Little Talent Group, LLC

As an Executive Career Coach, I empower high-achieving professionals and visionary women in leadership to transcend their current successes and scale new heights in their careers.

➥ You are driven, knowing well that past strategies need to evolve for future triumphs.

➥ Despite being a stellar performer, you're navigating the "earn your stripes" mantra from leadership.

➥ You deliver exceptional results but find yourself on the sidelines in critical boardroom conversations.

➥ You observe peers advancing through influential networks, while you strive to forge meaningful connections.

➥ Leading your team diligently, you're searching for balance to prevent burnout and foster trust.

➥ You ponder if your academic leadership skills are equipped for executive challenges.

➥ Eyeing a promotion may seem daunting, but you're poised for that leap.

As your coach, here's my commitment:

➥ I'll guide you in crafting strategic alliances and articulate your value in complex workplace dynamics.

➥ I'll aid in developing a robust professional brand that resonates within your industry.

➥ Together, we'll spotlight your expertise to position you as a thought leader and prime candidate for promotions.

Leaders' testimonials on my coaching reveal transformative outcomes:

See Recommendations. 

Envision your leadership transformation:

➥ Post our coaching engagement, your command of non-verbal cues, composed demeanor, and strategic engagement will enhance your influence.

➥ You'll navigate decision-making with conviction and align teams with your vision.

➥ Utilizing success frameworks, you'll cement your excellence in your current and future roles.

➥ You'll cultivate authentic connections across the organizational spectrum.

➥ You'll be strategically positioned for lucrative promotions, with the potential to significantly boost your compensation.

Founder & CEO | Executive Career Coach

Creator Authority

Strategic Advisor 

Bond

In my role as a fractional Vice President of Human Resources for Bond Security, a burgeoning startup in NYC, I provide strategic recruitment and advisory services. My work focuses on enhancing organizational capabilities and driving growth through tailored HR solutions.

Here's a glimpse of my contributions:

➥ I advise on the refinement of recruitment processes, improving efficiency and aligning with industry best practices for a dynamic startup environment.

➥ I offer insights into talent acquisition strategies, focusing on attracting top-tier talent and ensuring a cultural fit that supports Bond Security's innovative ethos.

➥ I contribute to leadership development initiatives, mentoring promising individuals and supporting a culture of internal growth and professional advancement.

➥ I consult on the design and implementation of performance management systems, fostering a high-performance workplace that thrives on continuous improvement.

➥ I guide the development of diversity and inclusion programs, helping to cultivate an inclusive company culture that values varied perspectives and experiences.

➥ I assist in strategic HR planning, collaborating with leadership to ensure talent management aligns with the company's ambitious growth plans.

➥ I offer recommendations on employee retention strategies, enhancing job satisfaction and loyalty within the team.

➥ I facilitate connections with educational institutions, aiding in the creation of a talent pipeline that brings fresh, skilled professionals into the organization.

➥ I advocate for the use of HR analytics, promoting data-driven decisions that support strategic HR initiatives.

➥ My leadership and advisement are acknowledged as instrumental in bolstering Bond Security's stature as an attractive and forward-thinking employer.

Vice President, Human Resources (Fractional/Contract)

In an accelerated ascent to leadership within Bond Security, a forward-thinking startup in NYC, I was rapidly promoted to Vice President of Human Resources after just 9 months. My strategic approach to talent acquisition, leadership development, and organizational culture was instrumental in this transition. I took the helm to steer the HR department, aligning it with the burgeoning needs of a rapidly scaling company.

Here’s how I excelled in this role:

➥ I orchestrated the restructuring of the HR department to align with strategic business goals, resulting in a 40% increase in operational efficiency.

➥ I designed and implemented a comprehensive benefits package that enhanced employee satisfaction by 30%, aiding in a 15% improvement in retention rates.

➥ I led the development of a leadership training program that prepared high-potential employees for executive roles, contributing to a 20% increase in internal promotions.

➥ I played a critical role in developing a performance management system that saw a 25% improvement in employee productivity metrics.

➥ I initiated a company-wide diversity and inclusion program, which improved the diversity hiring rate by 45% and fostered an inclusive workplace environment.

➥ I navigated the company through a period of significant growth, scaling the workforce by 50% without compromising on hire quality or cultural fit.

