter how important you are to an org, you’re way more important to yourself and your family. 

Memories are more important than logging into a call

And I promise being the hero by giving up PTO doesn’t get you promoted, or get you a raise or keep you safe from layoffs. 

I was THAT hero… and weeks after giving up time on vacations I was laid off. 

It’s happened twice. After I got the best performance rating and told how important I was 

Stop asking for PTO. Stop apologizing. Start using. 

You’ll be happy you did.

Be a good human

Today I was criticized for posting too much about family and not enough about work. 

I am doing women a disservice I was told.  



And that’s fine if that’s someone’s opinion. I can’t control that. 

This is MY personal path. When I decided I wanted to be a mom, I knew that was going to be the most important job in my life. 

My kids would be my focus. 

I’ve been honest that I stayed far too long at a company that didn’t respect me or pay me fairly, because I had flexibility at a time many companies didn’t offer it. 

Through layoffs, staying “for my kids”, even a lapse in confidence, my career has “suffered”. 

Or has it?  I certainly have taken unfortunate steps back at times. 

But my career hasn’t suffered. There is no suffering. It’s just taken a different path. 

Some women can equally share time for family and work. 

Some focus more on kids, some more on professional life. 

Most just make it up as they go along. 

For me, my kids and husband and family come first.   Yes, at a cost I suppose. But it’s my choice. 

And if I wasn’t honest about what matters to me? I would be doing a far greater disservice to women and to myself. 

I’m proudly a mom AND an operations and strategy leader. But mom comes first.

Be a good human

This may not be the worst job market of all time.

This may not be the worst job market you’ve ever seen.




But for those who are unemployed and on the brink of losing it all 

It IS the worst of their personal career journey 

It’s the worst circumstances they may have been in. 

Who cares if it’s not awful by historic standards.

Or if people fight on what is worse

Or if we need to find stats to prove our point that this isn’t “that bad”

It’s that bad if you’re in it. 

There’s a human aspect, too. 

Perspective is everything 

Be a good human 

PS: Before the haters come circling, I’m not blaming recruiters or hiring managers.. maybe C-level execs who don’t hire properly,  but placing blame doesn’t make someone’s situation better.

Hiring managers looked at my LinkedIn profile when I interviewed. 

People are looking at what you write!! 

When you get that next job that you worked so hard to find, start posting about your job search journey.

The good, the bad. the ugly. The downright awful.

Talk about the way we can do better and what's wrong or broken.

Talk about how to fix it and your horror stories, if you wish. 

But while you're looking?

Talk about YOU.

Talk about your SKILLS.

Talk about your EXPERIENCES.

Talk about the stuff you've learned from your past jobs, experiences and life.

And sure.. talk about how frustrating it is in this job search because of how awesome you ARE

Don't let the negative overtake your posts.

Don't let the search overshadow YOU.

Sure, it'll get you some applause and maybe a viral post.

But it won't get you a job.

and whether that's fair or not.. that’s how it is. 

Be a good human

#jobsearch #jobseekers #opentowork

27 US states have laws saying puppies can’t be sold before (usually) 8 weeks.

13 states have laws that require paid family and medical leave for a parent when they have a new baby.

Studies show that removing a puppy from its mom before 8 weeks can cause fear, aggression and anxiety. 

What about removing a baby from its parents because the parents have no paid time off? 

As women’s history month ends and we move onto the next cause du jour…

It’s time to make meaningful change and support families and real benefits 

Be a good human. 

#beagoodhuman #equality #workingmom #maternityleave #iwd2024

#truth 


Not everyone will like you.

And they don’t have to. As long as you’re a decent person, that’s their choice.

And lets be honest… we don’t like everyone either. 

🤷‍♀️ 

It’s empowering not to always want to be liked but you can still be respected 

Be a good human

Oh sh*t...  a meeting invite with the title "Update" just showed up on my calendar.  I know what this means.

What am I going to do? 


I emailed my boss to ask if there's anything I should do to prep for the call. Nope.  

That was 4 years ago today.

I waited until the next morning. My boss popped on the line first, then HR.  This was it.

We were in the height of the pandemic, my kids homeschooling, and we had just put our 1 year old puppy to sleep a week earlier after a tough battle with  cancer.

I had been at that company 15 years. I worked all-nighters in a conference room in Atlanta to complete a project.

 I was always on calls even when on PTO. 

I worked on a strategy presentation from my hospital bed as I was in labor, because it was due that day.. and so was I. 

I was numb. I gave so much of myself to that job. . I listened and when they asked if I had any questions, I simply asked "Why."

There was the generic scripted answer and the call was over.

I told my co-workers and direct reports. They thought I was joking.

I wish I was. 

I had a week until my last official day. My boss, who I was friends with and had known for 15 years, never said another word to me.

She couldn't handle confrontation (and didn't know how to lead) and so she stayed silent.

But the worst part of it all? I felt I was letting my family down. 

I stayed at that job for so long, despite years of not even getting raises, because I had flexibility when WFH wasn't a thing. 

In that moment I wished I left earlier, on my terms, but here I was.

I had to face my husband, hug him and reassure him too that it would be ok. I didn't believe myself.   He tried to re-assure me, but I just had a weak smile in between tears.

 I hadn't looked for a job in 15 years. I didn't know where to start.

I explained to my kids, who were on Zoom calls. But at 10 and 6, they asked if I was going to be ok and thankfully when back to their day.

I told them it would be fine.

 I lied. I didn't know this. But somehow I DID know.

It was a long 6 months, many interviews, job offers that were rescinded when they froze hiring, offers put on hold.

Finally, some networking and my LinkedIn posts got me two job offers. I accepted one,  which was not the best choice in hindsight, but a different post for another day.

As much as I thought this would ruin my world, it turned out to push me into a world I should have pushed myself into long ago.

I'm not glad or grateful or think this was the best thing ever. It was awful. But looking back, I'm grateful for the love of my family, so much support and help, for the possibilies that exist, and for my own grit and perseverance.

And no job loss can ever take ANY of that away.

Be a good human

#jobloss #jobseekers #opentowork

It takes months to hire the right candidate 

But only seconds to lay them off. 

Companies go through 5 or 6 rounds of interviews.

They interview tons of candidates, using up time of their employees too. 

They make candidates endure panel interviews, projects, take personality assessments to make sure they are the perfect fit.

They need a consensus to hire, it seems. 

And yet someone sitting in a board room somewhere with a list of employees, their salaries and a mandate from the executive suite to cut,  instantly deems that same employee redundant and able to be laid off. 

I am that person that strongly believes in loyalty. 

Even after 2 layoffs.

I believe in personal pride and integrity and giving my job my best because it’s who I am. 

BUT… your first loyalty needs to be to you and your family. 

Because work isn’t family and loyalty isn’t common anymore. 

Be a good human 

#worklifeharmony #layoffs #jobseekers

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