Now booking speaking engagements for 2027. Virtual and in-person.
When you hire me to speak, your audience doesn’t get a repackaged LinkedIn article. They get unfiltered, research-backed intelligence from someone embedded in both the Gen Z job market and the leadership teams trying to hire from it. The result: a room that thinks differently walking out than it did walking in.
I'd love to speak at your event I'm Not Just an Expert On Gen Z. I Work With Them Every Single Day.
When you hire me to speak, your audience doesn’t get a repackaged LinkedIn article. They get unfiltered, research-backed intelligence from someone embedded in both the Gen Z job market and the leadership teams trying to hire from it. The result: a room that thinks differently walking out than it did walking in.
For Employers & Universities CRACKING THE GEN Z CAREER CODE
Best For: HR events, SHRM national and regional, NACE, talent acquisition summits, university career centers, student leadership events, early-talent programs.
What Your Audience Will Leave With:
- A clear framework for understanding what Gen Z actually values in an employer — ranked in order of importance
- The three most common recruiting mistakes that cause Gen Z candidates to drop out of your pipeline
- A 90-day retention blueprint that dramatically reduces early turnover
- Specific language changes that make your employer brand resonate with Gen Z values without alienating other generations
Length: 60 or 90 minutes. Virtual or in-person. Q&A included.
For Employers WINNING THE EARLY-CAREER TALENT WAR
Best For: Corporate all-hands events, executive leadership retreats, HR leadership summits, early-talent program leaders, C-suite off-sites.
What Your Audience Will Leave With:
- The five talent gaps that cost you candidates before day one — and how to close them
- Why the way you’re recruiting and onboarding Gen Z is losing them before day 90 — and what to do instead
- A manager self-assessment tool to identify which leadership behaviors are accelerating Gen Z turnover
- A culture audit framework any HR team can deploy within 30 days
Length: 60 or 90 minutes. Virtual or in-person. Q&A included.
For Employers & Universities WHAT GEN Z ACTUALLY WANTS AT WORK
Best For: University career fairs, early-talent summits, campus recruiting teams, manager development programs, leadership academies.
What Your Audience Will Leave With:
- What Gen Z actually wants from a first employer — ranked in order of priority, backed by current data
- The three things that make a Gen Z candidate drop out of your pipeline — and how to remove each one
- How to build an employer brand that attracts early-career talent without alienating every other generation
- A hiring and onboarding framework you can implement within 30 days
Length: 60 or 90 minutes. Virtual or in-person. Q&A included.
For Employers THE FUTURE IS ALREADY HERE
Best For: Association annual conferences, workforce development summits, future of work forums.
What Your Audience Will Leave With:
- A data-backed portrait of the workforce trends Gen Z is accelerating — and why most organizations are reacting too late
- The three outdated workforce assumptions that are quietly costing companies competitive advantage
- A strategic roadmap for building organizational cultures that will attract and retain the next wave of talent
- Concrete policy and structural changes leaders can implement before the talent war intensifies
Length: 60 or 90 minutes. Virtual or in-person. Available as a half-day workshop.
For University & Student Audiences HOW HIRING WORKS (AND HOW TO WIN IT)
Best For: University convocations, student leadership programs, career-readiness courses, graduating class events, campus career-week keynotes.
What Your Audience Will Leave With:
- The three things hiring managers actually notice in the first 30 seconds of a resume — not the myths circulating on TikTok
- Why “just network” is useless advice, and the specific first move that actually works
- How to answer the interview questions designed to filter people out — from someone who’s watched both sides of the table
- A framework for turning rejection into your next offer, instead of a spiral
Length: 45 or 60 minutes. Virtual or in-person. Q&A included.