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Name      Bio

Darko Lovric

     Darko is a Principal at Incandescent, a venture advisory firm. He works on building bespoke cultures and organizations and coaching founders and innovators executing big ideas. His current focus is on helping establish corporate innovation departments and working with highgrowth ventures seeking structure to help manage their increasing complexity.

Prior to Incandescent Darko was a Fellow of the World Economic Forum, an advisor with Deloitte and an analyst at Goldman Sachs. He serves as faculty for the Aspen Institute and UM6P school of Collective Intelligence.

Darko holds five university degrees (two bachelors and three masters) in the fields of psychology (Warwick), psychiatry (Oxford), business (Zagreb), foresight (Houston) and leadership (WEF in cooperation with Wharton, Columbia, INSEAD and LBS), as well as significant training in psychotherapy.

Robert Hogan

     Dr. Hogan is an international authority on personality assessment, leadership, and organizational effectiveness. His theory-based work in personality measurement has contributed to the development of socioanalytic theory, which maintains that the core of personality is based on evolutionary adaptations. He is widely credited with demonstrating how personality factors influence organizational effectiveness in a variety of areas, ranging from organizational climate and leadership to selection and effective team performance. 

As an iconoclastic observer of American psychology, Dr. Hogan maintains that personality is best examined from the perspective of the observer (reputation) rather than the actor (a person’s identity). As a consequence, he asserts that personality tools should be evaluated in terms of how well reputations (defined by personality tests) predict behavior on the job and in relationships. 

Dr. Hogan received his Ph.D. from the University of California, Berkeley, specializing in personality assessment. He served as McFarlin Professor and chair of the Department of Psychology at The University of Tulsa for 17 years. Prior to that, Dr. Hogan was professor of Psychology and Social Relations at The Johns Hopkins University. He is a fellow of the American Psychological Association and the Society for Industrial/ Organizational Psychology.

Paul Sackett

     Paul R. Sackett (Ph.D, Ohio State, 1979) is the Beverly and Richard Fink Distinguished Professor of Psychology at the University of Minnesota.  His research interests revolve around various aspects of testing and assessment in workplace, military, and educational settings.  
He served as founding editor of the Society for Industrial and Organizational Psychology’s  (SIOP)  journal Industrial and Organizational Psychology: Perspectives on Science and Practice,  and editor of Personnel Psychology. He has served as president of SIOP, as co-chair of the Joint Committee on the Standards for Educational and Psychological Testing, as co-chair of SIOP’s Principles for the Validation and Use of Personnel Selection Procedures, as chair of APA's Committee on Psychological Tests and Assessments and  Board of Scientific Affairs.  
He has received awards for teaching (Herbert Heneman Award from Minnesota’s Industrial Relations Center), research (the Human Resource Division of the Academy of Management’s Career Achievement Award), and service (Lifetime Service Award from the National Academy of Sciences). He is the only person to receive lifetime achievement awards in the three domains of teaching, research, and service from SIOP (Distinguished Teaching Contribution Award, Distinguished Scientific Contribution Award, Distinguished Service Contribution Award). He has been awarded an honorary doctorate by Ghent University, Belgium.

Thomas Dimitroff


One of the longest-tenured general managers in the NFL, Thomas Dimitroff is entering his 12th season in the role for the Falcons in 2018. Over the last three seasons, Dimitroff and Head Coach Dan Quinn have crafted a roster focused on fast, physical, and urgent athletes. This team-building approach spurred the Falcons to playoff wins in consecutive seasons for the first time in franchise history, including an NFC title and Super Bowl appearance for the second time in club annals. 
Over his 11 seasons in Atlanta, the Falcons have posted 102 wins during the regular season, have made six postseason appearances and have added cornerstone players in the draft. 

A two-time Executive of the Year honoree by Sporting News (2008 & 2010), Dimitroff has been the architect of the most successful run in franchise history, including five consecutive winning seasons from 2008-2012 and three straight playoff berths - a first in franchise history. 

Dimitroff is known has having a keen eye for talent.  A skillful trader and developer of people, Dimitroff’s career developed as a talent scout and these lessons have carried forward into his success as a General Manager.  Dimitroff graduated from University of Guelph with a Bachelor of Arts degree. For more information, click here  

Name       Bio

Adam T. Klein

      Adam Klein is Managing Partner of Outten & Golden LLP, and founded the firm's class action practice area. His practice focuses on the prosecution of class actions and impact litigation of employment discrimination and wage and hour claims and serves as lead or co-lead plaintiffs' counsel in numerous major class action lawsuits.

In 2016, the parties reached a landmark settlement with the federal government that requires the Census Bureau to reform its hiring practices for the 2020 decennial census as well as creating a class-member Records Assistance Project housed at the Cornell University ILR School and in coordination with the Lawyers' Committee for Civil Rights Under Law. The Census Bureau legal team led by Mr. Klein won the Public Justice 2017 Trial Lawyer of the Year Award.

Mr. Klein is a Co-Chair of the Lawyers' Committee for Civil Rights Under Law. For numerous years, Mr. Klein has been selected as one of the Lawdragon 500 leading lawyers in America as well as Best Lawyers in America, New York’s Super Lawyers, and as a member of the Hall of Fame in the Legal 500. Mr. Klein is a Fellow of the College of Labor & Employment Lawyers.

