How to Find a Therapist Who Actually Understands Corporate Pressure
LAST UPDATED: APRIL 2026
Many driven women step into therapy hoping for relief, only to feel unseen or misunderstood when their therapist doesn’t grasp the intense demands of corporate life. In my work with clients, I see how critical it is to connect with someone who truly understands the unique pressures you face. This guide helps you find therapy that meets you where you are, beyond surface advice and generic solutions.
Last reviewed: June 2026 by Annie Wright, LMFT
- When “Set a Boundary” Feels Like a Broken Record
- Why Corporate Pressure Isn’t Just Stress
- Recognizing Therapy That Misses the Mark
- What to Look for in a Therapist Who Gets It
- The Role of Trauma-Informed Care in Corporate Stress
- Questions to Ask Before Your First Session
- How Therapy Can Align With Your Ambition
- Building a Collaborative Therapeutic Partnership
- Frequently Asked Questions
Finding a therapist who understands corporate pressure means finding someone who can hold both the real external demands of high-stakes professional environments and the internal patterns those environments activate. Corporate pressure isn’t simply stress; it intersects with perfectionism, identity, and nervous system patterns rooted in earlier relational experiences. A therapist defaulting to generic stress-management advice misses the clinical picture entirely. In my work with driven women navigating corporate environments, the relief of finally feeling accurately seen by a clinician is itself a turning point.
In short: A therapist who understands corporate pressure can hold both the real demands of high-stakes professional life and the earlier psychological patterns those environments activate, without reducing one to the other.
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I’ve worked with driven women inside demanding corporate environments for more than 15,000 clinical hours, and the frustration of being misunderstood or undertreated by generalist therapists is a recurring theme. Arlie Hochschild, PhD, sociologist at the University of California Berkeley, documented how emotional labor, the invisible management of feelings required to meet institutional norms, carries a measurable physiological cost distinct from standard occupational stress (Hochschild 1989).
When “Set a Boundary” Feels Like a Broken Record
Anjali shifts in her chair, the leather creaking softly under her. The muted hum of the city filters through the therapy room’s window, but her mind is elsewhere. She’s in session three with a therapist she found through her insurance network, a practical choice, but so far, it’s left her feeling more isolated than understood.
Her therapist’s words float back: “Try setting a boundary around checking email after 8 PM.” Anjali’s jaw tightens. She’s heard this before. She’s tried it before. But that’s just the surface. What she doesn’t know, and what no one has asked her yet, is why she can’t make herself do it, even when she desperately wants to.
The room smells faintly of lavender, an attempt at calm that feels distant from the knot tightening in her chest. She imagined therapy would be a refuge, a place where the relentless pressure of her role as COO could be unpacked with nuance and care. Instead, she leaves feeling more alone, as if the complexity of her experience is being reduced to a checklist of generic coping strategies.
In my work with clients like Anjali, I see this pattern all too often. Driven women come into therapy carrying the weight of constant connectivity, unrelenting expectations, and the invisible cost of high-stakes decision-making. When therapy misses the mark, it doesn’t just fall short, it deepens the sense of isolation, the feeling that no one truly understands the demands you’re up against.
Anjali’s experience is a quiet call for something different: a therapist who knows that corporate pressure isn’t just stress to “manage,” but a force that shapes your identity, your choices, and your emotional landscape in ways that need more than surface-level advice. Therapy that meets you here sees the full picture, the ambition, the exhaustion, the drive to excel, and the very real barriers to self-care that come with that territory.
If you’ve ever left a session feeling more misunderstood than supported, you’re not alone. Finding a therapist who actually understands corporate pressure is possible, and it’s the first step toward healing that respects both your ambition and your humanity.
Why Corporate Pressure Is Clinically Distinct
In my work with driven women, what I see consistently is that the stress they carry isn’t your typical workplace tension. It’s a complex, layered experience that goes beyond deadlines and meetings. These women often live with an “always-on” nervous system, conditioned by industries like law, medicine, tech, and finance, where 24/7 availability isn’t just expected, it’s the norm. This constant hypervigilance rewires the body’s stress response, making it impossible to fully disconnect and recharge outside of work hours.
