In this episode of Who Hired This Person?, host Kaitlyn sits down with Tarnesha Miller, Human Resources Manager at Bent Tree Bible Fellowship in Carrollton, Texas. With a background in performing arts and more than a decade of HR experience, Tarnesha brings a fresh and deeply human perspective to hiring. She opens up about learning to trust her gut, advocate for culture-first candidates, and why transparency is her secret weapon.

Whether you’re hiring in faith-based spaces, nonprofits, or high-trust teams, Tarnesha shares stories and insights that remind us how much HR can shape the soul of an organization.

🔹 From the Stage to HR:

Tarnesha didn’t set out to be in HR—but when an HR Director saw something in her, she leaned in, learned fast, and never looked back. Now, she advocates for people with purpose and leads hiring with compassion.

🔹 The Myth of “Most Qualified”:

Early in her career, Tarnesha believed the most polished resume always wins. Now, she knows better. Soft skills like emotional intelligence, humility, and adaptability often predict success more than credentials ever could.

🔹 Speak Up About Red Flags:

She shares a tough lesson about staying silent in a hiring decision despite sensing disrespectful behavior. When that hire later hurt team morale, she realized the cost of not trusting her instincts—and now speaks up every time.

🔹 When “Call Me Spirit” Sets the Tone:

In one unforgettable screening call, a candidate insisted on being called “Spirit” because their name was just something given by their parents. It was a moment that tested Tarnesha’s adaptability—and her poker face.

🔹 Hiring in Nonprofit & Faith-Based Environments:

Bent Tree isn’t just hiring for skills—it’s about alignment with mission, community, and purpose. Tarnesha looks for people who know their “why” and can roll with the many hats that nonprofit roles require.

🔹 Potential Over Perfection:

One of her proudest hires was a candidate with no traditional experience—but with passion, humility, and growth mindset. That person is now a leader. Tarnesha reminds us: potential is powerful.

🔹 Radical Transparency in Interviews:

She’s upfront with candidates—about red flags, expectations, and culture. If that honesty scares someone off, she believes, “What’s for you is for you.” The right people will lean in, not out.

🔹 The Fail Question Still Works:

Tarnesha stands by one of HR’s classic interview questions—“Tell me about a time you failed.” It’s how she uncovers self-awareness, accountability, and real growth.

✅ Don’t ignore your gut—especially when it comes to culture fit.

✅ Transparency builds trust from the very first call.

✅ Hiring for values and purpose creates long-term wins for mission-driven teams.

✅ A “perfect resume” doesn’t mean a perfect hire.

✅ You’re in your role for a reason—own it, speak up, and lead confidently.

🔗 Connect with Tarnesha Miller on LinkedIn: Tarnesha Miller

🔗 Explore opportunities at Bent Tree Bible Fellowship: www.benttree.org

In this episode of Who Hired This Person?, host Kaitlyn Randall chats with Nayeli Sevilla, Human Resources Manager at Stonebridge. With experience in hospitality hiring and a business mindset rooted in real-world empathy, Nayeli shares the human side of recruiting—what works, what doesn’t, and how learning from the “nice but wrong” hire helped her develop sharper instincts and better processes. From resume red flags to no-show interviews, this conversation is packed with practical insights for anyone involved in hiring.

🔹 HR with Room to Grow

Nayeli joined Stonebridge for the national scale and growth potential—but also discovered a deeply personal hiring culture, where HR leadership stays hands-on and candidates get individualized attention.

🔹 Why She Chose HR Over Operations

Inspired by leaders she admired but unwilling to sacrifice time with her daughter, Nayeli pivoted into HR. It became her way of using business strategy to elevate people—not just processes.

🔹 The Interview That Raised Every Red Flag

Early in her career, Nayeli walked into an interview and was immediately asked about her marital status and children. That experience helped her develop a sharp radar for inappropriate (and illegal) interview tactics—and a firm resolve to protect candidates.

