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With a career starting in engineering and continuous improvement, I bring shop floor…
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615 followers
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Jillana Carter reposted thisJillana Carter reposted thisHi everyone! I’m seeking a new role and would appreciate your support. If you hear of any opportunities or just want to catch up, please send me a message or comment below. I’d love to reconnect. #OpenToWork About me & what I’m looking for: 💼 I’m looking for Industrial Designer, Art Director, Brand Design and Marketing Roles, as well as Advertising Public and Relations Specialist roles. I chose to pursue a career in Industrial Design because it is the perfect intersection between art/design and business that allows me to exercise my passion for creating things, lead with my creative problem solving skills, and market the solutions I develop to users and stakeholders. Industrial design is very versatile, hence the breadth of roles I am interested in pursuing. 🌎 I’m looking for roles in Boston and New York City, but am open to other locations in the United States and Europe. ⭐ I’ve worked at U.S. Army CCDC Soldier Center as an Industrial Designer for the past 5 years, starting as an intern in 2019 before moving into a full-time roll in 2021. Please see my resume for more details on my experience and skills.
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Jillana Carter shared thisJillana Carter shared thisGreat opportunity to join a growing company!
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Jillana Carter shared thisHere’s your opportunity to join a growing company with a culture that embraces the ideas and capabilities of its employees! You will be welcomed by all, challenged to be the best, and rewarded for your success while collaborating with a great team!
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Jillana Carter shared thisCome be part of a great and growing organization! We have an awesome team waiting to welcome you!
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Jillana Carter shared thisJillana Carter shared thisIt’s so easy to be judgmental. This will make you think twice.... 👊🏻🎯
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Jillana Carter liked thisJillana Carter liked this10 ways to spot a high performer 🔥 What else would you add? Join other high performers here: https://lnkd.in/dT6GVaZc
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Jillana Carter liked thisJillana Carter liked thisStop using your forecasting software as an inventory shield. When sales or marketing says, "We need $500k of extra inventory just in case demand spikes," what usually happens? Someone manually overrides the forecast, artificially inflating the numbers to force the supply chain to build more. Here is why that's a silent killer for your operations: It breaks the software. When you manually override a forecast with "just-in-case" numbers, you strip the algorithm of its ability to learn. The system can't react, it can't improve, and you permanently damage its baseline accuracy. You are essentially paying for advanced software just to paint over it with a sharpie. Stop confusing a forecasting decision with an inventory decision. Instead, try this framework for your next S&OP cycle: Step 1: Keep the forecast pure. Lock in the most realistic, data-driven "best estimate" forecast you can generate. No fluff, no fear-based padding. Step 2: Make a conscious inventory decision. If leadership wants a buffer for upside potential, explicitly decide to carry $X amount of strategic buffer stock. Step 3: Put a price tag on it. Quantify the decision. "We are holding an extra $200k in inventory to cover this specific risk, and the carrying cost/scrap risk is $Y if it doesn't sell." Bringing this hidden cost into the light does two things: - It forces everyone to look at the actual monetary risk, which usually drives cleaner analysis into more efficient ways to cover the upside. - It makes your post-mortem incredibly clear. When the dust settles, you aren't stuck untangling a deliberately "bad" forecast; you're just evaluating a strategic business bet. Forecast for reality. Plan inventory for risk. Keep them separate. #SupplyChain #InventoryManagement #Forecasting #DemandPlanning #S&OP
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Jillana Carter liked thisJillana Carter liked thisHappy Father’s Day from our team (and their tiny artists) 💚
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Jillana Carter reacted on thisJillana Carter reacted on thisFrom road miles to stocked aisles . . . Ottawa and Gatineau are ready for spring and summer with shelves full of Stella & Chewy's goodness. A huge thank you to Canada for the continued support and love for what we do best at Stella & Chewy’s - providing best-in-class nutrition for our furry family members everywhere 🐾🇨🇦❤️💜
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Jillana Carter reacted on thisJillana Carter reacted on thisHe doesn't have a degree. He’s leading a $70M operation and has been for years He has full P&L ownership, a track record of steady growth, and (most importantly) the absolute respect of every person on the shop floor. He doesn't just manage the plant, he understands how the floor really works. Halfway through our call, this operations leader paused. "I don't have a degree," he said. "I know that can be a hurdle." He’s right. It can be a hurdle for a lot of different companies, and HR never lets him by. But man, what a waste of talent. This is a guy who worked his way up from the floor. He knows how the machines work, how the supply chain breaks, and how the financials actually tie to the production schedule. He can talk EBITDA with the board and true nuts & bolts with maintenance. He’s proven his worth at every single step of the ladder. This is a great candidate. No ifs, ands, or buts. At the end of the day, we have to ask ourselves: Does our list of requirements actually help us reach our goal as a company? If you are eliminating a candidate who has successfully managed tens of millions of dollars just because they don't have a piece of paper from twenty years ago, you aren't being "rigorous." You’re being blind. A degree is a great foundation, but it’s not the only way to build a leader. Sometimes the requirements on the Job Description need a tougher look than the candidates do. Are you hiring for the pedigree, or are you hiring for the person who can actually run the business?
Experience
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Education
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Purdue University
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Activities and Societies: VP Communications for Institute of Industrial Engineers, Director of Communications for Society of Business Engineers, Women in Engineering
Earned degree while working
Licenses & Certifications
Courses
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Differential Equations
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Electricity and Optics
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Engineering Economics
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Manufacturing Materials and Processes
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Mechanics of Materials
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Operations Research
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Principles of Accounting
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Probability and Statistics
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Thermodynamics
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Work Analysis and Design
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Chris Groden
“Be curious, not judgmental.” — Ted Lasso If Rupert had paused to ask, “Have you played darts before?” he might’ve never lost. Bias works the same way. We filter resumes through quick filters like: “Not a cultural fit” → Instead of “Tell me more.” “Too experienced” → Instead of “What value do they bring?” “Too new” → Instead of “Could they grow into more?” These lines sound neutral—but often mask assumptions. Now imagine if instead of judging, we simply asked: What’s their story? What experiences shaped them? What unaware strengths might surprise us? Just like Ted, hiring with curiosity flips the script. It uncovers candidates who aren’t just capable—they’re precisely what you didn’t realize you needed. And yes—the experienced hire who’s been through it all? They’re not a risk; they’re precision. Let the work (and the potential) speak—don’t guess at limitations. “Share one hiring bias you’ve unlearned (or caught yourself in)”? #BeCuriousNotJudgmental #HiringWisdom #TalentStrategy #Leadership #BiasInHiring https://lnkd.in/gaRPHqVj
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Lucy Parnell
You can’t fix a broken operation by stacking more people into it. I’ve seen manufacturing floors overloaded with headcount but still missing schedules, chasing shortages, and relying on daily “firefighting” just to survive. That’s not a capacity issue that’s a hiring and alignment issue. Before adding more people, ask: Do we have the right people in the right roles? Because one strong hire can change an operation…while five wrong ones can bury it. #Manufacturing #Operations #LeanManufacturing #SupplyChain #Leadership #WorkforcePlanning #ContinuousImprovement
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