Aspen Founded
After a career in contract and executive staffing, technology, and corporate HR, Andrew Gadomski opens Aspen.
A core group of employees and experts keep Aspen innovating, developing, and executing solutions for our clients. They are involved on all projects and work to deliver solutions to our confidential client base.
Andrew Gadomski is a data scientist specializing in Human Resources workforce analysis, talent acquisition and human capital management. Andrew founded Aspen in 2006 after a successful career in corporate recruiting.
More about Andrew
Andrew Gadomski is a data scientist specializing in Human Resources workforce analysis, talent acquisition and human capital management. As well, Andrew is a subject matter expert on Human Resources technology. He is a pioneer in the use of big data as a means for measuring the efficacy of HR practices in large corporations. His research is used to measure compliance, diversity and gender parity, branding and sourcing effectiveness, candidate experience and more.
In 2006 Andrew founded Aspen Search Advisors LLC after many successful years in corporate recruiting. Aspen specializes in human capital consultancy using big data and business process design. Aspen markets to the corporate HR, human resource outsource providers and HR technology to improve efficiency and increase productivity. Aspen maintains a strong commitment to social and global responsibility and assists companies to do the same. In 2018, the company name changed to Aspen Analytics, solidifying its’ place as the preeminent source for work on HR data analytics.
In 2008 Andrew joined the New York University faculty as an adjunct professor. Andrew focused lectures on the use of technology in human capital asset management. He also facilitated panels and workshops to undergraduate and graduate students on career planning, and how to effectively navigate the world of hiring and recruiting.
Andrew has co-authored many publications including the first American standard for hiring in order to track costs and return on investment consistently, which was escalated to the ISO Cost Per Hire Standard (ISO/TS 30407:2017) which is also part of the ISO standard for Human Resource Management – Guidelines for internal and external human capital reporting (ISO/TS 30414:2018). He is a regular contributor to the Wall Street Journal, recruiting technology podcasts, and speaking engagements globally.
He also serves as an instructor for the Academy to Innovate HR (AIHR) which has a vast array of courses related to human capital and data analytics. Andrew’s curriculum is part of the Talent Acquisition Certification program, which is SHRA accredited. The certification teaches HR professionals how to use data to drive better, fact-based, people-decisions related to recruitment.
In 2019, Andrew became an Operations Research Senior Analyst for the Office of Human Capital for the Cybersecurity and Infrastructure Security Agency (CISA), within the Department of Homeland Security under a federal contract. In September 2022, he became a full-time cleared employee of the US federal government within CISA, working in Workforce Planning analyzing recruitment, talent intelligence, and equity/diversity/inclusion/accessibility. It is a very unique position as the US cyber workforce grows, and Andrew serves on inter-agency committees regarding people analytics, demographics, diversity, and human capital.
Andrew received a Master of Science degree in Business Analytics from the Stern School of the Business at New York University and his undergraduate degrees are from the Smeal School of Business at The Pennsylvania State University. Apart from developing proprietary algorithms, Andrew is credentialed to execute certified audits on artificial intelligence and automation use related to employment and practices compliance related to employment governed by various local, state, federal, and international laws. Andrew’s credentials enable him to provide expert testimony and depositions on bias, discrimination and illegal practices in recruiting and employment through the analysis of data related to the subject.
Andrew is married. He and his wife have a daughter and live happily in New Jersey, close to the shore.
Andrew Gadomski is a data scientist specializing in Human Resources workforce analysis, talent acquisition and human capital management. As well, Andrew is a subject matter expert on Human Resources technology. He is a pioneer in the use of big data as a means for measuring the efficacy of HR practices in large corporations. His research is used to measure compliance, diversity and gender parity, branding and sourcing effectiveness, candidate experience and more.
In 2006 Andrew founded Aspen Search Advisors LLC after many successful years in corporate recruiting. Aspen specializes in human capital consultancy using big data and business process design. Aspen markets to the corporate HR, human resource outsource providers and HR technology to improve efficiency and increase productivity. Aspen maintains a strong commitment to social and global responsibility and assists companies to do the same. In 2018, the company name changed to Aspen Analytics, solidifying its’ place as the preeminent source for work on HR data analytics.
