LOS ANGELES, May 8, 2026 /PRNewswire/ — The Exceptional Women Alliance (EWA) proudly welcomes Melanie Siewert, Chief Marketing Officer at LHH, into its distinguished community of influential women leaders. A seasoned global marketing executive, Siewert brings more than 20 years of experience transforming brands, building high-performing teams, and driving measurable growth across both B2B and B2C industries.

As Chief Marketing Officer of LHH, Siewert leads global marketing strategy across brand, demand generation, and customer experience. She plays a critical role in aligning marketing with business objectives and fostering strong collaboration with sales to enhance organizational performance and accelerate growth. Her leadership has been instrumental in shaping a modern, customer-centric brand and building a marketing function designed to deliver consistent, high-impact results across a complex global enterprise.

Throughout her career, Siewert has held senior leadership roles at prominent organizations including Truist Financial, Worldpay, Equifax, Whirlpool Corporation, and JPMorgan Chase. She is widely recognized for guiding enterprise brand strategy, leading complex mergers, scaling marketing operations, and delivering measurable gains in pipeline, revenue, and digital adoption.

Siewert’s expertise spans marketing strategy, customer engagement, brand development, sales enablement, and cross-functional leadership. Known for her empowering leadership style and strategic vision, she consistently builds high-performing teams that drive sustainable business growth while fostering collaboration and innovation.

Her accomplishments include:

  • Leading global marketing strategy for LHH, integrating brand, demand generation, and customer experience to drive business performance.
  • Guiding enterprise brand transformations and go-to-market strategies across multiple global organizations.
  • Driving measurable growth in pipeline, revenue, and digital engagement through data-driven marketing initiatives.
  • Leading marketing efforts through complex mergers and organizational transformations.
  • Serving as a two-time board chair and lifetime member of Strategic & Competitive Intelligence Professionals.
  • Recognized as a Top Woman in Marketing by PRWeek.

“Melanie’s ability to translate complex market dynamics into clear, impactful strategies, combined with her commitment to building strong, collaborative teams, makes her an exceptional addition to EWA,” said Larraine Segil. “Her leadership and results-driven approach align seamlessly with the values of our sisterhood.”

Melanie shared “I’m honored to be part of the Exceptional Women’s Alliance and look forward to learning from the incredible women leaders who are dedicated to lifting other women and impacting the world at large.”

Siewert now joins a powerful and growing community of C-suite and board-level women leaders across disciplines who share a common goal: to support one another through confidential, life-long mentoring relationships and to enrich both their professional and personal lives.

About Exceptional Women Alliance (EWA)
The Exceptional Women Alliance (EWA) is an invitation-only peer mentorship organization where high-level Exceptional Women from across multiple industries are hand-selected and invested in, to grow, learn, share, and succeed. In addition to the achievement of significant success, the criteria for acceptance include character traits that are defining of the EWA Culture – Kindness, the Spirit of Generosity, Transparency, Gratitude, and Willingness to Share their knowledge. The Foundation is a powerhouse of peer-to-peer mentoring that provides guidance, deep connection, and leadership, propelling each woman to sustainable success—one woman at a time. The life-long program enables each participant to be connected as alumnae in the ever-expanding EWA global community, as their fellow women leaders continue to move into positions of significance.

Learn more at www.exceptionalwomenalliance.com

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SOURCE Exceptional Women Alliance

Recognition highlights Golden 1’s commitment to empowering members, uplifting communities, and fostering an inclusive workplace

  • Golden 1 named to Newsweek’s America’s Best Regional Banks & Credit Unions 2026 list
  • Recognized for the second time on Newsweek’s America’s Greatest Workplaces for Women 2026 list

SACRAMENTO, Calif., May 8, 2026 /PRNewswire/ — Golden 1 Credit Union (Golden 1) is proud to announce it has been named to Newsweek’s America’s Best Regional Banks & Credit Unions 2026 and America’s Greatest Workplaces for Women 2026 lists. Together, these recognitions reflect Golden 1’s commitment to advancing financial well-being for its members while fostering an inclusive and supportive workplace for employees across California.

“At Golden 1, our purpose extends beyond financial services to how we show up for our employees and the communities we serve,” said Donna Bland, president and CEO of Golden 1 Credit Union. “These recognitions from Newsweek reflect a culture where empowering our teams and supporting inclusive growth are integral to delivering strong, member-focused banking across California.”

To determine its slate of honorees for America’s Best Regional Banks & Credit Unions 2026 list, Newsweek evaluated which organizations are the most committed to powering local economies by supporting small businesses, financing community projects, and providing reliable access to everyday banking services. Similarly, to decide which companies earned a spot on the America’s Greatest Workplaces for Women 2026 list, Newsweek conducted a nationwide survey of over 89,000 female employees. This survey evaluated 120 key performance indicators, with added weight given to factors such as gender equality, fairness, and inclusion.

Golden 1 earned its first inclusion on Newsweek’s list of the top 500 regional banks and credit unions nationwide. It reflects the Credit Union’s continued focus on:

  • Expanding access to Branch and Financial Resource Centers in underserved communities, which combine banking services with one-on-one financial guidance, education, and coaching
  • Supporting homeownership through down payment assistance programs and strategic partnerships
  • Investing in both digital and in-person banking experiences to meet members where they are
  • Driving community impact through grants, scholarships, and financial education initiatives

This marks Golden 1’s second year being recognized on Newsweek’s America’s Greatest Workplaces for Women list. Golden 1 was also the only credit union recognized among 17 financial institutions honored in the Banking category. The recognition reflects the Credit Union’s ongoing commitment to equity, inclusion, and opportunity through initiatives such as employee resource groups, leadership development programs, and clear pathways for career growth.

