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How can I help?

I help startups and scaling companies build teams, the systems they need to support these teams, and the culture that forms the backbone of all teams. I work globally, across industries and stages, providing senior-level HR and talent support without the overhead of a full internal team.

I recruit internationally and advise companies wherever they operate. For international, and especially European, startups, I also bring deep expertise in U.S. employment law, compliance, and people operations.

This is practical, experienced support for companies that are moving fast and want their people decisions to hold up.

  • I support recruiting efforts globally and have hired across the U.S., Europe, and other international markets, from early-stage hires to executive leadership.

    Recruiting support includes:

    • Full-cycle recruiting across technical and non-technical roles

    • Hiring strategy aligned to growth stage, geography, and budget

    • Interview design and decision frameworks that scale

    • Partnering closely with founders and hiring managers to improve speed and signal

    • Building hiring practices that won’t collapse under volume

  • As companies grow, people problems quickly become business problems. I work with leadership teams to put the right structure in place—enough to reduce risk and confusion, without slowing the company down.

    This work often includes:

    • Designing scalable People Ops foundations

    • Employee relations guidance and issue management

    • Performance frameworks, role clarity, and manager support

    • Workforce planning tied directly to business priorities

    • Acting as a strategic People advisor during periods of growth or change

  • My work is grounded in a legal background and extensive hands-on experience navigating real-world employment issues. I help companies stay compliant without becoming rigid, paranoid, or overly bureaucratic.

    Compliance support may include:

    • Advising on employment law risk across jurisdictions

    • U.S. federal, state, and local compliance guidance

    • Employee classification, contracts, and policy development

    • Managing and mitigating employee relations issues before they escalate

    • Supporting investigations, terminations, and sensitive people decisions

    • Helping leadership understand practical risk, not just theoretical exposure

  • Hiring and operating in the U.S. is materially different from most other markets. Employment law is decentralized and expectations around management and risk vary widely.

    I help international companies, particularly European startups, enter and scale in the U.S. with confidence.

    Support may include:

    • Advising on U.S. employment structures and compliance considerations

    • Building U.S.-appropriate people practices and policies

    • Supporting leadership on cultural and operational differences

    • Acting as a bridge between global leadership and U.S.-based teams

    • Helping avoid common and expensive missteps when scaling U.S. operations

  • Culture shows up in hiring decisions, performance expectations, and how managers lead, especially across borders.

    I help leadership teams be intentional about:

    • How decisions are made and communicated

    • What strong performance actually looks like

    • Supporting managers as teams scale

    • Creating scaleable performance evalutions