How We Help

Strategy

  • Compensation architecture for companies where equity gets complicated. Includes leveling and band design, token compensation program design covering §83/§409A mechanics and FMV methodology, and communications infrastructure that makes complex comp legible to employees.

  • Compensation and benefits programs built to scale and to save money. Track record includes a PEO transition delivering ~$200K in savings while enriching benefits, a global total rewards redesign that cut costs ~$125K, and multi-scenario benefits cost modeling across carriers. Also covers 401(k) design for small teams, international benefits, and benchmarking across engineering, BD, and executive levels.

  • People Ops compliance that closes gaps before auditors or regulators find them. Experience includes SOC 2 access-control readiness, multi-state registration cleanup, HR compliance across 9+ countries, and policy infrastructure spanning ADA, ACA, FMLA, and PDL. Built to give fast-moving companies a clear path through risk rather than a reflexive "no."

  • Cross-border hiring and relocation handled where the answers aren't in a handbook. Work spans immigration programs across 8+ countries, EOR vs. entity risk assessments, contractor classification, and country-specific hiring guides. Relocations supported across the US, Netherlands, Canada, and beyond — plus entity setup and immigration filing for companies expanding into new jurisdictions.

Operational

  • The tech backbone that makes everything else run. Rippling and Charthop implementations reducing administrative time ~30%, consolidation of fragmented tools into a single source of truth, and AI-first stack design for distributed teams. Includes platform migrations, data audits, and the training that drives real adoption — up to 90% across the HR stack.

  • Programs that connect culture to business outcomes, not engagement scores for their own sake. Redesigned performance cycles lifting performance ~20% within two quarters, engagement programs improving satisfaction ~15%, and career-pathing frameworks that give people somewhere to grow. Built to run without ongoing management once in place.

  • The full employee lifecycle, standardized and repeatable. Onboarding programs reaching 96% new-hire satisfaction, offboarding and contractor workflows for distributed and contingent teams, and playbooks that turn tribal knowledge into documented, scalable process.

Where We’ve Worked

SaaS & AI

Deep experience scaling people infrastructure for developer-tools and AI companies through their fastest growth stages — from a 60-to-400+ headcount ramp at a leading API platform to People Operations leadership at conversation-intelligence and GPU-analytics startups. Recent work spans HRIS implementation, total rewards redesign, global mobility, and SOC 2 readiness for high-growth SaaS teams, including a multi-state compliance and People Ops health check for a developer-tools client.

Web3 & Crypto

A rare depth of operating experience inside crypto-native companies, where equity, entity, and employment questions rarely have off-the-shelf answers. Work includes People Operations leadership at a blockchain L1 (formerly incubated at Meta), fractional People leadership at a web3 organization with a distributed, contingent workforce, and advisory to a stablecoin payments company on token compensation, cross-border employment across the US and Hong Kong, and HR compliance infrastructure. Additional engagements cover entity setup, digital-asset treasury compensation benchmarking, and immigration strategy for international expansion.