These aren't course catalogs or production samples. Each case starts with an organizational problem — a gap between current and required capability — and ends with a measurable change in how people or systems perform. Most deliverables are proprietary; these studies focus on approach and impact.
Twitch / Amazon
The Problem
A 500+ person globally distributed engineering org had no formal development infrastructure. New hires were taking 60–90 days to make their first meaningful contribution, and senior engineers were burning time on ad-hoc onboarding instead of shipping product. There was no curriculum, no LMS, no measurement — just tribal knowledge and good intentions.
The Approach
Built the engineering education program from scratch and ran it as an internal business unit — with a budget, a roadmap, defined KPIs, and a direct line to engineering leadership. Embedded development into team sprint cadences rather than scheduling it as a separate event. Built role-specific learning paths, manager enablement tools, and a measurement framework tied to time-to-contribution and team-level velocity data.
Terminix / Rentokil
The Problem
A legacy LMS platform was creating administrative friction at scale — inconsistent completion tracking, poor learner experience, and no reliable data for compliance reporting across a 10,000+ employee enterprise spanning field technicians, call center staff, and corporate functions. A platform migration was mandated; the real challenge was migrating without losing compliance coverage or frontline adoption during the transition.
The Approach
Led the Workday Learn LMS strategy and implementation end-to-end — from requirements gathering with HR, Legal, and Operations to content migration, stakeholder training, and phased rollout. Simultaneously designed new capability programs for 5,000+ frontline employees, with modality choices matched to field operating constraints (low-bandwidth environments, mobile-first access, variable supervisor availability).
Federal Agency Engagements — HHS, VA
The Problem
Federal agencies were seeing individual employees adopt generative AI tools organically — often inconsistently, sometimes unsafely, and always without a strategy for turning that individual tool use into a genuine organizational capability. Leadership wanted a program that would build AI fluency at scale without creating compliance exposure or productivity theater.
The Approach
Designed and delivered AI adoption programs grounded in a capability-first (not tool-first) framework — helping agencies distinguish between AI as a productivity shortcut versus AI as a systems-level capability. Programs included workforce readiness assessments, role-specific use case libraries, manager enablement for AI-augmented teams, and governance frameworks for responsible adoption. Built with federal accessibility and compliance standards throughout.
ELB Learning — Fortune 500 Client (NDA)
The Problem
A Fortune 500 client needed to train a large, distributed workforce on a high-stakes compliance and decision-making domain where real-world errors carried significant legal and reputational risk. Traditional compliance training had produced consistently low engagement and poor knowledge transfer — learners were completing required training without actually changing behavior in practice.
The Approach
Designed and developed a fully branching, game-based simulation that placed learners inside realistic scenarios with meaningful consequences for each choice. The simulation used a consequence-forward architecture — every wrong path surfaced the real organizational cost of that decision, not just a "that's incorrect" message. Built in Articulate Storyline with custom illustrated environments and a progressive difficulty structure that rewarded mastery before advancing.
Opportunity: Post-Acquisition Integration
Why This Would Be a Strong Case
Post-acquisition workforce integration is one of the highest-stakes L&D scenarios that exists — two cultures, two sets of processes, two capability baselines, and a clock ticking on synergy realization. A case showing how you've built or could build rapid onboarding and capability alignment across a merged workforce would land directly with PE-backed portfolio companies and enterprise transformation leaders.
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Opportunity: Manager Effectiveness Program
Why This Would Be a Strong Case
Manager capability is the single highest-leverage L&D investment most organizations can make — and it's almost universally underdone. A case showing a structured manager development program with measurable downstream impact on team performance, retention, or engagement would resonate with any CHRO or VP-People audience and directly validates the "player-coach" positioning in your bio.
Do you have a project that fits this profile?
If you're facing a capability gap, a workforce transformation, or an L&D function that isn't connecting to business outcomes — that's the exact kind of problem I was built to solve. Let's find out if there's a fit.