How Atlantic Bay built a leadership team that’s 65% women
 | Morgan Wise CFO Atlantic Bay |
 | Robyn Zacharias Chief Marketing Officer Atlantic Bay Mortgage Group |
Overview
Strong leadership representation does not happen by accident — it is often the result of a culture that invests in people, creates room for internal growth and supports leaders through different stages of life and career. This session explores how Atlantic Bay built a leadership team with strong women representation by focusing on hiring, promoting and developing the best people for the job.
Morgan Wise and Robyn Zacharias will discuss how culture, work-life balance, internal mobility and mentorship have shaped Atlantic Bay’s leadership pipeline. The conversation will also look at the company’s next growth phase, including renewed investment in technology, talent, recruiting and brand-building — and how Atlantic Bay plans to scale while protecting the culture that helped more women rise.
Session Notes
Key takeaway
Morgan Wise and Robyn Zacharias said Atlantic Bay’s leadership team is 65% women not because of a quota, but because the company built a culture that hires, promotes and develops the best people for the job. Their message: when companies invest in culture, internal growth and work-life balance, women have more room to rise.
What leaders need to know:
- Leadership growth has been organic. Wise said Atlantic Bay didn’t set out to build a 65% women leadership team, but focused on hiring and promoting the best person for each role.
- Internal promotion is a growth engine. Wise pointed to leaders who started in entry-level roles and advanced into senior positions, including in servicing and funding.
- Culture is the differentiator. Wise said Atlantic Bay’s values center on genuinely caring, inspiring growth, staying adaptable and having fun.
- Work-life balance supports retention. Wise said Atlantic Bay’s family-first culture helped her build a career while staying present for her family.
- Women leaders create visibility for others. Zacharias said women in leadership motivate others across the company and create mentorship and sponsorship opportunities for the next generation.
- Growth priorities are being formalized. Zacharias said marketing will support expansion through recruiting, recapture and continued investment in the Atlantic Bay brand.
- Atlantic Bay is shifting back to investment. Wise said the company is moving out of a cost-cutting phase and into an investment phase focused on technology, talent and growth.
HousingWire perspective
Atlantic Bay’s story shows how culture can become a leadership strategy. Building a leadership team with strong representation takes more than good intentions — it requires internal mobility, trust, flexibility and the willingness to promote potential, not just a perfect resume. As Atlantic Bay moves into its next growth phase, the test will be scaling the business while protecting the culture that helped women advance.
Presentation Materials
How Atlantic Bay built a leadership team that’s 65% women
Download the full presentation from the session including charts, data visualizations, and key takeaways.
