Hire well
Where I help seed and early-stage companies get the right people in.
I find people who aren't looking, tell you the truth about what I'm seeing, and close them.
I've run C-suite and senior searches across the US, Europe, and multiple Asia-Pacific markets. No agency markup. No incentive to fill the role fast at the expense of filling it right. I've made these calls at Block and Shopify and I know what a great hire at your stage actually looks like.
Speed kills hiring quality.
When you're moving fast, gut feel takes over and inconsistency creeps in. I design interview processes that are structured without being slow: competency frameworks, scorecards, documented criteria, and calibration sessions. The kind of infrastructure that let Shopify fill thousands of roles in a single year and still know exactly what they were hiring for.
Hiring in a new country is not a recruiting problem.
It's a legal, structural, and cultural problem with recruiting on top. I've built people functions across the US, Canada, UK, Germany, Singapore, and Asia-Pacific. I know which decisions are reversible and which ones aren't, and I know how to hire before you have a legal entity in market.
Plan, pay and keep
The structure that holds up at your next round.
Know who to hire first, what they should produce, and what it costs if they don't.
I build headcount models with real business logic attached: revenue per employee targets, cost per hire ratios, capacity models by function. When you're in front of your board, you'll have the numbers.
Every shortcut you take on comp now becomes a problem at the next round.
I build the full structure: job levels, salary bands, equity philosophy, vesting, refresh cadences, and acceleration provisions. Designed to compete for great people without creating chaos on your cap table.
By the time someone tells you they're leaving, the decision was made weeks ago.
The signals were there. I help you build the practices that surface those signals early: onboarding that actually works, performance management that doesn't feel like HR, benefits and LTIP design, and the people metrics that tell you what's really happening on your team.
Tools and AI
What to buy, what to build, and what to ignore.
Every HR tech vendor has an AI story right now. Most of them aren't ready.
I'm actively building HR AI applications, including screening tools, onboarding agents, intelligent dashboards, and performance signal systems, so I know what works in production and what only looks good in a demo. I can help you evaluate vendors, find where automation actually moves the needle, and avoid the quiet failures that come from deploying tools before they're ready.
The vendor will always tell you their tool is right for your stage.
ATS, HRIS, performance management, L&D, fraud detection, referral platforms. I've evaluated and implemented most of the major platforms at scale. I'll tell you what to buy, what to wait on, and what to consider building yourself.