Kenneth Willner

      Kenneth Willner is vice chair of the Employment Law practice of Paul Hastings and is based in its Washington, D.C. office. He is a leader of the bar in employment discrimination class actions and employment testing. He practices in all areas of employment law. His clients include companies that design and validate employment tests, and employers who use tests. He represents employment testing companies and employers in litigation and advice concerning design, validation and defense of tests, including next generation assessments, “big data” and artificial intelligence. He testified to EEOC about testing, and was invited to comment on the APA Standards for Psychological Testing. He is recognized by the College of Labor and Employment Lawyers; Chambers and Partners; and Best Lawyers in America. His publications include: Willner, K., et al., Workplace Personality Testing: Towards a Better Way of Determining Whether Personality Tests Are Prohibited Pre-Offer Medical Exams under the Americans with Disabilities Act, 42 Employee Relations Law Journal, (Winter 2016); “Employment Law Panel, ‘Burden of Proof - Can I-O [Psychologists] and Employment Counsel Successfully Collaborate?,’” SIOP Conference, April 2017; " “Applicant Testing: How to Select the Best Applicants, Comply with EEO and Validation Requirements, and Avoid Class Actions,” IMLA Conference, September 2016; and “Psychiatric and Psychological Exams of Employees,” Practicing Law Institute Psychological Issues in Employment Law Conference, March 2015.
Name       Bio

Dr. Nathan Mondragon

      Dr. Nathan Mondragon is Chief IO Psychologist at HireVue and responsible for building, researching, and maintaining the AI-driven assessment product. In this role the IO Psychology team at HireVue work side-by-side with the Data Science team to create and deliver AI-based video and game assessments. Nathan has over 20 years of extensive experience in the HCM space and is a recognized expert in the blending of IO Psychology tools with technology to deliver seamless integrated recruitment, hiring, and development solutions. In 1996, Nathan helped lead the creation and delivery of the first ever online selection assessment, in 2004 built from ground up the first integrated assessment solution within an enterprise-wide ATS (Taleo), and in 2015 as part of HireVue delivered the first ever AI-driven pre-hire assessment solution. He has over 50 manuscripts, presentations, and workshops on IO Psychology and technology solutions, has been quoted or featured in over 30 popular press articles, and has been interviewed on NPR, BBC, and Bloomberg about the future of Recruiting and Assessment. He has held leadership positions with Aon, SHL, DDI, Dell, Taleo, and Oracle. Nathan received his Ph.D. in Industrial and Organizational Psychology from Colorado State University. 

Dr. Robert E. Gibby

Dr. Robert E. Gibby is the Chief Talent Scientist for IBM, headquartered in Armonk, New York.  In this role, he leads a team of experts focused on creating AI, gaming, assessment, interview and analytics solutions that provide personalized insights and augmented intelligence to candidates, recruiters, interviewers and managers – helping them to make better hiring decisions.  As a Talent Scientist, he has developed skill and expertise in the areas of HR technology, talent management, job analysis/skills frameworks, people analytics, engagement, and HR system design. In addition, he has responsibility for developing and managing relationships with external partners in industry and academia to define best practice and bring in new insights.  

Robert completed his PhD in Industrial-Organizational Psychology from Bowling Green State University in 2004.  For his work in assessments, Robert has received multiple industry awards, including the 2013 (inaugural) SHRM/SIOP HRM Impact Award and HR Executive Magazine’s Best Ideas for 2009 – HR Technology.  Outside IBM, Robert has served as a board member guiding I-O program and curriculum development and taught several undergraduate and graduate courses.  He is a Fellow of the Society for Industrial-Organizational Psychology and actively contributes to the field through board/council memberships, publications, and conferences/speaking engagements.  

Daly Vaughn

      Daly Vaughn is the Director of Assessment Strategy at Shaker International. Daly helps create, define, and oversee the execution of strategic initiatives for Shaker’s Solution Delivery team. In addition, Daly is a trusted advisor to a variety of Fortune 500 companies. He specializes in the development of multi-method pre-hire selection tools for high-volume roles, delivering solutions to primarily private-sector clients across diverse industries such as banking, retail, healthcare, and manufacturing. 

Over the course of his career, Daly has led numerous consulting engagements to design job-relevant game-like simulations, explore innovative item types and approaches, and deliver mobile-enabled tools. In addition to his practical experience in employee selection, Daly conducts research and publishes on topics related to social media use in a selection context.

Daly holds a Bachelor’s degree in psychology from Baylor University, and a Master’s degree and a Ph.D. in industrial and organizational psychology from Auburn University.

Dr. Mengqiao (MQ) Liu

      Dr. Mengqiao (MQ) Liu is a Research Scientist on the Talent Assessment team at Amazon. MQ’s work focuses on leveraging machine learning (ML) and natural language processing (NLP) to experiment and innovate on assessment and selection strategies that continuously improve the prediction of a candidate’s success at Amazon. Prior to joining Amazon, MQ was a consultant at Development Dimensions International (DDI) where she led and managed organizational research and product development using a variety of big data techniques. MQ received her Ph.D. in Industrial/Organizational Psychology from Wayne State University. Her work has been published in journals such as Journal of Applied Psychology, Journal of Business and Psychology, and Journal of Personality and Social Psychology.

Dr. Ken Lahti

      Dr. Ken Lahti is Chief Science and Innovation Officer at SHL, the global leader in talent assessment. 

