Emily Rose Dallara Coaching & Advisory

Founders and leaders come to me when they know they have a next level to reach. But they can't quite figure out the path to get there. Or what it looks or feels like. Or who they need to be to go get there.

They have big plans, big goals, big pressures and they want to be the person to nail them all.

Now most of the founders & leaders who come to me have already acheived a level of success, but it cost them alot. 

Their sleep. Feeling wired and worried & wake up constantly.
Then time. They start to lose focus and productivity. Slowing them down. ( and stressing them out)
Then money. They start throwing money at things that don't work like a new strategy or hire.
Then health. They have low key anxiety, wake up exhausted and have random symptoms cropping up.

This is not sustainable as you might suspect. Especially if you've been through it a few times already. 
You might have burned out. Or just be on the edge. But you know that is not where you're meant to be heading.

The only way you want to move, is UP and you want to feel the BEST whilst doing it. 

That's where I come in.

I'm an accredited leadership coach & integrative somatic practiotner who specializes in the nervous system and growth. As a CMO, advisor and entrepreneur who burned out 2x and figured out how to turn it around and fully optimize all aspects of her life, I know exactly what you need to do to turn it around too. 

And no, another strategy, holiday or hire will fix this. But looking at your nervous system is a good place to start. 

-> Interested in learning how to do it yourself? send me a dm or join my TG ( link in bio) for bitesize mini podcasts on this exact topic.

High Performance Leadership + Team Coach

What is somatic work?

Ever felt like you’re carrying a backpack full of rocks — every argument, failure, or stressor just piling on more weight? That’s exactly what happens when your body holds onto unprocessed stress and old emotional baggage.

Somatics is how we unpack that bag.

It’s a body-first (bottom-up) way to release stored stress, stuck trauma, and emotional patterns that keep showing up — in your thoughts, your reactions, your habits, and even your physical symptoms.

Because here’s the truth:
Every belief you hold, every behaviour you repeat, every identity you cling to — it all lives in your body first.

Maybe you were bullied.
Maybe you grew up around people who called you useless.
Maybe you learned it was safer to stay small, quiet, or perfect.

Your body remembers — even if your brain’s moved on.
And if you were never shown how to process that stress (because let’s be real, most of us weren’t), it’s still sitting there, running the show.

Somatics helps you process it for good — so you stop reacting from old survival patterns, and actually choose who you want to be.

This is the work I do. I guide you through a simple process to help your body release, reset, and rebuild new patterns that support how you actually want to feel and live.

I’ve used this work to heal my own eating disorder, anxiety, depression, burnout, and ADHD — and now I help clients do the same.

It all starts in your body.
Ready to begin? DM me “SOMATICS” + let’s chat.

Somatic Practitioner 

After 9+ years leading marketing teams in crypto (surviving both bull and bear markets), I help businesses in crypto, web 3 + beyond  transform their teams and leaders into growth machines.

Simply, I optimize businesses, leaders & teams.

→ Turn marketing teams from reactive to revenue-generating
→ Transition managers into confident, effective leaders
→ Help founders stop micromanaging and start leading strategically
→ Fix execution issues at the root—speeding everything up
→ Develop pressure-resistant teams that drive business growth

Specializing in:
→ Building high-performing marketing teams that actually deliver
→ Creating sustainable marketing systems that scale
→ Developing regulation-first team performance
→ Implementing strategic growth frameworks

Client Results:
→ 20-35%+ average revenue increase
→ 90% team retention rate
→ Consistent marketing execution
→ Sustainable team performance

The Formula:
Audit: →  Find the gaps and quick wins first
Fix:  → Get execution running without friction
Regulate: → Build leadership and team resilience using the Align to Rise method.
Sustain:  → Ensure your team runs efficiently without you

Perfect for businesses that:
→ Need CMO-level support without the full-time cost
→ Want to transform scattered marketing efforts
→ Need to build or up-level their marketing team & leaders
→ Are ready for sustainable growth

Growth Advisor

Bubbling Out

Welcome to the Bubbling Out podcast, where we’re popping the norms of leadership and creating new - sustainable, powerful ways to lead.

