Michelle Mowle, Global Head of Talent & Culture at Pureprofile, recently interviewed three of the company’s female leaders to explore leadership, growth, and creating opportunities for others – through the lens of this year’s International Women’s Day theme, “Give to Gain.”
At Pureprofile, that theme resonates deeply. We believe in value exchange – where giving opportunities, support, and trust lead to stronger outcomes for everyone. Today, 49.5% of our workforce is women. Over the past year, 54% of new hires and 51% of promotions have been women. And our executive team is now 62% women.
Michelle Mowle
Global Head of Talent & Culture
Melinda Sheppard
Chief Operating Officer
Lorrie Yeung
Global Head of Operations
Niamh Fitzpatrick
Chief Product & Technology Officer
Michelle
What does “Give to Gain” mean in the context of leadership?
Lorrie
‘Give to Gain’ in leadership is about creating opportunities for others to grow. While it’s easy to focus on delivering outcomes, the real leverage comes from investing in people.
Giving someone trust, responsibility, and visibility earlier than expected helps accelerate their growth. Waiting until someone is 100% ready often means waiting too long – growth tends to happen when someone is around 70% ready and supported by a leader who believes in them.
The gain is not personal recognition, but building a stronger team and helping people reach potential they may not yet see in themselves. Leadership is ultimately about creating more leaders around you.
Michelle
What’s one way a leader can support others to grow?
Melinda
One of the most powerful ways to support growth is through role modelling and being deliberate about people’s strengths.
People notice what leaders do more than what they say. Showing honesty when mistakes happen, being transparent in decisions, and giving clear feedback all contribute to growth.
A strong focus on strengths – understanding what each person does exceptionally well and creating opportunities that align with those strengths – can significantly increase impact.
This often involves reshaping roles or responsibilities so individuals are working in their areas of strength, rather than focusing on weaknesses. It’s also important to recognise quieter individuals and design opportunities that allow them to grow and contribute.
When strengths are recognised and applied, confidence grows, impact increases, and teams become stronger together.
Michelle
Can you share a moment that shaped your career?
Niamh
An opportunity early in my career highlighted the importance of stepping forward before feeling fully ready.
When asked to take on additional teams, my initial response was, ‘I can’t do that. I don’t understand that part of the business.’ I gave him a long list of reasons why I wasn’t ready. He listened and then said something very simple: ‘Your job isn’t to know everything.’
That perspective was a turning point. Many people, particularly women, hesitate to pursue opportunities unless they feel 100% qualified. Research has shown that men often apply for roles when they meet around 60% of the criteria, while women tend to wait until they meet all of them.
The key takeaway is not to wait for perfection. Growth comes from stepping into opportunities, continuing to learn, and recognising that no one has all the answers.
Michelle
What’s one thing anyone can do to create more opportunity and inclusion?
Lorrie
Curiosity and advocacy are two simple but powerful actions.
Curiosity involves taking the time to understand people beyond their job titles—what they’re interested in, what skills they want to develop, and where their strengths may lie beyond their current role.
Advocacy plays an equally important role. Many opportunities arise in conversations where individuals are not present. Speaking up and recognising someone’s potential in those moments can significantly influence their career path.
Inclusion is often driven by these small actions – recognising potential and choosing to create opportunities for others.
Michelle
What’s one action we can all take to strengthen equality and opportunity at Pureprofile?
Melinda
Equality and opportunity are already strong within Pureprofile. The focus now is on continuing to be intentional in protecting and strengthening what is working well.
This includes making opportunities visible, encouraging those who may be less confident to step forward, and ensuring a wide range of voices are heard – particularly those who may be quieter.
Niamh
Advocacy remains a key action.
Recognising and promoting the work of others – both directly and in conversations with leaders – can have a meaningful impact. Many high performers are quiet achievers, and creating visibility for their contributions helps support their growth.
Encouraging others and highlighting their readiness for new opportunities can significantly influence their career trajectory.
Lorrie
Curiosity and a willingness to challenge the status quo are essential.
It’s easy to fall into patterns or assumptions about roles and responsibilities. Asking questions such as ‘Is there a better way?’ or ‘Who else could step into this opportunity?’ can open new pathways for growth.
Opportunities often come from being open to change and having the courage to approach things differently.
Final thoughts
The conversation highlights a consistent message: growth doesn’t come from waiting until everything is perfect. It comes from trust, advocacy, curiosity, and creating space for others to step up.
At Pureprofile, “Give to Gain” is more than a theme – it reflects a culture where opportunity, support, and leadership are shared, and where lifting others ultimately strengthens the whole business.