Ken has worked in talent assessment and personnel selection for over twenty years in Consulting, R&D, Product, and Sales, in both front-line and leadership roles. He has helped hundreds of organizations design scientific recruiting and hiring systems. He has led the development of hundreds of SHL assessment products used by millions of job applicants, and has two patents pending for assessment technologies. A renowned innovator, Ken has made numerous media appearances including the Wall Street Journal, the Washington Post, and the Financial Times. Based on his experience and expertise at the intersection of assessment products and markets, Ken has advised more than a dozen institutional investors on the talent assessment technology industry. Ken participated in two successful company exits, including as VP of Product Development and Innovation for the acquisition of SHL by CEB in 2012 for $660M. Prior to rejoining SHL in 2018, Ken was Founder and CEO of Psychobabble, an assessment technology and advisory services startup company. 

Ken earned Ph.D. and Master of Science degrees in Industrial-Organizational Psychology at Colorado State University, and a Bachelor of Science degree from Tulane University.

Seymour Adler

      Seymour is a Partner in the Talent Advisory practice at Aon where he partners with leading U.S. and global organizations in both the private and public sectors in the development and implementation of leadership development, talent assessment, succession, and talent management programs.  Seymour was a founder and principal of Assessment Solutions Incorporated, a firm he helped take public in 1997, which was acquired by Aon in 2001. In addition to a 40-year career as a practitioner, Seymour has taught in graduate programs at Purdue University, Stevens Institute of Technology, Tel Aviv University, New York University, and currently is an adjunct professor at Hofstra University’s doctoral program in Applied Organizational Psychology.

A graduate of the Doctoral Program in Industrial-Organizational Psychology at New York University, Seymour is a Fellow of the Society of Industrial-Organizational Psychology and the American Psychological Association, has served as President of the Metropolitan New York Association of Applied Psychology, and has contributed extensively to both the scientific and practitioner literatures in Industrial-Organizational Psychology.  He recently received SIOP’s 2019 award for Distinguished Contributions to Professional Practice. 

Dr. Richard Landers

      Dr. Richard Landers is an Associate Professor of Psychology at the University of Minnesota, where he earned his PhD in Industrial and Organizational Psychology, and holds the John P. Campbell Distinguished Professorship of Industrial-Organizational Psychology. His research concerns the use of innovative technologies in psychometric assessment, employee selection, adult learning, and research methods, and his recent focus has been on game-based assessment, gamification, artificial intelligence, unproctored Internet-based testing, mobile devices, virtual reality, and online social media.  His work has been published in numerous academic journals, including Journal of Applied Psychology, Computers in Human Behavior, and Psychological Methods, and his work has been featured in popular outlets such as Forbes, Business Insider, and Popular Science.  In addition to his associate editorships at various journals, he is also author of a statistics textbook, A Step-by-Step Introduction to Statistics for Business, and he has developed two edited volumes: Social Media in Employee Selection and the 2019 Cambridge Handbook of Technology and Employee Behavior.

Kate Andresen

      Kate Andresen is a shareholder with the Nilan Johnson Lewis PA law firm and Chair of the firm's Corporate and Transactional Services group, specializing in Information Technology and complex commercial transactions, including e-commerce. In her 20+ years of practice, she has represented both start-up technology companies, as well as Fortune 500 corporate clients. In addition to assisting her clients with their technology licensing and other transactional needs, Kate has focused her practice on representation of regulated entities subject to privacy regulations such as the new General Data Protection Regulation (GDPR), California’s Consumer Protection Act (CCPA), the Health Insurance Portability and Accountability Act (HIPAA) and the Gramm-Leach-Bliley Act (with protections for financial information). Kate holds a master’s degree in international relations from Boston University and earned by JD from University of Minnesota Law School. 

Jenny R. Yang

      Jenny R. Yang served as a Commissioner and Chair of the U.S. Equal Employment Opportunity Commission from 2013 to 2018. Under her leadership, the Commission undertook efforts to study the impact of big data, artificial intelligence, and algorithmic hiring on equal employment opportunity through the creation of a task force as well as holding Commission meetings to engage with a wide range of experts on these issues. 

Currently, as a Senior Policy Fellow at the Urban Institute, she is studying the impact of structural and technological changes in the workplace to identify solutions to increase job quality and advance equality of opportunity for all workers. In addition, as a Partner with Working Ideal, she is assisting a wide range of employers in utilizing evidenced-based practices to shift cultural norms and promote behaviors that advance diversity, inclusion and equity.  

Prior to joining the EEOC, Ms. Yang spent a decade representing workers nationwide as a partner at Cohen Milstein Sellers & Toll PLLC. Before that she served as a Senior Trial Attorney with the U.S. Department of Justice, Civil Rights Division, Employment Litigation Section. Ms. Yang clerked on the U.S. District Court for the Eastern District of Pennsylvania. A graduate of Cornell University, she earned a B.A., with distinction, in Government and a J.D., cum laude, from New York Univ

Kathleen K. Lundquist, Ph.D.

      Kathleen K. Lundquist, Ph.D., is a nationally-recognized organizational psychologist who testifies frequently as an expert witness in employment discrimination class-action lawsuits. In addition to testifying for both defendants and plaintiffs, she has been appointed by courts to implement settlements of litigation involving organizations such as Morgan Stanley, Coca-Cola, the FBI, Target and the U.S. Census Bureau.  She is a frequent speaker at the American Employment Law Conference, the American Bar Association and has provided invited testimony before the U.S. Equal Employment Opportunity Commission concerning the Use of Big Data in the Workplace.  Dr. Lundquist is president and co-founder of APTMetrics, Inc., an international firm which consults with Fortune® 100 employers on the design and implementation of HR processes. Dr. Lundquist holds a PhD in Psychometrics from Fordham University. 

