I build lethal, high-velocity talent engines for venture-backed companies.
Your hiring process is bleeding you dry.
You're fighting a war on three fronts. Losing on any one is fatal.
1. Retention: Losing Key Talent is Extinction. For deep-tech and AI startups, your core engineers aren't employees; they're the company's enterprise value. If they walk, your moat disappears. Proactive retention isn't a "nice-to-have," it's a survival mechanism.
2. System: "Best Efforts" Don't Scale.** You're growing fast, but your hiring is a chaotic mix of founder instincts and inconsistent processes. You don't need a full-time Director yet, but you desperately need a world-class system to ensure every hire is an asset, not a liability.
3. Velocity: Slow Hiring Kills Your Runway.** Every day a critical role sits empty, you are burning cash and losing ground to competitors. A-players have options. Your hiring process must operate at the speed of the market, not at the speed of your calendar.
DOCTRINE
1. Velocity is a weapon. We close critical roles in weeks, not quarters.
2. Data over gut feel. We acquire assets, not just "fill seats."
3. Retention is a deliberate act. We build systems to keep the talent you can't afford to lose.
The Engine I Build Reduces Time-to-Fill by 60-80%.
I Architect and Deploy Your Talent Operating System. This is a surgical, operational engagement. I embed with your leadership to build the three core pillars of a dominant talent function.
Engagements are scoped to your specific bottleneck and growth targets, typically ranging from 3 to 6 months.
ATTRACT:
We weaponize your employer brand and deploy targeted sourcing campaigns to build a pipeline of A-players who aren't even looking.
HIRE:
We install a data-driven, predictive hiring process with scorecards and rigorous interviewer training to eliminate bias and mis-hires.
RETAIN:
We build the onboarding, performance feedback, and career pathing frameworks that ensure your top performers stay and grow with you. The result is a permanent asset that drives enterprise value.
Your First Move: A Data-Driven Diagnosis.
I offer a complimentary 30-minute Hiring Velocity Audit for qualified founders.
You will leave this session with:
A precise Cost of Vacancy calculation for your top 3 roles.
A benchmark of your current speed vs. the top 10% in your sector.
One actionable bottleneck to fix in your process this week.
This is a strategic assessment, not a sales call.
We are a fit if you are:
Venture-backed (Series B+).
Obsessed with results.
Ready to move fast.
We are not a fit if you are:
Consensus-driven.
Looking for "HR support." (delete my #)
Unwilling to challenge your existing process.
I've Sat on Every Side of the Hiring Table.
That's Your Unfair Advantage.
As an Executive Recruiter: I learned to identify and extract top-tier talent from fortified competitors. I know what it takes to tempt A-players to leave safe roles for high-growth opportunities.
As a Search Firm Owner: I became the consigliere to CEOs. I understand the real drivers behind a critical hire—the board pressures, the burn rate, the market dynamics. I don't just fill roles; I solve strategic growth problems.
As a VP of Talent I was the operator inside the machine. I didn't just advise—I built the scalable talent engines, the data-driven scorecards, and the interview processes that separate high-performers from high-talkers.
And as the host of MoveUp Careers: a top 0.05% podcast worldwide, I have a direct line to the candidate psyche and a network of A-players who listen every week. I don't just find talent; I have their ear.
This 360-degree experience is now your weapon. I don't just participate in the talent market. I build systems to dominate it.