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On October 25th, bowmo, Inc.’s Chief Marketing Officer, Adrienne A. Wallace and UI/UX Designer, Christina Grillo lectured to nearly 70 pre-junior to senior undergraduates at Drexel University. The students are all taking Advertising & Integrated Marketing Communications in the LeBow College of Business, taught by Dr. YanLiu Huang (Professor of Marketing and Advertising).

The lecture focused on the evolution of HR Technology with Adrienne who is an Alumna of Drexel starting with the mid to late 1990s up to today and what types of communication strategies and marketing tools companies used to accompany recruitment advertising and candidate application systems.

Christina Grillo

Christina Grillo

July 7, 2017

At bowmo we are all about people to our very core. From the life changing features of our software, to evolving the functionality and efficiencies of the Human Capital Industry, to celebrating our own employees -- it is a bowmo value to elevate the people around us and promote their success in their centers of excellence. To expand this mindset, every month one bowmo’ite will take the spotlight on our company page and social platforms. Get to know bowmo because we want to get to know you.

1. What is your professional background?

I majored in American Studies with concentration in Media and Mass Culture at Wesleyan. I secured my I worked on a film project called “ Finding Your Roots with Henry Louis - Gates “- The Graphics Producer was out and we needed to get some work already on a tight deadline done. I was the only other person on the team that understood and could use Photoshop and so I stepped in and worked on fulfilling the needs of the project. I quickly figured that I wanted to focus on a Film and Media management program, so I took design classes, UI/ UX and related courses and decided to become a professional at this thing that intrigued me so much. I secured my Masters in Spring 2017 at the New School here in NYC.


I am originally from Iowa and graduated from Southern Illinois and Boston University. I was on active duty for 6 years in the U.S. Air Force, 5 of which I was stationed overseas. I worked in software development for companies like Dun & Bradstreet, Deutsche Bank, U.S. Department of Justice, SRA International, Inc., AT&T, HBO and others. I was also the Manager of Sales/Recruitment groups at an IT recruitment firm, FDM Group. I taught Computer Science part time at the college level for four years at George Mason University. I’ve been the Chief Technology Officer at bowmo since its inception.

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Here is a bold statement: Diversity is not something that is needed because it already exists. All we must do is accept that and use our eyes wherever we can to acknowledge that people are different. Bias is what hinders the fulfilment of more diverse workforces across industries. It is also what often contributes to a lack of diversity as well as inefficient and risky recruiting and hiring practices. Whether that bias is conscious or unconscious, the drive to recruit candidates with unique thoughts, histories and perspectives to contribute is limited by the immediate view of certain data that recruiters see on a resume before the most pertinent data that gives qualifying skills. For example, we can make absolute assumptions about a candidate with the name “Frank Huang” and one with the name “Lakeisha Williams.” Gender and race are easily assumed here. When it comes to certain roles, you will then have assumptions about who might best fit based on trends. This is especially true in the Tech industry, many American companies and business teams. Diversity and hiring without bias is a hot topic in the Human Capital space.


I have an educational background with a top American engineering school and an Ivy League University. Society does not expect to see someone that looks like me on the campuses much less in those classrooms. Nevertheless, I did that.

Several years ago, I had a White co-worker tell me that my voice on the phone and my knowledge base made him assume that I was much older and also White; so, he was shocked when he met me. He was also quite dumb because ... I mean, use LinkedIn! I told him never assume anything about someone's race based on the sound of their voice. I was already clued into the assumptions and bias that people have and offended that intelligence and articulation are deemed " White" traits.


Intelligent. Self-Improving. Limitless

These three words come to mind when I think of what I value most from the tech industry, and most importantly, what I value most in myself as a woman.

Tech is where we engage, where we learn, where we grow, where we create – Tech is where and how we connect. With the functionality of this industry comes great responsibility, for success in this field is attributed to products and networks that grant universal access, productivity, and routine social dependence.


In this edition of the #bowmobold Women’s History Month Blog Series, we feature four fearless bowmo Women – Katya Sapozhinina, Sellers Webb, Lynn Dean and Christina Grillo. These women deliver effective and crucial contributions to the advancement across all divisions of the bowmo Sales, Product, Marketing and Technology Teams.

About The #bowmobold Women’s History Month Blog Series: At bowmo, Inc. we are as much about our people as we are about our product. With that mantra at our core, it comes as no surprise that conversations this March — Women’s History Month, have been about the bold and audacious women that make up much of the bowmo Team. There’s a lot to be said about the value and need for Women in Tech, and the bowmo Women, in particular, break the mold and help evolve both Technology and Human Capital industries. During this Women’s History Month, we celebrate the bowmo Women with a blog series that shares their voices and the core values and experiences of being a woman in Tech.

Eddie Aizman

Eddie Aizman

December 30, 2016


When a job seeker is asked “Which recruiters are you working with right now?,” there’s typically a look of confusion that follows. To job seekers, recruiters are often seen as faceless gatekeepers that will either be responsible for getting them paid, or for putting them back into the unemployment line. And to employers, recruiters are often seen only as robots responsible for bringing them candidates, to sometimes mixed success. There’s very little in the way of communication between most recruiters and most job seekers, and often even less between the recruiter and the hiring company.

But there’s a better way to satisfy both sides. By leveraging what recruiters do best, connecting with people, all parties involved can reap the benefits. Here are three great reasons why staffing and recruiting agencies should be marketing their recruiters, not just their services.


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