🔹 Funny Doesn’t Always Mean Fit

After hiring a charming, relatable candidate who tugged at everyone’s heartstrings, Nayeli and her team quickly realized he wasn’t professionally aligned with the role. That experience taught her to prioritize facts over feelings and dig deeper into job-relevant skills.

🔹 What Red Flags Really Look Like

Changing answers to repeated questions? That’s a sign something’s off. Nayeli explains how inconsistent answers in interviews are a subtle but reliable red flag.

🔹 Creative Strategies That Actually Work

Nayeli relies on two things: strong resumes and tenure. In the fast-turnover world of hospitality, she looks for candidates with a history of staying power and a polished, formal presence in interviews.

🔹 When Hiring Managers Stall

If polite reminders don’t work, Nayeli shows up at their office. Her approach is clear and direct: “We loved this candidate—are we going to lose them or make the offer?” That urgency often breaks through indecision.

🔹 Details That Make a Lasting Impression

What makes a candidate memorable? Specifics. Nayeli loves when candidates walk her through real-life work scenarios—from wine pairings to five-star service techniques.

🔹 Resume First, Then the Interview

Don't tell her you have the experience if it’s not on your resume. Nayeli emphasizes how crucial it is for job seekers to document their value clearly—and show up formally prepared.

🔹 Brutally Honest Advice for Job Seekers

Craft a strong, structured resume. Follow up with a thank you note. Even if it’s not her personal dealbreaker, she knows many hiring pros who treat it as one.

🔹 Growth Through Grace

Early in her HR journey, Nayeli had little patience for no-shows. Now, she leads with more empathy and is willing to give people the benefit of the doubt—once.

✅ A strong resume is the starting line—not a bonus.

✅ Interviews should verify facts, not just feel good.

✅ One bad hire can reshape your whole approach—for the better.

✅ HR is at its best when it blends structure with empathy.

✅ Candidates who follow through with professionalism stand out.

🔗 Connect with Nayeli Sevilla on LinkedIn: Nayeli Sevilla

🔗 Explore career opportunities at Stonebridge: www.sbcos.com

In this episode of Who Hired This Person?, host Kaitlyn Randall sits down with Merrie Ellis, HR Compliance Manager at Vensure Employer Solutions. With a background spanning HR business partnering, benefits leadership, and compliance strategy, Merrie shares how HR becomes most powerful when it works behind the scenes—quietly building trust, ensuring legal alignment, and helping teams thrive. From bad onboarding to cross-state hiring pitfalls, Merrie delivers practical, human-centered advice for getting it right from day one.

🔹 From Psychology to Compliance: A Human-Centered Pivot

Merrie’s career began in psychology but quickly evolved into HR after recognizing how much of our lives are spent at work. Her studies, leadership roles, and eventual focus on compliance allowed her to build a career that balances structure with empathy.

🔹 The Strategic Role of Compliance in HR

Rather than seeing compliance as a barrier, Merrie reframes it as a map—a set of tools designed to protect both the business and its people. She shares how her compliance mindset strengthens culture, credibility, and consistency.

🔹 A Hard Lesson on Onboarding

A past experience with misaligned onboarding revealed the hidden gaps between HR, IT, and leadership. Merrie stepped up to improve communication, lead benefits orientations, and foster tighter cross-functional collaboration.

🔹 Mentorship That Builds Confidence and Capability

After guiding an intern into a full-time role, Merrie reflects on the power of trust, shared knowledge, and backing off when it’s time to let someone grow. That intern is now a go-to team member—a testament to thoughtful mentorship.

🔹 Multi-State Hiring: Don’t Assume One-Size-Fits-All

Many companies mistakenly rely on corporate HQ policies or default to California’s rules. Merrie breaks down why that approach risks non-compliance—and how HR needs to tailor hiring and onboarding practices to each employee’s work location.

🔹 The Misclassification Minefield

Misunderstanding the difference between exempt and non-exempt employees can be costly. Merrie explains how duties tests, job descriptions, and salary thresholds all play into proper classification—and why it’s safer to default to non-exempt when in doubt.

