SCALING TEAMS & TALENT OPERATIONS STRATEGY

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I primarily work with high-growth startups and scaling tech companies (typically 25–500 employees) that need to strengthen their recruiting operations and execute on critical hires quickly.

Both. I can fully manage the end-to-end recruiting process — from sourcing and outreach through offer negotiation — and design the processes, tools, and systems to make future hiring easier. Many clients bring me in for a mix of execution (filling urgent roles) and strategy (building a sustainable talent engine).

I’ve recruited for technical, go-to-market (GTM), and leadership roles across engineering, product, design, sales, marketing, and operations. Whether you need a VP to lead a function or SDRs to grow pipeline, I can help you secure strong hires while shaping a scalable hiring process.

I start with a full assessment of your current hiring process, goals, and bottlenecks. From there, I’ll:

1. Implement or optimize tools like ATS and sourcing platforms
2. Build clear workflows for hiring managers and interview teams
3. Design equitable evaluation criteria
4. Recruit directly for your most critical roles while testing and refining the system in real time

Yes. I often embed with internal teams as a partner, providing extra capacity to close urgent searches or lead tough-to-fill roles. I can also mentor recruiters, upskill hiring managers, and improve cross-team communication to accelerate hiring.

That’s where I shine. I’ve built recruiting functions from scratch — setting up lightweight, founder-friendly hiring processes while personally owning all sourcing, interviewing, and offer negotiations until you’re ready to hire your first recruiter.

I focus on both short-term wins (quality hires in key roles) and long-term impact (a scalable, repeatable hiring system). Metrics often include time-to-hire, quality of hire, candidate experience scores, and hiring manager satisfaction.

You can bring me on for:

• Full-cycle recruiting engagements to own specific searches from start to finish
• Fractional or interim Head of Talent support for strategic oversight
• Project-based consulting (e.g., ATS implementation, interview training, workforce planning)
• Hybrid models that blend execution and strategy