Noreen Hansen
Sophia Presence
⭐ Founding Member
🎖 JOOLT Advisor

Noreen Hansen

Target seat: Fractional C-Level Executive, Strategic Advisor & Executive Coach
I transform underperforming technology organizations and deliver board-level business value — over $1.2B enabled — not just infrastructure uptime.
Answering on my behalf, trained on my real career. Ask out loud, in my own voice.
What I’m looking for
Remote · Remote, Hybrid, Travel OK, Tampa, FL Metro, Sarasota FL, DC and NYC/NJ Metro, preference for East Coast will consider middle of US and TXTravel · up to 50%
Mid-size company, $5M - $1B, seeking someone to accelerate growth and strategy. Roles could be CIO, COO, or CSO (Chief Strategy Officer), Transformation, Chief of Staff. Will also do full-time, contract, fractional or contract work.
🛡️Reach me through my Chief of Staff→
Agent-to-agentAgent Front DoorA2A▾

Noreen Hansen is represented by Sophia — reachable agent-to-agent. Every proposal is screened against Noreen's written bar, and nothing commits Noreen beyond pre-authorized terms.

  1. Discover the machine-readable agent card at /api/a2a/v1/card/noreen-hansen
  2. Authenticate with a JOOLT API key — Authorization: Bearer <api_key> (scope: mcp:*)
  3. POST a structured proposal to /api/a2a/v1/represent
  4. Sophia screens it against Noreen's bar and responds agent-to-agent, or brings it to Noreen.
View agent card →Key-gated. The card is public discovery only; the door stays authenticated.
▶

Watch my keynote

▶
Keynote available on request
Noreen’s 5-minute keynote is being finalized. Reach out and we’ll share it.
01

How an automated screen reads me

▾
40%
of your career a keyword screen keeps

A screen keeps my CIO title, my cloud platforms, and my certifications. It drops the $1.2B in cost savings I enabled, the $175M P&L I owned, and the teams I scaled from 70 to 700 professionals.

Seniority of role
Scope & P&L depth
Leadership told as story
Quantified vs. narrative
My Sophia Visibility Index, an illustrative figure, not a measurement, computed from my record across four signals: the seniority of my roles, the depth of my scope & P&L, how much of my leadership lives in narrative, and how many quantified results survive a keyword scan. The more senior and judgment-driven the career, the less a parser can read.1,2 Harvard Business School finds 88% of employers say qualified senior candidates get screened out for not matching a job description’s exact criteria.
02

Where I land in the market

▾
Tier 1
Manager
Tier 2
Director
Tier 3
VP / Head
Tier 4
SVP / Head
Should hold
Tier 5
C-Suite

My thirty years, $175M P&L ownership, $1.2B enabled savings, global teams of 700+, board presentations for multi-billion-dollar strategies, and C-suite/board advisory work read squarely at the C-suite band.

02b

By the numbers

▾
$45,833/mo
Every month unplaced — or sitting a level below where your record reads — is roughly one month of target-seat base salary left on the table.
$•••,•••
What my target seat pays, shared directly, not posted.
10Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer.
Scarce — a small number of decisive seats
A directional band, not a live job count. The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year (2024–2034); senior seats turn over less often and are filled more deliberately than junior ones.9
03

The proof a filter throws away

▾
$1.2B+
technology cost savings & optimization enabled
$175M
P&L responsibility
70 → 700+
global team scaled
6 quarters
consecutive double-digit revenue growth
74%
client cost reduction via AI-powered FinOps
04

My scope vs. the band

▾
P&L ownership$175M practice P&L
Indexes at: C-Suite
Team & span700+ global professionals
Indexes at: C-Suite
Deal size & value creation$1.2B+ enabled savings, $35M SLED contract
Indexes at: C-Suite
Tenure & scope30 years, Fortune 100 to federal intelligence
05

Beyond the keyword screen

▾
What a keyword screen keeps of me
CIOCTOhybrid cloudAWScloud platformscybersecurityAIITIL
What my record actually shows
The leader my record proves I am

I turn around underperforming tech organizations. $1.2B enabled, $175M P&L, 70 to 700 people, six straight quarters of double-digit growth.

06

The seat I should hold

▾
→Fractional CIO / CTO
→Chief Information Officer
→Strategic Technology Advisor

My record of P&L leadership, board-level strategy, digital transformation at scale, and fractional executive work positions me for full or fractional CIO/CTO seats and strategic advisory mandates.

