FromDayOne, Inc's logo
STORIES
Virtual Conference Recap BY Katie Chambers | February 05, 2026

Using Technology to Fill the Gaps in Your Marketing Funnel

“I’ve always looked at data and patterns to solve customer and business problems and marketing problems,” said Shana Sood, chief marketing and communications officer at Prudential. She has always leveraged her background as a data analyst in her current role, which focuses on customer marketing and technology, she said during a fireside chat at From Day One’s January virtual conference. When reaching the customer requires a multi-layered approach, analytics can help fill the gaps, she says.Sood envisions Prudential’s technology as serving two layers of customers: B-to-B-to-C, from the tech team to the financial advisors to the clients. She analyzes both existing technology stacks and new models to determine the best approach to “collect the breadcrumbs all the way from the start,” identifying client needs and simplifying financial jargon so end users can better understand it. “For me, how technology bridges this gap is: first, tell us how the customer is speaking about these products, how the customer is thinking about these products, [and] how they shop. What are their journeys?” she said. “And then, how do I then prop up my advisor with the right tools and the right education to be able to [provide] the right product based on whatever the customer needs at that point.”The key, she says, is “data-driven personalization,” which integrates with the content management system, Adobe website interaction insights, and the Salesforce marketing cloud. Prudential’s platform includes a feedback loop that shows the customer journey: what they searched for on the website and where it led them. It then uses that info to identify the best emails to send the customer based on their current needs. It also helps determine the next best action, such as a phone call from an advisor to help the customer with their financial decisions. “All of this is made possible with data pipelines between multiple systems,” Sood said. Because financial decisions impact many areas of a person’s life, they can be highly emotional moments. Sood sees retirement planning and life insurance selection as major emotional hurdles. “These things very quickly and very vehemently trigger avoidance from the customer, because as humans, we don’t want to see ourselves old. We want to avoid the topic of not being here,” she said. No matter how simple or complex the product, the customer must be emotionally ready for the conversation. And of course, an already fraught discussion can easily become bogged down by financial compliance language and daunting legalese.It’s Sood’s job to bridge the gap between emotional need and financial product being sold: “When you have a kid, you’re going on Google and you’re searching for, ‘How do I finance their education?’ You’re not searching for, ‘How do I open a 529?’” When the average consumer doesn’t know what “529” means, including that phrase in all your financial messaging may not help. But bidding on keywords like “confused about kid’s education” will. “You’re almost translating,” said moderator Megan Ulu-Lani Boyanton, business reporter at the Seattle Times. Incorporating Emerging Technologies Sood sees AI as the latest step in a much longer evolution of data-driven marketing. For decades, teams have used statistics and manual analysis to predict customer behavior. AI “has removed a lot of those manual gymnastics.” Rather than replacing human judgment, AI is accelerating it, especially through generative and agentic use cases that help scale content and decision-making.At Prudential, that means empowering advisors with AI tools that synthesize complex product information into clear, conversation-ready guidance. Instead of navigating a “labyrinth of pages and microsites,” advisors can prompt an AI agent to surface the most relevant products for a client’s needs, streamlining preparation while leaving the final judgment firmly in human hands. Sood says AI reduces friction and manual labor, but “it is [ultimately] the judgment of the advisor on what packet to use and what to say.” AI’s greatest gift to the industry has been streamlining a process that has long existed. Shana Sood, chief marketing and communications officer at Prudential Financial, was interviewed during the fireside