Advising
Strategic people and leadership advisory for growing companies navigating complexity, change, and scale.
I partner with founders and leadership teams to think clearly, make better people decisions, and strengthen how their organization works as it grows.
This is not execution or outsourced HR
As companies grow, people decisions become more complex and more consequential. What works at 20 people often starts to strain at 50 or 100.
Without experienced perspective, leaders end up responding to issues as they arise rather than addressing the underlying systems shaping them.
The result shows up as misalignment, burnout, slowing momentum, and unclear expectations — not because leaders aren’t capable, but because the organization hasn’t evolved to support how people are now working.
Where I advise
I typically support companies in moments where growth is straining people, leadership, and ways of working. This includes:
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Leadership alignment
When leadership teams aren’t aligned, decisions slow down, priorities shift constantly, and execution suffers. I help leadership teams get clear on ownership, decision-making, and direction so the business can move faster without burning people out.
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Manager role design
Growth strains when founders stay too involved or managers aren’t clear on their role. I advise on when to introduce management layers, how roles should evolve, and what leaders need to let go of so capacity scales with the business.
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Org design
As teams grow, unclear structure creates friction, duplication, and slow execution. I help leaders design team structures that support accountability, collaboration, and growth so the business stays aligned as it adds complexity.
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Culture definition
Culture isn’t just about perks, it’s how decisions get made, norms, and how work happens. I help leaders define and reinforce the behaviours that enable performance, engagement, and momentum as the business scales.
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Performance and growth
High performers leave when expectations are unclear or growth feels vague. I help leaders design simple, scalable approaches to performance and development so people know what “good” looks like and how to grow with the business.
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New hire onboarding
Slow onboarding costs time, money, and momentum. I advise on onboarding approaches that get new hires contributing faster, aligned sooner, and set up for long-term success.
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Communication
Too many meetings and messages create noise, not clarity. I help leaders design communication norms and decision flows that keep teams aligned without constant meetings, micromanagement, or confusion.
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AI integration
I advise leaders on where AI and tools can remove friction from people systems from communication to decision-making so teams spend less time on admin and more time doing meaningful work.
Built for modern teams
My advising work is shaped by how teams actually operate today.
I’ve specialized in supporting companies across fully remote, fully asynchronous, hybrid, and in-person environments. That experience informs how I advise on communication, decision-making, performance, and leadership because what works in an office setup doesn’t work in distributed teams.
The goal is the same in every environment: clarity, momentum, and trust without relying on proximity or constant meetings.
Advising offerings
With me, you’re not hiring a set of frameworks or a fixed methodology.
You’re getting access to experienced perspective, pattern recognition, and practical guidance drawn from years of leading and supporting teams through growth.
The value isn’t the framework itself. It’s knowing what to apply, when to apply it, and what to leave alone. That’s what helps leaders make better decisions, avoid unnecessary missteps, and move forward with confidence as complexity increases.
Engagements are structured as either ongoing advisory partnerships or focused project work, depending on your needs.
Ongoing advisory partnership
Designed for companies that want consistent access to experienced people and leadership perspective without hiring a full-time People leader.
Engagements typically involve a set number of advisory hours per month over a minimum 12-week period. Time is used for strategic conversations, decision support, sense-making, and navigating live challenges as they arise.
Support includes scheduled sessions and light-touch guidance between sessions, so leaders aren’t carrying decisions alone or waiting until issues escalate.
Best for: Companies navigating ongoing growth, change, or people complexity.
Investment: Starting at $2,500/month, based on scope and level of support.
Advisory projects
Best when there’s a specific area where clarity, direction, and experienced judgment are needed.
Common advisory projects include:
Manager role definition and enablement
Ways of working and operating principles
Performance frameworks and growth paths
Projects are scoped clearly upfront, with defined outcomes, timelines, and decision points.
Best for: Companies ready to move a specific people or leadership challenge forward with focused advisory support.
Investment: Based on scope.
What others are saying
When people and leadership systems are working well
✓ Leaders make clearer decisions with less second-guessing
✓ Expectations are communicated more effectively across teams
✓ Teams stay aligned as the company grows
✓ Burnout and unnecessary friction are reduced
✓ Strong people are retained through growth and change
✓ Leadership capacity grows alongside the business
Let’s talk about what you’re navigating
We’ll explore what’s happening, what decisions you’re facing, and whether advisory support is the right fit.
Frequently asked questions
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My advising works best for companies with 20-200 employees who are actively growing. Smaller teams often don't need formal culture systems yet. Larger companies usually need more specialized change management. The sweet spot is companies feeling growing pains where informal culture is breaking down, but you're not ready for enterprise-level solutions.
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Traditional HR focuses on foundational systems: hiring, pay, compliance, policies. That work matters, but it's not my focus.
My work is strategic and embedded with leadership. I focus on how people actually work day-to-day: how teams make decisions, how leaders align and model performance, how culture shows up in real moments.
If you already have an HR partner managing operations, this work complements theirs. I strengthen the people and culture side by working closely with founders and leadership teams to shape the experiences that drive performance.
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Yes, most of my clients are distributed teams. Remote culture design is especially important, because informal communication doesn't happen naturally. I specialize in advising on communication systems, decision-making processes, and connection strategies that work across time zones and work styles.
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