Co-op Spotlight

Arnav Sharma

Class of 2025

D'Amore-McKim School of Business

Arnav is pursuing a B.S. in Business Administration, with concentrations in Finance and Marketing and a minor in Consulting.

As a student who self-developed your first co-op this year, can you share more about the process of connecting with the company and the work you will be accomplishing with the organization?

As I embarked on my first co-op search, I was determined to find a position that aligned with my interests, skills, and offered valuable learning opportunities. I realized that self-developing my co-op would provide the best chance to achieve all my goals. I tapped into my network to connect with professionals in the consulting and product management fields and then crafted a cover letter outlining the co-op program requirements and my preferences, along with a tailored resume highlighting my relevant skills. Eventually, I connected with Moody's NorthWest Consulting.

At Moody's, I will be a Product Management and Strategy Consulting Co-op. I will be working with their consulting team on various client projects, as well as leading my own project where I will be working with one of their startup clients to revamp their marketing plan.

Faculty Spotlight

Manuel Vaulont

Assistant Professor, Management & Organizational Development

D'Amore-McKim School of Business

Manuel Vaulont is an Assistant Professor with the D'Amore-McKim School of Business. His research examines recent trends in how individuals work, covering topics such as alternative work arrangements, self-managed teams, and informal leadership.

Before his appointment to Northeastern University, Manuel was an Assistant Professor HKUST Business School at the Hong Kong University of Science and Technology. Manuel received in PhD in Management from Arizona State University.

Can you share more about your current research project on the consequences of initiating remote work, and has anything surprised you so far in your study? What actions do you recommend for organizations?

My research focuses on understanding how this shift to remote work affects individuals’ lives and how it may challenge people’s work-life balance. When I interview employees about their remote work experience, it’s interesting to hear how much they appreciate the positive changes it has brought to their lives. However, when we examine individuals over time, we find that switching to remote work doesn’t necessarily improve people’s lives. In fact, we find that it takes a toll on individuals’ health and life satisfaction. After starting to work from home, employees need to readjust how they handle their work and family obligations.

I believe that organizations, particularly leaders, have a crucial role to play in enhancing the remote experience for their employees and should not take this research as an opportunity to force a return to the office. My research indicates that remote work can facilitate how individuals juggle their work and family roles. Therefore, leaders need to adapt their management practices to accommodate how their teams can function remotely. This point resonates strongly with the managers I’ve spoken to, and I’m currently designing a study with organizations to help them improve their management strategies for remote employees.