Cynthia Barnes

Founder and CEO

I spent 20 years building frameworks that made other people rich.

Sales methodologies that became "company best practices." Training programs that got renamed and rolled out without my name attached. Revenue strategies that showed up in Brad's promotion announcement while I got a 2.3% raise and a note about "executive presence."

I documented everything. Exposed the math. Calculated the extraction.

$847,000.

That's the average lifetime wage gap for a Black woman in corporate America. Not a metaphor. Not a feeling. An invoice that never got paid.

So I stopped asking for raises. Started building infrastructure.

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What I do now:

I build the sales architecture for Black women executives exiting corporate—so they can convert 20+ years of extracted expertise into high-ticket consulting contracts.

No pitching. No shrinking. No explaining your worth to people who've never had to prove theirs.

We don't coach. We build:
→ The offer that positions your expertise for C-Suite buyers
→ The pricing model that kills hourly rates forever
→ The proof assets that sell before you get on a call
→ The pipeline that fills your calendar without "networking"
→ The IP protection that ensures your frameworks stay yours

90 days. Proof to pipeline. Your expertise finally has your name on it.

---

This is for you if:

↳ You've built frameworks inside companies that got attributed to someone else
↳ You left (or you're leaving) and you're done being the secret weapon
↳ You have 15-25 years of expertise but no language to sell it
↳ You're tired of courses that teach theory—you want assets built
↳ You understand that Brad isn't the problem; the system is—and you're ready to build outside of it

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This is NOT for you if:

↳ You're looking for mindset work, mantras, or manifestation
↳ You want someone to convince you your expertise has value
↳ You're still hoping the company will "finally see" you
↳ You need hand-holding through basic business decisions
↳ You think "putting yourself out there" is a strategy

---

I'm not here to help you get a seat at their table.

I'm here to help you build your own—and send them the invoice.

The Exit Architecture™
Black Women's Wealth Lab™

Thank You; It's True.™

* Founded NAWSP to offer executive-level consultation and develop DEI-specific strategies tailored for various industries, serving both U.S.-based and international clients.
* Advised C-Suite Leadership on optimal strategies to achieve short- and long-term objectives, sharing insights on trends, best practices, and their potential impacts on business models.
* Conducted Organizational Assessments to identify areas of improvement and recommended enhanced policies, processes, and procedures to clients.
* Developed and Facilitated Customized Curriculums focusing on recruitment and retention for over 50 organizations nationally and internationally.
* Implemented Employee Training and Development Programs to foster skill enhancement and professional growth.
* Established Performance Metrics and Measurement Systems to assess employee productivity and effectiveness.
* Orchestrated DE&I Roadmaps, aligning organizational goals with actionable diversity initiatives.
Increased Representation of underrepresented populations by 64% through targeted recruiting and mentorship programs.
* Conducted Equity Analysis across the entire employment life cycle, including recruitment, retention, interviews, performance evaluations, and separations.
* Developed ERGs (Employee Resource Groups) to promote inclusivity and address specific employee needs and concerns.
* Managed Talent and Succession Planning Programs to ensure organizational continuity and growth.
* Promoted a Positive and Inclusive Organizational Culture, enhancing team member engagement and productivity.
* Focused on Risk Management to mitigate potential organizational challenges and disruptions.
* Delivered Value by creating customized curricula and training for multiple industries, enhancing organizational capability and adaptability.
* Shared Industry Insights on current and emerging trends, enabling clients to adapt and innovate in their respective domains.

Tired of the long timelines and high costs of hiring? 

As the Founder/CEO of Think Evolutionary, I provide on-demand access to top-tier talent leadership, giving your business the expertise it needs, without the wait or expense.

From leading talent teams in high-stakes environments like government contracting, consulting firms, and competitive tech companies, I’ve seen firsthand how the right leadership and strategy can transform a company’s trajectory. After 25 years in talent acquisition, I realized many businesses need an alternative to traditional executive hires—something flexible, efficient, and tailored to their unique challenges.

At Think Evolutionary, we provide access to top-tier talent flexible pricing options built for each company. Our approach is centered on understanding your organization’s unique needs and challenges, offering:

Fractional Executives Placements
Executive Search 
Contractor and Direct Hiring Placements
Embedded Recruitment Services 

Ready to transform your talent strategy? Let’s discuss how Think Evolutionary can give your company the agility and expertise it needs to succeed.

* Connect with me here on LinkedIn

Together, let's elevate your talent game and position your business for sustainable growth.

James Jr

We are currently leading a confidential search for a key leadership role in the Northern Virginia construction space. 

My client is looking for a Controller who not only manages the books but also owns the business's financial narrative.

We are looking for a heavy hitter, someone who understands that in the AEC and construction world, the "how" of the numbers is just as important as the "what."