This pressure is also deeply tied to identity. When your value is measured by performance, the question “Who am I if I stop performing?” becomes a persistent, urgent one. It’s not just about doing the job well; it’s about survival. Perfectionism steps in not merely as a character trait but as a safety mechanism that shields against failure, criticism, and the fear of invisibility. What’s crucial here is that traditional coping strategies often fail because this perfectionism is serving an important function, it’s protecting the self in a high-stakes environment.
Adding another layer is the gendered experience of being a woman in male-dominated fields. The emotional labor of navigating microaggressions, proving competence repeatedly, and managing expectations for “likeability” creates a unique form of stress that’s rarely acknowledged in standard therapy. This extra labor intensifies the pressure, compounding feelings of isolation and exhaustion. It’s no wonder that many driven women feel misunderstood when their therapists don’t grasp this dimension.
Generic cognitive-behavioral therapy (CBT) frequently falls short because it focuses primarily on cognitive reframing, changing thought patterns, without addressing the somatic or trauma-based aspects of this lived experience. What remains unaddressed is how chronic stress and identity threats are encoded in the body, affecting nervous system regulation and emotional resilience. This is where Trauma-Informed Clinical Practice becomes essential.
An approach that recognizes the widespread impact of trauma, understands potential paths for recovery, and integrates knowledge about trauma into clinical care to avoid re-traumatization. (Bessel van der Kolk, MD, Professor of Psychiatry, Boston University School of Medicine)
In plain terms: It’s therapy that sees how deep stress and past hurts live in your body and mind, and works with that to help you heal, not just change your thoughts.
What ‘Understanding Corporate Pressure’ Actually Means
When therapists say they’re “trauma-informed,” it sounds promising, but what does it really mean in practice, especially for driven women navigating high-stakes corporate worlds? In my work with clients, I see how many therapists check that box without grasping the unique, often hidden toll that relentless pressure takes on someone who’s expected to perform flawlessly. It’s not just about knowing trauma exists; it’s about recognizing how trauma shows up in the boardroom, in your drive to excel, and in the perfectionist armor you wear.
Many driven women carry what I call relational trauma, a form of trauma that stems from experiences of disconnection, invalidation, or emotional neglect in important relationships, whether in childhood or adulthood. This trauma often doesn’t look like what people expect: no dramatic flashbacks or overt crisis moments. Instead, it hides beneath a veneer of competence and success, showing up as chronic stress, self-doubt masked by perfectionism, or difficulty trusting others even when everything seems “fine.” Bessel van der Kolk, MD, professor of psychiatry at Boston University School of Medicine and author of *The Body Keeps the Score*, highlights how trauma is stored in the body and nervous system, not just in memories. That means a trauma-informed therapist needs to be skilled at noticing these subtle signs, not just listening for explicit trauma stories.
Trauma that arises from disruptions or wounds in significant relationships, including emotional neglect, inconsistent caregiving, or betrayal, impacting one’s ability to form safe, trusting connections. (Dr. Daniel Siegel, Clinical Professor of Psychiatry at UCLA School of Medicine)
In plain terms: It’s the kind of hurt that comes from feeling unseen or unsafe with people who matter most, which can make it hard to relax or be authentic, even when you’re successful on the outside.
True trauma-informed care for driven women requires a therapist to understand how corporate pressure triggers and interacts with relational trauma. What I see consistently is that driven clients often struggle with a deep fear of failure or being exposed as “not enough,” even when their track record proves otherwise. This fear isn’t just about work, it’s tied to early relational wounds that never fully healed. Therapists who don’t have this lens might misinterpret a client’s drive as mere ambition or overlook the emotional exhaustion beneath the surface.
Ultimately, finding a therapist who truly understands corporate pressure means finding someone who can hold the complexity of your experience: the pride in your achievements alongside the hidden pain that drives them. It means working with a clinician who listens for what’s unspoken and knows how to help you build safety, trust, and resilience, not by pushing harder, but by healing what’s underneath.
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RESEARCH EVIDENCE
Peer-reviewed findings that inform this clinical framework:
- 13 RCTs, n=850 women, depression and anxiety significantly improved post-treatment and at 3/6 months (PMID: 37697899)
What Makes a Therapist Right for Driven Professional Women
In my work with driven professional women, I see a recurring pattern: many have used their career success as a way to manage deep relational wounds. These wounds often stem from early experiences where their needs for safety, recognition, or emotional attunement weren’t fully met. For women in high-pressure corporate environments, the drive to excel can become both a shield and a coping mechanism. But when therapy doesn’t address this underlying relational trauma, it can feel like trying to fix a leak without finding the source.
