Hired Director and Delivered 90-Day Coaching Support

Key results

90-day coaching engagement via professional coaching and onboarding support

Child Care Resource Center (CCRC), serving children, families, and child care providers since 1976, needed to fill a Director of Organizational Development position. The role required a strong fit with the organization’s values, vision, and culture. CCRC needed a hiring approach that could identify and evaluate candidates effectively for this leadership need. A retained HR search was conducted using established networks and talent pools. Candidates were evaluated with alignment to CCRC’s values, vision, and culture as a key criterion. The placement included structured onboarding support and professional coaching for the new hire, Jeanette Stalboerger. CCRC filled the Director of Organizational Development position with Jeanette Stalboerger. The engagement included 90 days of professional coaching and onboarding support to help the new leader integrate. The search and follow-on support were designed to strengthen alignment with organizational culture during the transition.

Financial Modeling

Delivered by

Gig Talent

Deployed $49,000 Prize Pool and Delivered Automated Crater Detection Algorithms

Key results

$49,000 total prize pool via competitive marathon match

NASA needed improved automated crater detection algorithms to analyze planetary imagery more effectively. The existing approach required advanced image processing and machine learning expertise. NASA sought a way to accelerate algorithm development by drawing on diverse problem-solving approaches. NASA implemented a competitive marathon match to crowdsource advanced crater detection algorithms. A $49,000 prize pool was offered to attract data scientists and machine learning experts worldwide. Participants developed image processing solutions focused on detecting craters in planetary images. The effort produced advanced crater detection algorithm concepts generated through competition. The $49,000 prize pool attracted global participants with relevant machine learning and image processing expertise. The approach supported faster progress toward analyzing planetary imagery and accelerating scientific research.

Machine Learning

Delivered by

Topcoder

Achieved 1,600+ Employee Skill Registrations by February 2025

Key results

1,600+ employees registered by February 2025
8,000+ total employees at The Access Group
160,000+ organizations served by The Access Group

The Access Group needed to track, mobilize, and develop skills across a large workforce. With 8,000+ employees supporting over 160,000 organizations, they required a consistent way to understand capabilities at scale. They also needed employees to create skill profiles and be matched with internal development opportunities. This was especially important for their Global Operations Centers in Kuala Lumpur and Romania within their Campus to Career (C2C) program. A white-label skills intelligence platform was implemented to support organization-wide skills visibility. Employees used it to build skill profiles that could be used to identify fit for internal opportunities. The rollout supported the C2C program in the Global Operations Centers, enabling structured development pathways. Hiring managers were engaged to function as Champions to encourage adoption. As a result, 1,600+ employees registered by February 2025. The platform supported skills tracking and development across an 8,000+ employee organization. It also strengthened the ability to connect employee skill profiles to internal development opportunities, including within the C2C program. This improved the organization’s approach to understanding and mobilizing skills at scale.

Delivered by

Gigged.AI

Delivered HR Transformation During Company Growth

Key results

3 summary paragraphs delivered

Dolby Laboratories' HR department was overwhelmed with administrative tasks and had limited capacity to support strategic growth. The organization needed to fill multiple vacancies quickly while undergoing a comprehensive HR transformation. HR operated in triage mode and struggled to move beyond day-to-day execution. A consulting resource was implemented to take on HR leadership responsibilities. This resource became integral to the broader organizational transformation and helped lead the HR function through the transition. The effort repositioned HR from a generalist administrative function toward a more strategic business partner model. HR was transformed from an administrative, reactive function into a strategic business partner team. The work helped shift the organization from a reactive posture to a more proactive culture. It also influenced the executive mindset around HR and strengthened the team’s business acumen.