This podcast is your sanctuary for discovering how to lead with resilience, manage change adeptly, and handle stress effectively. 

It’s a show for anyone who leads a team or group of people. It's for people who want to navigate high-pressure environments with confidence and success, while also protecting their personal wellbeing.

It's also for you if you're a spiritual being or need science backed everything.

Join me for a series of breakthrough conversations, practical tools and mindset tips, and a peek into my weird and wonderful life as a leader and entrepreneur. All aimed at helping you lead without compromising your time, energy, values, or lifestyle.

Each episode is a personal invite to play, learn, shake out the day and recharge.

You’ll leave feeling confident, energized and resourced for whatever’s next in your day.

In 'Bubbling Out,' we prove that life — and leadership — truly is better in the bubble.

Podcast Host

Outlier Ventures

Mentor

DLT Talents

Crypto Witch Club

Resident Witch spreading leadership knowledge and support 🪄🧹💜

Resident Leadership Witch

Payant

Tired of getting paid late or worse, getting ghosted by web 3 and crypto companies who owe you money? Sign up for Payant and never chase an invoice again.

✅Join the waitlist at Payant.io 

With Payant, you get access to a web 2.5 platform that secures your payments in a smart escrow, so you never get paid late again.

Part of the Web 3 and Thrive ecosystem 💜✨

Co-Founder + CMO

Thrive Circle 

A private membership for leaders who have completed 1:1 or group coaching with Emily.
-accountability
-library of resources
-bi-weekly calls
-Q&A
-community

CEO & Founder

Chromia

Advisory and coaching on team processes, accountability, leadership, goals and KPIs.

Leadership Coach and Team advisor

SL2 Capital

Leading marketing and team builds  for key SL2 Capital projects including;
-Polygen- a decentralized launchpad
-Nitro League- a racing Metaverse

Fractional Chief Marketing Officer

Emily Rose Dallara LTD

As a Marketing consultant and Advisor I consulted, resourced, and executed on a variety of areas; team builds, content strategy and management, copywriting, campaign planning and execution, product growth, project management, brand positioning and messaging, social media marketing, B2B & P2P partnerships, offline marketing and more.

Marketing Consultant Web 3 & Emerging Tech

The leadership doula (former emerging tech CMO) | Don't waste $$ on ‘traditional’ leadership development programs | 💜✨Inner resilience + foundational leadership skills = higher performing leaders, that don't burnout.

I jump inside businesses when they need to see consistent revenue & growth and help their teams and founders perform + execute at a level that supports that.

As a former digital assets CMO, I work with fast-growing startups and post-raise scaleups, especially teams heading toward or fresh off a funding round, where execution has to keep up with ambition.

Clients bring me in when their team isn’t delivering, execution feels half-baked, and they’re sick of carrying the whole business on their back. 

Sometimes it’s the strategy. Most of the time? It’s how the team is operating, communicating, and reacting under pressure—especially in high-growth environments.

One founder described me as a force multiplier.

Another said I helped them polish internal systems, rebuild delivery, and shift their team into ownership.

What surprises most clients is that I move fluidly between high-level strategy and hands-on coaching.

I’m in the Slack, the meetings, the execution, not just on the sidelines giving advice.

And I don’t just help your team perform, I help you lead them from a regulated nervous system, not survival mode.

Because when fear is running the show, execution always breaks.

Performance doesn’t happen without a clear, focused mind, a regulated nervous system, and a vision the team can actually move on.

That’s why we work from the inside out, so delivery & performance sticks & growth stops depending on how much you're personally involved.

Over the last 10+ years, I’ve led growth and marketing inside crypto and blockchain companies—from early-stage to post-raise—and advised multimillion $ startups across Web3 & fintech.

I’ve supported founders and their teams through messy execution, reactivity, and the kind of pressure no leadership book prepares you for.