In 2008 Andrew joined the New York University faculty as an adjunct professor. Andrew focused lectures on the use of technology in human capital asset management. He also facilitated panels and workshops to undergraduate and graduate students on career planning, and how to effectively navigate the world of hiring and recruiting.
Andrew has co-authored many publications including the first American standard for hiring in order to track costs and return on investment consistently, which was escalated to the ISO Cost Per Hire Standard (ISO/TS 30407:2017) which is also part of the ISO standard for Human Resource Management – Guidelines for internal and external human capital reporting (ISO/TS 30414:2018). He is a regular contributor to the Wall Street Journal, recruiting technology podcasts, and speaking engagements globally.
He also serves as an instructor for the Academy to Innovate HR (AIHR) which has a vast array of courses related to human capital and data analytics. Andrew’s curriculum is part of the Talent Acquisition Certification program, which is SHRA accredited. The certification teaches HR professionals how to use data to drive better, fact-based, people-decisions related to recruitment.
In 2019, Andrew became an Operations Research Senior Analyst for the Office of Human Capital for the Cybersecurity and Infrastructure Security Agency (CISA), within the Department of Homeland Security under a federal contract. In September 2022, he became a full-time cleared employee of the US federal government within CISA, working in Workforce Planning analyzing recruitment, talent intelligence, and equity/diversity/inclusion/accessibility. It is a very unique position as the US cyber workforce grows, and Andrew serves on inter-agency committees regarding people analytics, demographics, diversity, and human capital.
Andrew received a Master of Science degree in Business Analytics from the Stern School of the Business at New York University and his undergraduate degrees are from the Smeal School of Business at The Pennsylvania State University. Apart from developing proprietary algorithms, Andrew is credentialed to execute certified audits on artificial intelligence and automation use related to employment and practices compliance related to employment governed by various local, state, federal, and international laws. Andrew’s credentials enable him to provide expert testimony and depositions on bias, discrimination and illegal practices in recruiting and employment through the analysis of data related to the subject.
Andrew is married. He and his wife have a daughter and live happily in New Jersey, close to the shore.
Brittany Goren joined Aspen in 2014. Brittany works directly with Aspen clients, acting as project lead and ensuring every client has an excellent experience.
More about Brittany
Brittany Goren joined Aspen in 2014. Fueled by a desire to empower positive change in the workforce and not wanting a traditional career path, her mentor suggested a meeting with Andrew Gadomski, founder of Aspen Analytics, to discuss her goals. A general discussion turned into a job offer and Brittany has been with Aspen ever since.
In 2016, Brittany graduated with a Masters in HR Employment Relations from Penn State University. Brittany continues to work on employee engagement and workplace satisfaction with the aim of improving the candidate experience and employee condition.
Brittany works directly with Aspen clients, acting as project lead and ensuring every client has an excellent experience.
Brittany spends as much time hiking as she can with her dog. She lives happily in Maryland.
Brittany Goren joined Aspen in 2014. Fueled by a desire to empower positive change in the workforce and not wanting a traditional career path, her mentor suggested a meeting with Andrew Gadomski, founder of Aspen Analytics, to discuss her goals. A general discussion turned into a job offer and Brittany has been with Aspen ever since.
In 2016, Brittany graduated with a Masters in HR Employment Relations from Penn State University. Brittany continues to work on employee engagement and workplace satisfaction with the aim of improving the candidate experience and employee condition.
Brittany works directly with Aspen clients, acting as project lead and ensuring every client has an excellent experience.
Brittany spends as much time hiking as she can with her dog. She lives happily in Maryland.
Bruce Heslop joined Aspen in 2018. He is an experienced sales and marketing professional. Bruce handles customer relations, sales and daily operations.
More about Bruce
Bruce Heslop and Andrew Gadomski worked together in the late 90s. They worked on several interesting projects that challenged their abilities as young business professionals. They developed a strong bond, appreciating each others’ ethics and priorities. Throughout their careers, they have stayed connected and maintained a close friendship.
