“From the very first moment that I met Michelle, she made me feel like we were long lost friends. She is probably one of the most genuine people that I've ever met during my time here at TEKsystems and I feel privileged to call her not only my colleague, but my friend. Over the past years that I've been here, I would say Michelle has been one of, if not THE, biggest champions of diversity and inclusion for our company. Personally, her passion for a greater diverse and inclusive environment from a leadership perspective is one of the main reasons that I was able to achieve the position of Director with TEK. Due to her consistent focus on making TEK a leader in this arena, we have come a long way in a short time to make strides in this department. We still have some way to go, but I feel confident we will get there will Michelle leading the way.”
About
Michelle Webb is currently an Executive Director at TEKsystems. As part of the Employee…
Experience
-
-
-
-
-
-
-
-
-
-
-
-
-
-
-
Volunteer Experience
Publications
-
The Top 50 Women Leaders of Maryland for 2023
Women We Admire
See publicationWomen We Admire is pleased to announce The Top 50 Women Leaders of Maryland for 2023. Michelle Webb is honored to be named as number 16.
-
15 Female Leaders Share Career Advice
Way Up
See publication15 TEKsystems women contribute their thoughts on what helped them make progress and thrive.
-
Women in Leadership Symposium 2021
Populus Group
See publicationWhat an honor to work with others across Allegis Group to engage with some phenomenal women! The feedback was exciting!
-
How To Build Your Personal Brand
www.teksystems.com
See publicationA step by step guide to developing your personal brand to better support your personal and professional goals
-
Leading with empathy, cultivating resiliency
TEKsystems
See publicationMany of us are feeling fear, anxiety and a loss of normalcy during this pandemic. At a time with so much uncertainty, it’s critical to create an empathetic and safe space to help your employees cope. In this article, I share how leaders can lean into connection, adopt a growth mindset and overcome adversity.
-
TEKsystems Executives Recognized for Extending Strong, Gender-Diverse Leadership Roles in the Organization
Business Wire
See publicationMichelle Webb Honored with Women in Leadership Executive Impact Award; Melanie Staley Highlighted in SIA’s “Global Power 100”
-
Lean In Story
Lean In
See publication“Now I have the incredible opportunity to tell my story, to make a difference, and live my passion. And I couldn't feel more up to the challenge.”
-
Get the Most Out of Your IT Staff
Nashville Business Journal
See publicationTo retain top IT performers, fair compensation and benefits are minimum requirements. Alone, they rarely keep employees satisfied for long. To build an effective retention strategy, employers should consistently evaluate and bolster their value to employees relative to others competing for the same talent.
Honors & Awards
-
Executive Impact Award- Advancement of Women
Linkage
Executive leaders that demonstrated a deep commitment to advancing women leaders, and have accelerated the growth of women in their organization and community.
http://blog.linkageinc.com/blog/kseitz-and-the-award-goes-to-2/
Recommendations received
7 people have recommended Michelle
Join now to viewOther similar profiles
Explore more posts
-
Jung Kim
ServiceNow’s West Palm Beach facilities will serve as a hub for enterprise AI development, workforce education and customer collaboration, and it is expected to open in 2028, with hiring, research partnerships, and pilot programming beginning in the coming months, according to the company. #breakingnews surfaced from one of my #googlealerts
1 Comment -
Kevin A. Dunigan
Stepping into 2026, digital transformation strategy continues to be top of mind for industry leaders. TEKsystems 2026 digital transformation report reveals how leaders are scaling AI, modernizing cloud and improving ROI. Read more: https://bit.ly/4amteSY #TEKsystems #StateOfDX26 #DigitalTransformation
-
Jeff Granfield
