After a career in contract and executive staffing, technology, and corporate HR, Andrew Gadomski opens Aspen.
A core group of employees keep Aspen innovating, developing, and executing solutions for our clients. They are involved on all projects and work with our Experts 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. 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.
In 2019, Andrew received a Master of Science degree in Business Analytics. Apart from developing proprietary algorithms, Andrew is certified 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.
In 2020, Aspen Analytics partnered with the Academy to Innovate HR to offer the first online certificate program in People Analytics. This certificate program is SHRA accredited. The program teaches HR professionals how to use data to drive better, fact-based, people-decisions that ultimately benefit both the organization and its employees.
Andrew has co-authored many publications including the first American standard for hiring in order to track costs and return on investment consistently (ANSI Cost Per Hire Standard). He is a regular contributor to the Wall Street Journal, recruiting technology pod casts and speaking engagements.
Andrew is currently consulting as the Operations Analyst for the Office of Human Capital as part of the Atlas Prime CHOPs project for the Cybersecurity and Infrastructure Security Agency, within the Department of Homeland Security.
Andrew is married. They have a daughter and live happily in New Jersey, close to the shore.
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 Employee 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 is recently married. They have 2 dogs, a Great Dane and a Pitt mix. They Live happily in Pennsylvania.
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.
Annebeth Heller was an intern at Aspen during the summer of 2020. She has agreed to stay on at Aspen to help with special projects.
Annebeth attends the College of Charleston, working towards a Bachelor of Arts. She is a certified yoga instructor.
Annebeth lives in South Carolina.
Clients ask us to monitor team performance, fix broken processes, or seek out problems. Not exactly work where logos are posted. Here are “masked” client examples and wins from our 15 year history.
We believe in full transparency about our work, our compensation, and relationships with other companies in HR technology and services.
Aspen is unique in the analyst space as our analyses use data and business analysis, documented scientific methods, and fully disclosure within all presented materials. The combination 1) those science bound methods, 2) our documented 10 plus years in the HR analysis space, and 3) science and math based academic credentials, our formalized analysis or reporting can be admitted into courts of law as evidence.
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 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 discovery and initial investigation is done, 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 be altered, 3) is full of error, or 4) requires significant proxy (data substitution).
Aspen produces 3 specific services that uses these methods. All are designed to be admissible into eligible courts evidence. Each are reviewed and co-authored by our Managing Director or another analyst who is has academic credentials and expertise that can certify the findings. The findings of Aspen Analytics that are commissioned are submitted without bias, collusion, or 3rd party influence. We are aware that our work can be submitted as evidence to a municipal, state, or federal court in the United States, courts of the United Kingdom, or courts of Australia 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.
- Analyses. Investigations of an employer’s HR or recruiting processes as detailed in the specific service. Analyses are commissioned by an employer directly. Analyses are not available to service / technology providers in the HR space. These are listed in Solutions.
- Audits. Produced by Aspen are investigations of a supplier’s performance that is or was in a services contract with said employer. Audits are commissioned by an employer directly, or a service / technology provider can retain Aspen as an independent auditor. This is a bespoke service.
- Supplier Reports. Investigations of the data analytics, data storage, security, encryption, AI, blockchain, and IT capabilities of a technology potentially used by an employer to support one or more HR processes. They are conducted by Aspen at its own expense. Reports are released without drafting or approval by the Supplier to Aspen’s client base and other interested parties, with certified copies sent to the Supplier.
Events or Summits, produced by an employer and closed to public
Aspen speaks about people analytics, innovation in recruiting, the future of work, and workforce strategy at an agreed upon day rate at retaining employers. Billing for travel time is usually prorated and all travel expenses are reimbursed. Aspen discloses during those meetings information about trends, technology, and vendors in space while maintaining its signed NDAs. Examples include an all hands leadership meeting at an employer headquarters where invitees are only employees and Aspen moderates discussion and learning, a learning workshop for executives held at a university, and a private event solely or co-produced by Aspen held at a public venue.
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
When we speak in person at any such conference on the agenda, we have a direct financial relationship with that organization. We are being paid for our expenses to travel to the venue, are being compensated our full day rates each day that we are in attendance OR receive a percentage of fees associated with attendance. In lieu of payments or expenses, Aspen will request an honorarium be made to Make a Wish of Illinois in our name. If the conference is virtual, Aspen has donated its time to the event, and is not receiving any compensation associated with the event.
HR Technology and HR Service Provider Meetings in association with a live event
If we attend a conference and are NOT on the speaking agenda, we typically have scheduled meetings with technology providers as part of our regular Insights gathering. Aspen will stay off the conference venue, hold private meetings, and in all cases sign NDAs with the vendors prior to meetings.
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. 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 it uses to produce solutions, its various analyses, and its research programs. Examples would include R Studio, Excel, Tableau, 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.
Vendor Purchased Analytics Development and/or Outsourcing
A long standing revenue stream for Aspen is selectively contracting with HR technology or outsourcing providers to create analytics or perform analyses for the vendor’s client base of large scale employers. These projects are internal to the vendor, and typically the vendor administers the deployment and continued advancement of the work after the project is completed. Aspen Analytics has a long standing reputation of NOT listing these relationships publicly. As of September 2019, Aspen Analytics has exited this revenue stream completely to preserve its status as a trusted advisor to the US government and also provide unbiased and objective advice to its private sector clients related to HR technology and services. At this time, our Managing Director does serve on the board of advisors for a small startup in the HR technology space in a volunteer capacity.
Subcontracting with HR Technology Software or Outsourcing Services as part of Data Analysis
We selectively refer certain technology solutions or outsourcing services (Provider) as part of the improvement path for our private sector Clients. These Clients have already entrusted Aspen with their data analysis, and we are in a position to monitor the installation and improvement of a technology or service provider uniquely. To expedite the pilot of the technology or service with a Provider, Aspen may subcontract to a Provider under its master agreement with a Client to expedite a prototype or pilot. Licensing or service fees are billed by Aspen, with Aspen adding 18% of the billed Provider rate to cover operating costs during the pilot. Clients may elect to purchase directly with the Provider, and Aspen earns a Referral Fee equal to $35,000 or 8% for the first 18 months of contracted fees.
Aspen as a Subcontractor to Primary Contractors
Selectively, Aspen engages in long term retained subject matter expertise by a Primary Contractor in the service of the US federal government OR a large scale private sector employer. In all instances, Aspen has a standing long term hourly rate as a subject matter expert for those projects, and all projects require no less than 2080 hours of work. Multi-year projects are common. Aspen serves as a subcontractor to the Primary, and licenses its intellectual property to the downstream client during the course of the contract. Any public notice of the relationship is controlled by the Primary.