“Creating an environment where women feel supported, valued, and empowered to grow is essential to who we are as an organization,” said Heather Andrade‑Neumann, executive vice president and chief people officer of Golden 1 Credit Union. “This recognition reflects the intentional work we’ve done to foster an inclusive culture where employees can thrive and contribute meaningfully.”

Golden 1 continues to prioritize investments in regional banking capabilities, people-centered workplace practices, and community-based services that support long-term financial well-being across California.

ABOUT GOLDEN 1 CREDIT UNION
With more than $21 billion in assets, Golden 1 Credit Union is one of the largest credit unions in the United States, providing easy access to the financial solutions, resources, and support their members and communities need to improve their well-being. Golden 1 is committed to creating a more equitable and financially inclusive California and proudly serves all those who live or work there. Golden 1 is more than 1.1 million members strong and has over 2,000 employees. Visit golden1.com for more information.

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SOURCE GOLDEN 1 CREDIT UNION

Recognition highlights Golden 1’s commitment to empowering members, uplifting communities, and fostering an inclusive workplace

  • Golden 1 named to Newsweek’s America’s Best Regional Banks & Credit Unions 2026 list
  • Recognized for the second time on Newsweek’s America’s Greatest Workplaces for Women 2026 list

SACRAMENTO, Calif., May 8, 2026 /PRNewswire/ — Golden 1 Credit Union (Golden 1) is proud to announce it has been named to Newsweek’s America’s Best Regional Banks & Credit Unions 2026 and America’s Greatest Workplaces for Women 2026 lists. Together, these recognitions reflect Golden 1’s commitment to advancing financial well-being for its members while fostering an inclusive and supportive workplace for employees across California.

“At Golden 1, our purpose extends beyond financial services to how we show up for our employees and the communities we serve,” said Donna Bland, president and CEO of Golden 1 Credit Union. “These recognitions from Newsweek reflect a culture where empowering our teams and supporting inclusive growth are integral to delivering strong, member-focused banking across California.”

To determine its slate of honorees for America’s Best Regional Banks & Credit Unions 2026 list, Newsweek evaluated which organizations are the most committed to powering local economies by supporting small businesses, financing community projects, and providing reliable access to everyday banking services. Similarly, to decide which companies earned a spot on the America’s Greatest Workplaces for Women 2026 list, Newsweek conducted a nationwide survey of over 89,000 female employees. This survey evaluated 120 key performance indicators, with added weight given to factors such as gender equality, fairness, and inclusion.

Golden 1 earned its first inclusion on Newsweek’s list of the top 500 regional banks and credit unions nationwide. It reflects the Credit Union’s continued focus on:

  • Expanding access to Branch and Financial Resource Centers in underserved communities, which combine banking services with one-on-one financial guidance, education, and coaching
  • Supporting homeownership through down payment assistance programs and strategic partnerships
  • Investing in both digital and in-person banking experiences to meet members where they are
  • Driving community impact through grants, scholarships, and financial education initiatives

This marks Golden 1’s second year being recognized on Newsweek’s America’s Greatest Workplaces for Women list. Golden 1 was also the only credit union recognized among 17 financial institutions honored in the Banking category. The recognition reflects the Credit Union’s ongoing commitment to equity, inclusion, and opportunity through initiatives such as employee resource groups, leadership development programs, and clear pathways for career growth.

“Creating an environment where women feel supported, valued, and empowered to grow is essential to who we are as an organization,” said Heather Andrade‑Neumann, executive vice president and chief people officer of Golden 1 Credit Union. “This recognition reflects the intentional work we’ve done to foster an inclusive culture where employees can thrive and contribute meaningfully.”

Golden 1 continues to prioritize investments in regional banking capabilities, people-centered workplace practices, and community-based services that support long-term financial well-being across California.

ABOUT GOLDEN 1 CREDIT UNION
With more than $21 billion in assets, Golden 1 Credit Union is one of the largest credit unions in the United States, providing easy access to the financial solutions, resources, and support their members and communities need to improve their well-being. Golden 1 is committed to creating a more equitable and financially inclusive California and proudly serves all those who live or work there. Golden 1 is more than 1.1 million members strong and has over 2,000 employees. Visit golden1.com for more information.

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SOURCE GOLDEN 1 CREDIT UNION

Recognition highlights Golden 1’s commitment to empowering members, uplifting communities, and fostering an inclusive workplace

  • Golden 1 named to Newsweek’s America’s Best Regional Banks & Credit Unions 2026 list
  • Recognized for the second time on Newsweek’s America’s Greatest Workplaces for Women 2026 list

SACRAMENTO, Calif., May 8, 2026 /PRNewswire/ — Golden 1 Credit Union (Golden 1) is proud to announce it has been named to Newsweek’s America’s Best Regional Banks & Credit Unions 2026 and America’s Greatest Workplaces for Women 2026 lists. Together, these recognitions reflect Golden 1’s commitment to advancing financial well-being for its members while fostering an inclusive and supportive workplace for employees across California.

“At Golden 1, our purpose extends beyond financial services to how we show up for our employees and the communities we serve,” said Donna Bland, president and CEO of Golden 1 Credit Union. “These recognitions from Newsweek reflect a culture where empowering our teams and supporting inclusive growth are integral to delivering strong, member-focused banking across California.”