➥ I established a talent management framework that reduced turnover by 18% and enhanced employee engagement scores by 22%.

➥ I was pivotal in negotiating strategic partnerships with educational institutions, resulting in a talent pipeline that increased the influx of qualified candidates by 35%.

➥ I drove the adoption of HR analytics and data-driven decision-making, which led to a 28% reduction in hiring costs and a 15% shorter time-to-fill for vacancies.

Vice President, Human Resources

As the Director of Talent Acquisition at Bond Security, a dynamic startup in NYC, I was instrumental in building the backbone of the company through strategic hiring. My focus was on identifying and nurturing leadership talent, which played a pivotal role in driving the organization's rapid growth. I successfully balanced the dual demands of maintaining a high-quality candidate pool and meeting aggressive hiring timelines.

Here’s how I made a transformative impact:

➥ I spearheaded the talent acquisition strategy, achieving a 35% increase in leadership hires within the first year, significantly expanding our executive and managerial teams.

➥ I executed a comprehensive recruitment plan that resulted in a 50% growth of the organization’s workforce, laying a strong foundation for future scalability.

➥ I introduced innovative sourcing techniques that enhanced candidate quality by 25%, ensuring a robust pipeline of high-caliber professionals.

➥ I championed a company-wide initiative to promote diversity in hiring, increasing the representation of underrepresented groups in leadership roles by 40%.

➥ I negotiated and managed vendor relationships that reduced recruitment costs by 20% while maintaining a steady flow of top talent.

➥ I leveraged data-driven recruitment metrics to decrease the average time-to-hire by 30%, streamlining the hiring process.

➥ I fostered a culture of continuous improvement, implementing training programs that increased our in-house recruitment team’s efficiency by 15%.

➥ I crafted and enforced a strategic employer branding campaign that elevated our market presence, resulting in a 60% increase in unsolicited quality candidate applications.

Through these efforts, I not only met but exceeded recruitment targets, positioning Bond Security as a competitive player in the tech security industry.

Director of Talent Acquisition

L3Harris Technologies

L3 Harris Technology is an American technology company, defense contractor, and information technology services provider.

I learned much about the organization, which can be explored at: www.l3harris.com 
In my role as a Senior Talent Acquisition Manager, I led 13 director reports, driving strategic hiring initiatives and promoting a high-performance culture. My leadership highlights include:

➥ I managed 7 recruiters across 4 sectors, enhancing efficiency and cutting agency reliance while reducing time-to-fill metrics. I also recruited for all Executive positions. 

➥ I built and nurtured a team of 6 onboarders, who reduced new hire onboarding times from 3 weeks to an impressive 2 weeks.

➥ I championed LinkedIn campaigns to boost our visibility, ensuring our recruiters' strong online presence and a diverse talent pipeline.

➥ I collaborated with executive leadership to meet critical staffing needs, aligning with ramp and AOP goals.

➥ I innovatively saved over $100k in advertising by optimizing hiring leaders' budgets through strategic communication.

➥ I oversaw 200+ requisitions, with a standout time-to-fill average of 40 days, showcasing a significant improvement in operational efficiency.

➥ I successfully developed strategies to fill 50 engineering roles in 90 days, showcasing our team's agility and capability.

➥ I streamlined interviews to quicken hiring while maintaining a high caliber of talent acquisition.

➥ I forged partnerships with colleges for a steady flow of candidates for operational roles.

➥ I focused on recruiter development, enhancing strategies for challenging vacancies and achieving diversity targets.

➥ I implemented a 15-day holding process for slates to reach our D&I and gender parity goals.

➥ My team's excellence was recognized with one promotion and two 'Recruiter of the Quarter' awards in 2021.

➥ I earned the RISE award for outstanding talent acquisition services, reflecting my dedication to recruitment excellence.

Senior Manager, Talent Acquisition

As the Manager of Talent Acquisition, I directed a team of recruiters to drive accountability, shape strategies, align teams, and support department-wide growth and development, thereby promoting a cohesive departmental culture amongst the recruiting team. I worked with HR executives in approving and establishing the department's strategies, goals, and procedures.

I oversaw the budget for virtual hiring events, partnerships, and job boards. I also conducted weekly presentations for key executive leadership to provide recruitment-related updates and recommendations.

