Overhead view of a cluttered wooden table with laptops, smartphones, notebooks, coffee mugs, a teapot, and various office supplies, with people working.

Letterhead Case Study

The Situation

Letterhead had just closed their Series A funding and had big plans for growth, but their people infrastructure wasn’t up to the task. Hiring needed to happen fast with consistent processes, clear ownership, or a scalable HR foundation.

They didn’t need a full-time Head of People yet. They needed experienced, senior-level support that could move fast, build what mattered, and adapt as the business evolved.

How I Supported the Business

I worked as Letterhead’s fractional People and Talent lead, partnering directly with founders and team leads. My role combined recruiting, HR and legal compliance, people operations, and HR strategy, with a strong focus on execution.

This included:

  • Full-cycle recruiting across engineering, product, sales, operations, and customer support

  • Hiring process design, including role scoping, interview structure, and decision frameworks

  • Fractional HR leadership, supporting managers with people decisions, compliance issues, performance questions, and growth planning

  • People Operations foundations, including onboarding, documentation, and employee lifecycle processes

  • Workforce planning tied to business growth and headcount priorities

  • International hiring support, ensuring the company was prepared to scale beyond the U.S.

Client: Letterhead (tryletterhead.com)


Stage: Series A high-growth startup


Role: Fractional People & Talent Leadership


Duration: ~12 months

The Results

40+ hires across technical and non-technical roles

Faster, more consistent hiring decisions

Improved role clarity as teams scaled

Reduced reactive HR issues for leadership

A people and HR foundation ready to support continued growth, including internationally

Why This Approach Worked

Instead of separating recruiting, HR, legal, compliance and People Ops into disconnected efforts, I treated them as one system supporting the business. That allowed Letterhead to scale without the common startup problems of unclear roles, inconsistent hiring, or constant people-related distractions. I also hired their first People Ops Manager who was able to seamlessly transition into doing her best possible work.

By the end of the engagement, the company had both the team it needed and the infrastructure to keep growing without starting over.

  • "Lauren has been an invaluable partner during a critical scaling phase for our startup. She helped us ramp recruiting quickly, establish HR policies and processes that can grow with us, and she serves as a trusted advisor to our leadership team and people managers."

    - Rebekah Monson, cofounder and COO of Letterhead