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#WeAreGreenKey: Spotlight on Cara Enright
Welcome back to #WeAreGreenKey, where we shine a spotlight on our powerhouse recruiting teams.
Recently, we had the opportunity to meet with Cara Enright, Director on the Pharma team at Green Key. Cara began her journey with Green Key about 11 years ago, right out of college. Initially, she aspired to become a teacher, but during her junior year, she decided to switch her major to community health education. This change in direction eventually led her to a successful career in recruiting at Green Key.
Starting at Green Key without much knowledge about recruiting, Cara quickly adapted and learned the ropes. One of the principals at the company took her under their wing, teaching her everything she needed to know. Over the years, Cara’s dedication and hard work paid off as she gained confidence and experience, eventually being promoted to director. Her journey at Green Key is a testament to her resilience and commitment to personal and professional growth.
Cara’s story is not just about her career progression but also about her passion for helping others. She genuinely cares about the people she places and the companies she works with, always striving to ensure that every move is beneficial for both parties. Her leadership style, which focuses on leading by example and building strong relationships, has been instrumental in her success.
What has your career progression been like, and how did you reach a director-level position?
My career progression has been all about growth and opportunity. Green Key was my first real job out of college, and I moved from North Carolina to New York without knowing much about recruiting. One of the principals and partners at the company became a mentor and taught me everything I know. In my first few years, I gained confidence and experience working with both candidates and clients, which led to my promotion to director.
Interestingly, I originally planned to be a teacher. But during my junior year of college, I interned with someone who now works at Green Key. Watching her in action was fascinating—it was exciting to connect with unique people and learn about the impact companies were making, especially in industries working toward life-changing advancements.
When I graduated, I knew I wanted to pursue recruiting. At first, I thought it would be a temporary path before moving into something like nutrition. But I genuinely enjoyed it, and what started as a short-term plan turned into an 11-year career—and counting!
How has your experience shaped your leadership approach within the pharma team?
When I first started here, I was really shy. Over time, I’ve learned a lot about myself and how I lead. There are so many ways to be a leader, but for me, it’s about leading by example—whether it’s arriving early, staying late, or being open about what I’m working on. My approach is less about giving direction and more about setting the tone through my actions.
I’ve been fortunate to learn from incredible colleagues, each with their own leadership style. One of the principals sets the bar by leading through example, which has influenced me a lot. Another teammate brings such a positive energy to the team, and I try to keep that in mind as well. I’ve also learned the importance of staying up to date on our clients and industries—one colleague is especially great at this, diving deep to truly understand the roles we’re hiring for, which makes a huge difference in conversations.
I’ve taken bits and pieces from all of them to shape my own leadership style, and I’m always learning and evolving.
How has the pharma industry changed since you started your career, and how has your team adapted to those changes?
When I first started, our focus was primarily on SAS and Biostatistics. While we had some roles in areas like regulatory and medical writing, SAS and Biostatistics were really our core focus. As we’ve grown—and especially as the market shifted during the pandemic—we’ve expanded into areas I never expected, like marketing and business development roles.
It’s been exciting to gain a broader understanding of how companies operate and see the full picture of their hiring needs. We’ve been intentional about diversifying our portfolio so we can better support the companies we work with, no matter what roles they need to fill.
What’s a major accomplishment that stands out during your time leading the pharma team?
One major accomplishment that stands out during my time with the team has been my ability to maintain strong relationships with candidates that go beyond helping them find a new role. Even if I wasn’t able to find the perfect match for them, I’ve had candidates reach out years later because they remember having a good relationship with me and want me to help them fill roles on their team. Building that trust and maintaining those relationships has been incredibly rewarding.
What sets your team apart when it comes to working with clients and candidates in the pharmaceutical sector?
I think what sets our team apart when it comes to working with clients and candidates in the pharmaceutical sector is that we genuinely care about the people we are placing and the companies we work with. We’re not just pushing people to take a job to put money in our pockets. We care about career advancement, whether they’re making more money, and if the move is good for them and their families.