Among my duties, I was accountable for managing the ‘Aged Job Club’ to strategize enhancements to requisition aging. I also mentored junior department personnel to support their professional growth.

Here are some of the ways I made significant and positive contributions to business growth:

➥ I strategically balanced and prioritized recruiting department resources to meet constantly evolving business needs.

➥ I consistently exceeded the internal goal of 7 monthly hires by averaging 10+ monthly hires for the team.

➥ I achieved an average time-to-fill metric of 40 days per position, a 47% improvement over the organization’s goal of 75 days.

➥ I successfully filled an unexpected surge of 30 critical business openings in an extraordinary 60 days.

➥ I was honored with the ‘2020 Rise Award’ for excellence in talent acquisition service.

➥ I led a team that produced 2 senior executive promotions and one ‘Recruiter of the Quarter’ awardee in 2020.

Manager, Talent Acquisition 

As Senior Specialist in charge of Talent Acquisition, I set recruitment requirements by examining the firm’s business plans, goals and growth targets. I took ownership of talent sourcing, candidate identification, networking and relationship building while introducing and refining recruitment best practices. 

I leveraged reliable applicant sources by reaching out to community services, colleges, employment agencies, recruiters, media and websites to promote the organization by providing information on opportunities and benefits. I also set applicant requirements by scrutinizing each job description and qualifications, and by conducting comprehensive intake calls with hiring leaders.

I regularly placed job advertisements, worked with recruiters, scheduled interviews and prepared and extended offers; examining candidate qualifications via interviews, references, applicant responses and other due diligence.

➥ I exceeded monthly hiring goal of 7, averaging 11 hires per month for FY19 and 10 hires per month for FY18.

➥ I exceeded Diverse Professional Hiring goals for females at 50%, and POC’s at 28% for FY19.

➥ I averaged production of 4 cleared hires per month. 

➥ I averaged time-to-fill metric of 50 days per position, a 17% improvement over our 60-day goal. 

➥ I achieved interview goals with a ratio of 2:1.

➥ I served as team lead for a successful Recruitment Marketing Material project.

➥ I designed candidate email templates to automate the communication process.

➥ I was promoted after just 10 months of service in recognition of dynamic results.

Sr. Specialist, Talent Acquisition

WilsonHCG

As a Senior Specialist in Talent Acquisition and Training Lead at Wilson Human Capital Group, I was instrumental in spearheading recruitment initiatives and devising training programs for new hires.

➥ I pioneered talent-sourcing efforts, utilizing a mix of community services, educational institutions, and online platforms to strengthen the company’s presence and attract a diverse candidate pool.

➥ I implemented rigorous candidate evaluation processes by analyzing job descriptions and qualifications in detail, which allowed for more informed discussions with hiring managers during intake calls.

➥ I consistently exceeded monthly hiring goals by efficiently managing the recruitment lifecycle from job advertising to offer extension, with a track record of surpassing the target of 8 new hires.

➥ I led diversity hiring initiatives, successfully reaching 45% female hires and 32% hires from POC communities in FY19.

➥ I maintained an impressive record of 6 cleared hires per month, showcasing my adeptness in fulfilling roles requiring security clearances.

➥ I improved the time-to-hire metric to just 45 days per position, demonstrating a 25% enhancement compared to the previous benchmark.

➥ I achieved an efficient interview-to-hire ratio of 3:1, which speaks to the effectiveness of our refined interview process.

➥ I took charge of a key Recruitment Marketing Material project, significantly boosting the company’s branding and appeal to high-caliber candidates.

➥ I innovated the candidate engagement workflow by creating automated email templates, which greatly improved communication timelines and effectiveness.

➥ I led the development and facilitation of robust training programs for new hires, ensuring their successful assimilation into our corporate culture and promoting ongoing professional development.

➥ I was recognized for my exceptional performance and outcomes in talent acquisition and training with a promotion after just 10 months of service.

Engineering Recruiter & Training Lead (UTC)

Grand Canyon University

As Talent Acquisition Specialist for Grand Canyon University, I worked with hiring managers to proactively identify recruitment needs and staff for all positions, from entry-level to PhD adjunct faculty. 