🔥 Recruiting & Retention Are Entering a New Era, And Yesterday’s Playbook Won’t Get Us There Just read the NJBIZ panel recap on today’s recruiting and retention challenges, and it perfectly captures what many TA and HR leaders are experiencing: The market isn’t just tight, it’s different. Across the panel, leaders shared the same themes: 1️⃣ Remote & hybrid expectations aren’t a perk, they’re a filter. Candidates aren’t “open to it”; they expect it. When companies resist hybrid flexibility, candidates simply opt out. This isn’t entitlement, it’s the new labor market. 2️⃣ Hiring cycles are too long, and it’s killing offer acceptance. More stakeholders. More approvals. More internal alignment loops. Meanwhile, the best candidates are gone by week two. This is a controllable problem, but only if TA has real authority to simplify. 3️⃣ Compensation clarity is no longer optional. Pay transparency laws are forcing companies to rethink: • geographic differentials • remote pay models • competitive bands The days of “we’ll discuss comp at the end” are over. 4️⃣ The biggest shift of all: We’ve moved from job-hopping to experience-hopping. This insight from the panel stuck with me: People aren’t building linear careers anymore, they’re designing portfolios of experiences. And companies that still rely on rigid career ladders and static job scopes? They’re losing talent to organizations that offer: ✔️ mobility ✔️ flexibility ✔️ skills growth ✔️ meaningful work ✔️ the chance to “collect experiences,” not just titles 5️⃣ HR is carrying more than ever, and feeling it. Mental health accommodations, culture-building, retention strategy, compensation disruptions, stakeholder management, and the full employee experience… all on the same plate. HR and TA leaders need allies, not more administrative work. My Take: Recruiting and retention challenges aren’t symptoms, they’re signals. Signals that the modern workforce has changed faster than most talent systems have. If we want to win in this market, we need to rethink: ✨ hiring velocity ✨ internal mobility ✨ career pathways ✨ manager enablement ✨ compensation transparency ✨ TA/HR influence at the strategy table The companies that adapt will attract the “experience hoppers.” The ones that don’t will be left wondering why their pipelines stay empty. What part of this panel resonated with you the most? #TalentSignals #ExperienceHopping #FutureOfHRLeadership #HiringRealities2025 #StrategicTAOps #WorkforceShift #PeopleStrategyPulse #RecruitingReinvented #RetentionReboot #CHROConversations #HiringVelocityMatters #CandidateExpectations #ModernWorkPlaybook #HRLeadersUnfiltered #TalentAcquisitionTrends
-
Michelle D. Sims
The data in IWSI America’s new report just reinforces what we’ve seen in action. Apprenticeships: ✅ Build real skills ✅ Boost retention ✅ Expand your talent pool in all the right ways ✅ Prepare people for leadership We’ve finally broken out of the old idea that apprenticeships are just for trade jobs. Today, you’ll find them powering careers in tech, healthcare, finance, and more — at places like Deloitte, Amazon, and Google. Why? Because they work. In a world where AI is reshaping how we work, human skills like empathy, adaptability, and collaboration matter more than ever. And those don’t come from a textbook. They’re learned in the real world, with the right support. If you’re in HR and still trying to “source” your way out of talent gaps, it might be time to shift your mindset. Apprenticeships aren’t old school. They’re the future. If you are an HR leader, this article is for you! https://lnkd.in/g_dVkiz5 #HumanResources #Apprenticeships
-
Joseph Edwards
✊🏾 Honoring Black History Month ✊🏾 Black History Month is a time to celebrate the resilience, achievements, and lasting contributions of Black leaders, innovators, and change-makers who have shaped our communities, our workplaces, and our country. As a Talent Acquisition leader, this month is also a reminder of the responsibility we carry in creating access, recognizing potential, and ensuring opportunity is visible and attainable for all. The work we do in recruiting isn’t just about filling roles—it’s about opening doors, building equitable pathways, and shaping organizations that reflect the diverse communities we serve. Representation matters. Access matters. Opportunity matters. This month—and every month—let’s continue to be intentional about building inclusive teams, developing diverse talent, and leading with purpose. #BlackHistoryMonth #TalentAcquisition #Leadership #Inclusion #Opportunity #PeopleStrategy #RepresentationMatters
Explore top content on LinkedIn
Find curated posts and insights for relevant topics all in one place.
View top content