chat (photo by From Day One)Sood cautions that AI should be used sparingly in the financial services industry because it involves taking risks with people’s money. Identifying fraudulent behavior is a serious concern possibly best left to human critical thinking. She also warns that website personalization techniques have to be carefully employed so that they are compliant with FINRA and SEC regulations, subtleties that sometimes AI does not understand. That is my biggest challenge [with AI],” Sood said. “I have to be very mindful, and I have to adopt the regulatory framework in using and scaling a new tool.” The implementation of AI tools, she says, should involve a thorough exploration of customers’ needs, many rounds of testing and case studies, consultations with legal and regulatory experts, and an intentional measurement plan that notes both financial successes and harms. Sood sees herself as a “realist” when it comes to technology. I’ve worked in the data grind so much that I am always aware of the 100 ways we can fail in adopting a new technology,” she said. “You can adopt a new shiny tool, but then if your processes and people are not structured to use it, then it’s going to fail.” And she emphasizes that less is more: KPI’s need to be consolidated at a business level. “If a company has multiple product teams or multiple business divisions, and each of them is incentivized to sort of make their email program deliver more click-throughs and more engagement, they will keep bombarding their customers with their next best message without realizing that ultimately it’s the same customer that is being reached out [to] by all three of them.” Sood says strong vendor partnerships help organizations strike the right balance between healthy skepticism and falling behind, especially as competitors adopt new technologies. She emphasized the importance of digging beyond headline success stories to understand how and why a tool delivered results, and whether those conditions actually apply in a financial services environment. Once relevance and adaptability are established through due diligence, the goal is to move quickly into testing, embracing early adoption without skipping the hard questions.A Legacy Company Looks to the Future As Prudential enters its 151st year, the corporate culture continues to innovate and grow. “At Prudential, there is a very intentional strategy to carve out innovation centers. Not blunt-force tools to disrupt everything. There is a very careful balance,” she said. “We carve out a very intentional sort of audience, a test case [for a specific] environment, we will try a new tool, and we will see how it does.” Progress is not just about chasing new technologies but also refining the ones already in place. To better reach their audiences, Sood says companies should start by maximizing the value of their existing technology and data, “milking the cash cow” of the current tech stack. Most organizations already hold rich customer, behavioral, and churn data, but it lives in siloed systems that prevent teams from spotting patterns or delivering timely, personalized experiences. Simply connecting those systems isn’t enough. Without cross-channel orchestration, aligned content, and clear next-best-action strategies, even unified data won’t translate into meaningful customer engagement.Looking ahead, Prudential anticipates a major wealth transfer from Baby Boomers to Millennials. Don’t assume that the wealth transfer will keep your paradigm the same. “Don’t assume you can use the same language [and] tactics to be able to resonate with who the wealth is being transferred to. If it is more women, if it is more young customers, then you have to change how you’re staggering on the digitization spectrum,” she said. The organization is currently researching future customer needs, motivations, behaviors, and communication styles to refine how it presents itself to them. “Anything that can simplify and unify—that is what is most needed in the financial services landscape.” Katie Chambers is a freelance writer and award-winning communications executive with a lifelong commitment to supporting artists and advocating for inclusion. Her work has been seen in HuffPost, Top Think, and several printed essay collections, and she has appeared on Cheddar News, iWomanTV, On New Jersey, and CBS New York.(Photo by ArtemisDiana/iStock)