Flexibility by Design
We aren't interested in rigid boxes; we’re interested in talent. This role is structured to meet a high-level leader who can be:

-> Full-Time: Onsite 4 days (1 day remote) to deeply integrate with the team. OR 
-> Fractional: 30+ hours per week for the consultant-minded leader who can hit the ground running.

The Mission
Reporting directly to the CFO and leading a dedicated accounting team. This isn't about maintaining the status quo; it’s about operational excellence. 

You’ll be:
-> Mastering the Mechanics: Driving ASC 606 revenue recognition and percentage-of-completion accounting.
-> Strategic Partnering: Translating complex GAAP data into actionable insights for the CFO.
-> System Optimization: Leveraging ERPs and advanced Excel to keep the "financial story" crystal clear.

The Profile
-> Experience: 10+ years of progressive accounting leadership.
-> Industry DNA: Construction or AEC experience is strongly preferred
-> Credentials: CPA or MBA is the gold standard here.
->The "X" Factor: You enjoy the build. You like scaling operations and mentoring a team to be their best.

Good People Know Good People
Think Evolutionary is all about connecting elite talent with firms that actually value their impact. If this sounds like your next move, or if you know a finance leader who is currently "under the radar," let’s talk.

Message here directly or email me, james.dyson@thinkevolutionary.com to discuss the details in confidence.

James Dyson Jr

CEO/Founder - Think Evolutionary | We offer Workforce Development, RPO, Contract Staffing & Retained Searches | 25+ years of Talent Engineering Expertise | Talent Solutions Provider

🚨 Confidential Search: Fractional (or FT) Controller | Northern Virginia 🚨 

I’m leading a confidential search for a Controller to step into a major player in the Construction/AEC space here in NoVa.

This isn't a "maintenance" role; it’s a leadership seat for someone who understands the high-stakes financial mechanics of the construction world.

The Setup: We are looking for a heavy hitter who can hit the ground running. My client is open to two structures:
Fractional: ~30+ hours/week (Immediate start preferred).
Full-Time: 4 days onsite / 1 day remote.


The Mission: Reporting directly to the CFO, you’ll lead the Assistant Controller and the broader accounting team. We need someone to own the financial narrative, not just the entries.

The Essentials:

The Technical: Deep experience with ASC 606 and Percentage-of-Completion (POC) accounting is non-negotiable.
The Pedigree: 10+ years of progressive leadership; CPA or MBA is strongly preferred.
Industry DNA: You know the rhythms of Construction, Engineering, or Utilities.
The Tools: High-level ERP proficiency and Advanced Excel skills.


If you’re a fractional leader who thrives on cleaning up complex revenue recognition and scaling financial operations for a large-scale firm, this is your next anchor project.

DM or email me directly to discuss the client and the specifics in confidence.
james.dyson@thinkevolutionary.com

We're Hiring! Exciting Opportunities Across the U.S.

At Think Evolutionary, LLC, we engineer scalable human capital, and we're currently recruiting for outstanding roles on behalf of our client. Whether you're ready for your next move or know someone who is, let's talk!

Healthcare & Clinical Roles

Psychologist | $120K – $150K 📍 Abilene, TX | El Paso, TX | Concord, NH
Audiologist | $90K – $130K 📍 El Paso, TX | Abilene, TX
Nurse Practitioner / Physician Assistant | $110K – $150K 📍 Warwick, RI | Wexford, PA

Technology / Cleared Professionals

Sr. Oracle DBA/Engineer (Exadata) | $225K – $250K 📍 Annapolis Junction, MD | Active TS/SCI with Full Scope Polygraph required

These aren't just jobs — they're opportunities to do meaningful work with competitive compensation in locations across the country.

✅ Competitive salaries
✅ Opportunities in healthcare, federal contracting & tech
✅ Multiple locations available

Know someone who'd be a great fit? Tag them below or share this post — your referral could change someone's career trajectory. 

View all open roles & apply here: 🔗 https://lnkd.in/eMSE8546

DM us directly or reach out to our team to learn more about any of these positions.

Think Evolutionary, LLC | Engineering Scalable Human Capital 
#Hiring #NowHiring #Healthcare #Psychologist #Audiologist #NursePractitioner #PhysicianAssistant #OracleDBA #ClearedJobs #TSSCI #FederalJobs #HealthcareJobs #CareerOpportunities #TalentAcquisition #ThinkEvolutionary

So many employers miss amazing employees because they are judging the book by its cover.  Sometimes you have to read a little bit to understand better who the person is and why their career took the course it did.

Sometimes, just an email to ask about someone's path can change someone's life.

CEO & Founder @ Aligned Recruitment | Top Tech Recruiter

Average employers: You're job hoppy. We can't hire you.

Amazing employers: You're job hoppy. Tell us more. 

Job hoppiness doesn't mean people are flaky.

It means the world has fallen apart several times since 2020. 