TechnologyExecutive Assistance

Delivered by

Gig Talent

Deployed $49,000 Challenge and Delivered Automated Crater Detection Algorithms

Key results

$49,000 prize pool via competitive marathon match

NASA needed improved automated crater detection for analyzing planetary imagery. Existing approaches limited how quickly they could advance image processing methods at scale. They also needed to access a wider range of data science and machine learning expertise beyond internal teams. NASA implemented a competitive marathon match to crowdsource crater detection algorithms. A $49,000 prize pool was used to attract data scientists and machine learning experts from around the world. Participants developed image processing solutions tailored to planetary imagery analysis. The initiative delivered new crater detection algorithms for planetary image processing. The $49,000 prize pool helped draw global participation from top practitioners. NASA expanded the diversity of problem-solving approaches and accelerated scientific research through the competition format.

AerospaceMachine Learning

Delivered by

Topcoder

Achieved 1,600+ Employee Registrations by February 2025

Key results

1,600+ employees registered by February 2025 via the skills platform
8,000+ total employees at The Access Group
160,000 organizations served by The Access Group

The Access Group, a global provider of business management software serving over 160,000 organizations with 8,000+ employees, needed to track, mobilize, and develop skills across a large workforce. They required a way to help employees create skill profiles that could be used to understand available capabilities across the business. They also needed employees to be matched with internal development opportunities, particularly within their Global Operations Centers in Kuala Lumpur and Romania as part of their Campus to Career (C2C) program. A white-label Skills Intelligence Platform was implemented to establish a living, breathing skill inventory with complete custom branding and a tailored skill taxonomy. Tiered access permissions were set up for employees, managers, and admins. Automatic matching was configured to connect internal roles, gigs, and secondments to employee profiles. Internal mobility capabilities were enabled to support movement across departments and teams. By February 2025, 1,600+ employees were registered in the skills platform. The organization’s 8,000+ employee workforce was supported by a structured approach to profiling and matching skills for internal opportunities. The platform implementation enabled internal mobility across departments and teams and supported talent development initiatives within Global Operations Centers. It also improved the ability to manage skills and opportunities through a centralized inventory.

TechnologyBrand Design

Delivered by

Gigged.AI

Hired a VP of Human Resources in 52 Days

Key results

52-day VP of Human Resources placement

East Bay Asian Local Development Corporation (EBALDC) needed to fill a Vice President of Human Resources role after their existing VP departed. The vacancy created an immediate leadership gap in a critical function. EBALDC also needed continuity to keep HR operations moving during the transition. An interim CHRO was placed to support ongoing operations while assessing the organization. The interim leader conducted GAP and SWOT analyses to clarify needs and priorities. In parallel, a retained executive search was run to identify and secure a permanent VP of Human Resources. EBALDC filled the VP of Human Resources role with Kathleen Higginbotham. The hire was completed in 52 days from introduction to first day. The two-pronged approach supported HR operations during the transition while the executive search concluded.

HR Operations

Delivered by

Gig Talent

Delivered 10+ Design Concepts and a Full Prototype in 3 Weeks

Key results

10+ design concepts in less than 2 weeks via design-first exploration
3X faster design and prototyping via rapid prototyping
125% reduction in total cost vs. traditional delivery options

METI built a database with thousands of business case studies to help Japanese business owners navigate key decisions and obstacles. The resource went virtually unused because many case studies existed as hard-to-search PDFs. Users often gave up in frustration. Inconsistent formatting and varied content management methods added further friction. METI pursued a more consistent, intuitive, modern digital experience. A design-first exploration and rapid prototyping approach was implemented to produce a responsive website interface optimized for older and elderly users. Designers submitted over a dozen unique interface concepts in less than two weeks, and METI iterated through feedback on preferred options. The effort then delivered a REST API and a fully functional prototype, with all design and development completed in three weeks. The database became more user-friendly and modern, turning it into an essential digital asset for Japan’s economy. The approach delivered design and prototyping 3X faster than traditional delivery options. Total cost was reduced by 125% versus traditional delivery options. METI also received 10+ high-quality design concepts to choose from within two weeks and a full prototype in three weeks.

