It’s great to see our team of experts collaborate to develop creative solutions that meet client needs.
Meet Megan Moot, Director of Business Development at PRR. Megan is responsible for partnering with our market development and client services teams to guide pursuit strategy and proposal development.
I partner with our market development and client services teams to guide pursuit strategy and proposal development. In addition to leading these processes and keeping our growing firm up to date on professional services marketing best practices, I get to be our cheerleader – telling clients and partners how great PRR is while our client-facing staff are out doing amazing work.
I enjoy intersectional and integrated projects – they mean that during the positioning and proposal stages I get to organize resources from different sectors, practices, and teaming partners. It’s great to see our team of experts collaborate to develop creative solutions that meet client needs.
2021 was a busy year for my team. We saw a higher volume of RFPs and supported more pursuits than we did the previous three years. My favorite proposals that resulted in awarded contracts last year include DRPT’s Transit Recovery Campaign, PHSKC COVID-19 Public Education Campaign, and Pierce County Communications On-Call Support.
In 2021, we saw the impacts of the pandemic start to level out in the procurement space and I expect that to continue. We are also seeing a push for equity in contracting, led in Washington by Governor Inslee’s executive order 22-01. We are interested in how this will be implemented with our Washington contracts and ready to help clients and partners navigate any changes.
I love to travel – recently that’s been a lot of exploring locally in the beautiful PNW. To unplug, I swim, practice yoga, and read (memoirs and intergenerational sagas). I also love to cook and try out new recipes.
An anti-racist PRR dismantles systems of advantage based on race when and wherever possible. We engage staff of all racial identities in dismantling white supremacy culture at work. This includes personal ideologies, beliefs, and behaviors. And, it includes removing white supremacy culture from the systems, cultural messages, institutional policies, procedures, and practices that PRR and our staff interact with and inform. We believe it is not enough to be “not racist.” We must be “anti-racist.”