The Workable posting (Feb 13) is explicitly customer-facing: customer LMS, customer education, customer help center. It's listed under Operations, hybrid Phoenix, and includes a direct report (Customer Training Specialist).
Your strongest recent work is internal (Track 1 onboarding, Track 2 call center). Only Track 3 maps directly to the posting.
The open question: You asked Stephanie on March 4 whether this role is internal, external, or both. She said she'd check and hasn't gotten back to you. This is the most important thing to resolve tomorrow.
Three Questions That Work in Any Scenario
1
The Scope Question
"When I spoke with Stephanie in March, I asked whether this role was focused on external customers, internal staff, or both — she said she'd check and get back to me. Has that been clarified on your end?"
2
The Reporting Line Question
"The posting lists this under Operations — has the reporting line been finalized? I've seen natural connections to Customer Success, HR, and Customer Care through the work I've been doing."
3
The Action Close
"What do you need from me to move this forward?" — adapted to whatever scenario plays out.
Five Scenarios — How She Opens, What to Ask
ARole Update
"I wanted to give you an update on where things stand..."
Has anything changed about the role scope since the original posting?
Is there an active candidate process, or has this been more of an internal conversation?
What's your involvement — hiring process or stakeholder side?
Is there a timeline you're working against — something driving urgency now?
Your move: Listen. Ask clarifying questions. Then connect her update to your proof of work. Don't pitch — confirm.
BTell Me More
"Your email got my attention — I'd love to hear more..."
"Before I walk you through it — what specifically caught your eye?"
"Are you more interested in what I've built, or how I've been thinking about where this goes?"
"How familiar are you with what Michael and Patty have been doing on the onboarding side?"
Your move: Don't list modules. Tell the three-track story. Show systems thinking, not task completion. Keep it to two minutes, then let her ask follow-ups.
COrg Design
"I've been thinking about where a role like this would sit..."
"What's driving the question — friction with where it's currently slotted, or setting it up long-term?"
"The role naturally touches at least three orgs — HR, Customer Care, and your world on implementation. Has that cross-functional reality come up?"
"Whoever lands in this role needs a clear mandate to pull content and SME time from other departments. Has there been discussion about how that authority would work?"
Your move: Match her altitude. If she's talking org structure, talk org structure. Share what you've observed from doing the cross-functional work — you have field data, not just opinions.
DStakeholder Alignment
"I wanted to make sure we're aligned before I take this to..."
"Who are you taking this to, and what's the conversation you're trying to have?"
"What objections do you think you'll hit?"
"Would it help if I put together a one-page summary, or would you rather keep it conversational?"
Your move: Don't over-deliver. Advocates need ammunition that's simple, specific, and memorable. Ask what she needs instead of guessing. Ready numbers: 8 modules Track 1, 4 modules Track 2, Patty as exec sponsor, Stephanie's SLT escalation, 27+ module backlog, staffing business case written.
EExpectations Reset
"I want to be transparent — things have been moving slower than I'd like..."
"Can you help me understand what's causing the delay — budget, scope, competing priorities?"
"Is the delay on the role definition side or the hiring process side?"
"Is the question still whether this role happens, or is it more about when?"
Your move: Grace under disappointment. Don't reference the February posting date. Close with: "I'm going to keep building regardless — but I'd rather be building in the direction that's most useful. Is there anything you'd steer me toward or away from?"
Universal Principles
◆You are not auditioning. You are already doing the job. That's the energy you walk in with.
◆Open by listening. She scheduled this. Let her frame it.
◆Watch whether she talks about "you" or "the role." "You" = she's placed you in the seat. "The role" = still in design mode.
◆Watch for: interview vs. scoping vs. advocacy framing. Other candidates. Reporting line signals. Isaiah's involvement = formal HR channels. Backfill questions = strongest signal.
◆Don't bring up other candidates. If she doesn't mention them, the silence is a signal.
"I didn't wait for the title to start doing the work. Everything I've built in the last six weeks is what this role would own on day one."
Assets to Have Open
Onboarding Framework
4-tab spreadsheet — strongest visual artifact
Staffing Business Case
Doubles as backfill plan if transition comes up
Three-Track Model
T1 internal onboarding, T2 call center, T3 customer-facing
After Kelsey → Patty at 2:00 PM
If Kelsey signals the role is formalizing: Frame Track 1 work with Patty as "here's what the MCTE function is already delivering."
If Kelsey is just exploring: Keep Patty meeting focused on Track 1 execution. Don't overplay the role angle.
Either way: Patty seeing a polished framework positions you as someone who operates at a manager level.