Talvera announced the appointment of four senior leaders to its executive team. The appointments include Cary Daniel as Chief Growth Officer, James Windmiller as Chief Operating Officer, Jason Goertzen as Chief Financial Officer, and Linda Lutton as Vice President of Strategic Operations.
Talvera is a global workforce platform built to deliver predictable hiring outcomes at national scale. The company operates a portfolio of specialized staffing and talent delivery brands.
The new executives bring decades of combined experience across staffing, franchise operations, brand leadership, financial strategy, and workforce program management. Talvera said each executive previously held senior roles within the platform’s delivery brands, giving them direct experience with the systems, client relationships, and performance standards behind the company’s operating model.
Daniel joins Talvera with more than two decades of experience in staffing, franchise development, and enterprise brand building. He previously served as CEO of Nextaff, where he helped lead national expansion and develop commercial infrastructure, franchise performance systems, and enterprise go-to-market capabilities.
Windmiller joins as Chief Operating Officer after serving as COO of Nextaff. He brings experience designing operational systems, processes, and performance frameworks that help staffing organizations scale while maintaining delivery quality.
Goertzen joins as Chief Financial Officer after serving as CFO of Nextaff. His experience includes financial reporting, forecasting, unit economics, and capital strategy for multi-unit and multi-brand staffing organizations.
Lutton joins as Vice President of Strategic Operations. She brings experience in workforce program management, healthcare staffing, enterprise account management, and scalable delivery frameworks for complex multi-site client organizations. She previously served as Vice President of Strategic Healthcare Operations within the Nextaff system.
Talvera said the leadership team was built around its Predictive Hiring System, a proprietary methodology used across the company’s delivery brands. The system is organized around four pillars: Define, Source, Assess, and Measure.
The system starts by creating a custom FQ Score, or Fit Quotient Score, for each client. Talvera said the score is designed to replace broad intake conversations with a more precise, data-informed profile of what a strong match looks like for each organization.
The sourcing process uses all available candidate resources, including Talvera’s Ambassador Network of more than 6,000 referral partners. The assessment process applies a consistent standard to each candidate based on the specific client engagement.
The measurement process tracks and reviews placements on a 90-day cycle to create visibility into outcomes and support continuous improvement.
Talvera said the new executive team will help advance, scale, and protect the integrity of the Predictive Hiring System across its expanding platform.
KEY QUOTE:
“Building a leadership team with this much direct staffing experience behind it was a deliberate priority from the beginning. Every person we appointed has lived the operational realities of this industry at a senior level. They understand the Predictive Hiring System because they’ve worked within the delivery brands that run it. That combination of platform vision and hands-on execution experience is exactly what Talvera needs to grow with the accountability our clients expect.”
Adam Forbes, CEO of Talvera