To determine its slate of honorees for America’s Best Regional Banks & Credit Unions 2026 list, Newsweek evaluated which organizations are the most committed to powering local economies by supporting small businesses, financing community projects, and providing reliable access to everyday banking services. Similarly, to decide which companies earned a spot on the America’s Greatest Workplaces for Women 2026 list, Newsweek conducted a nationwide survey of over 89,000 female employees. This survey evaluated 120 key performance indicators, with added weight given to factors such as gender equality, fairness, and inclusion.

Golden 1 earned its first inclusion on Newsweek’s list of the top 500 regional banks and credit unions nationwide. It reflects the Credit Union’s continued focus on:

  • Expanding access to Branch and Financial Resource Centers in underserved communities, which combine banking services with one-on-one financial guidance, education, and coaching
  • Supporting homeownership through down payment assistance programs and strategic partnerships
  • Investing in both digital and in-person banking experiences to meet members where they are
  • Driving community impact through grants, scholarships, and financial education initiatives

This marks Golden 1’s second year being recognized on Newsweek’s America’s Greatest Workplaces for Women list. Golden 1 was also the only credit union recognized among 17 financial institutions honored in the Banking category. The recognition reflects the Credit Union’s ongoing commitment to equity, inclusion, and opportunity through initiatives such as employee resource groups, leadership development programs, and clear pathways for career growth.

“Creating an environment where women feel supported, valued, and empowered to grow is essential to who we are as an organization,” said Heather Andrade‑Neumann, executive vice president and chief people officer of Golden 1 Credit Union. “This recognition reflects the intentional work we’ve done to foster an inclusive culture where employees can thrive and contribute meaningfully.”

Golden 1 continues to prioritize investments in regional banking capabilities, people-centered workplace practices, and community-based services that support long-term financial well-being across California.

ABOUT GOLDEN 1 CREDIT UNION
With more than $21 billion in assets, Golden 1 Credit Union is one of the largest credit unions in the United States, providing easy access to the financial solutions, resources, and support their members and communities need to improve their well-being. Golden 1 is committed to creating a more equitable and financially inclusive California and proudly serves all those who live or work there. Golden 1 is more than 1.1 million members strong and has over 2,000 employees. Visit golden1.com for more information.

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SOURCE GOLDEN 1 CREDIT UNION

CRN’s annual list recognizes C1 executives driving channel innovation and growth

BLOOMINGTON, Minn., May 8, 2026 /PRNewswire/ — C1, a global leader in technology solutions engineered for outcomes, today announced five C1 leaders have been named to the 2026 CRN® Women of the Channel – including Chief Revenue Officer Leigh Juul, Senior Vice President Strategic Sales Operations Valerie Corniello, Senior Vice President of Public Education Zeina Ammar, Vice President of Professional Services Suzanne Shreve, and Senior Director, Growth Marketing Katie McPherson.

Of note, Leigh Juul, Valerie Corniello, and Zeina Ammar are also acknowledged as leaders on the 2026 CRN Power 80 Solution Provider list.

This annual CRN list celebrates women from vendors, distributors, solution providers and other channel-focused organizations who make a positive difference in the IT ecosystem. The CRN 2026 Women of the Channel honorees are innovative and strategic leaders committed to supporting the success of their partners and customers.

The annual Power 80 Solution Provider list honors the most influential women in leadership at some of the country’s most prominent IT integrators, managed service providers, value-added resellers and consultants for their channel advocacy and dedication to helping their customers and technology partners thrive

“We are extremely proud that CRN has honored these stellar C1 leaders with this well-deserved recognition,” said Jeffrey Russell, CEO at C1. “Their experience and impact across our end-to-end business including sales, services, operations and marketing is critical to our continued success. Every day they are elevating and supporting our clients and ecosystem partners through one of the fastest and most exciting AI-enabled transformations our industry has seen in communications, infrastructure, and security.”

From powering C1’s business to empowering the company’s partners and clients, this year’s CRN honorees exemplify the talent, experience, and commitment that make C1 a success.

Leigh Juul, Chief Revenue Officer – Leigh is responsible for C1’s go-to-market strategy and all revenue-generating processes including sales, revenue operations, sales engineering, sales enablement and alliances.

Valerie Corniello, Senior Vice President of Strategic Sales Operations – Valerie leads C1’s sales operations, enabling revenue performance through optimized processes, commission structures, and renewal strategies that enhance retention, margin, and forecast accuracy.

Zeina Ammar, Senior Vice President of Public Education – Zeina leads C1’s K-12 sales efforts, focusing on improving student outcomes through secure, high-performance IT environments.

Suzanne Shreve, Vice President of Professional Services – Suzanne leads C1’s professional services team, focused on driving execution at scale and enabling high-quality outcomes for customers.

Katie McPherson, Senior Director, Growth Marketing – Katie leads C1’s growth marketing efforts, focusing on demand generation, partner co-marketing, and data-driven pipeline strategies to accelerate scalable revenue.

“It’s a privilege to celebrate the remarkable achievements of these women who are driving meaningful change across the IT channel,” said Jennifer Follett, VP of U.S. Content and Executive Editor, CRN at The Channel Company. “Each honoree has demonstrated exceptional leadership and a commitment to bold, innovative strategies that fuel transformation, growth, and success for their organizations and the broader channel. We’re proud to recognize their impact and look forward to seeing how they continue to shape the future of our industry.”

The 2026 Women of the Channel are featured online at crn.com/wotc.

