Cory Hymel

VP of Product & Research @ Gigster | Innovating on the Future of Work

//--In my own words
Washed software engineer that was better at telling stories and painting visions that writing code. I usually find myself working in research or innovation teams due to attention deficient and boredom with solvable problems. I very much enjoy speaking, teaching, and sharing things I've learned with others. 


//--In my PR teams words
The root of Cory’s passion for the connected nature of tech enhancing the future of work began in the early 2000s in robotics research initiatives for the FedEx Institute of Technology. He went on to pioneer mobile helping enterprises develop strategies to mobilize staff workflows and collaboration in the pre-enterprise project management app era of “BYOD to work” in the mid-2010s. Seeing the promise of physical and digital integration, Cory brought physical products to life leading the Connected Technologies division at a hardware development firm. Beginning in 2018 Cory began researching and leading the Future of Work at Gigster as VP of Product and Research advocating for leveling outdated hierarchical structures within organizations. Cory is a futurist with the goal to continuously question the status quo. His research answers the questions that will define how the innovations of today will impact the work of tomorrow.

Head of Academic Partnerships

Helping lead research with Stanford and Berkeley into how distributed teams work at scale.

CXT Software

Senior Consultant

Sparkrock

Empowering Nonprofits, Human Services, And K-12’S With A Microsoft-Powered ERP Solution
Sparkrock 365 delivers software that gives predictive control and oversight of funding and operations for Nonprofits, Human Services, and K-12's. All with the stability and security of the Microsoft platform.

AM Digital Consulting

Operation, transformation, talent acquisition in one place!

Founder

Smart Working

🚀 Recruitment Transformation Project at SmartWorking – Key Highlights:
Trained 18 team members across levels – from individual contributors to managers
10x increase in sourcing volume at the top of the funnel
3x faster delivery of candidates to hiring managers
40% reduction in cost-per-hire through process optimization
Conducted a full audit of recruitment workflows, tools, and automation
Defined and implemented a data-driven ATS framework with role-based permissions, automation triggers, and customized candidate experience.
Aligned hiring stages with clear "Good Candidate" definitions and quality checkpoints
Launched a pilot testing program with onboarding, training materials, and feedback collection
Added strategic scope: technical & language vetting, employer branding, and boomerang hiring network

Lumivero

Get More Impactful Insights From Your Data!
Lumivero’s software suite makes it easier for users to leverage qualitative and quantitative data, create insights, and find answers. Along the way, Lumivero empowers users to organize the process, collaborate with colleagues, and produce actionable outcomes.

BASF

The portfolio comprises six segments: Chemicals, Materials, Industrial Solutions, Surface Technologies, Nutrition & Care and Agricultural Solutions. BASF generated sales of €87.3 billion in 2022 with a need of over 1500 hires/year in the US only.

Project No1 - Strategic Talent Acquisition Sourcing and Job Board Strategy
Develop a strategy and implementation plan to ensure the greatest ROI on the usage of Job Boards in the job posting process for BASF.  The changing landscape of how talent are attracted and motivated to apply to specific positions or specific companies has changed substantially in the last several years.  In addition, the different advertising options available within these large job boards is constantly shifting and include a self-service model that requires an internal BASF skill and understanding to most effectively develop a winning strategy to most effectively utilize the options available.  Develop skill and expertise within our internal BASF team in this space.

Project No2 - Talent Acquisition Transformation Program
Aiming to create a more efficient, collaborative, and effective recruitment process that aligns with BASF's talent needs and contributes to the company's overall success.
Proposed a restructuring plan that streamlines the team and defines clear roles for each member. By implementing a new structure, we aim to improve candidate conversion rates, enhance applicant support, and strengthen collaboration between team members.

Strategic Talent Acquisition Consultant

Gigster

Gigster, Sparkrock, CodersRank.io - Part of the Ionic Partners PE Portfolio, US/Canada - Remote
Responsible for the strategic planning of the entire recruiting process for Gigster and its sister companies.
Coordinate the areas for setting up pipelines in the ATS, including test creation, templates, and automation.
Hands-on recruiting operations strategies to fulfil the staffing needs of the company
Responsible for monitoring the performance of the pipeline by calibrating the metrics with the hiring managers
Coordinating and supervising the daily tasks assigned to the team

Recruiting and Network Engagement Manager	Nov 2021 - Mar 2022
Gigster - Part of the Ionic Partners PE Portfolio, US - Remote

Senior Recruiting Operations Program Manager

Hashlist

Achieved all recruiting targets during my tenure by implementing new templating content related to all talent attraction communication.
Proposed strategic pricing, positioning, and messaging improvements, driving increased business effectiveness and resonance in the market.
Conducted a comprehensive evaluation of the candidate experience, leading to actionable recommendations for a revamped approach that enhances recruitment outcomes and candidate satisfaction.

Operations - Growth Hacker

Crossover for Work

Customer Success Manager - Software Sales  & Sales Coach
Nov 2018 - Dec 2019
Responsible for calling qualified applicants in the inbound team
Moved to the QA team due to high performance in evaluating call recordings generated by the inbound team
Coordinated the coaching activities for all new hires while working on the QA team
Key achievement: hit my goals on the inbound team while covering new hires' training programs

Senior Global Recruiter & Team Lead	
Aug 2015 - Oct 2018
Started in HR Operations, then moved to lead generation and recruiting
Redesigned the entire recruiting process by hiring a team of recruitment analyst
Led the Sourcing team that was in charge of generating leads
Led the Recruiting team that was in charge of attracting top global talent
Key achievement: hit 100% productivity increase in two consecutive quarters

Manager of Customer Success

ESW Capital

Focused on guiding the customer to declare success in using the software products they have acquired using a checklist methodology
Created the Milestone program for Customer Success to follow the customer's journey and simplify the renewal process
Established clear client retention goals while upselling services and products with the brand image
Reviewed customer complaints and concerns to help improve the customer experience
Created training courses and educational materials
Coached, trained, and mentored all new hires
Software products supported: Sococo, Kayako, and DNN (DotNetNuke)

Customer Success Manager - Software Sales

I build systems that make people, teams, and businesses thrive—but underneath every solution I design, there’s a deeper thread that runs through my work: I bring clarity where there’s chaos, structure where there’s drift, and momentum where there’s friction.

Early in my career, I thought I was just solving problems. Over time, I realized I was doing something more personal: creating order in environments that felt unstable or uncertain. For me, structure isn’t just operational—it’s a way to care. It’s how I create safety, alignment, and results for the people I work with.

I don’t just care about output; I care about impact. About helping people and teams feel confident in their next move, not overwhelmed by it. About making sure the things we build actually hold when real life hits.

And if I’m honest, there's a quieter fear that drives me too: the fear of becoming irrelevant—not in title, but in contribution. I want the work I do to matter. I want to know that I left something better than I found it. That someone felt more capable, more seen, or more supported because I was part of the process.

That’s why I’m selective about the work I take on. If I step in, I’m all in—with clarity, speed, and a calm resilience that comes from years of doing hard things with good people.

If you're building something meaningful—and want it to be built right—I’d love to talk.

taplio

The Battle

Cory Hymel

Ana Moldovan

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