How I do it:
1. 90 Days to Supercharged: in-team and 1:1 execution + performance optimization for founders, leaders and fast-growing teams

2. The Performance Audit: a rapid diagnostic to uncover what’s actually slowing your team down

3. Align to Rise: 1:1 nervous system & capacity-building work for founders who want to scale without frying their system

4. Nervous System for Performance workshops: for teams who need sharper delivery and better leadership under pressure

This is how we get you into what I call The Supercharged State™, where your business grows, your team delivers, and you actually get to lead the way you were meant to.

If you’re ready to scale with a team that actually moves the needle—and finally get your time back without feeling stretched in every direction, book a call.

Emily Rose Dallara (CISP)

Ginnette Harvey

I am the co‑founder of BlocHaus, a global leader in blockchain recruitment, and Arculen, a specialist search firm shaping the future of the nuclear sector. Across both, I work at the intersection of emerging technology and critical infrastructure, connecting exceptional leaders and technical specialists with pioneering organizations that are building, transforming, and future‑proofing their industries.

Alongside these ventures, I founded Harper and Gray, a recruitment firm dedicated to placing business‑critical specialists and executives with a strong emphasis on diversity, equity, and inclusion.

With over 15 years of executive search and talent strategy experience, I bring a depth of sector expertise spanning blockchain, clean energy, engineering, and other high‑impact industries. My own executive leadership background means I understand the complexity of high‑stakes hiring—not just as a recruiter, but as a business builder, strategic advisor, and leader of high‑performing teams.

I am also a qualified and accredited executive coach and a member of the Women in Leadership Council, passionate about developing others to achieve their full potential. My work has been recognized globally, including being named:
	
- Top 100 Influential Staffing Leader – SIA
- Top 50 DEI Influencer
- Woman of the Year Stevie Award – American Business Awards
- Best North American Sales Director – WISA

At the heart of everything I do is a belief in trust, transparency, and lasting impact—values that guide how I build companies, shape teams, and help leaders succeed in the world’s most dynamic sectors.


Co-Founder

High-Performance Blockchain Recruitment. It’s All We Do.

As blockchain continues to disrupt every industry, what doesn’t change is the need to connect extraordinary talent with pioneering organizations. 

Making that match is what our clients and candidates entrust us to do every day. 

As a global leader in blockchain recruitment, we love working with people who are championing, dreaming, building, and reinventing the world through game-changing technology—all while driving unprecedented business value.

For clients seeking to add Blockchain talent or candidates looking for your next career move then reach out to us here on LinkedIn or at info@bloc-haus.com

Put motherhood on the resume.

There is a quiet bias that still exists in hiring.

It sounds like this:

“She’s in her early 30s… what if she has a baby?”
“She already has young kids… will she really be committed?”

Here is what that line of thinking misses.

Motherhood is one of the most aggressive leadership accelerators I have ever experienced.

You learn:

✔️Ruthless prioritization
✔️Decision making under sleep deprivation
✔️Emotional regulation under pressure
✔️Negotiation with irrational stakeholders
✔️Crisis management at 3:17am
✔️Extreme efficiency with limited time

There is no room for performative work when you are a mother.

You cannot hide behind busy.
You cannot linger in indecision.
You cannot waste time.

You get very clear on what matters.
And you execute.

The irony is this: the very women some companies quietly screen out are often the highest-output operators in the room.

When you have two hours, you use two hours.
When you commit, you mean it.
When you say something will be done, it gets done.

If motherhood were listed on a resume, it would read:

✔️High-stakes operations management.
✔️Advanced emotional intelligence.
✔️Multi-variable logistics coordination.
✔️Relentless accountability.

We say we want resilient leaders.
We say we want people who can manage complexity.
We say we want execution.

Then we penalize the very life experience that builds it.

Mothers are not a hiring risk.

👉 They may be the strongest operators you will ever hire.

Cofounder, Arculen | Nuclear | Executive Search | SIA Top 100

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The next bottleneck in nuclear won’t be technology.

It will be execution.

Over the past few months, we’ve seen accelerated federal backing for advanced reactor deployment, commercial agreements moving forward, and serious capital flowing into next-generation nuclear platforms.