🔹 Proactive Compliance = Prevented Problems

From travel time pay to overtime eligibility, Merrie shares how spotting risks early has helped Vensure’s clients avoid penalties and protect employees. Her “compliance lens” never turns off—and that’s a good thing.

🔹 When HR Really Works

For Merrie, great HR happens in the small moments: when someone raises a concern, when consistency is upheld, and when advocacy outweighs convenience. It’s not about checking boxes—it’s about showing up with integrity.

🔹 Advice for New HR & Compliance Pros

Stay curious, keep learning, and stay connected. Merrie urges HR professionals to treat life experience as education—and lean into the collaborative nature of the HR community to keep growing.

✅ Compliance isn’t the opposite of empathy—it’s what builds trust.

✅ Onboarding success comes from collaboration, not checklists.

✅ Multi-state hiring demands state-specific attention and adaptation.

✅ Mentorship is about guidance, trust, and eventually stepping back.

✅ Preventing risk is far easier (and cheaper) than correcting it later.

🔗 Connect with Merrie Ellis on LinkedIn: Merrie Ellis

🔗 Learn more about Vensure Employer Solutions: www.vensure.com

In this episode of Who Hired This Person?, host Kaitlyn sits down with Luciana Pollock, Human Resources Manager at Clean As New, an industrial cleaning company serving clients nationwide. With experience working across Brazil, the UK, and the U.S., Luciana brings a global perspective to the realities of HR leadership—where compliance, connection, and culture intersect.

From onboarding to conflict resolution, Luciana shares how real trust, proactive communication, and detailed planning shape the way she builds teams and supports growth. For HR professionals juggling risk and relationships, this episode is packed with thoughtful insight and practical guidance.

🔹 The Accidental HR Origin Story:

Luciana didn’t plan to go into HR—but a university job while studying psychology opened the door. Originally from Brazil, she found that background gave her the perfect foundation for a people-centered HR career that’s now spanned three countries.

🔹 HR with an International Lens:

Working in Brazil, the UK, and the U.S. exposed Luciana to wildly different business norms, leadership styles, and employee expectations. That cultural awareness now informs how she leads with empathy and structure.

🔹 Building Hiring Processes That Actually Work:

Before a job post ever goes live, Luciana collaborates closely with hiring managers to clarify “must-haves,” red flags, and expectations. Her method? Start strong, stay consistent, and always follow up.

🔹 Why Background Checks Shouldn’t Feel Cold:

From onboarding to screenings, Luciana ensures every step is communicated clearly so candidates know what to expect. Warmth and clarity go a long way in reducing confusion and building trust.

🔹 The Secret to Smooth Employee Relations:

Whether it’s performance issues or personality clashes, Luciana approaches employee relations with neutrality, documentation, and clear communication. Her rule? You can shred a document—but you can’t go back in time.

🔹 Time Management as Risk Management:

With HR touching everything from compliance to performance to safety, Luciana organizes her time based on one factor: risk. Her calendar is a living tool that helps her prioritize, prepare, and plan for the unexpected.

🔹 Real Relationships > Office Small Talk:

To keep employees engaged and connected, Luciana invests in real, personal relationships—walking the floor, asking questions, and making herself available. If people don’t trust you, she says, you won’t be effective.

🔹 Advice for the Next Generation of HR Leaders:

Luciana’s biggest message? Be a real person. Learn the systems, yes—but more importantly, master the soft skills that AI can’t replace. Real HR leadership starts with empathy, curiosity, and intention.

✅ HR needs a seat at the table—especially when it comes to planning and growth.

✅ Hiring is a two-way street: clarity and communication benefit everyone.

✅ Documentation protects both people and the business—always do it.

✅ Strong HR is about more than compliance—it’s about connection.

✅ You can’t lead well if you don’t actually care about people.

