Vetted Mentors in the NYC Metro

“Highly experienced robotics software engineer building ROS/ROS2 systems for fleets of autonomous mobile robots (Clearpath Jackal/Husky and custom platforms), spanning localization, navigation, and multi-robot coordination. Has published work at ICRA (including RL-based local planning and heterogeneous robot coordination via a ROS-to-ZMQ bridge) and maintains open-source ROS modules, with strong simulation, debugging, and CI/CD practices.”

Alex Kittredge

Screened ReferencesStrong rec.

Executive People Strategy & Transformation Leader specializing in workforce planning and operating models

Brooklyn, NY8y exp

“Senior Program Manager / HR Chief of Staff (Global Industrial) specializing in cross-functional risk remediation, HR systems implementations, and M&A compliance. Delivered measurable outcomes including closing 18 payroll audit findings in 16 weeks, rolling out SAP SuccessFactors performance management to 2,000+ employees with major adoption gains, and remediating 600 I-9s in 6 weeks to avoid ~$3M in exposure; experienced operating with high confidentiality across large-scale M&A.”

George Villacis

Screened ReferencesStrong rec.

Mid-level Business Development Manager specializing in financial data for VC/PE

New York, NY6y exp

“Sales/business professional from PitchBook who managed a high-volume pipeline (50–100 opportunities) and drove hundreds of thousands in new business while simultaneously leading cross-functional initiatives, including a product/data dataset implementation and ERG (La Cultura) campaigns. Strong in executive alignment, operational tooling (Salesforce/Asana/Excel), and handling sensitive information with discretion.”

Mark Krawczuk

Screened

Senior Program & Project Leader specializing in digital transformation and cross-functional delivery

New York, NY30y exp

“Cross-functional operator with experience at Rippling and Twitter, known for building lightweight but rigorous communication and reporting systems (shared notes, weekly updates, exec decks, issue-tracker velocity) to keep teams and executives aligned. Emphasizes psychological safety and early conflict resolution, and has supported senior leaders managing high-volume creative/media output through concise, proactive executive briefings.”

“VP of HR with 5 years in a design/manufacturing organization, leading full-cycle recruiting and training across engineering, design, IT, production, and operations. Has driven major org initiatives including employee value mapping, org development tied to revenue targets, and transitions to new PEO/payroll, healthcare, and 401(k) providers, using a structured RASCI-based project approach. Experienced managing distributed contractors across Canada, Jamaica, and the Philippines with clear core/flex-hour policies to handle time zones.”

“Entrepreneurially minded operator with ~20 years in corporate now building a new venture (business plan + MVP in progress) and focused on rapid traction to reach PMF. Previously identified and executed a major student-events opportunity in Milan, scaling from renting a hotel for 800 paying guests to an Olympic village for 5,000, handling logistics, outreach, and team coordination.”

Samuel Lee

Screened

Executive Sales Leader specializing in Enterprise SaaS GTM and global revenue growth

Hoboken, NJ14y exp

“Revenue/sales operations and GTM builder for early-stage startups who designs repeatable sales processes (CRM pipeline stages, MEDDPICC, Challenger Sales) and operating cadences (OKRs) to improve conversion and forecasting. Also mentors product/technical founders—e.g., through the Canadian Technology Accelerator—helping a fintech founder establish segmentation, metrics, and an outbound motion that produced early recurring revenue and investor readiness.”

“Fractional ops/HR leader with 15 years of experience supporting ~40 startups, building internal operations and people infrastructure from scratch (HRIS, recruiting funnels, career pathing, benefits). Recently helped a Series A company ($11M raise) implement headcount budgeting and runway modeling to align young founders on sustainable hiring plans, and uses survey/exit-interview feedback loops to fix leadership communication and retention issues.”