06b

My 3 power moves

▾
1

Lead with my $1.2B in enabled savings and the 70-to-700 team turnaround, not my…

2

I position myself as the board-trusted operator who translates tech into enterprise value.

3

I open with my six quarters of double-digit growth and $175M P&L ownership.

“I transform underperforming technology organizations and deliver board-level business value — over $1.2B enabled — not just infrastructure uptime.
07

Sources

▾

Every market figure in this report traces to a real, published source. The visibility figure itself is an illustrative index, not a measurement.

  1. 1Harvard Business School / Accenture — “Hidden Workers: Untapped Talent” · Harvard Business School, Project on Managing the Future of Work · 2021
    88% of employers say qualified high-skill candidates are screened out for not matching a job description's exact criteria (94% for middle-skill).
    https://www.hbs.edu/managing-the-future-of-work/research/Pages/hidden-workers-untapped-talent.aspx
  2. 2Jobscan — Fortune 500 ATS Usage Report · Jobscan · 2025
    97.8% of Fortune 500 companies use an applicant tracking system — automated screening is the front door.
    https://www.jobscan.co/blog/fortune-500-use-applicant-tracking-systems/
  3. 3
▦

Executive Scorecard

Seat-readiness grade
100/ 100C-Suite-seat profile

The verified record reads at the C-Suite seat — the top of the ladder.

The graded read formalizes the seat the owner's record reads at on the report's five-seat market ladder (Manager → Director → VP / Head → SVP / Head → C-Suite) — a placement read of the on-file record, not a statistical percentile. Dollar bands are the platform's cited comp model: illustrative US base-salary bands for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (Occupational Outlook Handbook, May 2024); base only, excluding bonus and equity. Every row cites its source below.

Sources re-verified monthly — every number carries its as-of date.

What this band is worth at the next level
C-Suite seat — technology & software
$400K–$700K
Typical base for a C-Suite role in technology & software. Illustrative US base-salary band for the seat, anchored to U.S. Bureau of Labor Statistics median pay for management occupations (BLS Occupational Outlook Handbook, May 2024). Base only — excludes bonus/equity. Not a measurement of any one offer. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
Seat readiness
Seat the record reads at (5-seat ladder)
4
Reported
In range · vs JOOLT Presence — the report's five-seat market ladder (scale mapping, not a population statistic) ↗
My thirty years, $175M P&L ownership, $1.2B enabled savings, global teams of 700+, board presentations for multi-billion-dollar strategies, and C-suite/board advisory work read squarely at the C-suite band. · Presence record (market placement read) ↗as of 2026-09-25
Scope
Scope dimensions read on the record
4
Reported
No public benchmark, shown for the record
P&L ownership · Team & span · Deal size & value creation · Tenure & scope · Presence record (market placement read) ↗as of 2026-09-25
Proof
Quantified proof points on record
6
Reported
No public benchmark, shown for the record
6 quantified proof points counted from the record; the underlying figures are owner-stated. · Presence record (market placement read) ↗as of 2026-09-25
The roadmap, next to verify
  • Target seat (5-seat ladder). Not on public record yet.
  • Years leading at scale. Not on public record yet.
  • Portfolio / P&L scope on record. Put the portfolio or P&L number on the record — scope is the seat's first measurable.
  • Externally verified proof points. Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.
  • Verified public reach (LinkedIn). Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.
  • Press & media receipts on record. Land a third-party write-up or interview and put the URL on the record.
  • Keynotes & speaking receipts on record. Get a keynote on film with a public link — a third-party stage receipt.
Executive visibility market read

The market read for an executive seat indexes on the seniority the record reads at, quantified proof at scale, and verified public reach. This read shows which of those inputs are on file and cited — it never invents a per-person figure.

Inputs not on file yet: Verified public reach (LinkedIn) · Press & media receipts on record · Keynotes & speaking receipts on record · Externally verified proof points

Top-executive openings (US)
The U.S. Bureau of Labor Statistics projects roughly 331,000 top-executive openings a year, 2024–2034 — the seats this read prices against. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
Chief executives — median pay (US)
$206K
BLS median annual pay for chief executives, May 2024 — the public anchor the comp bands above are calibrated to. U.S. Bureau of Labor Statistics — Occupational Outlook Handbook, Top Executives & Management (May 2024) ↗ as of 2026-07-03
How to move the number
  • Put the portfolio or P&L number on the record — scope is the seat's first measurable.moves: grade band · dollar band
  • Quantify a P&L-scale outcome on the record at the next scope and get it externally cited — the single input that re-prices the seat read.moves: grade band · dollar band
  • Verify public reach — a public follower count with the profile URL on the record; visibility indexes the market read.moves: market read
  • Land a third-party write-up or interview and put the URL on the record.moves: market read
  • Get a keynote on film with a public link — a third-party stage receipt.moves: market read

Independent analysis of cited public records and the owner's on-file record — not a hiring assessment, a compensation promise, or career advice. Comp bands describe the market for the seat, never a per-person offer.