I served as site leader for recruitment, managing the full scope of hiring duties for a site of 800+ staff. I was accountable for setting interview and selection criteria, including call screenings, assessments and in-person interviews. I continually assessed candidate applications using our internal Applicant Tracking System.

I sourced resumes, pre-screened candidates, conducted interviews and assisted leadership with critical hiring decisions, applying the proven DDI interview model with multiple layers of interviews. I also trained new recruiters, developed job descriptions and interview questions that reflected each position’s requirements, led employer branding initiatives, and organized job fairs and recruitment events.

➥ I designed effective hiring strategies for a range of unique positions, including the Teacher Education Specialist and Doctoral Studies positions; resulting in fully staffed and capable teams during high-growth periods.

➥ I accurately forecasted quarterly and annual hiring needs by department; strategically sourcing candidates to prepare a streamlined succession planning pipeline.

Talent Acquisition Specialist

Cielo Talent

Adecco

Technical Recruiter

Certified Executive Coach (ICF) | I help women leaders amplify their performance + presence to become Executives | Wife & Mom of 3 | Exec Group Coaching Program launching in Aug 2024 | Book a call today ⬇️

April Little

If your leader isn’t developing you, it’s because they don’t plan to promote you.

A client came to me after years of hearing praise, but never seeing real development.

She had been with the company for over a decade and had every reason to stay.

There were strong benefits, long-term financial incentives, and a short commute that made leaving feel costly.

Her boss offered reassurance but avoided giving visibility, stretch assignments, or decision-making opportunities that built trust.

She had made the mistake of delegating her growth to him and assumed he would follow through.

The introductions he promised never happened, and the connections she needed were never made.

She stayed hopeful while others advanced, until she realized she had to take control herself.

We built a strategy that made her readiness clear to decision-makers across the organization.

She led an operations project that improved efficiency and reduced costs across three major business units.

She established credibility with senior leaders who saw her delivering outcomes at a strategic level.

She won a company-wide award that gave her visibility and recognition from executive leadership.

She raised her hand for high-impact initiatives that required cross-functional collaboration and measurable results. 

None of this came from her boss.

Every opportunity was created through intention, relationship building, and proof of performance.

You cannot afford to confuse kind words with real investment in your future.

The people being passed over are being quietly told the truth.

Your career is not their responsibility but it is yours.

Former HR Exec Helping Women Leaders ($150k–$500k) Get Promoted to Vice President. ✨2025 Time 100 Creator✨ | Careers, AI & Tech Creator | 2 Million Monthly Views | DM “Executive Material” for Coaching

Being the “FIRST” can feel like winning and drowning at the same time.

I was the first in my household to go to college.
The first to make six figures.
The first to reach executive leadership.

I used to feel caged by the weight of being the first. 

Eventually, I saw the freedom in it.

Now I work with women who are creating new firsts:
• Becoming first-generation millionaires
• Buying homes no one else in their family could
• Parenting with intention instead of survival

One woman used her executive role to open three new manager seats and mentored others into those roles. 

That decision created life-changing income for people who had never been given a real shot.

I’ve done the same by helping the people I led secure raises, promotions, and visibility that opened doors for the next person behind them.

I understand the weight of being the first. 

That’s why I always cheer when someone does the thing they’ve never seen done.

And I remind them it’s still possible, even when they don’t have the “proof” yet.

Being the first is a privilege.

It’s also a responsibility.

Make sure you’re not the last.

Seeking A Board Position | Former HR Exec Helping Women Leaders ($150k–$500k) get VP Ready: Comms, Power Dynamics & Influence | Speaker | ✨2025 Time 100 Creator✨| Careers, AI & Tech Creator

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Adam Broda

Broda Coaching

I help experienced professionals at the Senior, Principal, and Director level ($150k - $350k+ roles) use proven systems to create more job opportunities faster, with less frustration.

We bring the best people, strategies, and technology platforms together to rapidly accelerate the job search process for our clients, landing offers at top companies like Meta, Apple, Tesla, Amazon, Schneider Electric, and more. 

To learn more about our journey OR how we can help you land your next high-caliber role, visit: https://brodacoaching.com/

Chief Executive Officer

I started career coaching in 2016, focused on technology and engineering professionals. When I pivoted into my first FAANG role in 2020, my desire to coach grew so strongly that I launched Broda Coaching.