We move people across the United States, so we take everything into account, like if they have kids who need to change schools or need to find a new church to belong to, or advice on good neighborhoods in the area. We really take a 360 approach. We might know someone in the area who can recommend a soccer program for their kids, or good school districts. We focus on the whole picture recruiting rather than just pushing people into something.
What excites you most about the future of the pharma team and the industry as a whole?
I am very interested to see how AI impacts everything. Both in recruiting, where AI will impact how we source candidates and help us be more efficient, and in the pharma companies we work for. AI can help them be more efficient, like running trials quicker. Some of the positions we’re recruiting for now even require experience working with AI. It’s going to be very interesting to see how AI changes things and hopefully helps companies bring drugs to market faster.
#WeAreGreenKey: Spotlight on Maggie Trofa
Welcome back to #WeAreGreenKey, where we shine a spotlight on our exceptional corporate team.
This week we caught up with Maggie Trofa, Human Resources Director on our Corporate team. Maggie has been an integral part of Green Key for just over nine years, building an impressive career defined by dedication and versatility. She started her journey as an HR Coordinator, skillfully balancing responsibilities between the Human Resources team and the OS temp team in our New York office. This dynamic role provided her with a unique opportunity to explore multiple facets of the business, allowing her to develop a wide-ranging skill set and deep understanding of our operations. These early experiences laid the groundwork for her remarkable growth within the company, showcasing her commitment and adaptability every step of the way.
Can you tell us about your journey in HR over the past nine years?
Before starting in HR, I worked in the fashion industry, but knew long-term it wasn’t the path for me and wanted a career change. That lead me to finding Green Key, where I started as an HR Coordinator, splitting my time between supporting the HR team and assisting our New York temp divisions with administrative tasks.
Starting at the ground level, I quickly learned new skills and processes which allowed me to grow and expand my roles at the company. Today, as the HR Director, I manage a team of on-boarding admins and our credentialing team and provide Level 1 HR support to our internal and temporary staff. The shift from fashion to HR has been incredibly rewarding, and I’m grateful for the growth I’ve experienced at Green Key.
What are your thoughts on the impact of technology in HR, especially regarding recruitment and employee engagement?
I think technology is something that none of us can escape or shy away from. It’s only going to continue to change and grow. The impact on HR across many industries has been transformative, reshaping functions in ways that help drive efficiency, enhance decision-making, and improve overall employee experiences. Sometimes it’s a little scary to think tech and AI can push people out of their roles, but it’s also important to view the shift as an opportunity for growth, innovation and new types of work.
We continue to look at ways we can leverage tech to enhance our HR processes and workflows. I’m excited to see tech continue to grow and the influence it will have on things here at Green Key.
What skills or habits have been most valuable in your career growth?
Basic skills like communication and interpersonal skills are really important, but problem-solving and critical thinking are also crucial. In HR, you’re often presented with a variety of issues that can range in complexity, and you need to be able to assess the situation and respond promptly and effectively. For career growth, it’s important to communicate your willingness to take on more responsibility and learn new skills, such as leadership. Strong leadership helps guide teams towards their goals.
How do you stay updated on industry trends and best practices?
There are a lot of respected HR websites out there, like SHRM, that regularly post new laws and regulation updates. Our team also stays up to date with these types of changes with help from our payroll provider and background screening companies, who continually push updates out to us. We work closely with the Payroll team on any new updates and changes.
What strategies do you use to build and maintain a strong company culture?
From the HR side of things, we focus on building and maintaining a strong company culture by keeping the human aspect in human resources. It starts from the initial offer letter and continues through to orientation and beyond. We make sure all employees know they can come to anyone on the HR team with any issue they may have. It’s important to make people feel valued from the start and ensure their questions and issues are addressed.
What do you find most rewarding about your job?
It’s hard to pick just one rewarding moment, but it’s rewarding knowing your team trusts you and comes to you for advice and guidance. It’s also rewarding knowing you’re doing your job well and helping people by answering their questions and solving their issues. Our entire team does a great job at fostering authentic relationships and creating a supportive, transparent environment where all employees, both internal and temp staff, feel supported.
