Tessa White - Utah State University, The Job Doctor

Work history

Utah State University

The Job Doctor

Vivint Solar

HealthEquity

United Health Group/Ingenix

PowerQuest

Corel Corporation

Covey Leadership Center

Utah State University

JUN 2026 - PRESENT · 4 months

Chairman, Board of Trustee

JUN 2026 - PRESENT · 4 months

The Job Doctor

MAY 2020 - PRESENT · 6.4 years

Chief Executive Officer, Founder

MAY 2020 - PRESENT · 6.4 years

Tessa White is known as The Job Doctor, and runs a media and consulting company focused on helping to unlock the potential of people within companies. She has over 1 million followers on social media platforms and is a thought leader on the modern workplace. She is a frequent guest on media including News Nation, CNN Business, Wall Street Journal, NPR and GMA. Her book, The Unspoken Truths for Career Success is a bestseller under HarperCollins and her companion podcast, The Job Doctor is In, can be found on Spotify and Apple.

Founded The Job Doctor, Scaling to 1 Million+ Followers and Bestseller Status

After years in corporate HR leadership, I saw too many talented people blindsided by layoffs and office politics with no one to guide them. In 2020, I left the corporate world to found The Job Doctor, a company built to translate insider HR knowledge into practical, accessible guidance for individuals navigating a career. I built the company from scratch across multiple channels simultaneously: creating podcast-style videos for TikTok that broke down real career navigation tactics, launching a companion podcast to extend reach, and landing a book deal with Harper Collins, one of the top business book publishers in the nation—all while growing a consulting client base through referrals and speaking engagements. My thought thought leadership on the future of work was quoted in articles and media across the globe, and hands-on client work at the same time in the company's earliest, most resource-constrained days. The results within two years were substantial: my TikTok following grew past 500,000, with my ad-hoc live sessions averaging 8,000–10,000 participants and ranking in the top 2% of similar creators. My book became a category bestseller and I built a six-figure consulting practice serving both individual clients and corporate teams. Fortune 500 HR departments now hire me to train their teams or coach individuals, and I have a robust keynote schedule. I was named one the Top Speakers to Watch in 2022 in USA Today. I've been featured as a career expert on NPR, NewsNation, Good Morning America and several other prominent media outlets, and I'm regularly quoted in articles for top tier publications like The Wall Street Journal . Beyond the metrics, the impact shows up in the messages I receive from people around the world who tell me my advice directly helped them land their dream job, navigate a difficult career challenge, or finally break through to a long-sought promotion—proof that the mission behind The Job Doctor is reaching the people it was built for.

Validated by 1

Vivint Solar

JAN 2014 - JUL 2018 · 4.6 years

Senior Vice President of Human Capital

JAN 2014 - JUL 2018 · 4.6 years

Vivint Solar grew from 900 employees in 2014 to 4500 by the end of 2015, securing their spot as one of the top solar providers in the nation. Built a team from the ground up, putting in place processes and infrastructure to prepare company for public offering in less than a year while doubling in size . With such rapid growth, this has required an enormous effort to build out a recruiting team that has hired more than 21,000 people during my tenure. Grew HR from a small team of three to team of 40 on recruiting, compensation, HR business partners, training and development, benefits, and equity administration.

Built HR Infrastructure from Scratch Scaling Vivint Solar to 4,000+ Employees for IPO

When I joined Vivint Solar, the company was scaling at a breakneck pace—hiring over 100 people a month as it expanded its footprint nationally—yet HR infrastructure was virtually nonexistent. We had just one recruiter and one HR coordinator, no reliable headcount data, and weren't even completing basic legal requirements like I-9 documentation. I was brought in with an ambitious mandate: get the company audit-ready and operationally sound in time to go public in six months. To meet this challenge, I built out the entire human capital function from the ground up. I hired a team of 15 recruiters along with key HR leadership—a recruiting and operations leader, a compensation design leader, and a senior human resources partner—to design and run the new function. Together, we implemented an integrated technology stack, including a new HR system, a recruiting and onboarding platform, and a learning management system, and we built the processes and compliance checks needed to ensure the company was legally compliant and audit-ready at scale. The results reshaped how the company operated. While the IPO took about two years rather than six months, Vivint Solar went public having scaled to over 4,000 employees with full I-9 and audit compliance, a solid compensation and titling infrastructure, and a recruiting pipeline built for sustained, organized growth. The onboarding system I led the design of cut new-hire ramp time from over 7 days down to just 24 hours—a critical advantage given our workforce was largely hard-to-hire, 100% commission sales reps. During a period when many competitors in the industry failed to survive rapid consolidation and intense "recruiting wars" for sales talent, this infrastructure gave Vivint Solar the resilience and organizational agility to adapt and keep growing.

Validated by 2

SLBG

HealthEquity

JAN 2009 - FEB 2012 · 3.2 years

Vice-President of Human Resources

JAN 2009 - FEB 2012 · 3.2 years

Consultant for HealthEquity, transitioned to VP of HR role in January 2010. What a company! Worked there while company was pre-IPO with just over 220 employees and doubling in size every year. Hired to set up scalable HR function and put in place a strong talent management plan to prepare for fast growth and manage through aggressive acquisition strategy. Left for a family medical situation which required my full time attention.

United Health Group/Ingenix

JUL 2002 - DEC 2006 · 4.5 years

VIce President of Human Capital

JUL 2002 - DEC 2006 · 4.5 years

United HealthGroup is a Fortune 50 company and Ingenix is a division within this company. I led the Human Capital function for the operation, with responsibility for over 30 staff (human resource directors and internal recruiting team) located across the United States. Created an operations HR Dashboard that became a template utilized across the broader United divisions, and was tasked with the broader UHG project of "top grading" talent annually. Over 50% of our growth came from an aggressive acquisition growth strategy.

PowerQuest

MAY 1998 - DEC 2002 · 4.7 years

VP of Human Resources

MAY 1998 - DEC 2002 · 4.7 years

Led the Human Resources function during a period of high growth and international expansion, in preparation to go public or be acquired (ultimately by Symantec). On the team that set up international presence in Germany, Switzerland, Japan, France. Received the President's Legacy award for 2 two years, given only to the top 2% of the company contributors. We built the best HR team I've ever known. Our first year we were rewarded for a Leadership Development program rolled out to the management team, which helped our leaders speak the language of operational and finance basics. Second year we were recognized for our team's work on a compensation framework and training. While at PowerQuest, worked on the Compensation Committee with the Board of Directors, setting up our first equity grant programs.

Corel Corporation

JAN 1998 - DEC 2001 · 4 years

Director of Human Resources

JAN 1998 - DEC 2001 · 4 years

Managed Human Resources through high growth period as recruiter and then as the Director of Human Resources through a difficult transition of downsizing and eventually closing their United States presence. Shut down the complete Utah operations of over 1,000 employees.

Covey Leadership Center

JAN 1993 - JAN 1998 · 5.1 years

Benefits Manager/Senior Recruiter/Trainer

JAN 1993 - JAN 1998 · 5.1 years

Started in Human Resources as a Benefits Manager, moved into a Senior Recruiting role where I was responsible for the recruiting of any of our senior positions in the company. Also tapped to be a back-up trainer for the Covey material in it's corporate train-the-trainer programs.