I find the root cause. Then I build what works.
I connect strategy, operations and communications to measurable business results.
Multimillion-dollar process savings at Ford Motor Credit. Approximately $865K in first-year revenue personally built from zero at BCI. HVAC placement improved from 36% to 86% at Southern Technical College.
I find what is getting in the way, build the solution and lead the work through execution.
Tampa Bay. Open to full-time Director, Senior Director, VP and executive opportunities.
Results
Executive operations case studies: the business challenge, the work I led and the result measured.
BCI: revenue and commercial operations · STC: placement and service operations · Everest: student retention
Personally built first-year revenue from $0 to $865K.
I won customers, negotiated national agreements and paired integrated marketing with media partnerships. I developed and led five remote national executives and managed an approximately $750K marketing budget with P&L accountability. I implemented software, reporting processes and operational audits, and directed website content, client service and marketing communications.
Business challenge: Build an advertising-agency revenue stream from a zero-revenue starting point, without an inherited book of business, while developing a distributed team.
Strategy and execution: I identified client business needs, developed integrated advertising strategies, originated customer relationships and negotiated agreements. Training, software implementation, reporting and audits connected the commercial plan with daily execution.
Measured result: Approximately $865,000 in first-year revenue personally generated. The approximately $750,000 marketing budget is a separate measure, managed with P&L accountability.
Evidence context: Historical media relationships, proposals and partner materials are distinct from verified paying-client evidence.
Review selected source records →Helped build a 50-person reentry operation.
At Everest University Online, I helped build and lead approximately 50 representatives. Our internal student attrition measure fell from 45% to below 10% in eight months.
Business challenge: Improve student persistence while building the staffing, workflows and reporting for a reentry operation.
Strategy and execution: I helped build and lead approximately 50 representatives, establishing coaching, training, outreach and performance reporting. I managed escalated student concerns and coordinated across admissions, academics, financial aid and student services to resolve barriers and strengthen follow-through.
Measured result: The internal student attrition measure declined from approximately 45% to below 10% over eight months. This describes student attrition, not employee turnover or an externally reported institution-wide rate.
Review selected source records →Connected employer partnerships to workforce performance.
I led Brandon career services operations and coordinated initiatives across eight Southern Technical College campuses. I connected employer partnerships, externships, staff development and student-service procedures with performance reporting. Internal tracking showed HVAC placement rising from 36% to 86% and Medical Assistant placement at 95% in 2025.
I led staff, departmental and cross-campus director meetings, created newsletters and distributed weekly placement updates. Software implementation, project reporting, recurring audits and communications across Facebook, Instagram, LinkedIn and TikTok supported execution. Internal program measures differ from published ACCSC cohort outcomes in reporting periods and denominators.
Business challenge: Improve employment placement while connecting student preparation, employer access, service procedures and consistent follow-up.
Strategy and execution: I developed student-service procedures and repeatable workflows around employer engagement, externships and career readiness. Staff training, cross-campus communications, weekly placement reporting and recurring audits helped identify gaps and coordinate action. Approximately 16 career fairs annually connected employer recruitment with student preparation, event logistics and follow-up.
Measured result: Internally tracked HVAC placement improved from 36% to 86%, a 50-percentage-point increase. My direct leadership was based at Brandon, with training and initiative coordination across eight campuses.
See the employer network →Redesigned customer communications at Ford Motor Credit.
I designed and implemented procedures for collections, replevin and repossession notices, including customer consent for electronic communications. The work generated multimillion-dollar savings in paper, printing and postage and earned my Lean Six Sigma Master Black Belt certification in 2005.
Resolved complex claims and customer issues.
I managed property and automobile insurance claims, customer escalations, carrier coordination, total-loss matters and subrogation within regulated insurance procedures.
Connect business decisions with service delivery.
As Founder and CEO of Abundance of Sunshine LLC, formed in October 2026, I direct business operations, customer communications, estimates, pricing, vendor relationships, financial decisions and marketing. I maintain website content and coordinate operations and service delivery with my cofounder. The LLC milestone builds on the earlier Abundance of Sunshine business history.
Selected work
Business building and workforce operations first. Then the assessments built to test what comes next.
A career fair shouldn’t start the morning employers walk through the door.
I built the system around the event so students and employers arrived ready to actually hire.
See what changed →The frog was not the strategy. Being remembered was.
I made the pricing, marketing and operating calls, managed four contractors and kept the business moving through a hurricane-driven pivot.
See how we built it →Why are we making the patient figure out how we’re organized?
I mapped a simpler path from the patient’s question to the right help, without asking AI to make medical decisions.
See the strategy →Growing is one problem. Surviving the growth is another.
I looked at where growth could come from and what was most likely to get in its way.
See what I found →Before we spend the money, can we prove this actually works?
I separated what we knew from what we were assuming before recommending whether to move forward.
See the analysis →What Employer Ghosting Reveals About Leadership
By Krista Sunshine Stalcup. A leadership perspective on communication, accountability, and trust in the hiring process.
Read the original article on LinkedIn →The Talent Shortage Nobody Thought to Audit
By Krista Sunshine Stalcup. An operational look at how hiring filters can screen out qualified applicants, and why leaders should audit the process before declaring a talent shortage.
Read the original article on LinkedIn →
Is the Job Market Becoming a Data-Harvesting Operation?
I went looking for a job. I kept coming back to another question: who else gets the information applicants hand over?
Read the full article on LinkedIn →Want the receipts?
Selected source records for the work, with context where reporting periods and measures differ.
If three departments are involved and no one owns it, we should talk.
I’m open to full-time Director, Senior Director, VP and executive roles in operations, business transformation, strategic partnerships, customer experience, communications and organizational performance.