About The Channel Company
The Channel Company (TCC) is the global leader in channel growth for the world’s top technology brands. We accelerate success across strategic channels for tech vendors, solution providers and end users with premier media brands, integrated marketing and event services, strategic consulting, and exclusive market and audience insights. TCC is a portfolio company of investment funds managed by EagleTree Capital, a New York City-based private equity firm. For more information, visit thechannelco.com.

About C1 
C1 makes modernization real—delivering secure, practical solutions for AI-powered collaboration, infrastructure, and security that drive measurable outcomes from day one. Focused on real-world results, C1 combines industry-leading partner technologies with deep expertise across advisory, professional, and managed services. From healthcare and education to government and financial services, C1 designs and delivers solutions that are faster, simpler, and more resilient—turning transformation into tangible value. For more information, visit www.onec1.com 

© 2026 The Channel Company, Inc. CRN is a registered trademark of The Channel Company, Inc. All rights reserved.

Media Contact: 
Kim Espinosa
kespinosa@onec1.com
832.721.0087

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SOURCE C1

May 8, 2026 /3BL/ – Bacardi, the world’s largest family-owned spirits company, announces the launch in Mexico of Shake Your Future, a program that transforms the lives of young adults by offering free mixology training and a path to formal employment as a professional bartender.

person mixing a drink

The program arrives in Mexico at a crucial time. According to INEGI data, although there are more than 30 million young people in the country, a large proportion of them face obstacles in accessing stable job opportunities. With the rate of informal employment and unemployment among 20-29 year olds reaching 44%, young people have limited opportunities for professional development. Bacardi has launched Shake Your Future to improve this situation for a small group of lucky individuals.

person mixing a drink

“Today, with Shake Your Future, we are training the next generation of talented bartenders and providing them with a platform for their personal and professional development,” says Daniel Aliaga, VP and Managing Director, Bacardi Latin America and the Caribbean. “It reflects our values ​​and our confidence in the unlimited potential of Mexican youth to further elevate the country’s renowned hospitality industry.”

Shake Your Future is an intensive, month-long program—completely free of charge—that immerses participants in the art of mixology and customer service. The first 10 students to participate in the program were selected with the support of YouthBuild, a non-profit organization that promotes opportunities for young people and helps them achieve their goals and aspirations.

group photo of class

The training culminates in an internationally recognized qualification awarded by the prestigious European Bartender School.

The program, which was first launched in France in 2018, has proven successful in markets around the world, including Spain, Italy, the United Kingdom, India, and South Africa, helping hundreds of graduates find employment and develop professional careers. Participants learn to master the art of mixology using iconic brands from the Bacardi portfolio—including BACARDÍ rum, BOMBAY SAPPHIRE gin, PATRÓN tequila, GREY GOOSE® vodka, and ST-GERMAIN liqueur—while developing the essential interpersonal skills to succeed in the industry.

After completing the course, each graduate receives support from Bacardi in accessing job opportunities within Mexico’s vibrant bar and restaurant community.

The choice of Mexico to expand Shake Your Future is strategic. The hospitality industry is a pillar of the national economy, representing nearly 8.7% of GDP and generating millions of jobs. Mexico’s influence on cocktail culture is also growing, as the country is now home to several of the world’s best cocktail bars, including Mexico City’s Handshake Speakeasy, which was named the world’s number one bar in 2024.

“The demand for bartenders with the skills needed to make amazing cocktails has never been higher,” says Ricardo Nava, co-owner of another of the country’s top cocktail bars, Mexico City’s Bar Mauro. “With Shake Your Future, Bacardi is helping to attract new talent to a sector that will only continue to grow.”

person mixing a drink

This launch marks a new chapter in the long history of Bacardi in Mexico and underscores its ongoing commitment to Corporate Sustainability to protect people and the planet. Bacardi supports local causes, collaborations, and programs to boost employability and job opportunities in its communities.

To learn more about how Bacardi is doing the right thing, visit www.bacardilimited.com/CS and, for more information about the Shake Your Future program, visit: www.bacardilimited.com/cs/shakeyourfuture

ENDS

Media enquiries: Andrew Carney, acarney@bacardi.com

Always drink responsibly.

About Bacardi Limited

Bacardi Limited, the largest privately held international spirits company, produces, markets, and distributes spirits and wines. The Bacardi Limited portfolio comprises more than 200 brands and labels, including BACARDÍ® rum, PATRÓN® tequila, GREY GOOSE® vodka, DEWAR’S® Blended Scotch whisky, BOMBAY SAPPHIRE® gin, MARTINI® vermouth and sparkling wines, CAZADORES® 100% blue agave tequila, and other leading and emerging brands including WILLIAM LAWSON’S® Scotch whisky, D’USSÉ® Cognac, ANGEL’S ENVY® American straight whiskey, and ST-GERMAIN® elderflower liqueur. Founded more than 164 years ago in Santiago de Cuba, family-owned Bacardi Limited currently employs more than 8,000, operates production facilities in 10 countries and territories, and sells its brands in more than 160 markets. Bacardi Limited refers to the Bacardi group of companies, including Bacardi International Limited. Visit www.bacardilimited.com or follow us on LinkedIn and Instagram.

