Kristy S. in

Kristy S.

Pioneer · DISC type dis
Human Resources Director at Tawkify
📍 Greater Houston, United States

Professional overview including current role context, leadership scope, domain focus, and career trajectory to help you understand background relevance before outreach.

Key behavioral and communication insights including interaction style, decision-making tendencies, and motivation drivers to tailor messaging and personalize conversations.

Business priorities, areas of interest, and practical outreach recommendations that can improve conversion quality for this professional.

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Experience
14 Years
Current Role
Human Resources Director
Job Level
Mid-senior
Location
Greater Houston, United States
Personality Overview

How Kristy shows up

Driven But Considerate
Friendly But Fast
Decisive But Friendly

If they are convinced, they can become very strong champions for your product They have the unique ability to win both love and respect from their team (or outsiders) They combine a unique set of diverse traits where they are fast and friendly but can slow down to be thorough when needed

Priorities

Topics Kristy cares about

Strategic Priorities
Topic insights and context to help personalize outreach and discovery conversations.
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Career

Work history

12-2024
Human Resources Director
Tawkify
3-2022
Senior Human Resources Manager
Tawkify
3-2021 - 3-2022
HR Manager
Tawkify
4-2014 - 6-2020
NFL/NBA Pro Dancer
Pro Teams
6-2012 - 6-2014
Director Of Human Resources
Eighteen Capital Group
In the press

Media appearances

Media appearances and press coverage highlighting public visibility and thought leadership.
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Education
Master's degree
Texas A&M University
Bachelor's degree
Texas Tech University
Social presence
in
Behavioral profile

DISC profile (public)

d

Dominance (D)

Dominance (D) reflects how goal and task oriented a person is, and their ability to accomplish results irrespective of how demanding the circumstances might be. Those scoring high tend to be motivated by winning, competition, and success.

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