Leadership

I'm a design leader with particular strengths in building thriving, diverse, and trusting teams.

Inclusivity

Everything from hiring to meeting etiquette is rooted in the inclusion of people with different backgrounds, abilities, and personalities.

Transparency

I live by the ideal that everyone — from clients to users to teammates — deserves open, honest communication and collaboration. Always.

Curiosity

I encourage continuous learning, healthy skepticism, and actively seeking ways to improve our skills, knowledge, and understanding.

Design Ops Initiatives

I created and implemented a career growth framework that detailed both a manager and IC track, allowing designers the flexibility to chart their own career path.

This successfully reduced designer anxiety by clearly stating expectations and created more equity by reducing subjectivity regarding promotions.

Growth Framework

I directed the creation of UX design patterns in Figma that included detailed guidelines, use cases, and accessibility considerations to ensure the team was delivering exceptional work every time

As a result, project velocity increased and our client delivery ratings improved.

Quality Standards

I started designer-led guilds in AI, VR, accessibility, content strategy, design-thinking workshops, and service design as a way to share knowledge and expand skills.

Monthly sessions became integral to our team culture, allowing designers to up-level their skills and expand leadership opportunities.

Design Guilds

I led a bi-weekly meeting where I could provide updates and answer questions in a safe space. Designers also shared work, told stories about personal interests, and discussed whatever was on their minds.

It was a critical piece of establishing our design culture and was one of the things designers loved best about their week.

Design Forum

Without a proper resource management tool, I created processes and trackers to understand who was assigned to what project, when they were rolling off, and what internal efforts they were supporting.

This allowed us to quickly respond to new resourcing needs and align the right designer to the right project.

Resourcing

I created more inclusive, transparent hiring by addressing the needs of neurodivergent applicants, clearly outlining expectations, and implementing interviews panels with engineering and product.

By improving the candidate and recruiting experience, I reduced the effort of screening and shortened the time to hire the right candidate.