Supporting Working Moms: A Conversation with Molly McCartan, Founder of The Mom Pact
Spotlight on Women Leaders Series
👉 Celebrating women leaders across industries and advancing the conversation on leadership—reflecting CFW Careers’ expertise in retained executive search, global executive search, and professional coaching.
Welcome to our Women Leaders Spotlight blog series, part of our Changing the Conversation initiative. This series reflects our founding commitment to advancing women in leadership by moving beyond identifying barriers to focusing on solutions—supporting women in their careers while also influencing organizational practices and policymaking.
At CFW Careers, we combine the reach of global executive search with the insight of professional coaching serving leaders and organizations. Since 1973, we’ve been committed to opening doors, creating opportunities, and helping anyone on the rise in their career not just succeed but thrive.
Can you start by introducing yourself and describing your work at The Mom Pact?
Molly McCartan, Founder of The Mom Pact
I’m Molly McCartan, Founder and CEO of The Mom Pact. I built The Mom Pact because I lived what so many women face: trying to advance a career in systems that were never designed for working mothers. I navigated two maternity leaves and people were constantly asking why my career was so important to me. I kept wondering: why is it always framed as one or the other? I watched talented, ambitious women step back or leave altogether, not because they lacked ability or drive, but because they lacked support.
The rising cost of childcare, rigid workplace expectations, and the absence of clear leave and reentry plans make the path forward feel impossible for too many moms. I realized this was not just my story; it was a systemic problem.
The Mom Pact is my answer. We are a career networking platform built for working moms. Our model combines a structured 4-week Core Reset curriculum, ongoing community support, live calls, tools, and resources that help moms navigate maternity transitions, reentry, and advancement without losing momentum. At the heart of it is a private member community where moms can ask questions, share challenges, and get guidance in real time.
I also offer 1:1 strategic consulting to design customized maternity transition plans: preparing for leave, planning communication while out, and ensuring a successful return to work. Many women leave the workforce or delay career moves due to a lack of support, and my goal is to help them stay on track and thrive professionally.
From your experience, what are the biggest barriers working moms face in corporate environments today?
The lack of support for working moms remains one of the biggest reasons women step back or step out entirely. The number of women not returning to work after maternity leave is rising, and these are not isolated cases. These are highly educated, motivated women being derailed by a system that lacks flexibility.
Based on my experience, the top barriers include:
Flexibility and childcare gaps: Rising childcare costs and limited availability, combined with inflexible workplace expectations around school drop-off and pick-up, put enormous pressure on moms and force many to make career sacrifices.
Unclear pathways during life transitions: Most companies do not provide a clear plan for maternity leave, return-to-work, or flexible ramp-ups. Without a roadmap, the transition feels uncertain and overwhelming, creating unnecessary stress that often leads to attrition.
Culture drift between policy and practice: The handbook may say one thing, but team norms often say another. Meeting times, travel expectations, and off-hours communication frequently conflict with caregiving realities.
Manager readiness gaps: Leaders want to help but often lack training, scripts, and frameworks for conversations about flexibility, workload, and performance.
Invisible load and perfection pressure: Moms carry more mental load at home and often feel they must exceed expectations at work to be seen as committed.
Hesitation to negotiate: Many women hesitate to ask for flexibility or support. Negotiation isn’t just about money; it’s about time and structure. Being clear on non-negotiables and areas of flexibility is essential.
Fragmented support: Benefits, ERGs, and coaching are rarely connected into a single, easy path. When help is hard to find, people don’t use it.
These barriers are structural, not personal. Until companies address them, talented women will continue to pause, step back, or leave the workforce.
You’ve emphasized that founders shouldn’t wait until they feel “ready.” How does this philosophy apply to helping moms stay engaged and advance in their careers?
There is never a perfect time. Do not wait for flawless timing, perfect childcare, or full confidence. Clarity comes from action. For moms, that means taking small, consistent steps, such as:
Having one strategic conversation each week.
Applying for a role that stretches you by 20 percent.
Testing a 30-day flexibility arrangement with clear outcomes.
Sharing a draft or asking for the resources you need.
Each action gives feedback; planning alone cannot. Progress beats perfection.
Negotiation is also critical. Too many women wait until they feel they “deserve” more flexibility. Advocating early prevents burnout and turnover. Negotiation isn’t just about money—time, flexibility, and clarity are powerful currencies. Know your non-negotiables, know where you can bend, and claim the terms you need to stay and grow.
What practical strategies or programs have you seen work best to help moms remain in the workforce and grow professionally?
Most corporate “solutions” are surface-level perks, not real strategies. Few programs truly help moms stay in the workforce and grow. That’s why The Mom Pact is different. We focus on career momentum during maternity transitions and beyond.
Our support falls into two categories:
The Network
A structured 4-week Core Reset curriculum that builds clarity, confidence, and strategy.
Cohort-based groups with live calls, peer support, and accountability.
A private member community for real-time questions, feedback, and guidance.
Practical tools, templates, and resources for navigating transitions and growth.
The Consulting
Customized maternity transition plans covering pre-leave handoffs, communication while out, and phased reentry with measurable outcomes.
Offered in 4, 8, or 12-week formats, with 1:1 calls, ongoing access, and continuous support.
These solutions work because they are simple, practical, and effective. With a clear plan, strong manager support, and a trusted community, moms advance, lead, and thrive.
How can leaders and companies better support working moms while also driving business outcomes?
Supporting working moms is a business imperative. Companies that retain moms save millions in turnover costs, boost productivity, and improve long-term growth. Retention is a competitive advantage.
Steps leaders can take:
Provide flexibility and childcare support through hybrid schedules, adjusted hours, and stipends or partnerships.
Redefine performance by outcomes, not hours.
Put structured transition plans in place for leave and reentry.
Train managers with tools to provide consistent support.
Protect focus time with smarter meeting norms.
Pair moms with sponsors who create visibility on high-impact projects.
Track retention, promotion, and engagement to refine programs with data.
Build community through cohorts and programming that give moms connection, strategy, and accountability.
Leaders who implement these steps do more than support moms: they future-proof their organizations, retain top talent, and gain a competitive edge.
How can people connect with you and learn more about your work?
For professionals interested in learning more about The Mom Pact and how we can support your team:
Website: The Mom Pact
LinkedIn: Molly McCartan
Instagram: @themompact
Email: molly@themompact.com
If you’re a leader ready to bring a maternity transition program or mom cohort into your company, let’s build a plan that drives retention, supports moms, and strengthens your business.
Through our work in retained executive search and leadership development, at CFW Careers, we’ve seen the powerful impact of amplifying women’s voices in business. This series celebrates women leaders across industries, sharing their perspectives and paving the way for the next generation.