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Now booking Q3 2026
I help founder-led companies think clearly about leadership, operations, and org design.
Two-time COO. Ten years in early-stage companies. Now working with 5-50 person teams on the questions that used to keep me up at night — hiring your first exec layer, when to raise vs. when to ship, how to turn a founding team into a real organization without losing what made you good.
Adrienne Park · Toronto
Selected clients
Arcadia
Foundry
Pattern
Meridian Health
Bloom & Wild
Northgate
Veil
What I work on
Three areas. One focused practice.
01
Leadership coaching
Weekly or biweekly 1:1 work with founders and senior operators. Decision frameworks, team disputes, hard conversations, and the questions you don't have anyone else to ask.
Typical engagement · 6 months
02
Operational scaling
Project-based engagements building the systems a company needs to move from founder-led to properly operated. Goals, reviews, forecasts, hiring ladders, comp bands — whatever the bottleneck is.
Typical engagement · 8–12 weeks
03
Team design
Org-chart work for teams about to hire their first VP, rethink an exec layer, or restructure around a strategic pivot. The cost of a bad hire at this layer is six figures; the work of avoiding it is often a week.
Typical engagement · 2–4 weeks
Recent work
Numbers, not adjectives.
Arcadia · Series B fintech · 2024
2.4x revenue per employee, 18 months
Exec-team coaching through a 30-to-85-person growth phase. Built the performance-review system, restructured sales ops, coached the CEO through the VP hire that unblocked the quarter.
Foundry · Post-acquisition · 2023
Two merged teams, one culture, 90 days
Post-acquisition integration for a 60-person engineering org absorbing a 20-person acquired team. Designed the combined org chart, ran the hard conversations, held weekly clinics with both sets of leads.
Pattern · Seed-stage · 2022
Four exec hires, zero regret, four months
Seed-stage founders preparing for a Series A hiring sprint. Built the scorecard, ran the debriefs, talked them out of one hire and into another. All four still at the company two years later.
The work, described
Three steps. No theater.
01
A 30-minute discovery call.
No fee. We spend half the time on what you're actually trying to do, and half on whether I'm the right person to help. I turn down roughly half the calls. It's better to know early.
02
A written proposal.
If we're a fit, I send a written proposal within 48 hours: goals in measurable terms, a working cadence, what success and failure look like, and a flat fee. Nothing billable until you sign.
03
The work.
I work with one or two clients at a time. Weekly calls, written updates, a Slack channel if we need it. I flag problems I see that aren't what I was hired to solve. You get to ignore them; most people don't.
“
Adrienne flagged a VP hire we were about to make that wouldn't have worked. I was annoyed about it for a week. Six months later the person we hired instead saved the quarter. She reads rooms like no one I've worked with.
Sara Chen
CEO, Arcadia · Series B fintech · 85 people
“
I brought Adrienne in for a two-week team-design project. She spent one week listening, one week writing, and handed back an org chart that solved three problems we'd been arguing about for a year. Flat fee. Done.
Marcus Lin
Co-founder, Foundry · Post-Series A · 40 people
Book a call
Thirty minutes. No fee.
Pick a time that works. I'll confirm within a business day. If I'm not the right person for what you're working on, I'll usually know within the first fifteen minutes — and I'll tell you that on the call.
→ Currently booking for Q3 2026
→ 1–2 engagements at a time
→ Remote · occasional travel