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Transformation architect. Organization psychologist. Performance coach. Enabling leaders to lead change that really matters, shifting their culture on purpose amidst complexity and uncertainty.
I help businesses change from a large siloed organization into a nimble, innovative and resilient group by reimagining and aligning the most important elements of transforming culture – leadership and the people factors. The greatest impact comes when you: 1. Create an authentic and inspiring organization purpose, beyond growth and profit, that is meaningful to everyone working there, that is the reason you exist, and the reason people care about your success. 2. Align all elements of your transformation around the purpose, so that the story is simple, coherent and meaningful 3. Turn your leaders into the transformation superheroes they need to be. Build leadership capabilities make the most difference. Boost their abilities to coach, mentor, inspire and challenge instead of relying on hierarchy. 4. Change the people practices that have the most impact on your culture. Redesign HR processes to be user-centric to reinforce and accelerate alignment of the new mindsets and behaviors. In a 20-year career, I've worked with leaders to transform large global companies into better versions of themselves, and become thriving, lean and innovative businesses of the future. Clients benefit from lessons of experience from hands-on leadership roles in creating strategy, designing interventions, activating and coaching new behaviors, capturing impact and telling the story. As ING’s Global Head of Strategy & Innovation for HR, and prior as Global Head of Talent & Learning, I played a pivotal role in redesigning the foundational people processes to accelerate innovation and reinforce the agile way of working. Core Skills: Purpose led strategies; Leadership Purpose; Authentic Leadership; Culture change; Culture transformation; Complex Adaptive Systems; Complexity; Cynefin; Digital org; HR Transformation; User centric HR design; User Experience of HR; Employee Experience; Innov
THNK School of Creative Leadership
Creative Leadership, Innovation, Design, Entrepreneurship, Social Impact, Systems Change
January 1, 2017 – January 1, 2017
Complex Adaptive System Masterclass
Cynefin Framework and Working in Agile
N/A – Present
INSEAD Executive Education
Faculty Lecturer CEDEP
October 1, 2022 – Present
THNK School of Leadership
Executive Leadership Faculty
January 1, 2018 – Present
Amsterdam Area, Netherlands
www.Mandychooi.com
Founder & CEO, Fairlead Consulting
May 1, 2017 – Present
Amsterdam Area, Netherlands
ING
Global Head of Strategy & Innovation for People Processes
January 1, 2016 – April 1, 2018
Amsterdam Area, Netherlands
ING
Global Head of Talent & Learning
January 1, 2013 – January 1, 2016
Amsterdam Area, Netherlands
SC Johnson
Global Enterprise Head & VP of Talent, Org Effectiveness & Learning
January 1, 2009 – January 1, 2013
Greater Chicago Area
Honeywell
Vice President Global Talent Management, Culture & Transformation
January 1, 2006 – November 1, 2008
Honeywell
Director Talent, Learning & Org Effectiveness for Asia-Pacific
January 1, 2005 – January 1, 2006
Fairlead International Consultants
Founder & CEO
June 1, 2003 – September 1, 2005
Asia Pacific Region
PADI
Padi Scuba Instructor
January 1, 2003 – January 1, 2010
Motorola
Talent Management & OD - Global & Asia Pacific leadership roles
January 1, 1997 – January 1, 2003
Chicago, Singapore, Malaysia, China
PADI Scuba Instructor
PADI
June 23, 2026 – Present
Hogan 360 for individual and teams
Hogan Assessments
June 23, 2026 – Present
Neuroscience of Coaching
Coaches Rising
June 23, 2026 – Present
PCC - Executive & Leadership Coach
International Coaching Federation
June 23, 2026 – Present
Professional Certified Executive Coach
iPEC Coaching
June 23, 2026 – Present
Energy Leadership Index Assessment
iPEC Coaching
June 23, 2026 – Present
Hogan Assessment Suite - Teams and Individuals
Hogan Assessments
June 23, 2026 – Present
Cultural Fit Analysis
The candidate's career trajectory is heavily focused on human resources, leadership development, and organizational consulting. While these roles involve strategic thinking and problem-solving, they do not align with the technical demands of a 'Software Engineer' role. The educational background in creative leadership and complex adaptive systems, while valuable, does not directly contribute to cultural fit for a software engineering team. The lack of projects or experience in software development indicates a significant mismatch for a technical role.
Soft Skills & Operational Fit
The candidate's extensive background in leadership, organizational development, and coaching suggests strong soft skills in communication, collaboration, and strategic thinking. Their experience as a faculty lecturer and CEO indicates a high level of autonomy and the ability to drive initiatives. However, there is no direct evidence of operational fit for a 'Software Engineer' role.