Give people a shot!

🚨 Controller Opportunity | Commercial Construction | Northern Virginia 🚨 

I’m working on a confidential search for a Controller with strong commercial construction accounting experience.

This leader will report to the CFO, oversee the accounting function, and manage an Assistant Controller and team.

We’re looking for someone who understands the real mechanics of construction finance:

• GAAP financial reporting
 • ASC 606 revenue recognition
 • Percentage-of-completion accounting
 • Strong ERP and advanced Excel skills

Flexible structure depending on the candidate:

• Full-Time Controller – 4 days onsite / 1 day remote
 • Fractional Controller – ~30+ hours per week with the ability to start quickly

If you’re a Controller in the DC / Northern Virginia construction market, or know someone great, send me a message.

Always appreciate strong referrals.

Right now, some of our clients are drowning in resumes and missing the top 1% in the noise. Others face a talent drought and are panic-hiring just to fill the seat.

Same market dynamics, opposite hiring breakdowns. One common cause: a talent process that was never built to handle either storm.

I wrote about this at length, the two opposing pressures hitting IT, Engineering/AEC, and GovCon firms, what the data says it's actually costing you, and what it looks like to build a hiring infrastructure that holds its quality bar, whether talent is scarce or abundant.

As you're developing your workforce plans and hiring for Q2/Q3, this one's worth five minutes of your time.

Click below and let me know your thoughts!

#TalentStrategy #GovCon #EngineeringHiring #ThinkEvolutionary #WorkforceDevelopment #TheEvolutionaryWay

In the current market, "finding people" isn't the problem—orchestration is. We are living through a strange paradox in talent acquisition, and nowhere

Open article: Market Volatility Is a Stress Test for Your Talent Infrastructure by James Dyson Jr • 6 min read

Market Volatility Is a Stress Test for Your Talent Infrastructure

50 Years of Experience. Zero Interest in "Traditional" Consulting

When John Redmond and I created the "Evolutionary Workforce Framework", we didn't do it to write 60-page reports that sit on a shelf. We did it because we saw a systemic failure in how high-stakes firms manage their most important asset: People!

We operate under a simple, non-negotiable mandate:

1.  Stabilize Hiring: Move from reactive "panic-buying" to predictive capacity.

2.  Cost Control & Predictability: Turn the variable, high-cost "headhunter fee" into a predictable, high-ROI operational line item.

3.  Modernize Infrastructure: Harmonize your tech stack so your team spends more time on relationships and less on data entry.

4.  Reduce Dependency: Our ultimate goal is to work ourselves out of a job by increasing your internal team's expertise and capacity.

Our work is collaborative and intense. We typically define projects to be delivered in 90-120 days. Because we embed ourselves so deeply into your leadership team, we intentionally limit our engagements to 2-3 active projects per quarter.

As we consider Q2 and Q3 engagements, we are currently talking to select IT, Engineering/AEC, GovCon, and growth-stage organizations where talent strategy is the primary driver of the P&L, not a future agenda item.

Engagements are confirmed on a first-fit basis following a qualification conversation. If your decision timeline is ready to move from "discussion" to "delivery," let’s talk.

Put "WORKFORCE" in the Chat or message us here, Think Evolutionary, LLC to learn more!!

#FractionalLeadership #WorkforceArchitecture #CEOAdvisory #ThinkEvolutionary #ModernWorkforce

I read in a post where Ben Browning said, “Recruitment is the world’s most valuable professional service.”

And I couldn't agree more!!!

Most companies nod at that idea… and then budget for hiring like its printer paper.

We say talent is our competitive advantage.
Then we hand the decision process to whoever has a free calendar, assume AI can replace judgment, and negotiate down the very function that determines who represents our brand to clients.

Here’s the disconnect:

If your business sells expertise, execution, advice, or service…
your product is people.

Yet organizations routinely try to acquire that product at the lowest possible cost and with the least intentional process. Then they’re surprised when performance stalls, managers spend their time fixing mistakes, and growth plateaus.

Recruiting isn’t a resume collection.
It’s risk management.

Great recruiting answers:

-> What capability do we actually need?
-> Who succeeds specifically here, not just anywhere?
-> Why would that person choose us?
-> What future problems does this hire prevent?

AI can accelerate information.
It cannot replace judgment.

When hiring is treated as transactional, companies fill seats.
When it’s treated as strategic, companies build capacity.

The firms that scale the easiest aren’t lucky.
They simply make better decisions earlier in the lifecycle.

You don’t fix business problems later with management effort.
You prevent them upfront with disciplined talent decisions.

That’s why recruitment isn’t an HR activity.

It’s an economic one.

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The Battle

Cynthia Barnes

James Jr

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taplio

The Battle

Cynthia Barnes

James Jr

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}James Jr's LinkedIn Performance

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