May 8, 2026 /3BL/ – Bacardi, the world’s largest family-owned spirits company, announces the launch in Mexico of Shake Your Future, a program that transforms the lives of young adults by offering free mixology training and a path to formal employment as a professional bartender.

person mixing a drink

The program arrives in Mexico at a crucial time. According to INEGI data, although there are more than 30 million young people in the country, a large proportion of them face obstacles in accessing stable job opportunities. With the rate of informal employment and unemployment among 20-29 year olds reaching 44%, young people have limited opportunities for professional development. Bacardi has launched Shake Your Future to improve this situation for a small group of lucky individuals.

person mixing a drink

“Today, with Shake Your Future, we are training the next generation of talented bartenders and providing them with a platform for their personal and professional development,” says Daniel Aliaga, VP and Managing Director, Bacardi Latin America and the Caribbean. “It reflects our values ​​and our confidence in the unlimited potential of Mexican youth to further elevate the country’s renowned hospitality industry.”

Shake Your Future is an intensive, month-long program—completely free of charge—that immerses participants in the art of mixology and customer service. The first 10 students to participate in the program were selected with the support of YouthBuild, a non-profit organization that promotes opportunities for young people and helps them achieve their goals and aspirations.

group photo of class

The training culminates in an internationally recognized qualification awarded by the prestigious European Bartender School.

The program, which was first launched in France in 2018, has proven successful in markets around the world, including Spain, Italy, the United Kingdom, India, and South Africa, helping hundreds of graduates find employment and develop professional careers. Participants learn to master the art of mixology using iconic brands from the Bacardi portfolio—including BACARDÍ rum, BOMBAY SAPPHIRE gin, PATRÓN tequila, GREY GOOSE® vodka, and ST-GERMAIN liqueur—while developing the essential interpersonal skills to succeed in the industry.

After completing the course, each graduate receives support from Bacardi in accessing job opportunities within Mexico’s vibrant bar and restaurant community.

The choice of Mexico to expand Shake Your Future is strategic. The hospitality industry is a pillar of the national economy, representing nearly 8.7% of GDP and generating millions of jobs. Mexico’s influence on cocktail culture is also growing, as the country is now home to several of the world’s best cocktail bars, including Mexico City’s Handshake Speakeasy, which was named the world’s number one bar in 2024.

“The demand for bartenders with the skills needed to make amazing cocktails has never been higher,” says Ricardo Nava, co-owner of another of the country’s top cocktail bars, Mexico City’s Bar Mauro. “With Shake Your Future, Bacardi is helping to attract new talent to a sector that will only continue to grow.”

person mixing a drink

This launch marks a new chapter in the long history of Bacardi in Mexico and underscores its ongoing commitment to Corporate Sustainability to protect people and the planet. Bacardi supports local causes, collaborations, and programs to boost employability and job opportunities in its communities.

To learn more about how Bacardi is doing the right thing, visit www.bacardilimited.com/CS and, for more information about the Shake Your Future program, visit: www.bacardilimited.com/cs/shakeyourfuture

ENDS

Media enquiries: Andrew Carney, acarney@bacardi.com

Always drink responsibly.

About Bacardi Limited

Bacardi Limited, the largest privately held international spirits company, produces, markets, and distributes spirits and wines. The Bacardi Limited portfolio comprises more than 200 brands and labels, including BACARDÍ® rum, PATRÓN® tequila, GREY GOOSE® vodka, DEWAR’S® Blended Scotch whisky, BOMBAY SAPPHIRE® gin, MARTINI® vermouth and sparkling wines, CAZADORES® 100% blue agave tequila, and other leading and emerging brands including WILLIAM LAWSON’S® Scotch whisky, D’USSÉ® Cognac, ANGEL’S ENVY® American straight whiskey, and ST-GERMAIN® elderflower liqueur. Founded more than 164 years ago in Santiago de Cuba, family-owned Bacardi Limited currently employs more than 8,000, operates production facilities in 10 countries and territories, and sells its brands in more than 160 markets. Bacardi Limited refers to the Bacardi group of companies, including Bacardi International Limited. Visit www.bacardilimited.com or follow us on LinkedIn and Instagram.

CLEVELAND, May 8, 2026 /PRNewswire/ — Cleveland businesses navigating rising energy costs often wonder about the difference between an energy broker and an energy consultant. In a new HelloNation feature, Sandy Carpenter, Owner and President of Triple “S” Energy Management, clarifies how these roles overlap and how a single partner can deliver both transactional and strategic support.

The article explains that energy brokers are traditionally known for securing contracts. By gathering quotes from multiple suppliers, brokers provide businesses with competitive rates and simplify the process of choosing a supplier. This service is valuable for companies seeking immediate savings or straightforward solutions.

But Carpenter points out that many modern brokers, including Triple “S” Energy Management, go beyond the transaction. Instead of ending their role once the contract is signed, they continue to provide long-term guidance. This includes monitoring market trends, analyzing usage patterns, evaluating risk, and advising on strategies to protect against volatility in natural gas and electricity pricing.

“The distinction isn’t as clear-cut as it used to be,” Carpenter explains in the article. “A skilled broker can also deliver the same ongoing support traditionally associated with consultants, acting as both a negotiator and a strategic advisor.”

The HelloNation feature highlights how this dual role benefits businesses. Along with contract negotiation, brokers who provide consultant-level support often assign dedicated account managers, track regulatory changes, and recommend technology upgrades such as LED lighting or smart thermostats. This approach creates stability by reducing exposure to unpredictable market swings while also improving efficiency and long-term cost control.

For small and midsize businesses, this flexibility means they can access competitive pricing and receive strategic insights without needing separate service providers. For larger organizations, the combination of brokerage and consulting ensures complex energy needs are addressed with both immediate and future goals in mind.