Fritz Drasgow

      Fritz Drasgow is Dean of the School of Labor and Employment Relations and Professor of Psychology at the University of Illinois at Urbana-Champaign. His research focuses on psychological measurement and the application of quantitative methods to important practical problems. His recent work focuses on the development of computer adaptive personality assessments that are resistant to faking.  Drasgow is a former chairperson of the American Psychological Association's Committee on Psychological Tests and Assessments, the U.S. Department of Defense's Advisory Committee on Military Personnel Testing, the American Psychological Association’s Taskforce on Internet Testing, and the American Institute of Certified Public Accountants’ Psychometric Oversight Committee.  Drasgow is an Associate Editor of Military Psychology and a member of the editorial review board of several journals.  He is a former President of the Society for Industrial and Organizational Psychology (SIOP), received the SIOP Distinguished Scientific Contributions Award in 2008, and received the 2016 Distinguished Career Award from the Academy of Management Research Method Division.

Adam W. Meade, Ph.D.

      Adam W. Meade, Ph.D. is a Professor in the Department of Psychology at North Carolina State University. Dr. Meade specializes in quantitative analytic methods and psychometrics applied to the workplace. He is an active researcher and software developer specializing in advanced psychometric models and algorithms. He was named Fellow of both the Society for Industrial/Organizational Psychology and the Association for Psychological Science in 2014. He is a former Associate Editor for Organizational Research Methods and is a member of the editorial board of several academic journals. His influential peer-reviewed publications have been cited over 5800 times. He is the creator of Rapid Response Measurement is known for his work on careless responding, measurement invariance, and crowdsourced sampling. He is also the founder and director of the NC State Psychometrics Lab.  He earned his PhD in Applied Psychology at the University of Georgia.

Dr. Scott Tonidandel

      Dr. Scott Tonidandel is a Professor of Management in the Belk College of Business at the University of North Carolina – Charlotte and is a faculty member of the Organizational Science PhD program. Scott received his M.A. & Ph.D. in industrial-organizational psychology from Rice University and his B.A. from Davidson College. Scott’s research interests include issues related to leadership effectiveness, the impact of diversity in organizations, and research methods and statistics. His recent work focuses on people analytics and the interface of big data and the organizational sciences.  He co-edited the SIOP Frontiers series volume titled Big Data at Work: The Data Science Revolution and Organizational Psychology and recently completed work on a NSF funded project that uses sensors to understand team interactions and the impact of diversity.  Scott serves as an associate editor for the Journal of Business and Psychology, is a former associate editor for Organizational Research Methods, and is a fellow of the Association for Psychological Science, the American Psychological Association, and the Society for Industrial and Organizational Psychology.   

Neal Schmitt

      Neal Schmitt is Emeritus Professor of Psychology and Management at Michigan State University.  He was editor of Journal of Applied Psychology from 1988-1994 and has served on a dozen editorial boards.  He has received the Society for Industrial/Organizational Psychology's Distinguished Scientific Contributions Award (1999) and its Distinguished Service Contributions Award (1998) and several other career awards from the American Psychological Association and the Academy of Management.. He served as the Society's President in 1989-90 and as the President of Division 5 of APA (Measurement, Evaluation, and Statistics). He has authored three textbooks, co-edited four books, and has published approximately 250 peer-reviewed papers and chapters. His current research centers on the effectiveness of organizations’ selection procedures, college admissions processes, and the outcomes of these procedures.  He is the current chair of Defense Advisory Committee on Military Personnel Testing.

Jessica Parisi


Jessica Parisi has pioneered strategy alignment and leadership experiences and simulations to turn strategy into action and become THE people partner from assessment through transformation for leading companies including Salesforce, Fidelity, Microsoft, Chevron, Ingredion and others. Expertise includes strategy prototyping for the C-Suite, culture and business transformation services, making strategy personal for everyone, redesigning people expectations for the future, and leadership development for all levels that’s practical, honors the strategy, business model and culture of each client. Jessica earned a degree in International Business from the University of Minnesota-Twin Cities.

Erin Laxson

      Erin Laxson is a senior delivery consultant for Hogan Assessments. She has been responsible for assisting in the growth, delivery, and support of Hogan’s direct selection and development clients. In addition to driving strategic self-awareness among mid- to senior-level leaders through leadership development assessment and talent development programs, she delivers consultant solutions while maintaining and growing relationships with new and existing clients.

During her eight years at CH2M HILL, Erin advanced from her initial position as a consultant of leadership and organizational development to the manager of talent and development in the MENAI (Middle East/North Africa/India) and Asia Pacific regions over. Additionally, she oversaw the successful implementation CH2M HILL’s talent management and development strategy for the 3,000 employees in the MENAI and Asia Pacific regions. 

Erin earned her PhD in Industrial-Organization Psychology from Colorado State University.