🔗 Connect with Luciana on LinkedIn: Luciana Pollock

🔗 Learn more about Clean As New: www.cleanasnew.com

In this episode of Who Hired This Person?, host Kaitlyn sits down with Tristan Gates, Senior Human Resources Generalist at BNSF Railway. With a career rooted in intentional growth and industry-specific insight, Tristan shares what it takes to hire successfully in one of the most regulated and operationally complex industries in the country. From balancing policy with people to learning the hard way about fast hires, he offers a refreshingly grounded view of what great HR looks like—especially when safety, structure, and consistency are non-negotiable.

🔹 The HR Spark from College:

Tristan’s HR journey started in a college classroom, where a business professor helped him realize that organizational impact begins with people. That interest turned into two master’s degrees and a long-term career at BNSF.

🔹 Inside the Rail Industry’s Hiring Needs:

Unlike more general industries, transportation hiring requires candidates with highly specialized, hard-to-teach skills—and most of the learning happens on the job. It’s a niche, high-stakes environment.

🔹 Safety Above All Else:

Hiring for roles regulated by the FRA (Federal Railroad Administration) means screening for specific certifications, training levels, and performance history. Missing those details isn’t just a red flag—it’s a compliance risk.

🔹 The Resume Isn’t the Whole Picture:

Tristan reminds us that even the most impressive resumes need to be validated through interviews. A polished application doesn't always reflect readiness or fit for the job.

🔹 Spotting Red Flags Early:

One red flag Tristan has learned to catch? Candidates trying to negotiate location after applying for a role with a clearly stated site. That hesitation signals a lack of readiness—and possibly a short tenure.

🔹 Balancing Policy with People:

In a structured environment like BNSF, HR can’t just fast-track favorites. Even when a manager champions a past employee, HR pushes to ensure fairness, open competition, and adherence to process.

🔹 Hard Lesson: Don’t Rush the Hire:

Early in his career, Tristan made quick hires to improve time-to-fill metrics—only to rehire for those same roles a few months later. Now, he takes time to screen thoroughly and coach managers through the long view.

🔹 The Magic Wand Wish: Faster Hiring, Not Sloppier Hiring:

If he could fix one thing? The length of the approval and offer process. While due diligence matters, Tristan believes there’s room to streamline internal approvals to improve candidate experience.

🔹 Advice for New HR Pros:

Know your industry, study your pipeline, and understand the job descriptions you're hiring for. Ask questions, do the homework, and never underestimate how hiring shapes your company’s success.

✅ Safety, fairness, and quality must come before speed in regulated industries.

✅ Great hiring starts with deep knowledge of the roles—and the people behind them.

✅ Red flags aren’t always obvious, but asking the right questions will reveal them.

✅ HR isn’t just filling positions—it’s building the foundation of a strong organization.

✅ Taking your time up front can save months of headache down the road.

🔗 Explore careers at BNSF Railway: www.bnsfcareers.com

In this episode of Who Hired This Person?, host Kaitlyn sits down with Kourtney Martinez, Human Resources Business Partner at American Airlines. With experience ranging from nonprofits to one-person HR shops and now a major corporation, Kourtney shares how she’s built her career by staying curious, leading with empathy, and learning every corner of the business. From developing managers to improving the candidate experience, Kourtney gives us a real look into what it takes to thrive in HR—especially when the stakes are high and the team is large.

🔹 Thrown into the Deep End (and Swimming Anyway):

Kourtney’s HR journey started in a nonprofit, where she unexpectedly found herself solo after her director passed away just months in. That trial by fire made her resourceful, independent, and passionate about the field.

🔹 Loving the Corporate World (Yes, Really!):

Now part of a large team at American Airlines, Kourtney reflects on the shift from being HR-of-one to a “puzzle piece” in a massive organization—and how that taught her to scale, specialize, and collaborate at a new level.

🔹 Learning the Language of Every Team:

From finance to development, Kourtney emphasizes the importance of “speaking the language” of each business unit. Understanding their needs helps HR deliver better hiring support and build real trust.

🔹 Building Respect Through Boundaries:

She shares how setting clear boundaries with stakeholders early on creates healthier collaboration—and prevents HR from getting buried under impossible expectations.

