There Is Value In Diversity And This Company Is Diving Into The Movement | Christina Greenberg

We recently hosted a conversation between Christina Greenberg, Co-Founder of Edgility Consulting, and Chris Guest, Lean Startup Co. Advisor, about how Christina recruited to build a diverse and inclusive organization and how you can do the same.
In the conversation, they discuss:
- The founding story of Edgility Consulting and why they decided to focus on helping youth-serving nonprofits and education organizations find, hire, and keep talent.
- How they examined their own recruiting methods and what they could do to create an environment where all different kinds of people would want to work for them.
- Specific plans and strategies you can implement to recruit for a diverse and inclusive staff.
And much, much more…
Christina Greenberg is an expert in pivoting outside her comfort zone. The co-founder of Edgility Consulting has branched out, business-wise, multiple times in service of a larger vision. In her case, that vision involves supporting a diverse and inclusive industry standard. Her Oakland-based firm helps youth-serving nonprofits and education organizations find, hire, and keep talent.
Before co-founding Edgility, Greenberg worked in fundraising, policy, and nonprofit management. But she tapped into her true passion when she started recruiting in the education sector, “making that magical connection” to place someone where they’d have the most impact. She spent four years working for a program that mentored and trained aspiring principals for low income communities in the Bay Area. After taking a maternity break, Greenberg returned to the workforce as a consultant. She found enough clients needed her unique expertise in education to launch a business, Redwood Circle Consulting. Five and a half years in, it was time to expand. Greenberg and a business partner, Edgility co-founder Allison Wyatt, launched their firm from opposite coasts.
They weren’t sure what the company’s full scope would look like from the start, says Greenberg, but they established guiding principles. They wanted to build upon their shared talents in the recruiting space. They wanted to focus on organizations for “underserved youth and families—low income families, families of color, and students that were struggling for one reason or another in the school systems that we have today.” And finally, they wanted a lean business with little overhead, zero drama, and high expectations for what they could accomplish.
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