Sarah Stawiski, PhD

      Sarah Stawiski, PhD, is the Director of Insights and Impact Services at the Center for Creative Leadership, which supports CCL and the field to increase the impact of leadership development though evidence-based insights, comprehensive evaluation and client-focused research. Since joining CCL in 2009, Sarah has helped a diverse range of clients identify needs, articulate outcomes, and measure the impact of leadership initiatives. Projects include conducting evaluations of a large-scale leadership strategy initiative in the energy sector, a multi-component leadership development program for high potential leaders in a manufacturing company, and a program for women leaders in technical roles. Sarah has published multiple articles in peer reviewed journals, and authored numerous whitepapers on topics including measuring the impact of culture change initiatives, leadership analytics, generational differences in the workplace, shared group cognition, and ethical decision making. She recently coauthored the book Evaluating the Impact of Leadership Development. Sarah has presented her work at the International Leadership Association, American Evaluation Association and the Society for Industrial and Organizational Psychologists conferences. She holds a PhD in social psychology from Loyola University Chicago.

Evan Sinar, Ph.D

      Evan Sinar, Ph.D., is Head of Assessments at BetterUp, where he designs diagnostic whole-person assessments, models, and reporting. These assessments in turn inform insight-rich coaching conversations, personalized learning goals, and optimized routes to achieving enhanced employee productivity and well-being. Before joining BetterUp, Evan was Chief Scientist and Vice President at DDI, where he led the Center for Analytics and Behavioral Research (CABER) and was the lead researcher for DDI’s Global Leadership Forecast and High-Resolution Leadership research programs. Evan received his Ph.D. in Industrial/Organizational Psychology from Bowling Green State University, is a Fellow of SIOP, and currently serves as Financial Officer on SIOP’s Executive Board. He is the lead author on numerous large-scale leadership research projects. Evan is a thought leader and frequent author on topics such as HR analytics, leadership development, generational differences, social media, and pre-employment assessment, and he has authored dozens of professional presentations and publications. He is on the editorial board of the Journal of Applied Psychology, Journal of Business and Psychology, and Personnel Assessments and Decisions. Evan has been recognized as a top worldwide influencer on leading-edge topics such as Leadership Development, HR Analytics, Big Data, and Data Visualization.

Dr. José David

      Dr. José David is Director of the Assessment & Selection Center of Expertise, a part of Merck’s Global Talent Management team. In this role, he is responsible for the execution of the enterprise assessment strategy, including the use of assessments for both employment-related decisions as well as talent development. He has implemented assessments for entry-level, professional, leadership and executive roles in Latin America, Asia Pacific, EMEA, and the US, addressing challenges related to analyzing jobs globally, country and regional norming, and successfully negotiating assessment implementation with unions and works councils, Outside of assessment and selection, he has conducted projects globally in many different areas of the talent space, including leadership development, technical training, talent and succession management, organizational change, and Merck’s first sponsorship program for women. Prior to his current role, he has held positions of increasing responsibility within HR, Learning, and Talent Management, and has worked in non-profit, retail, financial services, and pharma/healthcare organizations. José received his Ph.D. in Industrial/Organizational Psychology from Texas A&M University, and is trained as an executive coach. He has lived and worked in Honduras, the United States, and Puerto Rico.

Charles Handler

      Charles Handler, Ph.D., is the president and founder of Rocket-Hire. For over two decades, Dr. Handler has specialized in talent assessment, continually helping clients to develop effective, legally defensible employee selection systems. Dr. Handler has a passion for technology and has worked extensively in the field of technology based assessments, Dr. Handler applies a practical philosophy to the subject of talent assessment, focusing on combining sound science with innovation and practicality to create online hiring strategies that provide ROI and demonstrate the value of human capital.

Charles Scherbaum

      Dr. Charles A. Scherbaum is a professor of I-O psychology at Baruch College, City University of New York. His research focuses on personnel selection, cognitive ability testing, test validation, and applied psychometrics. Publications of his research have appeared in Personnel Psychology, Organizational Research Methods, and the Journal of Business and Psychology. He is a member of several editorial boards including Journal of Applied Psychology, Organizational Research Methods, International Journal of Selection & Assessment, and Journal of Business and Psychology.  Dr. Scherbaum has been awarded the M. Scott Myers Award and the Adverse Impact Reduction Research Initiative and Action Award from the Society for Industrial and Organizational Psychology as well as the Innovations Award from the International Personnel Assessment Council for his research on cognitive ability tests and test validation. Dr. Scherbaum has consulted with a variety of private and public organizations and worked as an expert and consultant in employment ligation in both the private and public sectors. He is an expert for the U.S. Department of Justice. Dr. Scherbaum earned his PhD in Industrial-Organizational Psychology from Ohio University. 

Suzanne Tsacoumis

      Suzanne Tsacoumis has spent her entire professional career developing high-touch, innovative assessments for high-stakes situations, often in litigious environments. Her journey began in the early ’80s while working at AT&T with arguably the leading scientist-practitioners in the assessment center methodology. Fast-forward to this decade where Suzanne has spearheaded innovative work in the development of valid, rich-media simulations as an alternative approach to live assessment centers, traditional situational judgment tests and other measures of non-cognitive and leadership skills. These engaging assessments incorporate branching technology so that the test-taker progresses through a “day-in-the-life” of the incumbent to measure their competencies as part of a selection, promotion, or self-assessment process. Her chapter Rich-media interactive simulations: Lessons Learned addresses the nuances associated with incorporating technology to create valid “virtual” simulations. She also often consults on a range of policy and implementation issues. In addition to her technical work, Suzanne is President and CEO at HumRRO. Suzanne is a fellow of the Society of Industrial-Organizational Psychology (SIOP) and the American Psychological Association (APA). She earned her Ph.D. from the University of Georgia, specializing in Industrial-Organizational Psychology and her B.A. from Bucknell University.

