Lynsey Stanford
Talent Development Manager Endress+Hauser
Lynsey Stanford is the Talent Development Manager at Endress+Hauser USA, where she leads initiatives that empower employees to grow both technically and professionally. Her team designs and delivers programs that span instrumentation technology, sales methodology, service excellence, and leader and manager development – helping the organization build skills for today and resilience for tomorrow.
Before joining Endress+Hauser in 2016, Lynsey built a diverse career in publishing and software, serving as a Graphic Designer and Project Manager at Wiley Publishing and later as a Data Analyst and Employee Success Coach at Blackbaud. Through these experiences, she discovered a passion for bridging technical expertise with human potential – a path that ultimately led her to talent development.
Lynsey is deeply interested in adult learning, cognitive science, and behavioral psychology, and she brings that curiosity to every program her team creates. Outside of work, she enjoys traveling with her husband of 18 years, Adam, exploring new restaurants, reading, and watching classic films. They share their home with Opie (another red head), an Irish Setter-Poodle mix named after an old favorite TV show.
Seminars
- Designing a workforce development strategy that spans the full continuum, from school STEM engagement in the Innovation Studio to internships, co-ops, apprenticeships, and early career rotational programs, creating awareness and interest in manufacturing careers
- Scaling outreach to thousands of K–6 students annually through hands-on robotics, CAD design, and circuitry activities, while expanding middle school and high school events to strengthen community connections and career readiness
- With a goal of hiring 20% of their roles via classroom-to-colleague that secures early talent with offers months ahead of graduation; driving measurable impact with an early career retention rate of nearly 80% over the last ten years, and an overall 60% hiring from within strategy, they have created a reverse age curve and developed sustainable talent pipelines that position Endress+Hauser as a leader in workforce development
- What approaches help organizations create a talent pipeline that spans STEM outreach, internships, apprenticeships, and early career programs?
- How can manufacturers scale community engagement without overextending resources or losing focus on operational priorities?
- What role do structured career pathways and rotational programs play in reducing time-to-fill and improving retention?
- How can organizations measure the long-term impact of early engagement initiatives on workforce readiness and diversity?
