Fractional People Operations leadership
For Series A/B founders
I embed as a hands-on operator to BUILD what needs to scale And
fix what’s slowing execution
before it hits revenue or runway.
No decks. No theory. Just real fixes, fast.
Where Growth Starts to Break
At Series A and B, the company outgrows the people systems that got it this far.
Hiring slows execution instead of accelerating it. Leaders struggle to scale themselves. Teams lose clarity. Decision-making gets noisy. Revenue momentum starts to wobble, not because the product is wrong, but because the organization can’t keep up.
This is the moment where most founders either:
Hire too junior and stay stuck
Hire too senior and overbuild
Or wait too long and pay for it later
Embedded operating leadership for Series A–B companies when growth starts to outpace the organization.
Sometimes that means building infrastructure from scratch. Other times it means fixing early decisions that no longer scale so teams can execute without friction.
My work typically includes:
• Building leadership teams, hiring infrastructure and operating foundations 0 → 1 → N
• Clarifying org design and role ownership
• Coaching founders and executives through leadership transitions
• Fixing mis-hires and leadership gaps slowing execution
• Putting practical people and operating infrastructure in place
No decks. No theory. Just building what the company actually needs so execution keeps pace with growth.
what i do
Most People Ops leaders focus on programs.
I focus on leverage.
I bring pattern recognition from building and scaling multiple high-growth startups and advising dozens of founders across stages. I know where things usually break, and how to fix them before they show up in the numbers.
I embed inside the business, partner closely with founders and exec teams, and operate with the same urgency and accountability as the rest of the leadership team.
No fluff. No HR theater.
How I’m Different
Where I Create Leverage
My work removes the people and decision friction that slows execution.
When hiring, org structure, or leadership alignment breaks down, execution stalls. Founders get pulled into too many decisions, teams work hard but move slowly, and growth starts to feel heavier than it should.
I focus on fixing the underlying issues so:
• Decisions move faster without always routing through the founder
• Leaders truly own outcomes
• Teams have the clarity and structure needed to execute
• Talent quality and accountability rise
• Execution speed returns across the company
The outcome isn’t better HR.
It’s a company that moves faster, with less friction as it scales
Series A–B founders navigating real scale, not theoretical growth.
Teams where execution breaks before the strategy does.
Companies moving fast, or dealing with the consequences of moving too fast.
Who This Is FoR
This Is Not a Fit If You’re Looking For
A traditional HR leader
Programs, playbooks, or “best practices” without context
This Is a Fit If You Want
A trusted operator who tells you the truth
Clear judgment on what actually matters
Hands-on support that helps you move faster, not slower
Engagement Models
Talent & Execution Diagnostic for Growth
Fractional People Operations Leadership
Leadership & Org Advisory for Founders & Exec Teams
Each engagement is designed around the company’s stage, pressure points, and goals, not a generic playbook.
Companies & clients
BUBBLE.IO
VIRTUAL SAPIENS
WALLAROO.AI
BOLDSTART VENTURES
STASH
(ACQUIRED BY RELATIVITY)
TEXT IQ
(ACQUIRED BY BAZAARVOICE)