Tatana Olson

      CDR Olson received her bachelor’s degree in psychology from Virginia Tech in 1998 and her doctorate in industrial and organizational psychology from Purdue University in 2004. She earned her commission in the U.S. Navy in 2004 as an Aerospace Experimental Psychologist and completed post-doctoral training in cognitive neuroscience at George Mason University in 2012.

CDR Olson currently serves as the Deputy Director of the Naval Aerospace Medical Research Laboratory (NAMRL) on Wright-Patterson Air Force Base, Dayton, Ohio. She manages the research activities of a staff of 72 scientists and research support personnel across a broad research portfolio addressing challenges the operational aviation environment presents to aircrew safety, readiness, and performance. Prior to arriving at NAMRL, CDR Olson served as the Operational Psychology Department Head at the Naval Aerospace Medical Institute in Pensacola, Florida overseeing the Navy's Aviation Selection Test Battery (ASTB), the primary tool used to select aviation candidates for the Navy, Marine Corps, and Coast Guard, and was responsible for leading the development of the Department of Defense’s first selection and classification battery for unmanned aircraft system operators. Her work primarily focuses on personnel assessment and selection and the impact of individual differences on human performance in extreme environments.

Matthew Dreyer

      Matt leads the Global Talent and Capability Team supporting Prudential International Insurance. This team is responsible for the identification and development of top talent in over a dozen countries as well as organizational effectiveness, organizational development, change management and inclusion and diversity initiatives for these businesses. Matt has held a variety of Talent roles as both an internal and external consultant. Prior to his current role at Prudential, Matt led the Talent Management team with responsibility for succession management, executive coaching, and assessment. Before joining Prudential, Matt spent ten years working in various centers of expertise at Verizon, including assessment and selection, diversity and inclusion, leadership development, performance management, executive coaching, and succession management. Matt also spent five years with Aon Consulting in the Washington, DC area working with a wide variety of public and private sector clients on projects ranging from assessment design and validation to leadership assessment and development. Matt earned a BA from Colgate University, and completed his graduate studies at the University at Albany. He has presented over 30 times at professional conferences and is passionate about connecting talent management work to business strategy and to helping others achieve their highest potential.

Doug Reynolds

      Doug Reynolds, PhD is Executive Vice President at Development Dimensions International (DDI), where he is responsible for the product development and technology functions. His department develops and implements software-based assessment centers, testing, and learning products for Fortune 500 companies. His consulting work focuses on the deployment of Internet–based tests and behavioral simulations used for executive and leadership evaluation. Doug has also served as an expert witness regarding personnel selection practices, and he has published and presented frequently on topics related to the intersection of I-O psychology and technology. He recently co-edited Next Generation Technology-Enhanced Assessment and the Handbook of Workplace Assessment, and coauthored Online Recruiting and Selection. Dr. Reynolds is a Past President of the Society for Industrial and Organizational Psychology (2012-2013).

John Scott

      John C. Scott is chief operating officer and co-founder of APTMetrics, a global human resource consulting firm that designs sophisticated talent management solutions for corporations and market innovators. Dr. Scott has more than 30 years of experience designing and implementing talent management and assessment systems across a variety of global, high-stakes settings. For the past 25 years he has directed talent management and leadership assessment practice at APTMetrics.

John is co-editor of the award-winning Handbook of Workplace Assessment: Evidence-Based Practices for Selecting and Developing Organizational Talent and is co-editor of the newly published handbook, Next Generation Technology-Enhanced Assessment: Global Perspectives on Occupational and Workplace Testing. He also co-edited The Human Resources Program- Evaluation Handbook and co-authored Evaluating Human Resources Programs: A 6-Phase Approach for Optimizing Performance.

Dr. Scott is a Fellow of both the Society for Industrial and Organizational Psychology (SIOP) and the American Psychological Association (APA). He has served as an APA Council Representative and as SIOP’s senior representative to the United Nations. John is a recipient of SIOP’s Distinguished Service and Humanitarian Awards, has served on the board of the Psychology Coalition at the UN, and is past editor-in-chief of SIOP’s premier journal, Industrial and Organizational Psychology: Perspectives on Science and Practice.

Dean Stamoulis

      Dean Stamoulis provides guidance to boards on CEO selection and succession, the development of CEO candidates and board and C-suite people related dynamics. Dean also leads the firm's Center for Leadership Insight which focuses on sharing fresh observations and solutions about C-suite leadership challenges and opportunities.

Dean has over 20 years of executive assessment and development experience. He co-founded the firm’s global Leadership and Succession business. Prior to joining Russell Reynolds Associates, Dean worked in the Management Development Center at IBM's corporate headquarters. He also authored a book titled Senior Executive Assessment: A Key to Responsible Corporate Governance which discusses distinctive recommendations on how to detect strengths and areas of risk among senior leaders. Dean’s ideas were also included in Ram Charan's recent book, The Attacker's Advantage: Turning Uncertainty into Breakthrough Opportunities.

Dean received his Sc. B. in psychology from Brown University and his M.S. and Ph.D. in industrial and organizational psychology from Virginia Tech.