I also personally feel rewarded and proud of being a working mom to two young children while managing a fulfilling career. Balancing the demands of work and family has taught me skills in time management, multitasking, and prioritization.
Top DEI Trends to Watch in 2025: Shaping Inclusive Workplaces
As we enter 2025, the landscape of Diversity, Equity, and Inclusion (DEI) in corporate America is undergoing significant transformations. Notably, several major companies are scaling back or eliminating their DEI programs in response to political, legal, and social pressures. Here are some of the top DEI trends to watch this year:
Reduction or Elimination of DEI Programs
In recent months, numerous corporations have announced rollbacks of their DEI initiatives. For instance, Meta Platforms Inc. has scaled back its DEI programs, reflecting a cultural shift as political dynamics evolve. Similarly, MarketWatch noted that, companies like McDonald’s, Walmart, Ford, and Lowe’s have reduced or eliminated their DEI efforts, often citing external pressures and the need to refocus on core business objectives.
Legislative and Legal Challenges to DEI Initiatives
The 2024 elections and recent U.S. Supreme Court rulings have significantly impacted DEI strategies. Companies must navigate the tension between legal challenges and ongoing support for DEI initiatives. This includes adapting to new regulations and ensuring compliance while maintaining their commitment to diversity.
AI Bias Regulations
With the increasing use of artificial intelligence in recruitment, new laws aimed at preventing bias in AI tools are emerging. Businesses must rethink how they use technology in hiring and promotions to ensure fair treatment of all candidates. This shift requires a careful balance between leveraging AI’s benefits and mitigating its potential biases.
Reassessing Inclusion Programs
In light of recent political and social changes, companies are reassessing their inclusion programs to ensure they are both compliant and effective. This involves returning to the basics of DEI, focusing on creating a sense of belonging for all employees, and addressing any misconceptions about the scope of DEI efforts
By staying ahead of these trends, organizations can foster more inclusive and equitable workplaces, ultimately driving better business outcomes and a more engaged workforce.
Skills-Based Hiring: What It Is and How to Master It
In today’s competitive job market, traditional hiring practices are evolving to meet the demands of a diverse and dynamic workforce. One approach gaining significant traction is skills-based hiring. This method prioritizes candidates’ abilities and competencies over their educational background or previous job experience. Let’s explore what skills-based hiring is and how to master it.
What are Skills-Based Hiring?
According to BuiltIn.com, “Skills-based hiring refers to a hiring process that focuses on a candidate’s abilities, knowledge, and experience in a specific area, rather than their education or past employment history (aka resume). We can all agree that resumes are totally antiquated and if you are still using standalone resumes to evaluate candidates, you are doing everyone a disservice.” In fact Indeed highlighted that, “A majority (52%) of US job postings on Indeed did not mention any formal education requirement as of January 2024, up from 48% at the same time in 2019.”
Benefits of Skills-Based Hiring
- Better Employee Retention By hiring candidates based on their skills and capabilities, organizations are more likely to place individuals in roles where they can thrive. This alignment between job requirements and employee skills fosters job satisfaction and reduces turnover rates.
- Faster Time-to-Hire Skills-based hiring streamlines the recruitment process by focusing on specific skill sets rather than vague qualifications. This targeted approach enables organizations to identify and onboard suitable candidates more efficiently.
- Reduced Hiring Costs Efficient hiring processes translate into cost savings for organizations. By minimizing the time and resources spent on sourcing, screening, and onboarding candidates, companies can achieve significant reductions in hiring-related expenses while maintaining quality and effectiveness. BuiltIn.com also noted, “According to a CareerBuilder survey, managers stated that they hire the wrong person in 74 percent of cases. Hiring based on skills will drastically improve job match, resulting in increased revenue.”
- Improved Workplace Diversity Skills-based hiring promotes diversity and inclusion by prioritizing meritocracy over other considerations. By casting a wider net and evaluating candidates based on their abilities, organizations can create more inclusive work environments.