Relational trauma is a form of emotional injury that arises from disruptions or neglect in close relationships, often in childhood or formative years. According to Bessel van der Kolk, Clinical Professor of Psychiatry at Boston University School of Medicine and author of *The Body Keeps the Score*, relational trauma impacts not only our emotional well-being but also our bodily responses and how we engage with others. For driven women, this trauma frequently manifests as an intense internal pressure to prove worth through achievement and control. It’s not just about ambition. It’s about managing an internal wound that feels unsafe or unseen.
The right therapist understands this dynamic deeply. They recognize that your drive isn’t simply about success or ambition; it’s often a survival strategy shaped by relational trauma. Therapy then becomes a space to gently explore how these patterns developed and how they play out in your professional and personal life. What I see consistently is that when therapists validate the complexity of this experience, clients begin to feel seen beyond their accomplishments. As whole, nuanced individuals with both strengths and vulnerabilities.
Another key factor is a therapist’s ability to hold relational safety in the therapy room itself. Many driven women have told me that previous therapy experiences felt transactional or goal-focused without emotional attunement. A therapist who creates a secure, empathetic presence helps you slowly lower your defenses and connect with parts of yourself that have been hidden or protected. Sue Johnson, EdD, founder of Emotionally Focused Therapy, emphasizes that healing relational trauma requires “a corrective emotional experience” where clients feel truly understood and accepted. This kind of relational attunement often becomes the foundation for sustainable growth and resilience.
Finally, the therapist’s familiarity with the corporate world’s demands and culture matters. When a therapist understands the unique pressures you face. The long hours, the constant performance evaluation, the gender dynamics. They can tailor their approach accordingly. It’s not about simply managing stress; it’s about unpacking how these pressures interact with your relational patterns and trauma. This comprehensive understanding allows therapy to move beyond surface-level coping and into meaningful change that honors your whole experience as a driven professional woman.
The 10-Question Checklist: What to Ask a Potential Therapist
Finding a therapist who truly understands the pressures you face as a driven woman in a demanding corporate environment starts with asking the right questions. In my work with clients, I see how often well-intentioned therapists miss the mark because they don’t grasp the nuances of industries like BigLaw, medicine, tech, or finance. To help you cut through the noise, here’s a practical checklist you can bring to your initial consultation. These questions not only reveal a therapist’s clinical approach but also whether they’ve worked with women like you before.
First, ask about their specific clinical experience with women in your field. For example, “Do you have specific clinical experience with women in law, medicine, tech, or finance? What does that look like?” A therapist who understands the unique culture, expectations, and unspoken rules of your industry will be far better equipped to support you. Next, make sure they’re trauma-informed and ask about their modalities for relational trauma. “Are you trauma-informed? What modalities do you use for relational trauma specifically?” Effective answers will include EMDR, Internal Family Systems (IFS), or somatic approaches, not just standard cognitive-behavioral therapy (CBT). These approaches address the deeper, often hidden layers of distress that drive your coping strategies.
It’s also critical to understand how they approach clients who appear to be managing well on the surface. “How do you approach high-functioning clients who appear to be managing?” If they don’t recognize the high-functioning mask, they risk undertreating you. Another key question is about their typical treatment length and session caps. “How many sessions do you typically work with clients? Do you have a session cap?” Beware of therapists with arbitrary limits who can’t tailor the timeline to your needs. You want a clinician who sees therapy as a flexible process, not a checkbox.
Addressing burnout and perfectionism requires nuance. Ask, “Do you work with perfectionism and burnout that doesn’t respond to standard coping strategies?” If their first response is to suggest more coping techniques, consider this a yellow flag. Instead, they should acknowledge the limitations of those strategies and explore underlying causes. Similarly, ask about achievement as a coping mechanism: “Can you describe how you’d work with someone who’s used achievement to manage distress since childhood?” This reveals if they understand the trauma-achievement link that’s so common among driven women.
Make sure they have a plan for when progress stalls. “What do you do when a client is intellectually engaged in therapy but not changing?” A thoughtful answer will go beyond exploration and include strategies for breaking through stuck points. Also, ask, “How do you handle it when a client feels like therapy isn’t working?” Their response should be specific and clinical, highlighting collaboration and adjustment rather than defensiveness or dismissal.