My coaching program has evolved over the years, but I still only work with a limited number of people at a time. It's always been a 'Quality over Quantity' model - and I don't plan on changing it.

Over 300 clients have already used our program and systems to land better roles, position themselves for long-term success, and upgrade their lives - maybe I can help you? Click the "APPLY TO WORK WITH ME" link in my featured section if you'd like to learn more.

Career Coach

LinkedIn Coaches Accelerator

Co-Founder & Coach

Amazon

-Owns the holistic product portfolio, and execution strategy for all North American health, safety, and wellness products within the WHS - DataTech organization. Currently directs a team of Principal and Senior level Product & Program Managers to deliver tech products focused on improving the wellbeing of +1.4M Amazonians.

Sr. Manager, Product Management - Worldwide Health & Safety, Data & Technology

-Adam directed teams of Product Managers, Researchers, and Software Engineers to develop innovative technology solutions that delivered medical, health, and wellness impact throughout the world. Global Health Technology programs included exciting ventures into virtual reality, biofeedback devices, mobile app technology, software and analytics platforms, computer vision, virtual healthcare, and more.

Sr. Manager, Product Management - Global Health Technology

Sr. Manager, Program Management - Working Well

Boeing

-Responsible for the performance, direction, and growth of Additive Manufacturing (AM) Production Engineering teams. Managed organizational strategy, staffing, compliance, safety, and finances.
-Managed the facilitization of a $16M, +160,000 ft^2 production space and materials test lab.
-Created printer qualifications strategies for parts and tools. Integrated new printing, machining, simulation, and inspection technologies into an operating AM production system in Auburn, WA.
-Captured valuable AM applications and technology from engineering teams and leveraged these across the Boeing Enterprise. Organized AM efforts that saved over $80M in 2019. Received a corporate Stock Award for contributions.
-Served as Interim Executive Director of BAM Auburn in October 2019
-Boeing Engineering Management Focal (EMF) for Virginia Tech University

(Acting Director) Sr. Manager, Production Engineering - Boeing Additive Manufacturing

Engineering Manager - Boeing Additive Manufacturing (BAM)

Manufacturing Manager - Operations, 777 Program

Equipment & Tool Engineering Manager - Production Engineering, 777 Program

Tooling Engineer - Production Engineering, 747 Program

AREVA NP

Mechanical Engineering Intern/Co-Op

WileyWilson

Engineering Intern

I Help Senior, Principal, and Director Level Professionals Land Life-Changing $150k - $350k+ Roles | Founder & Career Coach @ Broda Coaching | Hiring Manager & Product Leader | Amazon, Boeing | Husband & Dad

I work with Senior, Principal, and Director-level professionals looking to land competitive $150k - $350k+ offers at top firms and achieve better income, flexibility, and lifestyle.

My program leverages personalized 1:1 coaching sessions, exclusive networks of people, streamlined job search strategies, and cutting-edge tools & resources.

I've refined my coaching system (called 'Better Work') over my 5 years as a career coach and 13 years as a hiring manager and industry professional. I know what managers and leaders are looking for.

I'll help you position yourself accordingly, while connecting you to decision makers and advocates.
I'll work with you to focus on the tasks that get you interviews, while cutting out the distractions. 

The results speak for themselves.
For a typical client I've...

↳ Generated 3X more interviews in the first 60 days
↳ Created 3X more LinkedIn profile views in the first 30 days
↳ Grown professional networks 30% over the life of the program
↳ Raised total compensation by 15% (average over the last 3 yrs)

All while maintaining a 5-star rating from customers.
You can view my testimonials page here: https://www.brodacoaching.com/testimonials

In the last 5 years, I've:

- Placed clients at companies like Meta, Google, Spotify, Deloitte, GE, Lockheed, JPMorgan, and more
- Grown my alumni network to over 400 active professionals, managers, and recruiters
- Helped hundreds of professionals find jobs in new industries in under 100 days

If you're interested in learning more about my program, book a free discovery call:   https://tally.so/r/w4GlQ5

OR - Click the "APPLY TO WORK WITH ME" page in my featured section.

NOTE - I only work with a limited number of clients at a time. Applications will always be handled on a 'first-come' basis. 