The article emphasizes that energy management today is no longer just about securing the lowest rate. Market conditions change, technology evolves, and businesses face increasing pressure to plan for efficiency and sustainability. By working with an energy broker who also provides strategic guidance, companies gain the benefit of both transactional expertise and long-term planning.

The full article, What’s the Difference Between an Energy Broker and an Energy Consultant?, features insights from Sandy Carpenter of Triple “S” Energy Management and is published by HelloNation.

About HelloNation
HelloNation is a premier media platform that connects readers with trusted professionals and businesses across various industries. Through its innovative “edvertising” approach that blends educational content and storytelling, HelloNation delivers expert-driven articles that inform, inspire, and empower. Covering topics from home improvement and health to business strategy and lifestyle, HelloNation highlights leaders making a meaningful impact in their communities.

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SOURCE HelloNation

By Mike Wager, Contributor

Test automation isn’t a philosophical debate anymore across defense programs.

It’s what you do when you’re tired of the same late-cycle mess repeating itself: integration breaking in places nobody instrumented, teams scrambling to rebuild evidence packs from screenshots and spreadsheets, and leadership being asked to sign off on a release with more confidence than the facts justify.

That pressure isn’t coming from trends. It’s coming from reality. Systems are more software-defined, updates land more often, and suppliers deliver components that only make sense once they’re stitched together. But the burden of proof hasn’t eased; it’s broadened. Safety, cyber, resilience, and operational readiness still require defensible evidence, and the old habit of “we’ll document it properly near the milestone” doesn’t survive continuous change.

The shift is simple: assurance is moving upstream. Evidence gets created as the system evolves, or you end up recreating it later, under pressure, when it’s most expensive and least reliable.

From milestone assurance to continuous accreditation readiness

Programs are moving away from “we’ll pull the evidence together near the gate” and toward staying accreditation-ready all the time.

Two requirements sit underneath that shift:

  • Assurance must be continuous. Evidence accumulates with every build, patch, and integration change, not only at stage gates.
  • Assurance must be sovereign. It must work inside controlled environments with hard constraints: data residency, restricted connectivity, tool approval, and export controls.

This is where a lot of DevSecOps narratives hit the real world. They assume always-connected toolchains, cloud analytics, and integrations you can just switch on. Many defense environments can’t operate that way. Continuous assurance still must happen, just inside secure labs, segmented networks, and restricted environments where the boundary isn’t up for negotiation.

Continuous evidence packs: the real bottleneck programs are trying to remove

The slow part is rarely executing tests. The slow part is when someone asks you to prove it.

Because proving it isn’t one stakeholder. It’s engineering, quality, safety, cyber, program leadership, and often multiple companies across a supplier chain. Each one needs evidence that holds up when you zoom in, not a story that sounds plausible.

That’s why the same failure modes keep showing up:

  • Evidence scattered across tools, teams, and subcontractors
  • Verification reports stitched together right before milestones
  • Gaps between requirements, coverage, and what actually happened
  • Arguments over whether a failure is a real defect or a brittle test
  • “Run it again” cycles just to recreate proof in the right format

The target becomes evidence-by-default: every run should leave behind what assurance teams need, automatically, consistently, and in a way that survives scrutiny.

A modern approach produces continuous evidence packs: structured proof generated on every run, not assembled later:

  • Step-level outcomes tied back to requirements
  • Logs, screenshots, and run context that explain what happened
  • Configuration, versions, timestamps, and environment identity
  • Traceability that still makes sense after supplier changes and new releases

This isn’t “more reporting.” It’s removing the manual evidence of tax that gets paid again and again.

Supplier assurance: prove it across the chain, not inside one team

Delivery is built on supplier structures: primes, system integrators, tiered subcontractors, and national partners. The problem isn’t the structure. It’s what happens when assurance relies on trust and narrative instead of reproducible proof.

“We tested it” isn’t evidence. “It passed in our environment” isn’t evidence. “The dashboard is green” isn’t evidence.

Supplier assurance, done properly, looks like this: This requirement was validated by these tests, in this configuration, producing these artifacts, with this outcome, on this date.

When you can do that, program friction drops fast:

  • Fewer debates that turn into rework
  • Fewer “prove it again” loops every time something changes upstream
  • Fewer surprises hidden behind handover documents
  • Faster triage when integration breaks, because you can see exactly what ran and where

Assurance becomes verifiable, not rhetorical.

Sovereign deployment expectations: assurance must work inside the boundary

Sovereignty changes the shape of the problem. For many programs, the system, the testing, and the evidence can’t drift outside the controlled boundary, not casually, not “just for analysis.”

So continuous assurance has to hold up when:

  • Networks are segmented or air-gapped
  • Toolchains are on-prem
  • External integrations are limited or prohibited
  • Evidence must remain in program-owned repositories
  • Exports have to be controlled, deliberate, and auditable

That’s why this is more than a process tweak. It’s an architectural constraint.

If your assurance model depends on cloud services to function, it fails under sovereign constraints. If it requires intrusive components on mission systems, it creates new approval work and a new attack surface. Continuous assurance has to be achievable where the system lives, inside the secure lab, without negotiating exceptions every time you need proof.

What changes when evidence is continuous

When evidence is produced continuously, assurance stops being a cliff edge at the end. It becomes a steady build-up of proof that stays current.

Practically, that means:

  • Less last-minute evidence pack scrambles
  • Fewer delays caused by missing artifacts
  • Earlier visibility of integration risk (where real failures live)
  • Clearer readiness signals for leadership
  • More confident go/no-go decisions because the evidence is current, not curated

The key point: you don’t “add a phase.” You stop paying the hidden cost of reconstructing proof later.