Bruce has always been a people person. Gregarious by nature, sales seemed to choose him rather than the other way around. His first professional job was selling Honda vehicles. His mentor was a visionary in the use of data to improve sales efficiency. Bruce was taught that professional sales success was achieved through constant improvement, proper goal setting and analysis ok KPIs. Data was used to point out inconsistencies in procedure. In his first full year he was awarded the title of “Master Representative” for outstanding results.
Bruce has a fascination with production, whether it’s a physical product, a creative effort or an intangible idea. This passion has led to a successful career as a manufacturing representative. From early on he used his understanding of measuring sales success to measure improved manufacturing processes using new technologies in the markets he served. He is adept at managing customer relations and expectations, value chains and projects.
In 2017, Bruce was looking for a change. He wanted to spend more time with family and less time on the road. He started consulting with small manufacturing companies on how to improve sales effectiveness where employees had cross functional responsibilities. He taught owners and managers how to analyze their results and zero in on what tactics where effective, thereby freeing up time for other responsibilities.
In 2018, Bruce called Andrew. Luckily for both, Aspen Analytics was expanding rapidly, and as they say, the rest is history.
Bruce is married. They have a son and live happily in North Carolina.
Bruce Heslop and Andrew Gadomski worked together in the late 90s. They worked on several interesting projects that challenged their abilities as young business professionals. They developed a strong bond, appreciating each others’ ethics and priorities. Throughout their careers, they have stayed connected and maintained a close friendship.
Bruce has always been a people person. Gregarious by nature, sales seemed to choose him rather than the other way around. His first professional job was selling Honda vehicles. His mentor was a visionary in the use of data to improve sales efficiency. Bruce was taught that professional sales success was achieved through constant improvement, proper goal setting and analysis ok KPIs. Data was used to point out inconsistencies in procedure. In his first full year he was awarded the title of “Master Representative” for outstanding results.
Bruce has a fascination with production, whether it’s a physical product, a creative effort or an intangible idea. This passion has led to a successful career as a manufacturing representative. From early on he used his understanding of measuring sales success to measure improved manufacturing processes using new technologies in the markets he served. He is adept at managing customer relations and expectations, value chains and projects.
In 2017, Bruce was looking for a change. He wanted to spend more time with family and less time on the road. He started consulting with small manufacturing companies on how to improve sales effectiveness where employees had cross functional responsibilities. He taught owners and managers how to analyze their results and zero in on what tactics where effective, thereby freeing up time for other responsibilities.
In 2018, Bruce called Andrew. Luckily for both, Aspen Analytics was expanding rapidly, and as they say, the rest is history.
Bruce is married. They have a son and live happily in North Carolina.
Harmony joined Aspen in 2022. She is an experienced digital records curator and documentarian. Harmony handles documentation, data curation, and audit preparation.
More about Harmony
Harmony Heslop joined Aspen in 2022 as the Digital Curator. She has a background in Art Registration and Curation working with private, government, and nonprofit arts organizations. Harmony is bringing her decades of experience to this new role to manage and curator Aspen’s Intellectual Property.
Harmony graduated from the University of the South with a degree in Art History. She went on to receive a graduate certificate in Museum Collections Management and Care from the George Washington University.
From 1992-1996 Harmony worked in Washington, DC for the International Sculpture Center as the Advertising and Production Coordinator for Sculpture Magazine. She then moved to the Deputy Director’s Office at the National Gallery of Art. Following her time at the NGA she moved into a position as Photo Archivist for the White House Historical Association. One main project she completed was to transfer thousands of 35mm slides to a digital database.
Leaving DC in 2006 she took a position as the Curator/Registrar for a private art collection in Spartanburg, SC. She continued her work as a consulting registrar until 2017 when she joined Holy Angels as the founding Director of their nonprofit art gallery. Holy Angels is a progressive nonprofit residential facility for specials needs people providing a home and work opportunities for the residents. The gallery uses art as a means of reducing barriers between the residents and the community by featuring local professional artists alongside the resident artists. She was hired to get this project off the ground.