Given the complexity of your needs, inquire about payment structures. “Are you private pay only, and what are your thoughts on insurance-based therapy for complex presentations?” Private pay often means no session caps and no pressure for diagnosis, which supports deeper work. Lastly, confirm their familiarity with your industry’s pressures. “What is your experience with the specific pressures of [your industry]?” They should be able to speak to the particular challenges of BigLaw, medicine, tech, or finance, not offer generic answers.
Both/And: Right Fit AND Willingness to Stay
In my work with driven women navigating the relentless demands of corporate life, I see a pattern that’s easy to miss: the urge to find the perfect therapist and the impulse to quit therapy when it gets hard often happen together. Many clients tell me they’ve bounced between therapists, frustrated that no one “gets” the pressure or that therapy feels like a dead end. What I see consistently, though, is that lasting change requires something more than just the right fit. It requires a willingness to stay, even when the work feels uncomfortable or stalled.
Finding a therapist who truly understands corporate pressure is crucial, but it’s only half the equation. Therapy’s transformative power often emerges in those tough moments where resistance shows up. When the walls you’ve built start to shake, and the familiar ways of coping no longer work. Dr. Brené Brown, a research professor at the University of Houston, highlights that “vulnerability is the birthplace of innovation, creativity, and change.” Therapy asks you to be vulnerable in ways that can feel risky, especially if you’re used to controlling every outcome in your professional life. That discomfort isn’t a sign you’re failing; it’s a sign you’re on the right track.
The Both/And framework here means you don’t have to choose between finding a therapist who “gets it” and learning to tolerate the discomfort that growth demands. In fact, the right fit makes it easier to stay through the hard parts. When you feel seen and understood, you’re more likely to trust the process and lean into those moments of resistance rather than bail. Psychotherapist Dr. Irvin Yalom, a leading expert in existential psychotherapy, reminds us that “the therapeutic relationship itself is the vehicle of change.” Finding a therapist who truly resonates with your experience creates a safe space where you can face the discomfort without shutting down.
At the same time, it’s essential to recognize that no therapist will be perfect from the start, and therapy isn’t a quick fix. It’s a process that requires patience and persistence. The willingness to stay. Even when progress feels slow or invisible. Is what allows insight and healing to take hold. As psychologist Dr. Angela Duckworth, founder of the Character Lab at the University of Pennsylvania, explains, “grit is passion and perseverance for very long-term goals.” Therapy is a long-term goal, especially when you’re unpacking layers of corporate pressure and internalized expectations.
So, the Both/And is this: find a therapist who understands the realities of your driven and ambitious life, AND commit to staying long enough to work through the discomfort that comes with real change. It’s not about pushing through pain blindly, but about trusting the process while holding space for your experience. In my experience, that combination is what finally makes therapy feel like a place where you’re not just heard, but truly understood. And where growth becomes possible.
The Systemic Lens: Why the Right Therapist Is Hard to Find
In my work with clients navigating the intense demands of corporate life, one challenge stands out: finding a therapist who truly understands the intersection of relational trauma, professional achievement, and gender-specific pressures. This isn’t about therapists lacking empathy or skill. Instead, it reflects a systemic gap in how therapists are trained and how mental health services are organized. Most therapists receive generalist training that doesn’t prepare them to grasp the unique realities driven and driven women face in high-pressure environments.
What I see consistently is that the women who most need specialized care often find themselves overlooked by the standard referral networks they rely on. Employee Assistance Programs (EAPs), insurance panels, and traditional directories tend to prioritize accessibility and volume over specialization. As a result, driven women get matched with well-meaning therapists who simply aren’t equipped to address the layered challenges of corporate stress compounded by subtle gender dynamics and relational trauma. This mismatch leads to frustration and feelings of being misunderstood or unseen.
This systemic issue roots in broader structural factors within mental health care. Therapist training programs rarely integrate comprehensive modules on workplace culture or gendered professional experiences. According to Dr. Jessica Henderson Daniel, PhD, ABPP, President of the American Psychological Association, “Therapists need more exposure to the nuanced realities of clients’ social and professional contexts to provide effective care.” The limited focus means many therapists don’t recognize how corporate pressure can exacerbate trauma symptoms or affect relational patterns. Without this understanding, therapy risks missing critical pieces of the client’s experience.
