i build learning systems from the ground up

grounded in science, built to scale

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learning science | l&d infrastructure | research-driven design

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my path to this moment wasn’t linear.

it was intentional.

I started by building K–12 STEM programs from scratch — curriculum, robotics teams, engineering courses. I was always more interested in how people learn technical things than in the content itself. That obsession led me to pursue two master's degrees while teaching full time, and eventually to leave the classroom entirely for a Ph.D. in Learning Technologies.

During my doctorate I worked on NSF grants, collected field data, and ran statistical analysis on large-scale research projects. That's where my data and design skills really accelerated.

From there: Director of Technology at a private school, building remote infrastructure and leading cross-functional teams. Then a leap into the software industry three years ago, designing scalable learning programs and owning the digital learning experience across multiple products at Johnson Controls.

What I'm looking for next is exactly what Cohere is building toward — a learning strategy that connects product knowledge, employee development, and organizational capability into one cohesive ecosystem.

↑ my career, in my own words — animated in Vyond

i’ve built from zero before, more than once actually.

‘Building from scratch’ isn't a cute phrase for me — it's a pattern of behavior.

I built K–12 STEM programs across multiple districts when there was no curriculum to inherit. I built Ph.D. research on NSF grants when the work required inventing the process. I built a fully-remote enrollment option and technical training program at a private school when neither existed. And I've spent the last three years building scalable, multi-format learning programs for multiple product lines at Johnson Controls.

Every time, I started with a blank page, a hard problem, and a clear outcome to work toward.

That's exactly the posture Cohere needs: someone who isn't looking for a playbook to follow, but who knows how to write one.

“What truly sets Jess apart is her inquisitive nature, her relentless drive to find solutions, and her commitment to continuous improvement. She’s always thinking about how to make things better—more sophisticated, more polished, and more effective. Her willingness to contribute elevates the entire team.”

— Current Manager, 2025 Performance Review

i don’t wear many hats. I see through multiple lenses.

Research taught me how people learn. Deploying technology forced me to scale it. Developing technical content pushed me to simplify it.

I bring all three of these viewpoints into building learning ecosystems that actually work.

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portfolio client

Coastal Core Fitness is a boutique fitness studio with three locations, based on the Lagree Method. Workouts involve a Megaformer, which is a highly sophisticated machine, 250lbs, 10.5' long with 2 platforms, and a spring loaded carriage on wheels. The workouts are highly efficient but complex, especially for beginners.
The goal was simple: retain and convert new clients.
Business metrics being targeted include:
- Second Visit Rate: % of new clients who return for a second class
- 30-Day Retention Rate: % of new members still active after 30 days
- Intro to Membership Conversion Rate: % of intro clients who buy a membership or package
To improve retention and conversion, the solution wasn’t “more content,” it was smarter, connected content delivered at the right moments. Coastal Core Fitness needed a system that could take a complex workout experience and make it feel intuitive, approachable, and repeatable for new clients.
So instead of standalone assets, I designed a customer education ecosystem: a set of six interconnected solutions that guide clients from first class to confidence to commitment.
1. AI-Driven Content Design System
  A structured content engine that transforms complex Lagree concepts into clear, consistent, and scalable content across every touchpoint.
2. Animated Explainer
  A short animation accessed via QR code at check-in that introduces the Megaformer and class flow, reducing first-time intimidation and boosting early confidence.
3. Multi-Format Content Library
  A modular library of reusable content blocks that keeps messaging consistent while making it easy to create fresh, high-quality assets across channels.
4. Email Newsletter (New Client Drip Campaign)
  A behavior-based email series that reinforces key concepts, encourages return visits, and guides clients toward membership.
5. Instructor Resources
  Internal tools that align coaching with client-facing education, helping instructors create more consistent, confidence-building class experiences.
6. Instagram Reels
  Short-form videos that make the method feel approachable, attract new clients, and reinforce key concepts between visits.

here’s what i’d build at cohere

Audit before building anything.
Before designing a single module, I'd map what exists: current onboarding coverage, knowledge gaps by role, where people are failing and why. The fastest way to build the wrong thing is to skip this step. I've ramped on complex technical products before — AI is a new domain for L&D at most companies, which means the opportunity to get it right from the start is wide open.
A learning architecture tied to real outcomes.
I'd define what each program certifies, what it unlocks, and how performance data feeds back into it. Completions without performance linkage are just checkboxes. Cohere's team is building frontier AI — their learning programs should reflect that ambition.
An LMS configured to reflect how Cohere actually works.
Learning paths segmented by role and team. Dashboards that surface skill acquisition and engagement alongside business metrics — not in a separate spreadsheet. A refresh cadence built into the system so programs don't go stale as the product evolves. The LMS should be a live operational tool, not a document archive.
CULTURE Make continuous learning feel natural, not mandatory.
The goal isn't compliance. It's building an environment where engineers, researchers, and operators are curious, growing, and sharing knowledge with each other. I'd design programs that reward learning, surface internal expertise, and build the kind of culture Cohere says it wants.