Engagements · 2020 — 2026
Work.
A selection of recent engagements. Numbers and outcomes reproduced with permission. Client names hidden where confidentiality required; role and stage always disclosed.
01
Arcadia
Series B fintech · 30 → 85 people
2.4x revenue per employee, 18 months
Arcadia came to me six weeks after closing their Series B. They had the money to hire, and a list of roles they thought they needed. What they didn't have was a theory of how to fit an exec layer between the founding team and a sales org that was about to triple.
Over 18 months I worked weekly with the CEO and monthly with the full exec team. We built the performance-review system, restructured sales ops, and coached the CEO through the VP Engineering hire that unblocked the quarter. Revenue-per-employee went from $210k to $506k in that window.
Work delivered
CEO coaching · Exec-team offsites (2) · Performance-review system · Sales-ops org redesign · 3 exec-level hires
02
Foundry
Post-acquisition · 60 + 20 engineering org
Two merged teams, one culture, 90 days
Foundry acquired a 20-person competitor and gave themselves one quarter to integrate. I came in for 12 weeks. Spent the first two listening — 1:1s with every lead, cross-functional ride-alongs, reading the last four quarters of OKR reviews.
The deliverable was a combined org chart with clear reporting lines, a revised engineering values doc the merged team actually wrote together, and a 90-day integration plan with three measurable checkpoints. Zero regretted departures in the integration window. Two regretted departures came later, as planned.
03
Pattern
Seed-stage · Pre-Series A hiring sprint
Four exec hires, zero regret, four months
Two seed-stage founders with a coming Series A and a list of four exec roles to fill in advance. They didn't have a scorecard, didn't know how to interview at this level, and had one failed VP hire already on record. I was engaged for the whole hiring cycle — scorecard, sourcing partnerships, debriefs, and offer-stage conversations.
Four hires landed in four months. All four are still at the company two years later. Founders kept using the scorecard for every exec hire since.