Harmony is married. They have a son and live in North Carolina.
Harmony Heslop joined Aspen in 2022 as the Digital Curator. She has a background in Art Registration and Curation working with private, government, and nonprofit arts organizations. Harmony is bringing her decades of experience to this new role to manage and curator Aspen’s Intellectual Property.
Harmony graduated from the University of the South with a degree in Art History. She went on to receive a graduate certificate in Museum Collections Management and Care from the George Washington University.
From 1992-1996 Harmony worked in Washington, DC for the International Sculpture Center as the Advertising and Production Coordinator for Sculpture Magazine. She then moved to the Deputy Director’s Office at the National Gallery of Art. Following her time at the NGA she moved into a position as Photo Archivist for the White House Historical Association. One main project she completed was to transfer thousands of 35mm slides to a digital database.
Leaving DC in 2006 she took a position as the Curator/Registrar for a private art collection in Spartanburg, SC. She continued her work as a consulting registrar until 2017 when she joined Holy Angels as the founding Director of their nonprofit art gallery. Holy Angels is a progressive nonprofit residential facility for specials needs people providing a home and work opportunities for the residents. The gallery uses art as a means of reducing barriers between the residents and the community by featuring local professional artists alongside the resident artists. She was hired to get this project off the ground.
Harmony is married. They have a son and live in North Carolina.
Clients ask us to monitor team performance, fix broken processes, correct bad behaviors, or seek out issues before they become real problems. Not exactly work where posting logos is appropriately. We always keep clients confidential. Here are some “masked” client examples and wins.
After a career in contract and executive staffing, technology, and corporate HR, Andrew Gadomski opens Aspen.
Removed the need for agencies and aggressive marketing by installing a talent pipeline program controlled by the lead finance directors and CFO
Dramatically improved recruiting by installing regional leadership teams and increasing training of regional hiring managers
Removed the need for agencies and aggressive marketing by installing a talent pipeline program controlled by the lead finance directors and CFO
Enabled regional recruiting significantly by centralizing leadership and installing new recruiting operating model
Designed assessment tool that produces job specific questioning for interviews to enhance hiring manager satisfaction and effectiveness
Institutionalized first American standard for hiring in order to track costs and return on investment consistently (ANSI Cost Per Hire Standard)
Aligned all operations and administration and significantly reduced errors in hiring for 75,000 hires over 4 years by installing central training tools and interactive technologies for recruiters
Increased diversity hiring, reduced time to fill, and enhanced relationship with HR and hiring teams across US.
Product release tracking and visualizing recruiting metrics for any high-volume staffing team.
The intellectual property platform was named the “most innovative recruitment technology” and won the coveted iTalent competition produced by HROToday.
Merged financial and HR data to real time tracking for increase savings in personnel and resources for 70,000 hires annually
Designed methodology that increases click through apply rates by more than 25%
Redesigned recruiting team model, resulting in doubling recruiting team while staying cost neutral for all US
12 methods to improve CX based on data scientifically proven
Setup talent acquisition department for large highway and road construction company
Successful implementation of business intelligence platform for over 100 recruiters and sourcers hiring over 5000 hires a year in the US
Setup tools, techniques, and data monitoring for all talent acquisition for a 1000 person organization in business over 125 years. Led executive search needs for all directors of the business, and hired 15 exempt managers and leaders within the year.
Working on the client’s machines and firewall, blended data across different ATS and CRM solutions to create data visualization platforms in Tableau.
Provided optimization of recruitment through training, designing of internal dashboards for merging ATS and website data, and creation of interview assessments based on competencies needed for complex electronic and aviation technology.
Working on the client’s machines and firewall, created comprehensive dashboards and visualizations to analyze the impact of branding campaigns and their effectiveness in recruiting STEM, diverse, and specialized talent at Fortune 100 multinational manufacturing conglomerate.
Working on the client’s machines and firewall, created comprehensive dashboards and visualizations to analyze employee mobility, retention, immigration, relocation, and transfer / movement.