🔹 Planning for Agility and Retention:

Hiring is just one part of the puzzle. Kourtney walks us through how she builds strategic hiring plans, identifies skill gaps, and leans into retention tools like feedback, development, and training.

🔹 The Rise of the Internal Customer:

One trend Kourtney loves? Treating employees like internal clients. She discusses how the employee experience is just as important as customer satisfaction—and why flexible work matters for real engagement.

🔹 Nailing the Candidate Experience:

From timely communication to prepping interviewers, Kourtney outlines how a great hiring process reflects your culture—and helps candidates get excited about the role before they ever start.

🔹 Making Onboarding Personal and Efficient:

She balances automation with human connection—using digital tools to streamline paperwork, while keeping space for orientation, benefits education, and authentic welcome moments.

🔹 Handling Difficult Issues Fairly:

When it comes to employee relations, Kourtney’s key? Consistency + empathy. She coaches managers to lead with transparency and models how to stay neutral, fair, and people-centered in tough conversations.

🔹 Staying Organized (Even with 100 Priorities):

Kourtney lives by her calendar, uses tools like Outlook and task lists, and always leaves space for the “HR fires” that pop up daily. Her biggest tool? Focus time—and knowing when to call in support.

🔹 Advice to Up-and-Coming HR Pros:

Say “yes” to big, scary projects. Stretch yourself. Ask questions. Even if it’s not in your job description, learning the broader business helps you grow—and makes you a better partner to your team.

✅ You don’t have to start HR perfectly—just start. Growth comes from the messy parts.

✅ HR is most powerful when it’s plugged into the business, not just policy.

✅ Candidate experience starts before the interview—and sets the tone for your culture.

✅ Managers need coaching to handle people issues effectively.

✅ Being organized doesn’t mean being rigid—it means creating space for what matters.

🔗 Connect with Kourtney Martinez on https://www.linkedin.com/in/kourtneymartinez/

In this episode of Who Hired This Person?, host Kaitlyn sits down with Lakythia Ferby, Human Resources Director at Queens Community House. Lakythia shares her experience leading HR for an organization with over 40 locations, serving everyone from infants to older adults across Queens. With a passion for staff development and a data-driven approach, she opens up about hiring challenges, defining culture fit, and coaching both employees and managers for success.

🔹 Falling Into HR with Purpose:

Lakythia’s entry into HR was accidental—but it quickly became intentional. She explains how being the go-to person for onboarding and discipline sparked a passion for staff development and coaching.

🔹 Starting Strong as a New HR Director:

From day one, Lakythia focused on listening, learning, and visiting all program sites to understand the needs of both managers and staff. Her first 90 days were all about building trust and identifying areas for improvement.

🔹 Hiring Beyond the Résumé:

She shares a recent example where the most “qualified” candidate on paper didn’t land the role—reminding us how critical personality and team fit can be, even late in the interview process.

🔹 Defining a True Culture Fit:

At Queens Community House, a great hire is someone who’s solutions-focused, passionate about giving back, and sees clients as people with agency—not as problems to fix. Lakythia explains how those values guide their hiring.

🔹 Getting Clarity on Uncertain Candidates:

When unsure about a candidate, Lakythia leans into communication—aligning with hiring managers to determine what’s truly a “must-have” vs. a “nice-to-have,” and avoiding unnecessary disqualifies.

🔹 Coaching New Managers Through Hiring:

Her advice to first-time hiring managers? Focus on values and coach ability. Not everything can be taught—but many skills can, as long as the person aligns with your culture and mission.

🔹 Why Coaching Matters in HR:

Lakythia loves supporting employees and leaders alike. From training supervisors to digging into exit interview data, she sees HR as a way to empower people and help teams thrive.

🔹 Advice She Wishes She Got Sooner:

“Don’t just keep doing—pause and reflect.” Lakythia shares her practice of scheduling “not-doing time” to reset and stay focused, especially during high-pressure moments.

✅ Fit matters just as much—if not more—than qualifications on paper.

✅ Great HR starts with listening and asking the right questions.