Dean is a member of the Society for Industrial and Organizational Psychology and the American Psychological Association.

Ben Hawkes

      Ben Hawkes is the Selection Assessment Lead for Shell International, where he oversees the use of assessments, interviews and other selection techniques throughout Shell’s global workforce of 90,000 employees.

Prior to Shell, Ben worked for over a decade at IBM Kenexa in various senior consultancy and product research and development roles.

He is also Co-Founder and CCO of Blackhawke Behaviour Science, a UK- and US-based company that builds online tools to enhance the decision-making capabilities of venture capitalists and other investors in start-up businesses.

With 20 years’ experience in talent analytics and psychological testing throughout Europe, the US, and Asia Pacific, he regularly presents and writes about emerging assessment techniques including AI, machine learning and game-based assessment. Ben is the author of numerous articles and chapters on the use of technology to assess and predict workplace behaviour.

Harold Goldstein

      Dr. Harold W. Goldstein is a professor of industrial and organizational psychology at Baruch College, City University of New York. He is a recognized expert in the management of human capital with over twenty-five years of independent consulting experience. Dr. Goldstein’s primary areas of expertise are in personnel selection, strategic competency modeling, managerial assessment, and leadership development. His research interests largely focus on how to develop valid selection systems that reduce adverse impact. His research has been published in top journals and books of the field including Personnel Psychology, Journal of Applied Psychology, and Journal of Business and Psychology. He also served as the lead editor of the Handbook of the Psychology of Recruitment, Selection, and Employee Retention. Dr. Goldstein was one of the winners of the M. Scott Myers Award from the Society for Industrial and Organizational Psychology as well as the Innovation Award from the International Personnel Assessment Council for his research in personnel selection. Dr. Goldstein earned his PhD in Industrial and Organizational Psychology form the University of Maryland, College Park.

Christina Norris-Watts

      Christina Norris-Watts is the Head of Selection Assessment and Competencies at Johnson & Johnson. In this role she’s responsible for defining and leading the enterprise-wide selection assessment strategy, She works with J&J’s Talent Acquisition organization and identify talent assessment solutions that will further improve quality of hire, efficiency of process, and user experience for the approximately 1.2 million applications that come through J&J every year.  She is also responsible for overseeing the strategy and guidance for J&J’s enterprise-wide leadership and functional competency models.

Christina has over fifteen years of experience in talent assessment and talent management. She previously worked at Two Sigma Investments where she was Vice President, Talent Architect.  In this role, she led the design and implementation of their performance management process and was also accountable for job analysis & architecture as well as various OD initiatives.  Prior to Two Sigma, Christina was Senior Manager, Selection Specialist for Macquarie Group with responsibility for selection assessments, competency modeling, and organizational analytics. She began her career as a consultant with APT Metrics focusing on litigation support, job analysis, competency modeling, and test validation. 
Name       Bio

Dr. Robert E. Gibby


Dr. Robert E. Gibby is the Chief Talent Scientist for IBM, headquartered in Armonk, New York.  In this role, he leads a team of experts focused on creating AI, gaming, assessment, interview and analytics solutions that provide personalized insights and augmented intelligence to candidates, recruiters, interviewers and managers – helping them to make better hiring decisions.  As a Talent Scientist, he has developed skill and expertise in the areas of HR technology, talent management, job analysis/skills frameworks, people analytics, engagement, and HR system design. In addition, he has responsibility for developing and managing relationships with external partners in industry and academia to define best practice and bring in new insights.   Robert completed his PhD in Industrial-Organizational Psychology from Bowling Green State University in 2004.  For his work in assessments, Robert has received multiple industry awards, including the 2013 (inaugural) SHRM/SIOP HRM Impact Award and HR Executive Magazine’s Best Ideas for 2009 – HR Technology.  Outside IBM, Robert has served as a board member guiding I-O program and curriculum development and taught several undergraduate and graduate courses.  He is a Fellow of the Society for Industrial-Organizational Psychology and actively contributes to the field through board/council memberships, publications, and conferences/speaking engagements.

Faisal Ahmed

      Faisal Ahmed is the CTO and Co-founder of Knockri, and a leader in AI and Algorithmic Fairness. As CTO, he drives Knockri's entire product vision and leads a team of software developers, product managers & machine learning engineers to develop AI algorithms that quantify soft skill attributes such as Growth Mindset & Empathy from video. In addition to managing the team, Faisal works on building the core architecture of Knockri's AI algorithms. His areas of expertise are in Computer Vision, Deep Learning, Multi-Modal analysis & Algorithmic Fairness. Faisal completed his Master’s in Information from the University of Toronto in 2015 and works closely with Toronto's prestigious Vector Institute - Established by Geoffrey Hinton.