Working on the client’s machines and firewall, design and train comprehensive talent analytics dashboards and digests scalable for global rollout within Workday.
We believe in full transparency about our work, our compensation, and relationships with other companies in HR technology and services.
As auditors, its important to have 100% transparency to all the actions and methods we used for our customers and within the marketplaces.
Aspen is unique in the analyst and audit space as combine data and business analysis, documented scientific methods, and are granted full transparency and access to client data. The combination of 1) science bound methods, 2) our documented 10 plus years in the HR analysis space, and 3) science and math based academic credentials means that our audits and analyses can be admitted into courts of law as evidence, and Aspen can be called for fact testimony.
This is an unusually high standard for the HR space. As such, we are please to provide clarity and transparency in how we work, how we are compensated, and our relationships within the HR technology and supplier ecosystem.
When we perform an audit or analysis, a scientific method of investigation for that specific topic is designed and outlined. That method is executed with parity and fairness to the subjects analyzed. If the analysis is capability oriented (e.g. Aspen is analyzing a HR technology or outsourcing supplier for data security and compliance), we use the same methods to analyze that subject as we would another subject for another client.
Once a diagnostic is performed, primary inputs are gathered for descriptive analytics to validate that the data provided by the subject is 1) worthy of analysis and 2) has not been altered, 3) has evidence of repetitive data errors, or 4) requires significant proxy (data substitution).
Aspen produces 3 specific services that uses these methods, listed under our AUDITS page. All are designed to be admissible into eligible courts evidence. Each is reviewed and co-authored by our Auditor General who has academic credentials and expertise that can certify the findings. The findings are submitted without bias, collusion, or 3rd party influence. The work can be submitted as part of an evidence procedure, so Aspen maintains a very strict code of parity and transparency to avoid any falsification, perjury offense, or fraud.
User Conferences, produced by an outsourcing or technology supplier
Aspen does not speak at or attend these conferences in person or virtually. We perform analysis work on the value, features and grade the impact of such systems, as such we are not permitted to attend or participate as it may create bias in our evaluations or worse be interpreted as advocating the brand or validating the integrity of the system’s data, security, compliance, or performance. Examples would include Hiring Success by SmartRecruiters, Oracle OpenWorld, and IBM Think.
Industry Conferences, produced by a media company
Aspen has a long-standing history of attending and also speaking at HR / Recruitment conferences. In order to maintain its status as an unbiased auditor, members of the team may attend these events for education and awareness purposes, but the Auditor General does not attend. Aspen no longer speaks at these events to avoid any public perception of its client base or their internal activities.
HR Technology and HR Service Provider Meetings in association with a live event
Aspen no longer attends such events to maintain fidelity to its auditing processes.
Vendor Demonstration Attendance and Presentation
Aspen frequently attends demonstrations with providers on their technology. We ask a few questions and listen more than we talk. Attendees are sales personnel from the vendor and Aspen analysts. Senior technical, development, or executive personnel from the vendor may attend but it is not required. These sessions are aligned to investigating the use of the vendor’s services for a client, or to evaluate if the vendor wants to execute Aspen’s services for themselves. Aspen does NOT charge the vendor a fee for Aspen to attend these sessions, and Aspen does not compensate the vendor to participate.
Demonstrating a Third Party’s Product or Service
Aspen will demonstrate software products back to its clients that it uses to produce audits. Examples would include R Studio, Excel, Tableau, Visier, and Power BI. However, Aspen does not demonstrate the HR technology software or outsourcing services of other providers (e.g., Aspen will not perform a demonstration to a client of an applicant tracking system that they have not already purchased).
Referrals from HR Technology Software or Outsourcing Services
We do have Clients that are HR Technology or Outsourcing Services providers. They are authorized to disclose we are their Auditor of Record. These Clients are not authorized to “resell” our auditing services, akin to Sarbanes-Oxley regulations. However, these Clients may refer their own customers to Aspen for direct engagement, and Aspen will take those requests immediately. Aspen will present the same pricing model to all prospective Clients regardless of this referral, as there is no discounting available to maintain parity of the auditing services.