Furthermore, the supply of therapists who specialize at this intersection is limited. Even within the field of trauma therapy, few clinicians combine expertise in relational trauma with sensitivity to the high-stakes corporate world and the specific challenges faced by women in leadership or ambitious roles. This scarcity is a structural problem, not a reflection on individual therapists’ commitment. Driven women often find themselves navigating a fragmented system where the professionals most attuned to their needs are the hardest to reach and least likely to be covered by employer or insurance plans.
In plain terms: the mental health system hasn’t caught up to the complex realities of driven women in corporate environments. This gap means your search for the right therapist requires persistence and a willingness to look beyond traditional referral sources. Understanding this systemic context helps reframe the difficulty of finding a good fit, not as a personal failing, but as a limitation in how therapy is structured and accessed today.
How to Begin the Search
Starting your search for a therapist who truly understands the pressures you face in a driven corporate environment can feel overwhelming. The first step is to clarify what matters most to you in a therapeutic relationship. Use the checklist you’ve created, whether it includes experience with corporate stress, familiarity with burnout, or knowledge of work-life boundary challenges, as a guide during initial consultations. Think of the checklist not as a rigid filter but as a way to keep your priorities front and center as you meet different clinicians.
When you connect with a potential therapist, pay close attention to how they respond to your description of your work life. Do they ask thoughtful questions about your specific stressors? Do they recognize the unique challenges of being a driven woman in a competitive corporate culture? These moments reveal whether they truly grasp the realities behind your experience or if they’re offering general advice that won’t resonate. Trust your intuition here, it’s a reliable compass for sensing genuine understanding versus surface-level empathy.
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Scheduling an initial session or consultation call is a crucial move. Use this time to observe how comfortable you feel sharing your story and whether the therapist’s style aligns with your needs. It’s perfectly okay to meet with a few therapists before deciding. What I see consistently is that clients who take their time to find a therapist who “gets it” end up with more meaningful progress and deeper healing. This search isn’t just about credentials; it’s about connection and trust.
Remember to ask about their approach to managing corporate burnout or navigating the tension between ambition and self-care. A therapist who can speak fluently to these issues signals they’ve worked with clients like you and understand the stakes. Don’t hesitate to be direct about your expectations. This transparency sets the foundation for a collaborative and empowering therapeutic journey.
Finding the right therapist is a courageous and hopeful step. You’re not alone in feeling misunderstood or dismissed before. There’s a community of driven women who’ve walked this path, searching, questioning, and ultimately finding spaces where their experience is honored. Keep that in mind as you move forward. Your story deserves to be met with insight and compassion, and the right therapist is out there, ready to listen.
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The professionals you work with didn’t get to where they are by asking for help. They got there by performing. Brilliantly, relentlessly, and at a cost that is invisible to everyone around them. What I offer, and what distinguishes this practice from the thousands of therapists and coaches who list “executive” or “professional” on their Psychology Today profiles, is over 15,000 clinical hours spent specifically with this population. I don’t need my clients to explain what it feels like to manage a hundred-million-dollar portfolio while their marriage is disintegrating. I don’t need them to justify why they can’t “just take a vacation.” I understand the neurobiological architecture of a life built on conditional love, professional performance, and the quiet terror of being found out as someone who is not, in fact, holding it all together.
When you refer a client to this practice, you’re not referring them to general therapy. You’re referring them to a clinician who has built an entire body of work around the specific intersection of ambition, achievement, and relational trauma. And who understands that the woman sitting across from her isn’t broken. She’s exhausted. She’s depleted. And she’s been running on a nervous system that was wired for survival decades before she ever entered your industry.
The therapeutic relationship I offer is one where she can finally stop performing. Where she doesn’t have to be impressive, competent, or “fine.” Where the full weight of what she’s carrying can be set down. Carefully, at her own pace, with someone who knows that the armor she built saved her life, and that taking it off requires more courage than any deal she’s ever closed or case she’s ever won.
If what you’ve read here resonates, I want you to know that individual therapy and executive coaching are available for driven women ready to do this work. You can also explore my self-paced recovery courses or schedule a complimentary consultation to find the right fit.
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Q: How do I know if a therapist actually understands my world vs. just saying they do?
