Serena Moy Promoted to Principal

Edgility is pleased to announce the promotion of Serena Moy to Principal!

Serena has been with Edgility since the beginning, partnering with our founders on high profile searches, and joined Edgility full time as a Director on the Executive Search team in 2016, and her work has focused on placing leaders to create equitable organizations. Learn more about her journey below.

What are you most excited to accomplish in your new role?

As we continue to grow as an organization, I am most excited to take on a larger leadership role within the search team at Edgility Consulting. I’ll be focusing more of my work on staff management, project management and business development in 2022. I’m excited to challenge myself and stretch my professional muscle in all of these areas. I’m also thrilled to be leading my own search pod and sharing my expertise with younger members. I will enjoy coaching and developing emerging leaders on my team.

What are 2-3 biggest lessons you’ve learned on your journey to becoming a leader at Edgility?

1) I’ve learned to speak up when I’m feeling overwhelmed. I do have a hard time saying “no”, especially when there’s an opportunity to work with a client that is new and particularly interesting or if their mission is compelling. Now, with a larger staff and some assistance on my team, I know that when I get that overwhelmed feeling, it’s time for me to say “no”.

2) I’ve learned to use my voice when in larger group settings. My supervisors have coached me to feel confident in being a leader and an expert in the search projects that I’m managing.

3) The last lesson is learning to be flexible to change, both internally at the organization and with our clients and their specific needs. In my 5 years at Edgility, we have adopted three different applicant tracking systems, two different candidate video platforms, various project management tools and platforms and other systems to help us be more efficient. Change is a constant and it helps to keep me on my toes and relevant.

How do you hope to advance equity in your new role?

A large part of the reason I do this work is to help equity-minded leaders find opportunities in organizations where they can close gaps in under-served or under-resourced communities. Often, that means finding leaders that reflect backgrounds or similar experiences to the constituents their organizations are serving. I also hope to be a role model to others who might be interested in this type of work. I am hoping to share more of my own personal journey with other professionals who may be interested in the field of recruitment, talent management and leadership development.

What are a few things you love about the communities you serve?

I love hearing the success stories of our placed leaders and how they are making an incredible difference in the communities their organizations serve. It’s great when we get notifications after we’ve placed a leader and then reading about their outcomes in monthly, quarterly or annual newsletters. I try to make it a point to keep in touch with our placed leaders and check in with them from time to time.
I also love it when our clients come back to us repeatedly and we get additional opportunities to serve these communities. When people can gather safely together again, I love being able to visit the clients, the communities and the organizations we are serving. One of the most valuable experiences is visiting the program sites, meeting with leadership and staff members and seeing the programs in action.


Put your values to work. Act on equity.

We believe equity isn’t a box to check. It’s a daily action. Someone’s unique identity isn’t something to overcome–when paired with the right opportunity, it becomes one of their greatest professional assets. We exist to empower social impact organizations to recognize and overcome unconscious bias, racism and sexism so they can build a workforce that reflects and strengthens the communities they serve.