GovernmentWeb Development

Delivered by

Topcoder

Deployed 1 Skill-Based Hiring Marketplace Across Global Consultant Network

Key results

1 skills intelligence platform deployed

Insights Learning and Development faced challenges managing and matching the skills of its Associate Consultant network across global operations. Manual processes consumed staff resources and complicated client service delivery. The company needed a more efficient way to catalog skills and availability while supporting project staffing. A skills intelligence platform was deployed to automate skill-to-project matching. It cataloged Associate Consultant skills, certifications, and availability in one place. Calendar integration was implemented to enable more efficient meeting scheduling. The solution streamlined the end-to-end Associate Consultant booking process. The new approach freed staff to focus on critical operational tasks. It enabled better alignment of internal skills with customer priorities and improved learning opportunities and staff development. It also supported the company’s continued growth trajectory. Overall, it reduced reliance on manual processes and simplified consultant-to-project matching across global operations.

StaffingProcess Improvement

Delivered by

Gigged.AI

Achieved Organizational Redesign for 3,000+ Employees Across 7 Locations

Key results

3,000+ employees across 7 locations
45+ years in business

A global wellness and leisure products manufacturer with 3,000+ employees across 7 international locations faced an outdated structure that could not support accelerating growth and acquisitions. Leadership reported slow decision-making that delayed progress. Entrenched silos limited alignment across teams. A hierarchical culture inhibited innovation. An organizational redesign was implemented through stakeholder interviews, data analysis, and co-created strategy sessions. Governance frameworks were established to improve clarity and execution. RACI models were put in place to define roles and responsibilities. Leadership expectations were redefined to support the redesigned organization. The redesign addressed key barriers that had slowed the organization’s ability to adapt. Decision-making was positioned to move more efficiently through clarified governance and accountability. Collaboration across functions was reinforced by clearer roles and expectations. The organization was better structured to support growth and acquisitions across its international footprint.

Data Analysis

Delivered by

Gig Talent

Delivered 3 AR and Command Center Design Challenges in 20 Days

Key results

150+ global factories supported
3 design challenges launched via RUX
20-day project timeline

Stanley Black & Decker aimed to transform collaboration and decision-making across its 150+ factories worldwide. The company needed two connected solutions: a hands-free mobile experience for factory technicians and a centralized command center interface for real-time oversight. The mobile tool needed to help technicians troubleshoot machinery using Augmented Reality glasses while connecting with remote experts. The command center needed to provide live visibility into asset health, production flow, and workforce coordination. A series of three Rapid User Experience (RUX) challenges was launched to conceptualize and refine a visual collaboration platform connecting factory technicians with remote machine experts. Designers created two interfaces: a hands-free Augmented Reality experience for technicians and a touchscreen experience for experts using tablets. The Augmented Reality interface enabled access to live machine data, blueprints, and remote guidance through real-time voice and video via voice control. The expert interface supported monitoring sensor data, reviewing asset history, and collaborating through annotations, remote commands, and live video. Stanley Black & Decker received a forward-looking design foundation to support digital transformation in manufacturing operations. The Augmented Reality tool improved technician efficiency and enabled remote collaboration with experts. The command center enhanced visibility and responsiveness at a global scale. The approach accelerated innovation while keeping user needs at the center.

Manufacturing

Delivered by

Topcoder

Deployed 1 Skills Intelligence Platform for Global Skill-Based Hiring

Key results

1 Skills Intelligence Platform deployed

Insights Learning and Development faced challenges managing and matching the skills of its Associate Consultant network across global operations. Manual processes consumed staff resources and complicated client service delivery. The organization needed a more efficient way to understand consultant skills, certifications, and availability across locations. A Skills Intelligence Platform was implemented to automate skill-to-project matching across the Associate Consultant network. The solution cataloged consultants’ skills, certifications, and availability in a centralized system. It also enabled calendar integration to support more efficient meeting scheduling and smoother booking workflows. The implementation streamlined the Associate Consultant booking process by reducing reliance on manual coordination. Skill-to-project matching was automated to better align internal capabilities with customer priorities. Staff time was freed up to focus on critical operational tasks while supporting continued growth and improved learning and development opportunities.

Process Improvement

Delivered by

Gigged.AI

Open Cloud

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