Story cover image
Virtual Conference Recap BY Kristen Kwiatkowski | January 07, 2026

Matching Employee Expectations to Economic Realities: Where Leaders Should Focus

From expanded mental health support to virtual healthcare access, employers have adapted to employees’ evolving needs since Covid. But those offerings are only part of the picture. Many workers are also asking for more affordable healthcare benefits. How can employers respond to these requests, and what other forms of economic support do employees expect from company leaders?These concerns were addressed during an executive panel discussion moderated by Megan Ulu-Lani Boyanton, business reporter with The Seattle Times, at From Day One’s December virtual conference. Ulu-Lani Boyanton started off the session by asking what the panel guests often hear from their employees regarding healthcare wants and needs. “Employees want comprehensive benefits that make showing up to work easier as they grow and raise their families and care for their personal health,” said Gianna Cruz, director of client success at Maven Clinic.“In our latest State of Women’s and Family Health Report, 69% of those who were surveyed said that they would take or have considered taking a new role or a new job because it offers better reproductive and family benefits to them and their families,” said Cruz.“I think what we’re really seeing now is a push to personalization,” said John Von Arb, VP of total rewards for Essentia Health. Expanding voluntary benefit strategies in addition to the core benefits offered is what people are now looking for, he says. “Generational differences within the workforce today do drive a lot of the conversation around what the needs are because one size does not fit all anymore,” he said.Kimberly Young, SVP of total rewards at Amentum, a global leader in innovative technology solutions and advanced engineering, highlighted the importance of affordability and a work-life balance as benefits sought after by employees. “Obviously affordability is the number one priority, so a lot of the feedback is targeted towards the escalating costs,” said Young. “From a premium perspective they want turnkey care for a much lower cost.” “And they want something that covers a work-life balance,” added Young. “We find ourselves today trying to balance all of that.” How Employee Needs Changed Post-CovidThe needs of employees and their economic concerns have also changed since Covid. For healthcare industry professional Von Arb, it’s undeniable that Covid played a big part in changes within his organization. It was a “game-changer” for the industry, he said. Mental health support became a focal point, with about 150 employees trained in peer-to-peer support, he said.Since Covid, clients now view Maven’s benefits as a core part of a strong, effective benefits package rather than a nice-to-have, says Cruz. There’s also more of a focus on overall access to care, and specifically access that might have been limited during Covid. In general, there’s a push for equitable access in a virtual setting at a global scale.  Post-Covid, there’s been a greater emphasis on mental health and wellness, Young says, along with increased focus on activity and flexibility as many employees continue transitioning back to work. Meeting Employee Expectations Regarding BenefitsThe panelists shared a range of approaches to meeting employee expectations, from offering greater choice and flexibility in plans to providing holistic support, chronic disease management, and tools that support lifestyle changes.Panelists spoke about "Matching Employee Expectations to Economic Realities: Where Leaders Should Focus" during the virtual panel session (photo by From Day One)Essentia Health strives to handle much of its benefits in house from the health plan perspective, Von Arb says, while identifying gaps where additional support is needed. The organization continues to focus on chronic disease management, covering weight loss medications such as GLP-1s, and exploring options that support lifestyle and life management changes.The organization also “built out a more robust value-based design strategy,” he said. This is done by getting groups of leaders together from the various departments. Doing so helps to answer the question, “How do we get members to engage with their own health journey?”Young stated that choice and flexibility based on different plan designs along with a robust mental health program were some solutions her company has offered to employees. “We’ve tried to introduce a variety of benefits that touch all aspects of the employee experience,” said Young. Cruz added that employers are expanding women’s and family health benefits and that employees increasingly expect more holistic support. She is especially enthusiastic about Maven’s maternity program, which helps employees in rural or underserved areas access care and supports them throughout pregnancy and the post-pregnancy period.How Technology Plays a RoleTechnology is also changing workers’ support in a major way. “Technology extends the ability for individuals to access, not just care, but high quality care if they live in an area where access is limited for whatever reason,” said Cruz. “Clients really utilize Maven’s round-the-clock virtual support.” “We’re focused on data-driven personalized coordinated care and helping employers deliver that to their employees and we’re also really focused on offering a seamless patient experience,” said Cruz. Technology and AI can really help members with their journey. When AI is used, it can help employees navigate all the options from a healthcare perspective, says Young. Personalization is vital because everyone’s journey is different. But to be effective, it has to be employee friendly, Von Arb said. From an HR perspective, many AI tools have made progress in this area, though some payroll, benefits, and HR systems still lag in using AI to support the employee experience.Ultimately, the discussion underscored that effective benefits strategies are no longer about adding more offerings, but about designing systems that are accessible, affordable, and responsive to employees’ real lives. As expectations continue to evolve post-Covid, employers face growing pressure to listen closely, personalize thoughtfully, and leverage technology in ways that genuinely support health, well-being, and long-term economic security.Kristen Kwiatkowski is a professional freelance writer covering a wide array of industries, with a focus on food and beverage and business. Her work has been featured in Eater Philly, Edible Lehigh Valley, Cider Culture, and The Town Dish. (Photo by Benjamas Deekam/iStock)