Lessons from the field: where the model pays off

When continuous evidence replaces milestone evidence, the same shift shows up again and again:

  • Cadence improves because assurance doesn’t bottleneck at the end
  • Coverage improves because teams stop avoiding tests that are painful to evidence
  • Engineering time moves from repetition to analysis and risk reduction

And the advantage isn’t “faster testing.” It’s faster, defensible assurance under real constraints: sovereign environments, complex GUIs, multi-system workflows, and supplier-delivered components that must be verified end-to-end.

The human shift: from paperwork production to risk intelligence

This is the part most people don’t say out loud.

When evidence packs are automated and traceability is continuous, assurance teams stop burning their best people on admin work with a technical badge on it: chasing screenshots, rebuilding reports, reconciling versions, rewriting the same justification in five formats.

They get to do the work humans are actually good at:

  • Spotting weak signals before they become program issues
  • Challenging assumptions that toolchains quietly bake in
  • Pushing coverage into the risky paths teams avoid
  • Making risk visible early enough to do something about it

That’s the end-state: move faster without increasing residual risk, because assurance is continuous, evidence-led, supplier-verifiable, and sovereign by design.

Keysight Eggplant: built for sovereign, evidence-led testing

Most testing tools assume open access: APIs you can call, agents you can install, cloud services you can lean on, and logs you can ship off for analysis. That’s not how a lot of defense testing works.

Keysight Eggplant is built for environments where the boundary is fixed, and the proof has to stand up on its own.

  • Non-invasive by design
    Drives the system the way a user does, visually, so you can test mission UIs and locked-down applications without needing source code access or intrusive agents.
  • Evidence-by-default, not evidence-afterward
    Every run can generate the artifacts assurance teams actually need: step outcomes tied to requirements, logs, screenshots, timestamps, environment identity, and full run context, so you’re not rebuilding evidence packs near the gate.
  • Works inside the boundary
    Designed to run on-premises in secure labs and segmented networks, where external integrations are limited and data residency is not optional.
  • Coverage across the messy parts of the stack
    From embedded and specialist systems through to enterprise apps and operational dashboards, so you can validate end-to-end workflows where integration risk lives.
  • Traceability that survives change
    As suppliers update components and configurations shift, you can keep a defensible line from requirement → test → run → artifacts → outcome, without turning every release into a re-justification exercise.

The net effect is straightforward: less time spent reconstructing proof, fewer “prove it again” loops, and clearer readiness signals based on current evidence—not curated narratives.

The direction of travel

The next phase of QA defense isn’t about chasing novelty. It’s about keeping pace without letting residual risk creep up.

Teams will keep automating, but the real gain comes when automation is paired with continuous assurance: the ability to generate defensible evidence on every run, inside sovereign constraints, and across supplier boundaries.

That’s what changes the program experience. Fewer late-cycle scrambles. Fewer debates about what’s “real.” Faster identification of integration risk. And release decisions made on facts that are up to date.

Visit our dedicated A&D software testing page for more information.

 

By Mike Wager, Contributor

Test automation isn’t a philosophical debate anymore across defense programs.

It’s what you do when you’re tired of the same late-cycle mess repeating itself: integration breaking in places nobody instrumented, teams scrambling to rebuild evidence packs from screenshots and spreadsheets, and leadership being asked to sign off on a release with more confidence than the facts justify.

That pressure isn’t coming from trends. It’s coming from reality. Systems are more software-defined, updates land more often, and suppliers deliver components that only make sense once they’re stitched together. But the burden of proof hasn’t eased; it’s broadened. Safety, cyber, resilience, and operational readiness still require defensible evidence, and the old habit of “we’ll document it properly near the milestone” doesn’t survive continuous change.

The shift is simple: assurance is moving upstream. Evidence gets created as the system evolves, or you end up recreating it later, under pressure, when it’s most expensive and least reliable.

From milestone assurance to continuous accreditation readiness

Programs are moving away from “we’ll pull the evidence together near the gate” and toward staying accreditation-ready all the time.

Two requirements sit underneath that shift:

  • Assurance must be continuous. Evidence accumulates with every build, patch, and integration change, not only at stage gates.
  • Assurance must be sovereign. It must work inside controlled environments with hard constraints: data residency, restricted connectivity, tool approval, and export controls.

This is where a lot of DevSecOps narratives hit the real world. They assume always-connected toolchains, cloud analytics, and integrations you can just switch on. Many defense environments can’t operate that way. Continuous assurance still must happen, just inside secure labs, segmented networks, and restricted environments where the boundary isn’t up for negotiation.

Continuous evidence packs: the real bottleneck programs are trying to remove

The slow part is rarely executing tests. The slow part is when someone asks you to prove it.

Because proving it isn’t one stakeholder. It’s engineering, quality, safety, cyber, program leadership, and often multiple companies across a supplier chain. Each one needs evidence that holds up when you zoom in, not a story that sounds plausible.

That’s why the same failure modes keep showing up:

  • Evidence scattered across tools, teams, and subcontractors
  • Verification reports stitched together right before milestones
  • Gaps between requirements, coverage, and what actually happened
  • Arguments over whether a failure is a real defect or a brittle test
  • “Run it again” cycles just to recreate proof in the right format

The target becomes evidence-by-default: every run should leave behind what assurance teams need, automatically, consistently, and in a way that survives scrutiny.