That’s the visible momentum.

The invisible pressure point is talent.

When a company shifts from licensing and design into site preparation, long-lead procurement, and construction sequencing, the skill profile changes overnight.

You no longer just need brilliant reactor physicists.

You need:

✔️Program leaders who have delivered first-of-a-kind infrastructure
✔️Commercial operators who understand utility buying cycles
✔️Supply chain executives who can navigate constrained manufacturing capacity
✔️Engineering leaders who can translate regulatory commitments into buildable reality

There is a finite pool of people who have actually delivered complex, regulated megaprojects at scale.

As more advanced reactor companies move toward deployment in parallel, competition for that talent will intensify quickly.

At Arculen, this is exactly where we focus. Not broad recruiting. Targeted access to senior leaders who have lived through nuclear delivery cycles and know where projects break down before they do.

Technology will get the headlines.
Execution will determine who actually builds.

Where do you see the greatest delivery risk as advanced nuclear transitions from design to construction?

#NuclearEnergy #AdvancedReactors #EnergyInfrastructure #NuclearTalent

If I could restart my career tomorrow, there are three things I would do differently.

1. I would invest in my personal brand much earlier.

For years I kept my head down and focused on delivering results.

But people don’t get the biggest opportunities simply for what they do if nobody knows about it.

Reputation travels further than performance reports.
If your work is invisible, many of the opportunities that could come your way will be too.

2. I would invest more in my external network than my internal one.

I spent a long time inside a very insular company, and naturally most of my relationships were internal.

But careers rarely expand from the inside out.
They expand from the outside in.

The broader your external network, the more perspective, opportunity, and mobility you have.

I really only fully embraced this later in my career.

3. I would take the bigger risks sooner.

Early in your career the downside is often smaller than you think.

Later, when you have responsibilities and people depending on you, the calculus changes.

If I had my time again, I would probably take a few of the bigger swings earlier.

Sometimes the safest long-term move is the one that feels uncomfortable in the moment.

Curious what others would add.

If you could restart your career tomorrow, what would you do differently?

The best time to do something was yesterday. The second best time is today.

I love that quote.

There have been seasons in my life where I knew something wasn’t right. A relationship that wasn’t healthy. A career path that had quietly stopped serving me.

And I remember the mental loop:

I should have done this sooner.
I’ve wasted so much time.

Sunk cost bias every time. 

On one occasion, someone said something to me that was blunt but important:

💡 Focusing on what you should have done yesterday is your excuse for not doing something today.

That landed. 

Past reflection is helpful up to a point, but only to inform what you do next. 

Yesterday is gone.
Tomorrow hasn’t happened.

The only thing that actually changes your trajectory is what you decide to do now.

Whenever I feel stuck in “I should have…”, I replace it with a different question:

👉 What will I do today?

Not dramatically. Not perfectly. Just intentionally.

LinkedIn has a fake profile problem.

Recruiters see it.
Candidates see it.
And many of the profiles are getting surprisingly convincing.

Here is my cheat sheet for spotting when something feels off.

1. Check the About this profile section
Click the three dots on someone’s profile → About this profile.

Look at:
✔️Profile creation date
✔️Contact information
✔️When the photo was updated

❌ If a profile was created a few weeks ago, I’m out.
Less than a year old? Proceed carefully.

2. Verification badge
🛅 LinkedIn now allows identity verification. It’s not foolproof, but the absence of it can sometimes be telling if everything else feels off.

3. Connections
💡 This is a big one.

A “recruiter” with 200 connections after 10 years in the industry?
A “VP” with almost no network?

That’s unusual.

4. No activity history
Scroll down the profile.

Many fake accounts have:
🚫No posts
🚫No comments
🚫No reactions

For someone supposedly active in an industry for years, that’s unusual. Even passive users typically leave some sort of footprint.

The alternative to this is comment history that feels extremely suspicious. Check out the images on my post for an example: targeting job seekers who are actively looking for work with urgent roles that “will go quickly.”