How to Master Skills-Based Hiring
- Define Key Skills and Competencies Start by identifying the essential skills and competencies required for each role. This involves collaborating with hiring managers and team leaders to create detailed job descriptions that highlight the necessary skills.
- Use Skills Assessments Implement skills assessments to evaluate candidates’ abilities objectively. These can include tests, simulations, or practical assignments that mirror the tasks they will perform on the job.
- Leverage Technology Utilize technology to streamline the hiring process. Applicant tracking systems (ATS) and AI-powered tools can help identify candidates with the right skills, reducing bias and improving efficiency. According to DemandSage.com, “Around 87% of companies use AI for their recruitment process.”
- Provide Training and Development Offer training and development programs to help employees enhance their skills. This not only supports their career growth but also ensures that your organization remains competitive.
- Foster a Culture of Continuous Learning Encourage a culture where continuous learning is valued. This can be achieved through mentorship programs, workshops, and access to online learning platforms.
By mastering skills-based hiring, organizations can build a more capable, diverse, and engaged workforce. This approach not only addresses the skills gap but also positions companies for long-term success in an ever-changing job market.
The Future of HR: Integrating People Analytics
In today’s rapidly evolving business landscape, the role of Human Resources (HR) is undergoing a significant transformation. One of the most promising advancements in this field is the integration of people analytics. This innovative approach leverages data to enhance decision-making, improve employee experiences, and drive organizational success.
Understanding People Analytics
According to the Academy to Innovate HR, “People analytics is collecting and applying organizational, people, and talent data to improve critical business outcomes. It enables HR departments to gain data-driven insights to make decisions on different people processes and turn them into actions to drive the performance of an organization. People analytics is key to practicing evidence-based HR. Organizations use people analytics in key HR functional areas such as compensation, recruitment and selection, retention, diversity, inclusion, equity and belonging, and performance management.”
Benefits of Integrating People Analytics
Enhanced Decision-Making: With access to comprehensive data, HR leaders can make more informed decisions. This includes identifying trends, predicting future workforce needs, and developing strategies to address potential challenges. According to a McKinsey report, “…70% of company executives cite people analytics as a top priority.”
Improved Employee Experience: People analytics can help HR teams understand employee sentiments and behaviors. By analyzing feedback and engagement metrics, organizations can create a more supportive and satisfying work environment. Perceptyx, an employee experience transformation company, leverages continuous listening and analytics to drive improvements. According to Perceptyx.com, “Perceptyx’s advanced People Insights Platform goes far beyond traditional surveys, offering a multi-channel approach that captures the full spectrum of employee sentiment. By combining engagement surveys, pulse checks, lifecycle surveys, and always-on feedback channels, organizations can gain a holistic view of their employees’ experiences and needs related to career development.”
Increased Efficiency: Data-driven insights enable HR departments to streamline processes, reduce redundancies, and allocate resources more effectively. This leads to cost savings and improved operational efficiency. A recent study by SHRM highlights that, “HR leaders are increasingly looking to people analytics as a tool to answer key business questions, as 71 percent of HR executives whose organizations uses people analytics say that people analytics is essential to their organization’s HR strategy,” shared Alex Alonso, PhD, Chief Knowledge Officer, SHRM.”
Talent Management: People analytics provides a deeper understanding of employee performance and potential. This allows for more targeted development programs, better succession planning, and optimized talent acquisition strategies.
Challenges and Considerations
While the benefits of people analytics are substantial, there are also challenges to consider. Data privacy and security are paramount, as sensitive employee information must be protected. Additionally, organizations need to ensure that their HR teams have the necessary skills to interpret and act on data insights effectively.
The Future Outlook
As technology continues to advance, the integration of people analytics in HR will become increasingly sophisticated. Organizations that embrace this trend will be better positioned to attract, retain, and develop top talent, ultimately driving their long-term success.
In conclusion, the future of HR lies in the strategic use of people analytics. By leveraging data to inform decisions and enhance the employee experience, HR professionals can play a pivotal role in shaping the success of their organizations.