Story cover image

What Our Attendees are Saying

Jordan Baker(Attendee) profile picture

“The panels were phenomenal. The breakout sessions were incredibly insightful. I got the opportunity to speak with countless HR leaders who are dedicated to improving people’s lives. I walked away feeling excited about my own future in the business world, knowing that many of today’s people leaders are striving for a more diverse, engaged, and inclusive workforce.”

– Jordan Baker, Emplify
Desiree Booker(Attendee) profile picture

“Thank you, From Day One, for such an important conversation on diversity and inclusion, employee engagement and social impact.”

– Desiree Booker, ColorVizion Lab
Kim Vu(Attendee) profile picture

“Timely and much needed convo about the importance of removing the stigma and providing accessible mental health resources for all employees.”

– Kim Vu, Remitly
Florangela Davila(Attendee) profile picture

“Great discussion about leadership, accountability, transparency and equity. Thanks for having me, From Day One.”

– Florangela Davila, KNKX 88.5 FM
Cory Hewett(Attendee) profile picture

“De-stigmatizing mental health illnesses, engaging stakeholders, arriving at mutually defined definitions for equity, and preventing burnout—these are important topics that I’m delighted are being discussed at the From Day One conference.”

– Cory Hewett, Gimme Vending Inc.
Trisha Stezzi(Attendee) profile picture

“Thank you for bringing speakers and influencers into one space so we can all continue our work scaling up the impact we make in our organizations and in the world!”

– Trisha Stezzi, Significance LLC
Vivian Greentree(Attendee) profile picture

“From Day One provided a full day of phenomenal learning opportunities and best practices in creating & nurturing corporate values while building purposeful relationships with employees, clients, & communities.”

– Vivian Greentree, Fiserv
Chip Maxwell(Attendee) profile picture

“We always enjoy and are impressed by your events, and this was no exception.”

– Chip Maxwell, Emplify
Katy Romero(Attendee) profile picture

“We really enjoyed the event yesterday— such an engaged group of attendees and the content was excellent. I'm feeling great about our decision to partner with FD1 this year.”

– Katy Romero, One Medical
Kayleen Perkins(Attendee) profile picture

“The From Day One Conference in Seattle was filled with people who want to make a positive impact in their company, and build an inclusive culture around diversity and inclusion. Thank you to all the panelists and speakers for sharing their expertise and insights. I'm looking forward to next year's event!”

– Kayleen Perkins, Seattle Children's
Michaela Ayers(Attendee) profile picture

“I had the pleasure of attending From Day One. My favorite session, Getting Bias Out of Our Systems, was such a powerful conversation between local thought leaders.”

– Michaela Ayers, Nourish Events
Sarah J. Rodehorst(Attendee) profile picture

“Inspiring speakers and powerful conversations. Loved meeting so many talented people driving change in their organizations. Thank you From Day One! I look forward to next year’s event!”

– Sarah J. Rodehorst, ePerkz
Angela Prater(Attendee) profile picture

“I had the distinct pleasure of attending From Day One Seattle. The Getting Bias Out of Our Systems discussion was inspirational and eye-opening.”

– Angela Prater, Confluence Health
Joel Stupka(Attendee) profile picture

“From Day One did an amazing job of providing an exceptional experience for both the attendees and vendors. I mean, we had whale sharks and giant manta rays gracefully swimming by on the other side of the hall from our booth!”

– Joel Stupka, SkillCycle
Alexis Hauk(Attendee) profile picture

“Last week I had the honor of moderating a panel on healthy work environments at the From Day One conference in Atlanta. I was so inspired by what these experts had to say about the timely and important topics of mental health in the workplace and the value of nurturing a culture of psychological safety.”

– Alexis Hauk, Emory University