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Most companies measure brand by what they say. I measure what people believe.

The real test is whether they repeat it when you are not in the room.

Every project starts with the same challenge: an organization that has outgrown its narrative and needs to build credibility, reputation, and reach across complex audiences.

Here’s what that looked like when the stakes were real.

Case study 01NielsenIQ · Senior Social Media Brand Manager

Multiple organizational transformations, one story

An IPO, a global rebrand, an enterprise merger, multiple strategic acquisitions, and consecutive product launches within two years.

The brand had to sound like one company throughout.

The problem

The risk in a transformation is never silence. Every event arrives with its own owners, its own timeline, and its own version of what the company is now. NIQ had several running at once, which meant several confident companies talking over each other in public.

Establishing narrative coherence across corporate channels, executive leaders, and thousands of global associates required a clear communications architecture rather than repeating messaging manually each time.

What I did

  • Directed global social brand communications through the IPO, the NIQ–GfK merger, acquisitions, and product launches, keeping leadership and corporate voice consistent.
  • Activated large-scale brand campaigns across social channels to articulate brand positioning in public.
  • Designed a multi-channel narrative system connecting corporate channels, employee advocacy networks, and executive leadership voices so the same story reached different audiences through the source each trusted most.
  • Built AI-assisted content workflows that made editorial production scalable while protecting brand voice, distinctiveness, and coherence.

Impact

  • Maintained engagement performance significantly above industry benchmarks, driving sustained confidence among investors and clients through major transitions.
  • Built a distributed advocacy network that multiplied organic reach far beyond corporate channels without additional media spend.

Case study 02NielsenIQ · Senior Social Media Brand Manager

Increasing brand credibility through leadership and employee voices

Scaling organizational influence means building the internal infrastructure to support both executive authority and team advocacy.

Audiences stop believing corporate pages and start believing named humans.

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The problem

Executives held authority in key meetings but lacked structured public visibility. Simultaneously, thousands of global associates held massive collective reach but lacked policy clarity, editorial standards, and training to represent the brand online.

Without clear systems, executive posts risk sounding like corporate press releases, while employee advocacy remains unguided and underutilized.

What I did

  • Owned C-suite executive communications, directing thought leadership strategy, defining core narrative pillars, and refining executive voice across high-stakes corporate updates.
  • Rebuilt the global employee advocacy program end-to-end: updated social media governance policies, launched a global internal ambassador campaign, and built structured training pathways.
  • Delivered personal branding and social storytelling workshops across business units so participation became a recognized professional skill rather than a compliance task.
  • Established editorial standards that ensured leadership posts sounded genuinely human while remaining aligned with broader corporate narrative goals.

Impact

  • Built recognized thought leadership presence for C-suite executives, significantly expanding audience reach and leadership visibility.
  • Scaled employee advocacy into a primary driver of organic brand reach, outperforming corporate channels in engagement.
  • Created a sustainable internal editorial model that reduced reliance on external agency execution.

Case study 03NielsenIQ · Global Head of Employer Branding

One story, scaled across 100+ markets

Hiring across dozens of international markets after a corporate split, with recruiters and regional teams improvising their own positioning.

Globally consistent. Locally activated.

The problem

Hiring globally across dozens of international markets without a shared core narrative led to fragmented local messaging. Recruiters and regional teams improvised their own positioning, making the brand sound inconsistent across candidate touchpoints.

What I did

  • Developed the core narrative, tone of voice, and messaging architecture, creating distinct value propositions for key competitive hiring segments.
  • Built activation toolkits and training modules so international teams could adapt the framework locally instead of relying on literal translations.
  • Delivered hiring manager workshops and certified global talent acquisition teams as brand ambassadors, aligning recruitment comms with corporate messaging.
  • Activated the framework across all candidate touchpoints: digital careers channels, social media campaigns, job boards, and recruitment collateral.

Impact

  • Unified recruitment messaging across global markets, improving candidate quality and talent pipeline strength.
  • Increased direct careers site traffic and improved public employer reputation ratings.
  • Reduced dependency on paid recruiting agencies and external media spend.

Case study 04Glovo · Global Employer Branding Manager, 2019 to 2022

Twenty markets, one consistent voice

Well known where it operated, unrecognizable everywhere else.

Glovo was scaling faster than its story.

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The problem

Glovo at the time was a high-growth scale-up. Rapid international expansion across countries with no employer brand foundation, no EVP, and no shared messaging system. Local teams improvised, making the company sound like twenty different businesses to external audiences.

What I did

  • Defined Glovo’s first Employer Value Proposition (EVP) and messaging architecture through structured research and cross-functional insight gathering.
  • Created the dedicated @LifeAtGlovo channel ecosystem, from website and blog to social media, and redesigned the global careers site around narrative storytelling rather than static job listings.
  • Managed corporate brand voice on primary social channels, establishing a distinct, authentic tone.
  • Trained regional marketing and talent teams to produce localized content within a shared global brand narrative.

Impact

  • Built the corporate voice and presence from scratch, driving rapid audience growth and high engagement rates.
  • Shifted candidate acquisition predominantly to owned channels, significantly cutting job board costs and lowering cost-per-hire.
  • Measurably improved employer reputation ratings through proactive culture storytelling.

2017 to 2019

Earlier work

BlackRockIntel

At BlackRock, led brand strategy to reposition the Atlanta technology hub against major tech firms for engineering talent. Developed targeted media strategies and creative messaging frameworks that elevated brand perception in competitive tech markets, resulting in lower talent acquisition costs.

Earlier at Intel, managed EMEA marketing strategy and campaign activation in Munich, analyzing campaign performance data to refine brand messaging and map customer journeys across European markets.

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Building narrative coherence at scale

The thread connecting all of this work is simple: helping organizations that have outgrown their story build the narrative architecture, executive voice, and advocacy engines to make that story credible across every audience.

That’s the work I want to keep doing, whether that’s inside a company building the function or alongside a team that already has one.

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