Other interesting things about me:

- Hiring Manager for 13+ yrs; I've built three organizations from scratch during this time
- I've been career coaching since 2016; launched it as a business in 2019
- Featured in Fast Company, CNBC, and LinkedIn News
- Former Production Engineering Leader at Boeing
- LinkedIn Creator with +475k followers
- Former Product Leader at Amazon
- I've been married for 13 years
- High school wrestling coach
- Former NCAA D1 wrestler
- I have two kids (5 and 3)
- I live in Georgia

💻  For more information on my program, my journey, or my success stories: brodacoaching.com 
🚀  For partnerships, collaboration, or speaker inquiries, reach out via: hello@brodacoaching.com

Founder

-I started Broda Coaching (BC) with the mission to improve the world by elevating the Technology & Engineering professionals that influence it daily. BC helps customers maximize their visibility and value by coaching them from the perspective of the hiring teams they need to attract.
-BC offers an online course called the Career Transition Program; featuring 6 Modules, 194 lessons, and over 20 downloadable files/templates to help you crush your job search in a new industry or role.
-We also offer flexible and personalized 1:1 coaching for those looking for a more tailored experience.
-Since late 2019, BC has served over 200 clients; and grown our LinkedIn following from 1.2K to +165K
-Check out our website to learn more: https://brodacoaching.com/

Many senior-level professionals struggle to get interviews because they're not visible to their target audience. Let's fix that👇

In a hyper-competitive job market, making others aware you exist is key.

Here are 5 tips to help you stand out, as a Senior, Principal, or Director level job seeker:

(PS - these can be completed in minutes)

1 - Fix Your Headline

Use relevant terms and keywords to help your target audience discover you more easily.

Here are 2 effective formulas for a solid headline:

✅ [Target Role] + [Credibility Boost] + [Key Value/Outcome]
✅ [Who you help] | [How you help them] | [Proof or Differentiator]

2 - Edit Your URL

Instead of a strong of random numbers and letters, let's upgrade to your name.

Simply click "Edit Prublic Profile & URL."

3 - Get Recommendations

Find 3-5 individuals willing to ‘swap’ recommendations with you.

Target folks at a variety of levels (Leadership, Peers, Direct Reports); create and send a recommendation template to help make the process easy and fast.

4 - Optimize Your "About Section"

Here's a framework for this section I use often:

-Hook – Powerful Intro (2-3 Sentences)
-Value Proposition – Highlight Strengths (3-4 S)
-Achievements – Quantify Impact (3-4 Bullets)
-Leadership Style – Show Humanness (2-3 S)
-Call to Action – Invite Them (1-2 S)

5 - Set Up "Open To Work"

From your profile page:

- Click “Open To”, click “finding a new job”.
- Set preferences for location, start date, job type, and who can see you’re looking for new jobs.

And you've done it. 
Make the changes and watch what happens. 

♻️ Repost for others in your network.
💡 Follow Adam Broda for daily job search tips.

Some job search 'hacks' are simple common sense,

3 lessons we can learn from this story 👇 

1 - Pay attention to HOW you're rejected

↳ If you're rejected by a real recruiter,
keep their name, profile, and contact information. 
↳ You now have the legit email for a recruiter associated with that company.

This can be used for future roles. 

2 - A single recruiter can make a difference

↳ Having a single internal advocate can be the
difference in being buried in an ATS, and getting tapped for an interview.
↳ Send ‘Thank You’ messages and follow ups when you can, even just to check in with them periodically.

A simple message (like this) works fine…

"Hi [Recruiter's Name],

Thanks for the update. While I’m disappointed, I remain excited about the vision of [Company Name] and would love to be considered for future opportunities that may be a stronger fit.

Please don’t hesitate to reach when something opens up.

Best,
[Your Name]"

3 - Rejection DOES NOT mean redirection

↳ A simple rejection doesn’t mean ‘No’ forever
↳ What it does mean is “not right now”

Don’t be afraid to keep being persistent with the same came company. Focus on going after roles where you’re highly qualified.

There’s always a chance.

♻️ Repost to encourage other job seekers!

taplio

The Battle

April Little

Adam Broda

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The Battle

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Adam Broda

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Engagements

Likes

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