A: What I see consistently is that therapists who truly understand corporate pressure listen beyond surface-level stress. They ask thoughtful questions about your work culture, expectations, and the unique challenges driven women face. They won’t just nod and use buzzwords; they’ll reflect real insight about your environment. During initial sessions, pay attention to whether they validate your experience without minimizing it and if their interventions feel tailored rather than generic.
Q: Can a therapist who doesn’t have a corporate background still work with me?
A: Absolutely. While having firsthand corporate experience can help, what matters most is clinical competence and a willingness to learn your world deeply. Many therapists without direct corporate backgrounds succeed by immersing themselves in clients’ realities, researching industry pressures, and adapting therapeutic approaches accordingly. The key is their curiosity, empathy, and ability to hold space for your unique stressors without judgment.
Q: What if I’ve tried therapy three times and it didn’t work?
A: Trying therapy multiple times without feeling understood is a common experience, especially for driven women navigating corporate pressure. It’s not about your effort but fit and approach. What I observe clinically is that success often depends on finding a therapist who truly “gets” your environment and challenges. Don’t give up, consider shifting to someone with expertise in workplace stress, or a therapist who integrates both clinical skills and cultural competence.
Q: Is there a difference between a therapist and an executive coach for what I need?
A: Yes. Executive coaches focus on performance, leadership skills, and career growth, often in a goal-oriented framework. Therapists address emotional wellbeing, mental health, and underlying patterns that affect your life and work. In my work with clients, blending both can be powerful, but therapy provides a deeper space to process stress, burnout, and identity beyond just professional success.
Q: Does Annie offer an initial consultation?
A: Yes, Annie offers an initial consultation to explore whether her approach aligns with your needs. This session provides a no-pressure space to discuss your experiences, ask questions, and see if the clinical fit feels right. It’s an important first step to ensure you feel understood and supported before committing to ongoing work.
Q: How can I tell if a therapist minimizes the pressure I’m under at work?
A: Minimizing often shows up as quick reassurances like “just relax” or shifting focus away from your work stress without validation. What I notice clinically is that effective therapists acknowledge the intensity and complexity of corporate pressure without glossing over it. They help you explore your feelings honestly rather than offering platitudes. Trust your sense of being heard and taken seriously, those are key markers of a therapist who truly understands.
Related Reading
Schulte, Brigid. Overwhelmed: Work, Love, and Play When No One Has the Time. Vivian Crichton Books, 2014.
Hochschild, Arlie Russell, and Anne Machung. The Second Shift: Working Families and the Revolution at Home. Viking, 2012.
Schein, Edgar H. Humble Inquiry: The Gentle Art of Asking Instead of Telling. Berrett-Koehler Publishers, 2013.
Rock, David. Your Brain at Work: Strategies for Overcoming Distraction, Regaining Focus, and Working Smarter All Day Long. HarperBusiness, 2009.
References
Peer-Reviewed Research (Vancouver)
- van der Kolk BA, Wang JB, Yehuda R, Bedrosian L, Coker AR, Harrison C, et al. Effects of MDMA-assisted therapy for PTSD on self-experience. PLoS One. 2024;19(1):e0295926. doi:10.1371/journal.pone.0295926. PMID: 38198456.
- Reisz S, Duschinsky R, Siegel DJ. Disorganized attachment and defense: exploring John Bowlby's unpublished reflections. Attach Hum Dev. 2018;20(2):107-134. doi:10.1080/14616734.2017.1380055. PMID: 28952412.
- Greenman PS, Johnson SM. Emotionally focused therapy: Attachment, connection, and health. Curr Opin Psychol. 2022;43:146-150. doi:10.1016/j.copsyc.2021.06.015. PMID: 34375935.
Books & Cultural Sources (Chicago Author-Date)
- Brown, Brené. Daring Greatly. Penguin Audio, 2012.
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As a licensed psychotherapist (LMFT #95719), trauma-informed executive coach, and relational trauma specialist with over 15,000 clinical hours, she guides driven women. Including Silicon Valley leaders, physicians, and entrepreneurs. In repairing the psychological foundations beneath their impressive lives. Annie is the founder and former CEO of Evergreen Counseling, a multimillion-dollar trauma-informed therapy center she built, scaled, and successfully exited. A regular contributor to Psychology Today, her expert commentary has appeared in USA Today, Forbes, Business Insider, Inc., NBC, and The Information. She is currently writing her first book with W.W. Norton.
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