Matthew Neale

      Matthew Neale is the Chief Psychology Officer for Revelian, a developer of on-line game-based assessments for recruitment. Matthew provides leadership for a team of psychologists, engineers and other professionals in the design, development and validation of engaging game-based psychometric assessments that provide insight into candidate abilities such as cognitive ability, problem solving ability and emotional intelligence. Matthew has worked in talent acquisition, HR, and assessment R&D. Matthew is a regular contributor to international conferences on psychology, talent assessment and selection. He holds a Masters in Organisational Psychology as well as a PhD in Management. Matthew is the Chair of the College of Organisational Psychologists in his home state of Queensland, Australia, and plays a significant role in promoting the profession of Organisational Psychology


Ann Marie Ryan

      Ann Marie Ryan is a professor of organizational psychology at Michigan State University.  Her major research interests involve improving the quality and fairness of employee selection methods, and topics related to diversity and justice in the workplace.   In addition to publishing extensively in these areas, she regularly consults with organizations on improving assessment processes and fairness of workplace practices. Dr. Ryan  is a past president of the Society of Industrial and Organizational Psychology, past editor of the journal Personnel Psychology,  former associate editor of American Psychologist and currently serves on the editorial boards of a number of journals.  In 2011 she received the Distinguished University Professor Award from MSU.  In 2013 she received SIOP’s Distinguished Teaching Contributions Award as well as the Academy of Management’s Sage Award for Outstanding Scholarly Contributions to the Study of Diversity. In 2018 she received the Raymond D. Fowler Award from APA in recognition of outstanding mentoring.  She is a fellow SIOP, the American Psychological Society, and the American Psychological Association (Divisions 5 & 14).  Her expertise has led to her service on numerous technical advisory boards, National Academy of Science committees, and other roles related to assessment and selection.

Dr. Anthony S. Boyce

      Dr. Anthony S. Boyce is a principal research scientist at Amazon.  In this role, he helps set and execute global pre-hire talent assessment strategy to support the continued growth of Amazon’s 650K+ employee workforce.  Previously, Tony was a partner in Aon’s Assessment Solutions practice where he directed a team of PhD's, data scientists, and other colleagues to develop assessment and leadership strategies, tools, and points-of-view that help organizations identify, develop, and retain top talent. He has been the recipient of several industry awards for his collaborative research innovations in the assessment space and has published several book chapters and journal articles on related topics. Tony received his Ph.D. in Industrial-Organizational Psychology from Michigan State University.


Nancy Tippins

      Nancy Tippins is a Principal of the Nancy T. Tippins Group, LLC, where she brings more than 30 years of experience to the company.  She manages teams that develop talent acquisition strategies related to work force planning, sourcing, acquisition, selection, competency identification, succession planning, and employee and leadership development.  Dr. Tippins also conducts executive assessments and coaching and provides expert support in litigation.  Active in professional affairs, Dr. Tippins has a long-standing involvement with the Society for Industrial and Organizational Psychology where she served as President (2000-2001).  In addition, she served on the Ad Hoc Committee on the Revision of the Principles for the Validation and Use of Personnel Selection Procedures (1999) and co-chaired the committee for the 2018 revision of the Principles.  She served as one of the U.S. representatives on the ISO 9000 committee to establish international testing standards.

She also served on the Joint Committee to revise the Standards for Educational and Psychological Tests (2014).  Dr. Tippins has authored numerous articles on tests and assessments.  

Recently, she co-authored Designing and Implementing Global Selection Systems, co-edited the Handbook of Employee Selection, and another edited volume, Technology Enhanced Assessments.  She has served as the associate editor for the Scientist-Practitioner Forum of Personnel Psychology and editor of SIOP’s Professional Practice Series.  She is currently on the editorial boards of the Journal of Applied Psychology, Personnel Psychology, Industrial and Organizational Psychology:  

Perspectives on Science and Practice, Journal of Psychology and Business, Personnel Assessment and Decisions, and the International Journal of Selection and Assessment.  Dr. Tippins received her MS and PhD in Industrial and Organizational Psychology from the Georgia Institute of Technology.  She is a fellow of SIOP (Division 14 of the American Psychological Association - APA), Division 5 (APA), the American Psychological Association (APA), and the American Psychological Society (APS) and is an active participant in several private industry research groups.

Dr. Frederick L. Oswald

      Dr. Frederick L. Oswald (Professor, Rice University; PhD, University of Minnesota, 1999) has substantive and analytic expertise centered around the areas of personnel selection, college admissions, military selection and classification, and school-to-work transitions. Methodologically, he publishes research in the areas of meta-analysis, adverse impact, measure development, psychometrics, and big data, . Currently, Fred is a Senior Associate Editor of Journal of Management, and an Associate Editor of Psychological Methods, and Advances in Methods and Practice in Psychological Science. He is the past President of the Society for Industrial and Organizational Psychology (SIOP, 2017-2018), a Fellow of APA (Div. 5, 8, 14), and APS, and a member of the National Academies Board of Human Systems Integration (BOHSI). For more information, see workforce.rice.edu.

Dr. S. Morton McPhail

      Dr. S. Morton McPhail practiced Industrial/Organizational Psychology for more than 35 years before retiring in 2013. He received his BA in Psychology from Trinity University in San Antonio and masters and doctoral degrees in I-O from Colorado State University. Dr. McPhail co-founded the consulting firm of Jeanneret & Associates and after several mergers became a Senior Vice President with Valtera and subsequently with CEB until his retirement. During his career, he consulted with clients on a wide variety of issues, including development and validation of selection systems in both private and public sector organizations and served as an expert in litigation. Dr. McPhail is a Fellow of the Society for Industrial and Organizational Psychology, served as its Secretary-Financial Officer from 2009-2011 and as President (2016-2017). He has published and presented on numerous topics, including editing a book in SIOP’s Professional Practice Series on validation strategies. He is adjunct faculty for the University of Houston and Rice University and serves on the editorial boards of SIOP’s Professional Practice book series and the journal Industrial and Organizational Psychology: Perspectives on Science and Practice.