Emily is an executive sourcing lead at W Talent Solutions. She identifies and attracts ideal candidates to help our clients fill their most challenging roles.
Emily has experience working in recruiting and human resources for various industries including media, mining, and furniture manufacturing. Having conducted over 4,000 candidate interviews within eight years working in talent acquisition, she has filled over 170 professional roles across human resources, legal, finance, operations leadership, design, and sales departments.
She completed a two-year program to harness continuous improvement project management and received a continuous improvement certification. Emily is also a Society of Human Resources Management, Sr. Certified Professional (SHRM-SCP), and has completed the Aspiring Leadership Program. She received her bachelor’s degree in business administration with a concentration in human resources from Bradley University in Peoria, IL.
Emily has volunteered with Friendship International, a Christian organization that helps international students at colleges across West Michigan adapt to life in the United States. She has enjoyed being paired with students from Vietnam, Japan, India, China, and Germany over the past four years.
In her spare time, Emily enjoys learning to make new recipes from all over the world and spending time with her husband and children.
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Your recruiting funnel is not broken. It is outdated. Ghosting, slow time to hire, recruiter burnout, and bloated interview processes are not isolated issues. They are symptoms of a hiring system built for a market that no longer exists. Economic signals are shifting, candidate expectations are higher, and mid sized teams are being asked to do more with less. If your hiring process feels harder than it should, this report explains why.
In Why Your Recruiting Funnel Is Failing and How to Fix It in 2026, W Talent Solutions breaks down what is really driving talent friction and what high performing companies are doing differently. You will see the data behind longer hiring cycles, overloaded recruiters, and leaky funnels, plus a clear five point plan to modernize your approach. This is not theory. It is a practical playbook to help you hire faster, protect candidate experience, and turn hiring into a real competitive advantage heading into 2026.