About Brian
Co-Founder, Kosek Advisory Group
The journey from hands-on execution to strategic leadership
Who I am
Industrial/Organizational (I/O) Psychology practitioner with 15+ years leading enterprise workforce transformation: measurement-science rigor, competency and assessment architecture, change management, and the cross-functional governance that gets large platform programs adopted. All of it grounded in evidence rather than activity.
Currently owning the end-to-end deployment lifecycle for a $1M+ AI and data literacy transformation across seven cross-functional teams at a Fortune 200 retailer, from executive sponsorship through configuration, integration validation, adoption strategy, and ongoing impact measurement. The measurement-science lineage runs through three rungs: ~3,500 calibrated psychometric evaluations at I/O Solutions, a competency model at iCandy Homes, and skill-matrix architecture at Ahold Delhaize.
Kosek Advisory Group
I co-founded Kosek Advisory Group (KAG), a strategy firm for business owners, based in Chicago. It is built for the companies caught in between: past the point where a generalist consultant helps, well short of the scale that interests a big firm.
Client work runs through three stages:
1. Strategic Audit
A fixed three-week diagnostic that maps what is happening in the business, so the buildout that follows works from a clear picture rather than a guess.
2. Tailored Capability Buildout
Scoped to what the audit found rather than to a standard package. Illustrative areas: operations streamlining, process reflow, tool integrations, Recruiting and Selection, and multi-entity operations cleanup.
3. Fractional Strategy Retainer
Ongoing strategic capacity on a six-month minimum, for owners who need the thinking to continue past a single engagement.
The Recruiting and Selection line is the one closest to my own training. It runs job analysis, builds performance-predictive criteria, and traces every hiring decision back to job-relatedness, which is what makes a selection process defensible rather than merely tidy. Across all of it the division of labor is the same: artificial intelligence (AI) accelerates the analysis, and a practitioner with measurement-science standing sets the judgment and signs it.
One note on the mark: the K in this site's browser tab is Kosek Advisory Group's, shared with briankosek.com deliberately rather than forked into a separate personal glyph, because the practitioner work on this site and the firm's work run on the same measurement standards.
What I bring across a transformation
The measurement and adoption work sits on a broader toolkit. Four clusters, each proven on real enterprise programs.
Measurement & assessment
Psychometrics, competency modeling, skills assessment & taxonomy, workforce & talent analytics
Change & adoption
Change management (ACMP/PROSCI), adoption strategy, learning and development (L&D) program design
Delivery & governance
Enterprise SaaS deployment (LMS/HRIS), cross-functional stakeholder governance, integration validation
AI & automation
AI-native workflow automation, reusable frameworks, BI dashboards (Power BI, Python)
What drives me
- →Precision + Passion: Rigorous analysis meets human empathy
- →Ethical growth: Building systems that scale sustainably and responsibly
- →Data-driven decisions: Metrics inform strategy, not replace judgment
- →Human-centered technology: Tools that amplify, not replace, people
- →Inclusive systems that scale: psychological safety and equitable career architecture as performance levers, not checkboxes
How I work with AI
AI fluency is daily practice, not a credential. Four capabilities, each grounded in a real proof point, are how that practice shows up in my work.
Build skills, don’t just rent tools.
Proof: 30 shipped skills in a personal skill library. The resume-tailoring skill, which builds a tailored resume from a single store of evidence rather than from the last version of the document, is one public example.
Instrument before scale.
Proof: This site is built on a constraints-first repo architecture: four canonical constraint files (brand, workflow, architecture, content) sit upstream of every page-level decision so the agents doing the work share the same context.
Chain agents and humans deliberately.
Proof: Fathom captures the meeting, Claude synthesizes the artifact, Copilot drafts the code, humans stay in the loop for the judgment calls. The chain is designed, not improvised.
Reusable IP, not one-off work.
Proof: Skill libraries, constraint files, repeatable playbooks. Built once, used across programs. The ACMP/PROSCI change-management playbook, the gamified assessment framework, and the Confluence template architecture were each designed to scale beyond any single rollout.
My journey
From technology training and compliance management to enterprise program leadership and AI skills transformation, organizational transformation happens at the intersection of people, process, and technology.
Hands-On Execution (2007-2015)
Technology training, compliance management, systems analysis. Learning the fundamentals of how organizations work.
Enterprise Program Leadership (2016-2020)
Leading cross-functional teams, managing SaaS deployments, building change management practices at scale.
Enterprise AI & Skills Transformation (2021-Present)
Leading enterprise AI and skills deployments, designing measurement and adoption systems, and translating skills data into decisions leadership can act on.
Want to see the track record?
Professional experience, certifications, and enterprise programs spanning skills strategy and workforce transformation.
See the resume