✅ Reflective time is essential to avoid burnout and improve decision-making.

✅ Culture fit includes values like empathy, empowerment, and community.

✅ Hiring managers need coaching too—especially when making their first hire.

Links & Resources:

🔗 Connect with Lakythia Ferby on LinkedIn

In this episode of Who Hired This Person?, host Kaitlyn sits down with Carey Petersen, the Director of Human Resources at Innovate Auto Finance. With years of experience navigating HR in a high-growth, multi-state organization, Carey brings candid insights into what it really takes to build effective teams—often by learning the hard way.

From onboarding missteps to discovering what makes a “culture fit,” Carey shares stories that highlight the trial-and-error nature of HR leadership and how she’s evolved her hiring strategies over time. This episode is packed with real talk on coaching hiring managers, recovering from bad hires, and giving second chances when it matters most.

🔹 Starting HR from Scratch:

Carey shares how she built HR at Innovate Auto Finance from the ground up—what worked, what didn’t, and what she wishes she’d known when she started.

🔹 Hiring Flops and Fixes:

Not every hire is a hit. Carey discusses lessons learned from hires that didn’t work out, and how she’s adjusted her approach to spot red flags earlier in the process.

🔹 Culture Fit vs. Skill Set:

Carey explains how she identifies strong culture fits—even if they don’t have every technical skill—and why attitude and alignment often outweigh experience.

🔹 The Art of Second Chances:

In a field that values fresh starts, Carey reflects on when giving a candidate a second chance paid off—and when it didn’t.

🔹 Coaching Hiring Managers:

From rushed decisions to unclear expectations, Carey talks about how HR can coach hiring managers into better, more thoughtful hiring practices.

🔹 Onboarding That Actually Works:

Carey shares what she’s doing to overhaul onboarding at Innovate Auto Finance and how even small tweaks can make a huge difference in early employee retention.

🔹 Multi-State Hiring Challenges:

Hiring across different states comes with its own legal and logistical headaches. Carey offers tips for staying compliant and consistent.

🔹 Supporting Employee Growth:

Carey highlights the importance of internal mobility and how HR can advocate for development pathways even in lean organizations.

• Don’t rush a hire—culture fit and clarity around expectations are critical.
• A failed hire is a learning opportunity, not just a loss.
• Coaching hiring managers pays off in fewer missteps and stronger teams.
• Onboarding needs to be intentional, not just a checklist.
• Second chances work best when they’re grounded in honest conversations and clear boundaries.

For career opportunities at Innovate Auto Finance, email:

📧 [email protected]

Website: https://www.innovateauto.com

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In this episode of Who Hired This Person?, host Kaitlyn sits down with Bandana Seehra, the Human Resources Director at Martello Group. With a strong background in HR and a passion for improving employee experience, Bandana shares her insights on hiring, team development, and creating a workplace where employees thrive. She discusses the challenges of recruitment in today's saturated market, the importance of onboarding, and the strategies that have strengthened retention at Martello Group.

🔹 Finding a Career in HR:

Bandana shares how her mother inspired her to pursue HR and how her journey led her to the property management industry, where she found the perfect intersection of her passion for people and real estate.

🔹 Balancing HR Responsibilities:

As an HR leader, Bandana wears many hats. She discusses how prioritization, realistic expectations, and seeking support are key to managing hiring, team development, and aligning HR with business goals.

🔹 Challenges in Recruitment & Staffing:

With an overwhelming number of job applicants, Bandana highlights the difficulty of filtering through resumes and the importance of finding candidates who truly align with job qualifications and company values.

🔹 The Impact of Hiring Decisions:

Bandana explains why hiring managers should wait for the right fit instead of rushing to fill positions. A wrong hire can disrupt team dynamics, while the right hire can elevate the organization.

🔹 Hiring for Culture vs. Qualifications:

Bandana prioritizes cultural fit over credentials, emphasizing that communication skills, adaptability, and teamwork are often more valuable than degrees.