Wrapped Up: #WeAreGreenKey 2024
As we bid farewell to 2024, we want to extend our heartfelt thanks to the remarkable individuals who have made Green Key’s journey unforgettable. Throughout our #WeAreGreenKey series, we highlighted exceptional team members, each offering their unique and inspiring insights.
As the year draws to a close, we revisit their powerful reflections. With 2025 on the horizon, we are excited to continue our journey with open hearts and a commitment to driving further innovation. Wishing everyone a joyful and prosperous New Year!
Gregory Ponce
“Over my tenure at Green Key, I’ve seen a dramatic change in how departments interact. When I started, departments were more segmented and siloed, with minimal day-to-day interaction beyond basic greetings.
Credit goes to certain leaders who empowered middle management to cross-collaborate, finding solutions and workflows that benefit other departments. Now, we lean on each other more, solving issues through natural conversations rather than formal meetings. This has significantly improved our efficiency and teamwork.”
Traci Schroeder
“Finding the right match for someone is a challenge I’ve always loved, and it’s what brought me back to recruiting. Selfishly, I love the feeling of placing someone in good company and a job that changes their life. It’s incredibly rewarding to hear their gratitude, sometimes even tears of joy, knowing that I’ve made a positive impact on their life.”
Jessie Fleishman
“Essential skills for a successful payroll supervisor include problem-solving and attention to detail, as there are many moving parts that require careful attention. It is also important to be organized and good at time management. Additionally, strong leadership skills are crucial to delegate tasks and ensure the team meets deadlines.”
Larry Greenbaum
“Helping people find new jobs and advancing their careers is incredibly rewarding. I really enjoy interacting with clients and, at this point, being a mentor for my team. Sharing my experiences and being a voice of reason when they’re having a frustrating day is something I value. It’s about helping them navigate obstacles so they can learn and grow.”
Mariam Abdallah
“What I enjoy most about my job is definitely the relationship aspect. Helping people and creating meaningful connections is incredibly rewarding because, at the end of the day, you’re assisting them in providing for their families or themselves. It’s a feel-good moment for both parties. These relationships often lead to referrals and continued support, whether from friends or family. Being there for them, listening, and supporting them from day one is the best feeling ever. It’s all about being able to say thank you and knowing you’ve made a positive impact.”
Tim Hartill
“Understanding what candidates are looking for is crucial. We delve into their big life goals, whether it’s salary, location, or family benefits. Identifying these key factors ensures their next career step is the right one. The last thing we want is for someone to feel uncomfortable in their new position. We aim for them to stay with the client until they retire.
We also focus on building personal relationships with candidates, truly getting to know them. Unlike other agencies that may see them as just a number or a placement, we prioritize each individual’s unique needs and aspirations.”
Erika Cavallo
“Working in the healthcare sector is incredibly rewarding because how I think of it is putting the patients first by staffing employees who care for them, whether in shelters or urgent care. It’s fulfilling to place people in environments where they can succeed and grow their careers. I’ve had the opportunity to see medical assistants become RNs, and watch their careers progress. I’m passionate about helping others, and building relationships with candidates is also rewarding. I talk to them daily, offering support and guidance. I really enjoy meeting people from all walks of life and building those connections.”
Thomas Newham
“The most rewarding moments for me have been helping people and companies find their perfect match. Job changes are significant life moves, and they don’t happen too often. When they do, finding a position that excites someone makes me feel great, knowing I’ve positively impacted their lives and their families.”
Sacha Rupall
“I’m passionate about Recruiting/Human Resources because it provides insights into all industries within your area. For me, that’s New York. I loved finding a career that allowed me to understand how NYC worked as a city. This enhanced my networking capabilities, allowing me to assist people more effectively in finding their ideal job. It’s also incredibly rewarding to hear from candidates who are grateful for the help I provided at the start of their careers. I also take pride in the growth I’ve achieved in my career, advancing from a Research Analyst to a Director.”
