Executive Director, Talent Systems Governance

The Wildfire Group Risk Advisory Firm

I Help Organizations Govern AI-Mediated Hiring Decisions Before They Become a Problem.

I work with leadership, legal, and compliance teams to audit how hiring systems actually behave, then design talent systems governance so automated and AI-assisted decisions are defensible, accountable, and compliant.
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AI is already making hiring decisions. Most organizations don’t know where the risk is.

The Wildfire Group, is a Hiring Strategy & AI Talent Systems Risk Advisory firm that redesigns and audits high-volume workforce decision-making architecture, hiring and leadership systems under conditions of scale, automation, and scrutiny, using applied organizational psychology and AI governance before failures become lawsuits, bias scandals, or bad executive calls.

I advise organizations and advocate publicly for guardrails on AI-mediated decision-making.

Our Multidisciplinary Approach
The Wildfire Group is a specialized advisory practice focused on AI hiring systems risk, compliance, and operational maturity.

Our team includes:
Legal & Compliance
Employment counsel with expertise in algorithmic discrimination, EEOC enforcement, and vendor liability frameworks
Technical & Security
Cybersecurity engineers who audit AI systems architecture, data handling, API security, and model transparency
Talent Acquisition & HR Operations
TA/HR process and compliance experts who have built and scaled hiring systems at Fortune 500 companies and hypergrowth startups
Contingent Workforce Strategy
Advisors specializing in contractor classification, workforce planning, and compliance in blended talent models
Human Systems & Organizational Psychology
Practitioners trained in decision science, behavioral economics, and the human factors that determine whether AI integration succeeds or fails

AI hiring systems create risk at the intersection of:
-Legal exposure (discrimination, disparate impact, vendor liability)
-Technical vulnerability (data security, model bias, system failures)
-Operational breakdown (process gaps, authority confusion, quality collapse)
-Workforce complexity (FTE vs. contingent, global compliance, classification risk)

Most firms send one consultant. We send the team that can see the whole system.

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You can't build transformation-ready organizations without understanding how humans actually transform.

I don’t just theorize transformation.

I’ve lived it, built it, and guided others through it—at organizational scale and individual depth.

As featured on

Guest Appearance on Brainfood Live Podcast with Hung Lee

“Keri sees human capability before the résumé does. She helped us make better hiring decisions than any ATS or algorithm ever did.” “Working with her reframed how I think about identity and leadership — it unlocked an entirely new direction in my career.”

Real human outcomes.

Real change.

My Work Spans Four Arenas

1. Risk & Governance

Founder, Wildfire Group Risk Advisory
Auditing AI-mediated hiring systems, tracing decision authority, and designing governance for defensible hiring practices.

Risk Advisory →

2. Advisory & Board Work

Independent advisory and board roles where organizations need judgment on AI risk, hiring systems, governance, and institutional accountability.

3. Writing & Speaking

Essays, talks, and media appearances on AI, work, power, and accountability, focused on the real-world consequences of system design.

Writing & Speaking →

4. Policy & Public Work

Applied policy analysis and civic work focused on labor, automated decision systems, and democratic accountability.

How This Connects

Wildfire Group is the operational expression of my work.
Writing, speaking, advisory, and policy engagement are how I influence upstream decisions about how systems are designed, governed, and deployed.

All of it centers on the same question:

Who is accountable when decisions are automated, and what does responsible oversight actually look like?

Why Organizations Engage Me

Organizations come to me when:

Hiring decisions are increasingly automated, but governance hasn’t caught up
Legal, compliance, and HR teams need a shared understanding of risk
Leadership wants clarity before regulatory, reputational, or litigation exposure
There’s a need for independent judgment rather than vendor-driven solutions

I don’t sell software.
I don’t optimize for speed alone.
I focus on defensibility, accountability, and long-term trust.

About Keri

I’m the Executive Director of Wildfire Group Risk Advisory Firm and a Talent Systems Governance Advisor, who specializes in the design and auditing of high-volume workforce architecture, focused on AI-mediated decision systems, hiring governance, and institutional accountability.

My background spans talent systems, organizational psychology, and operations, with a practical emphasis on how automation reshapes responsibility at scale.

In addition to client work, I serve in advisory and board roles, write and speak publicly, and contribute to policy and civic conversations around labor and automated decision-making.

For organizations
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For media, speaking, or advisory inquiries
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