5. Employment history that doesn’t add up
Look for things like:
🚩Extremely vague job descriptions
🚩Big brand names but no engagement with colleagues from those companies
🚩No endorsements or activity tied to the roles

6. Profiles that look polished… but empty
This one is getting more common with AI.

At first glance everything looks perfect:
• Clean job titles
• Well-written summaries
• Impressive companies

But when you look closer there are:
🚫No specific achievements
🚫No interaction with colleagues
🚫No endorsements from people at those companies


7. Profile photos that feel…off
AI-generated headshots are everywhere now.

Sometimes you’ll notice:
🚩Blurry backgrounds
🚩A photo that looks like stock photography

You can always do a reverse image search if something feels off. 

8. The network
Look at who they connect with.

💡Fake profiles often “spray connect” into one ecosystem such as recruiters, founders, or people in one industry.

⚠️ I’ve shared an attached profile as an example. Info is redacted as they are posing as an employee for a legit company!  They pop up every week with an entirely different profile, company, and job title. Word of caution: this one is a very very easy spot. Many of them are not.

If you’re a recruiter, you’ve almost certainly run into some version of this.

Targets are often unsuspecting and hopeful job seekers and also recruiters. Scams, data harvesting, trying to get inside a company, you name it.

👉Stay safe and vigilant.

What are the biggest tell-tale signs you’ve seen that a LinkedIn profile isn’t real?

One hiring pattern I’m seeing more and more of late:

A role requires relocation or being in the office.

The candidate says that’s fine. The process moves forward. Interviews happen. Everyone invests time.

Then the offer comes… and suddenly the conversation shifts.

“Could this be remote?” “Would you consider hybrid?” “I’ve thought more about relocation and I’m not sure I can move.”

I understand the strategy. The hope is that by that stage the company is invested and will be more open to negotiating on that point.

❌ The problem is, it almost never works.

More often it just creates frustration on both sides and becomes a turn-off for the hiring team.

Companies structure roles to be onsite for all sorts of reasons. You may not agree with those reasons, but ultimately it is their prerogative.

If location or remote work is a sticking point, the right time to raise it is at the beginning of the process. 

✔️ Transparency wins every time.

I’ve actually seen candidates be very upfront about this. The company initially passes… but as the search progresses and the spec evolves, guess who gets the first call?

The people who were candid from the start.

It’s also a reality that remote roles have reduced significantly over the past 1–2 years. That shift has been frustrating for many people.

But the bait and switch at offer stage almost never lands the way people hope it will.

I cannot stress enough how bad a strategy it is to make a lowball offer to “test” a candidate’s bottom line.

Especially when you asked their salary expectations upfront… and they told you.

And you’ve already shared the budget.

I see this happen more often than I’d like, sometimes even after advising against it.

The pattern is almost always the same.

The candidate declines.

Then suddenly the company is willing to come back with the number they should have offered in the first place.

Sometimes the damage is already done and the candidate walks. Even when they don’t, it’s just a strange way to start the relationship.

You’ve essentially made someone negotiate for their worth before they’ve even joined the company.

What’s odd about it is that everyone had the information from the beginning. The expectations were clear. The budget was clear.

And yet someone still decided to “see if they’d take less.”

It rarely works.

And even when it does, you’ve created the kind of first impression that’s hard to unwind.

Ruth Steel and I are attending RIC this week ✈️

A great opportunity for us to hear directly from the NRC, stay close to the regulatory conversations shaping the industry, and reconnect with colleagues, customers, and partners from across the nuclear ecosystem.

If you’re attending, we would be glad to connect. ⚛️

#RIC2026 #NuclearInnovation #FutureOfNuclear #NRC #CleanEnergy

taplio

The Battle

Emily Rose Dallara (CISP)

Ginnette Harvey

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The Battle

Emily Rose Dallara (CISP)

Ginnette Harvey

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);}Ginnette Harvey's LinkedIn Performance

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Performance ScoreGinnette Harvey's LinkedIn Performance