Welcome to HRTech Cube, Stephanie. Can you please share your professional journey and what led you to your role as President at Mondo?
Thank you! My journey has always been fueled by a passion for connecting people with opportunities that change their lives. I’ve held leadership roles in staffing for years, focusing on building high-performing teams and driving growth — not just within my own organization but for our clients too. Leading Mondo has allowed me to combine my expertise with a culture of innovation and speed — two things I’m deeply committed to. Acting as President has allowed me to shape the Mondo ethos that delivers those life-changing opportunities for our clients and candidates, but now I get to do it at a much larger scale.
In today’s candidate-driven market, what strategies do you recommend for businesses to attract and retain top-tier niche talent?
The number one thing employers have to understand is that today’s top candidates value more than just compensation — especially ones in highly niche and in-demand fields. Businesses need to focus on crafting compelling employee value propositions that include things like flexibility and career development opportunities. Candidates want to work for companies that are committed to their growth as well as their personal and professional goals. Partnering with a staffing firm like Mondo also helps businesses identify and attract niche talent quickly, while offering insights on customized hiring strategies.
The tech and digital marketing industries are evolving rapidly, often creating skill gaps. How can companies stay ahead in hiring the right talent amid these changes?
Companies need to adopt a proactive hiring strategy by anticipating trends and investing in workforce upskilling. This means prioritizing adaptability when hiring, focusing on candidates with strong problem-solving abilities and a willingness to learn. This means hiring for soft skills and a candidate’s potential as much as it means hiring for their experience and expertise. Leveraging a blended workforce by hiring a mix of permanent and contract employees also helps because it allows employers to scale up or down based on their needs at any given time.
What are the biggest hiring challenges businesses face today, and how can they turn these into opportunities?
The biggest challenges are speed and alignment — finding the right talent quickly while ensuring a cultural and technical fit.
These challenges can become opportunities when businesses embrace flexible workforce models, such as contract-to-hire or project-based roles, and prioritize clarity in their hiring needs. It’s about thinking strategically, not just reactively.
Mondo takes a consultative, partnership-driven approach to staffing. How does this strategy create long-term success for your clients?
Our consultative approach is all about understanding the unique goals and challenges of each client. By acting as true partners — not just vendors — we’re able to craft tailored solutions that go beyond filling roles. This creates stronger, more agile teams and leads to long-term success, whether it’s scaling during growth or being ready to navigate disruptions.
Can you share a specific example where Mondo helped a company scale or adapt during a period of growth or disruption?
One of our tech clients faced a major product launch and needed to scale their development team rapidly without sacrificing quality. Within weeks, we placed high-caliber talent with the exact niche skills they needed. The project was a success, and many of those contractors transitioned to full-time roles, creating sustained impact for the company.
How do you see the role of staffing and recruitment evolving in the future, and what should companies do to stay competitive?
Staffing will become even more strategic, driven by data, AI, and personalization. Companies that embrace a blended workforce — combining freelance, contract, and full-time talent — will have the agility needed to stay competitive. The focus will shift to building relationships and creating highly customized, human-centric hiring strategies.
What personal strategies have helped you build resilient teams and drive innovation at Mondo?
Transparency and trust are at the core. I believe in empowering my team with the autonomy to make decisions and learn from their experiences. My team needs to trust that there is a path for advancement and growth and that Mondo prioritizes their future and success. I also prioritize regular feedback and fostering a culture where new ideas are encouraged and celebrated. Resilient teams thrive when they feel heard and supported. At the end of the day it’s about being agile and you can’t have a culture of agility without providing mobility.
What advice would you give to emerging leaders and executives in the staffing and recruitment industry?
Stay curious and adaptable. The industry is always evolving, and leaders who embrace change and invest in their teams’ development will thrive. Build genuine relationships with clients and candidates — they’re the foundation of long-term success. And don’t shy away from leveraging technology to enhance, not replace, the human touch.
Looking ahead, what are your final thoughts on the future of talent acquisition and the role Mondo will play in shaping it?
The future of talent acquisition is about agility, personalization, and delivering value at every stage of the hiring process. Staffing is about people so it has to be personal, not transactional. At Mondo, we’re committed to helping businesses navigate change, fill skill gaps quickly, and build the teams they need to succeed — not just right now but in the long-term as well. If we stick to those fundamentals, we’ll shape a workforce that’s as dynamic and innovative as the industries we serve.
