Executive-Level Ops & People Leadership.
Three practices, clearly defined. We hire the people, build the systems, automate the rules-based work, and develop your team to run all of it, whether you're a startup hiring your first team or a company past the founder-led phase.
Book an intro callTalent & Hiring
The system to hire the right people, and the judgment to know when not to.
From co-founder search to executive placement, we design the roles, set the comp, and build the hiring engine your team can run without you in every loop. We are also the first people to tell you not to open the req.
- Co-founder Search
- Compensation & Offer Structuring
- C-suite & Executive Placement
- Mass Hiring & Hiring Systems
- Org & Role Design
People & Development
A real people function, from first hire to a manager bench that can lead.
Fractional HR, performance systems your managers will actually run, and leadership development for people promoted before anyone trained them. Built to surface issues early, while they are still coachable, instead of at the exit interview.
- Fractional HR & People Operations
- Learning & Development
- Performance, Offboarding & Exits
- Training & Leadership Facilitation
Operations
The operating rhythm that runs without the founder in the middle of it.
We map how the work actually flows, redesign the workflows that cause the most drag, and automate the rules-based parts. Cash flow modeling, inventory and supply chain, vendor and manufacturing relationships, and the reporting cadence are all in scope.
- Cash Flow Modeling & Financial Operations
- Fractional Operations
- Inventory & Supply Chain Operations
- Manufacturing & Vendor Management
- Operating Cadence & Reporting
- Operations Automation
- Process & Workflow Design
- Systems & Tooling Implementation
When the system you need doesn't exist yet, we build it.
Built from scratch, tooled, documented, and handed to your team to own. Not another spreadsheet only one person understands.
Recruitment dashboard
Pipeline, sources, and time-to-hire in one view, so hiring becomes a process you can see and manage instead of a scramble.
Learning management (LMS)
A home for onboarding and ongoing training, so ramp and development stop living in one person's head.
Performance management
Review cycles, calibration, and templates your managers will actually run, start to finish.
OKRs and goal tracking
Objectives and key results that connect the team's week to where the company is trying to go.
Scorecards
Role scorecards that define what good looks like before you hire or review for it.
Values and culture metrics
Turning your values into something you can measure and track over time, not a poster on the wall.
Vendor and supply-chain management: selecting, negotiating, and managing the tools and vendors the business runs on, and replacing the ones that no longer earn their keep.
We train the managers and develop the leaders.
From first-time managers to senior leaders, with the workshops, offsites, and onboarding in between. The development that turns a group of capable people into a team that can lead itself.
First-time manager training
A structured program for people newly responsible for a team: one-on-ones, delegation, giving feedback, and running their own review cycle.
Leadership development
A structured development track for your senior leaders and high-potential managers, built around the leadership the next stage will actually demand.
Executive coaching
One-on-one, confidential coaching for a founder or executive working through a specific transition, decision, or blind spot.
Values training
Defining the company's values with your team and turning them into concrete behaviors people can hire for, coach to, and review against.
Skills workshops
Focused sessions on the things that move a team: feedback, hard conversations, interviewing and hiring, goal-setting, and prioritization.
Offsite and planning facilitation
We design and run offsites and planning sessions as a neutral voice from outside the team, and keep the conversation honest and on track.
Onboarding and ramp
A repeatable onboarding path that gets new hires, and newly promoted managers, genuinely useful in weeks instead of quarters.
Train-the-trainer
We hand the program to your team so you can keep running it without us, rather than depending on us to repeat it.
Diagnose. Design. Deploy.
Diagnose
We map your operations, org, and people systems, and get clear on what matters most, not just what is loudest. It is usually not the lever you expected.
Design
We design the workflows, roles, hiring plans, performance systems, and comp structures around your real constraints. No templates, no generic playbooks.
Deploy
We implement alongside your team and stay until the change sticks, as a fractional seat, a scoped project, or an advisory retainer.
The situation, the work, the result.
Series A consumer brand, 14 to 40 people
The founder stopped being the approval bottleneck on every hire.
PE-backed manufacturer, ~90 people
Leaders got their time back from routing routine approvals and handoffs.
Bootstrapped services firm, ~30 people
Performance issues surfaced early instead of at the exit interview.
Clear rates and ranges, on the site.
See pricingMost of our client work is under NDA. Ask for redacted outcomes and references on the first call.
Start with an intro call.
Tell us where you are. We'll tell you what we'd prioritize and what we'd build, whether or not you hire us.
Book an intro call