Stephen Duke Open to work
Stephen Duke

Employee Listening & Engagement Strategist

I help organizations hear their people — and act on it.

Most organizations don't have a listening strategy. They have a survey calendar. The difference is whether your people trust that what they say actually changes things. Building that trust — through how you listen, what you do with it, and how honestly you communicate both — is what I do.

86% → 92% Two consecutive company records Great Place to Work participation, 2024 & 2025
Global Listening programs designed for international teams Across time zones, cultures, and org structures
7 ERGs Employee communities built and scaled 4 launched from scratch with full infrastructure & leadership
Always‑on Moved a company from annual surveys to continuous listening Full platform rollout, change management & manager coaching

"Making our employees feel heard and facilitating safe and productive spaces. This is truly your super power."

Libby Owens, Talent Development Specialist, Principal — WP Engine

"He brings the same genuine care to a small team workshop as he does to a company-wide initiative. Stephen creates spaces where people actually feel safe enough to say the hard things — and that's not a skill you can fake."

Brian Kenney, Sr. Leadership Development Manager — WP Engine

What I'm looking for

The role Full-time position in Employee Listening, Engagement, or Culture — where the work is genuinely strategic, not just operational.
The organization One where leaders are willing to act on what they hear, be honest about what they can't, and invest in something that actually lasts.
The culture Psychological safety isn't a talking point — it's practiced. People keep speaking up because they've seen it matter before.
The scope A role where I can go deep on the work I care most about — facilitation, listening design, and helping leaders actually act on what they hear — with room to grow.

Open to work

Let's talk.

I'm looking for a full-time role in Employee Listening, Engagement, or Culture — at an organization serious about the whole loop, not just the survey.

I'm drawn to organizations where listening is a genuine business priority — not a survey calendar. Where leaders are willing to act on what they hear, be honest about what they can't, and build the kind of culture where people keep speaking up because they've seen it matter before. If that's the organization you're building, I'd love to talk.

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