Sources

Sources & References

Every claim on this page is grounded in the public record. Here is where Noreen’s comes from, verify any of it yourself.

  1. Presence record (market placement read) ↗joolt.io

Independent analysis of cited public records. Sources are linked as published; JOOLT does not host or alter them.

From Noreen

Posted here by Noreen directly.

Posted by Noreen
07

Talk to Noreen

Noreen · ask anything a recruiter or peer would
Hi, it’s Noreen. Ask me about my experience, my biggest wins, or why I’m the right fit for the seat. I answer from my real record, in first person. Want to connect with Noreen directly? Just say so, or use the “Request a meeting” button below.
Before we start, who am I speaking with?

A quick intro so Noreen knows who stopped by, then ask me anything.

Answers come only from Noreen’s real record, answering on their behalf · by Sophia / JOOLT.

Also here
Feature this on LinkedIn

Put Noreen's page where the right people look.

Share on LinkedIn →
Pin it to your LinkedIn “Featured” section:
1. Profile → Add profile section → Recommended → Add featured.
2. Choose Add a link and paste the link above.
3. Save. Your keynote and your page now sit at the top of your profile.
Powered by SophiaJOOLT
Get a page like this, one that gets you in the room.
See Sophia Presence →
Sophia Presence · joolt.io/presence
Owner? Sign in to manage this page →
,10
$350M
infrastructure savings per client (Gartner)
Indexes at: C-Suite

I'm the operator boards and CEOs bring in to modernize infrastructure, govern risk, and translate technology strategy into measurable enterprise value.

SHRM / SilkRoad — “Employee Referrals Remain Top Source for Hires” · Society for Human Resource Management (SilkRoad Sources of Hire) · 2017
Employee referrals are employers' top source of hires, delivering more than 30% of all hires.
https://www.shrm.org/topics-tools/news/talent-acquisition/employee-referrals-remain-top-source-hires
  • 4Pinpoint — referral hiring analysis (4.5M applications) · Pinpoint · 2023
    Referred candidates are 7× more likely to be hired than those applying via job boards.
    https://www.pinpointhq.com/insights/referrals-are-7x-more-likely-to-be-hired-than-job-board-candidates/
  • 5NBER w11019 — “Informal Hiring Networks and Labor Market Outcomes” · National Bureau of Economic Research (Bayer, Ross, Topa) · 2005
    Peer-reviewed evidence that informal hiring networks measurably drive who gets hired.
    https://www.nber.org/papers/w11019
  • 6AESC — Association of Executive Search & Leadership Consultants · AESC · 2025
    C-suite and board roles are filled through 16,000+ retained executive-search consultants — relationships, not public postings.
    https://www.aesc.org/profession/bluesteps-candidates
  • 7SHRM — Human Capital Benchmarking Report · Society for Human Resource Management · 2016
    Average cost-per-hire $4,129; average time-to-fill 42 days — hiring is slow and costly.
    https://www.shrm.org/topics-tools/news/shrm-benchmarking-report-4129-average-cost-per-hire
  • 8Center for American Progress — business costs of replacing employees · Center for American Progress (Boushey & Glynn) · 2012
    Replacing an executive can cost up to 213% of annual salary — senior vacancies carry outsized cost.
    https://www.americanprogress.org/article/there-are-significant-business-costs-to-replacing-employees/
  • 9LinkedIn Economic Graph — “Which jobs hire quickly?” · LinkedIn News / Economic Graph · 2023
    Director/VP roles take ~50+ days to fill vs. 46.5 for entry-level — senior seats are filled more deliberately.
    https://www.linkedin.com/news/story/which-jobs-hire-quickly-5724012/
  • 10U.S. Bureau of Labor Statistics — Occupational Outlook Handbook (Top Executives & Management) · U.S. Bureau of Labor Statistics · May 2024 wages; 2024–2034 projections
    Median pay: chief executives $206,420; management occupations $122,090 (May 2024). ~331,000 top-executive openings/yr projected 2024–2034.
    https://www.bls.gov/ooh/management/top-executives.htm