🔹 Onboarding for Employee Success:

From pre-hire communication to personalized training methods, Bandana details how Martello Group ensures new employees feel supported and set up for success from day one.

🔹 Improving Employee Retention & Satisfaction:

As the first HR Manager at Martello Group, Bandana implemented initiatives such as employee surveys and open office hours to create a culture of open communication and trust, leading to stronger retention rates.

🔹 Advice for HR Leaders:

Bandana stresses the importance of mentorship and expanding professional networks to navigate the challenges of HR leadership.

🔹 Coaching Hiring Managers for Better Onboarding:

She highlights the need for HR professionals to coach hiring managers, ensuring they can effectively onboard and support new employees.

✅ Prioritizing cultural fit can lead to stronger, more cohesive teams.

✅ Effective onboarding begins before the first day and should be tailored to each hire’s learning style.

✅ Open communication and feedback loops can significantly improve employee satisfaction and retention.

✅ HR professionals should actively support and train hiring managers to enhance the hiring process.

✅ Expanding your professional network and seeking mentorship is invaluable for HR leadership growth.

Links & Resources:

• Connect with Bandana Seehra on LinkedIn
• Website: https://www.martello.group/

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on Spotify, Apple Podcasts, and more—and don’t forget to leave us a review!

In this episode of Who Hired This Person?, host Kaitlyn speaks with Angela Torres, Human Resources Director at ICAN, a nonprofit focused on after-school programming for underserved communities. With her extensive background in HR, Angela shares her journey from operations to leading HR at ICAN, offering valuable insights into nonprofit HR challenges, the importance of cultural fit, and creating a supportive work environment.

Key Lessons Covered in This Episode:

🔹 From Operations to HR Leadership:

Angela talks about her transition from operations to HR, emphasizing how she discovered her passion for recruiting and employee engagement and how it shaped her HR approach today.

🔹 Nonprofit vs. Corporate HR:

Angela compares her experiences in corporate HR to her work in the nonprofit sector, explaining how nonprofit HR is mission-driven, values employees deeply, and requires wearing many hats to make a difference.

🔹 Impactful Hiring Practices:

She highlights how ICAN’s hiring process prioritizes cultural fit and mission alignment over just qualifications, showing how the right mindset is key to creating a positive and effective work environment.

🔹 Increasing Retention in Nonprofits:

Angela shares her experience increasing ICAN’s retention rate by 30% in her first year. The key strategies? Streamlining the hiring and onboarding processes and ensuring a seamless cultural introduction from day one.

🔹 HR as a Department of One:

As a department of one, Angela discusses the challenges of managing multiple HR responsibilities and the importance of seeking help, prioritizing people over policies, and taking care of one’s own mental health.

🔹 Mental Health and Workplace Culture:

Angela explains how prioritizing mental health in the workplace, through policies and programs, has helped foster a culture of self-awareness and support at ICAN.

🔹 The Importance of Self-Awareness in HR:

Reflecting on her career, Angela offers advice on embracing one’s journey, the power of self-confidence, and the value of asking for help to grow in HR leadership.

🔹 A Memorable Hiring Success:

Angela shares a heartwarming story about a college student she hired, mentored, and helped find their true passion, leading them to a successful career in HR—proving the lasting impact of mentorship in HR.

Key Takeaways:

✅ Nonprofit HR is all about mission alignment and cultural fit—skills can be taught, but passion for the mission is non-negotiable.

✅ Streamlining hiring and onboarding processes is crucial to increasing retention, especially in the nonprofit sector.

✅ As an HR leader, self-awareness and self-care are key to setting a good example and leading a healthy, sustainable work culture.

✅ Hiring for potential, mentoring, and offering growth opportunities can lead to lasting success stories and meaningful careers.

Links & Resources:

• Connect with Angela Torres on LinkedIn
• Website: https://www.icanaz.org/

Thanks for tuning in to Who Hired This Person? this week! Want to subscribe or share your thoughts? Find us on Spotify, Apple Podcasts, and more—and don’t forget to leave us a review!