Solo-authored
Semifinalist for Best Paper Award in Corporate Finance, FMA 2026
Abstract: This paper studies how restrictions on worker mobility change firms’ internal allocation of human capital. I combine employee career histories from Revelio Labs with staggered state-level increases in noncompete agreement (NCA) enforceability. I find that stronger enforceability increases internal promotions and occupational reallocation. These adjustments are particularly pronounced among knowledge workers and employees in operations- and product-related functions. Union organizing also declines. At the firm level, knowledge capital investment rises, but sales per employee fall, especially in labor-intensive firms. Together, my results suggest that restrictions on external mobility shift allocation toward internal labor market at the cost of labor productivity.
Selected Presentations: Tinbergen Institute Jamboree,
ESE Cheap Thrills, Spanish Finance Forum PhD Day, FMA 2026,
7th RCF-ECGI Conference, and RSM PhD Seminar.
with Marina Gertsberg,
Esad Smajlbegovic,
Daniel Urban,
and Patrick Verwijmeren
Revise and Resubmit, Research Policy
Abstract: Persistent gender disparities characterize scientific careers.
We study a gender equality initiative implemented at a leading academic conference,
a key stage in researchers' careers where visibility, reputation, and professional
networks are shaped. Using a difference-in-differences design that compares two
major conferences within the same discipline, we show that a time-limited initiative
encouraging the appointment of women as paper discussants led to a sharp but temporary
increase in female representation in this prestigious role. The increase did not come
at the expense of quality: female discussants on the conference program during the
initiative had stronger publication records and comparable expertise-paper matches.
The initiative increased female representation across the seniority distribution,
with the largest gains among senior women, where pre-initiative underrepresentation
was most severe. Senior women also took on a disproportionate number of conference
roles. Over time, the pool of selected women broadened modestly to include scholars
from lower-ranked institutions, and matched evidence is consistent with subsequent
recognition gains for both senior and junior women. Our findings show that
leadership-driven gender equality initiatives can meaningfully alter representation
in high-profile academic roles, but that their effects are not necessarily
self-sustaining.
Selected Presentations: ESE Cheapthrills 2024,
TU Munich 2025, University of Melbourne 2025, FBA Conference 2025.
