The hardest talent decisions land on your desk alone. Evaluating your executive team, navigating organizational change, determining if you have the right people in the right seats—these calls can make or break your company, and there's no one else to make them. Get strategic guidance (single issue or ongoing counsel) from the advisor multiple CEOs call "the best CPO I've ever worked with."

Many organizations underappreciate the immense influence their management team wields over operations, customer and employee experience, and culture. Artifacts of underperformance are misunderstood and often misdiagnosed as operational issues. Manager roundtables are peer based development forums tailored to your most pressing topics. Appropriate for any seniority level (especially valuable for junior or first-time leaders).

While it's never too late to establish your talent strategy, getting it right from the start is key. I’ll evaluate the current landscape of your workforce and overlay (co-create where welcomed) your vision. The result: a talent roadmap and decision-making guide for policies, programs, systems that serve your vision and grow with your business. The sequenced, prioritized roadmap is especially helpful in resource-constrained environments where every talent decision is “opportunity costly.”

The wise leader knows a focused, aligned leadership team is paramount to business success. The problem: we often assume alignment when folks may hold different visions (or worse, carry resistance). For various well-intentioned reasons, these dynamics don't surface - and can wreak havoc. I’ll blend anonymous data points with 1:1 discussions to ascertain where the cracks lie and craft a plan to get everyone on the same page.

Maybe you're dreading an unavoidable conversation and need someone to prep the main points. Maybe your leadership team excels at their craft but struggles when delivering feedback. Maybe you just read Radical Candor and need somebody to role play with. I help you prepare for the conversations you're dreading and build the skills to handle what comes next. Single-issue prep, ongoing coaching, or team training for your leadership group.

Your great intentions + your great example = great culture, right? Not quite. They can be relied on in a pinch, but long-term, it's like driving on a spare. First, we collaborate to define your ideal culture based on your existing vision and values. Then I assess where your current culture sits against that vision and create the strategy to bridge any gaps as you scale.

The startup paradox: you most need CPO-level strategy most when you can least afford a full-time CPO. Get talent strategy exactly when you need it—whether you're building from zero or navigating those messy gray-area decisions that keep you up at night. The talent mistakes that sink startups are entirely avoidable - and you don't have to figure it out alone.

The difference between M&A on paper and M&A in real life? People. Yet talent strategy often gets underappreciated until post-close—when it's infinitely harder and more expensive to address. I'm well versed at both sides of the equation, conducting due diligence for buyers and prepping talent stories for sellers. I excel at crafting integration assessments that set realistic expectations and define what success looks like when cultures and teams combine.

You need talent infrastructure that grows by design, not by default. I build the foundational systems—policies, compensation frameworks, career mapping—engineered to scale from 20 to 200+ with ease. Then I design the talent team you'll need to run it all. From sizing your function to crafting job descriptions and interview strategies, I map out exactly what roles you need and when.

Is talent accelerating your growth or quietly sabotaging it? Most founders have no idea until it's too late. I create talent scorecards that give you early warning signals without the constant monitoring. Green means keep building. Red means investigate now. Board-ready reporting that investors can actually digest. Because you can't manage what you don't measure—but you can measure what matters most.

At a startup, there's nowhere to hide ineffective management. Every manager directly impacts your runway, your culture, and your ability to scale. An underperforming manager creates a butterfly effect: minor management gaps become major company challenges. Peer-based development forums tailored to your most pressing challenges. Perfect for first-time managers who've been promoted fast, or experienced hires navigating the startup chaos for the first time.