I designed and implemented end-to-end talent systems that significantly improved the quality and consistency of hiring and staff development. By overhauling recruitment practices and introducing more predictive interview tools and rubrics, we hired candidates who were better matched to the demands of the role — and who stayed longer. I also built retention-focused stewardship systems that supported managers in growing and sustaining strong teams. These changes led to measurable increases in both staff retention and new-hire effectiveness.

The Data:

Increased YtY retention from 84% returning for SY23-24, to 92% returning for SY24-25 by updating and auditing our retention best practices, despite local trends: 

-TN is experiencing a 60% decline in EPP participation,

-40% of teachers leave within the first 3 years of teaching in TN. 

Increased predictability of hiring practices from 63% (as measured by hiring scorecard, and the first three evaluative measures of the year) to 84% between SY2324 and SY2425.

When writing performance at NCCS stagnated due to inconsistent, teacher-created materials, I partnered on the design and led the implementation of a rigorous K–8 writing curriculum grounded in the Hochman Method from The Writing Revolution. Over two years, I authored core materials and provided ongoing coaching and feedback to both curriculum writers and teachers to ensure strong, school-wide execution. As a result, writing proficiency soared. As a consultant, I later returned to refine the original materials and partner with school leaders to strengthen their teacher coaching and sustain high-impact instruction.

The Data:

79% of 8th graders scored proficient on the state exam.

Students in 3-8 outperformed both the district and state in written expression and conventions.