Christina Kinchen
“In a competitive job market, you need to be persistent with your job search, make sure to do your homework, and leave a good impression. Clients want to know that you like their company, and you are genuinely interested in their company, that you have done your research. Personality is a big part of leaving a lasting impression. I always advise candidates to smile because I do believe if you are too worried, you’re not really going to be present and show your personality. Companies want to make sure you are a good fit and will get along with other people on the team. I know interviews can be hard because you are focusing on so many distinct aspects but remember to take a deep breath and just let your personality come through and enjoy the process as much as possible.”
Julia Augello
“The most rewarding aspect is helping people improve their lives. I speak to candidates daily who aren’t happy in their current situations or are burned out. Being able to connect them with an opportunity that not only just changes their position, but their well-being, is extremely rewarding.”
Jon Danko
“My job is rewarding. I love staffing to be honest. It’s such a good feeling when you make a placement and they’re so thankful. Life is tough and you were able to help change their situation or even just give them advice. That means a lot to me. I also enjoy seeing my colleagues grow and succeed.”
Olivia Eberle
“To candidates, I would say your resume is the thing that makes the first impression, so spend a good amount of time writing it and have a couple of different resumes on file. Especially, if you’re looking for different types of jobs, for example somebody like me, coming out of public accounting looking to go to private. There are a couple of different tracks that you can go on and you can write your resume in a couple of different ways to be a little bit more tailored to each. Additionally, I think that being yourself in interviews is really important. A lot of people don’t realize that even though they are working within accounting, which at times can be very solitary work you have to be interactive, and I think candidates are more successful when they’re willing to step outside of the box.”
Lauren Pratt
“From a personal aspect, nothing will ever top a grateful candidate or client – the call, the text, the LinkedIn recommendation – knowing that you have made a positive impact. From a professional aspect, being able to work in a sales role allows you to get out what you put in – and to be compensated for that success.”
Lucas Leitenberger
“Architecture is something that I sincerely find interesting. I was never talented enough to be much of a designer/drawer, so I have such a profound respect for the creatives that make our built environment come to life. This role allows me to utilize my sales skills while also working within an industry I have interest in.”
Meryl Schoen
“To build and maintain relationships with clients I try to approach it from a personal aspect. Firstly, I’ll introduce myself but then I very quickly segway into either current events or something that I’ve read that’s going on with their particular company or their particular industry or I’ll market something that Green Key is working on that they may have a network for on their end.”
Antonia Piazza
“I would always recommend working with a recruiting agency, specifically Green Key! While it is important to have a strong resume, recruiters are able to provide advice on your resume and also put your resume on the front desk of the hiring manager – along with a personal recommendation and the ability to highlight skills/experiences that are not listed on your resume – rather than applying on your own and being up against hundreds of applicants on LinkedIn, for example. When it comes time to the interview, recruiters are able to prepare you for the interview using insight we have from working directly with the clients. One interviewing piece of advice I give to all of my candidates is to not only show that they have the ability to learn and grow into the role they’re interviewing for but also the desire, as displayed interest in the job is sometimes the biggest differentiator amongst candidates with similar backgrounds.”
Mike Bosco
“Value every interview you go on and prepare like it’s your dream job. General preparedness, knowledge of the company, and showing genuine excitement in the opportunity to interview. I think hiring managers, a lot of the time, are looking for somebody who has a particular interest in their organization, not somebody who’s just looking for a job. Getting an interview typically shows you are qualified, but how do you stand out? Personality, enthusiasm, being prepared, and how you can clearly articulate your skills are things that can be worked on prior to an interview that will make a huge impact on a hiring manager’s decision.”
Kyle Gierke
“I would say be ready for the roller coaster ride as there are a lot of ups and downs in recruiting. You can have one week where everything goes right and another where you can’t catch a break. Here at Green Key the management team brings a lot of resources to us to help us with our work. They are willing to invest in new tools to help us get an edge on the competition. We also have an open-door policy, checking in with us on both a personal and professional level. When we feel things couldn’t get any worse, we know we have the support at Green Key from all levels of management.”