A modern approach produces continuous evidence packs: structured proof generated on every run, not assembled later:

  • Step-level outcomes tied back to requirements
  • Logs, screenshots, and run context that explain what happened
  • Configuration, versions, timestamps, and environment identity
  • Traceability that still makes sense after supplier changes and new releases

This isn’t “more reporting.” It’s removing the manual evidence of tax that gets paid again and again.

Supplier assurance: prove it across the chain, not inside one team

Delivery is built on supplier structures: primes, system integrators, tiered subcontractors, and national partners. The problem isn’t the structure. It’s what happens when assurance relies on trust and narrative instead of reproducible proof.

“We tested it” isn’t evidence. “It passed in our environment” isn’t evidence. “The dashboard is green” isn’t evidence.

Supplier assurance, done properly, looks like this: This requirement was validated by these tests, in this configuration, producing these artifacts, with this outcome, on this date.

When you can do that, program friction drops fast:

  • Fewer debates that turn into rework
  • Fewer “prove it again” loops every time something changes upstream
  • Fewer surprises hidden behind handover documents
  • Faster triage when integration breaks, because you can see exactly what ran and where

Assurance becomes verifiable, not rhetorical.

Sovereign deployment expectations: assurance must work inside the boundary

Sovereignty changes the shape of the problem. For many programs, the system, the testing, and the evidence can’t drift outside the controlled boundary, not casually, not “just for analysis.”

So continuous assurance has to hold up when:

  • Networks are segmented or air-gapped
  • Toolchains are on-prem
  • External integrations are limited or prohibited
  • Evidence must remain in program-owned repositories
  • Exports have to be controlled, deliberate, and auditable

That’s why this is more than a process tweak. It’s an architectural constraint.

If your assurance model depends on cloud services to function, it fails under sovereign constraints. If it requires intrusive components on mission systems, it creates new approval work and a new attack surface. Continuous assurance has to be achievable where the system lives, inside the secure lab, without negotiating exceptions every time you need proof.

What changes when evidence is continuous

When evidence is produced continuously, assurance stops being a cliff edge at the end. It becomes a steady build-up of proof that stays current.

Practically, that means:

  • Less last-minute evidence pack scrambles
  • Fewer delays caused by missing artifacts
  • Earlier visibility of integration risk (where real failures live)
  • Clearer readiness signals for leadership
  • More confident go/no-go decisions because the evidence is current, not curated

The key point: you don’t “add a phase.” You stop paying the hidden cost of reconstructing proof later.

Lessons from the field: where the model pays off

When continuous evidence replaces milestone evidence, the same shift shows up again and again:

  • Cadence improves because assurance doesn’t bottleneck at the end
  • Coverage improves because teams stop avoiding tests that are painful to evidence
  • Engineering time moves from repetition to analysis and risk reduction

And the advantage isn’t “faster testing.” It’s faster, defensible assurance under real constraints: sovereign environments, complex GUIs, multi-system workflows, and supplier-delivered components that must be verified end-to-end.

The human shift: from paperwork production to risk intelligence

This is the part most people don’t say out loud.

When evidence packs are automated and traceability is continuous, assurance teams stop burning their best people on admin work with a technical badge on it: chasing screenshots, rebuilding reports, reconciling versions, rewriting the same justification in five formats.

They get to do the work humans are actually good at:

  • Spotting weak signals before they become program issues
  • Challenging assumptions that toolchains quietly bake in
  • Pushing coverage into the risky paths teams avoid
  • Making risk visible early enough to do something about it

That’s the end-state: move faster without increasing residual risk, because assurance is continuous, evidence-led, supplier-verifiable, and sovereign by design.

Keysight Eggplant: built for sovereign, evidence-led testing

Most testing tools assume open access: APIs you can call, agents you can install, cloud services you can lean on, and logs you can ship off for analysis. That’s not how a lot of defense testing works.

Keysight Eggplant is built for environments where the boundary is fixed, and the proof has to stand up on its own.

  • Non-invasive by design
    Drives the system the way a user does, visually, so you can test mission UIs and locked-down applications without needing source code access or intrusive agents.
  • Evidence-by-default, not evidence-afterward
    Every run can generate the artifacts assurance teams actually need: step outcomes tied to requirements, logs, screenshots, timestamps, environment identity, and full run context, so you’re not rebuilding evidence packs near the gate.
  • Works inside the boundary
    Designed to run on-premises in secure labs and segmented networks, where external integrations are limited and data residency is not optional.
  • Coverage across the messy parts of the stack
    From embedded and specialist systems through to enterprise apps and operational dashboards, so you can validate end-to-end workflows where integration risk lives.
  • Traceability that survives change
    As suppliers update components and configurations shift, you can keep a defensible line from requirement → test → run → artifacts → outcome, without turning every release into a re-justification exercise.

The net effect is straightforward: less time spent reconstructing proof, fewer “prove it again” loops, and clearer readiness signals based on current evidence—not curated narratives.

The direction of travel

The next phase of QA defense isn’t about chasing novelty. It’s about keeping pace without letting residual risk creep up.

Teams will keep automating, but the real gain comes when automation is paired with continuous assurance: the ability to generate defensible evidence on every run, inside sovereign constraints, and across supplier boundaries.

That’s what changes the program experience. Fewer late-cycle scrambles. Fewer debates about what’s “real.” Faster identification of integration risk. And release decisions made on facts that are up to date.

Visit our dedicated A&D software testing page for more information.

 

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