Vetted Workforce Planning Professionals

“Recruiting leader who has managed a 10-person recruiting team and still stays hands-on with C-level executive searches. Brings a dual recruiting + HRBP perspective and has partnered directly with a CFO on strategic hiring decisions, including market insights and trade-offs. Led a recruiting lifecycle standardization initiative to improve candidate experience consistency and hiring efficiency.”

“Partnered with senior leadership to roll out an organization-wide rebrand of mission and vision, then trained employees in cohorts of ~20 using structured materials (booklets, PowerPoint, videos) and facilitated Q&A to drive adoption. Applies a data-driven approach to organizational challenges by analyzing turnover and exit interview trends to identify common themes.”

“People/operations leader who builds scalable HR and operating infrastructure for growing companies, including greenfield HR buildouts, HRIS/people analytics, compensation and career-path frameworks, and operating model redesign. Drove measurable impact at DCM Services by breaking down silos to support expansion into three new states and improving retention by 30%+, and has advised a startup CEO at Cerulean Sonar for six years to translate innovation into execution.”

“Operations and org design leader with experience at Vital Farms (rapidly growing B Corp) helping leadership evolve from a flat structure to a scalable business-unit model. Known for culture-aligned operating systems (Galbraith Star model, Levels of Work, decision-rights mapping) that materially improve speed—e.g., 40% faster decision cycles and 25% faster product launch cycles while cutting meeting load by ~1/3.”

“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.”

“HR Business Partner with experience supporting and scaling product, design, analytics, and technical orgs, including global stakeholder management across the US, Australia, and the UK. Known for bringing consistency to performance/ER/leave practices across regions by partnering with Legal/Payroll/People Ops, and for stabilizing teams during major org changes through role/reporting alignment and manager toolkits.”

“Operations Manager leading a 10-person BA team and owning operations execution across three lines of business, with additional ownership of OKRs tied to talent development (IDPs), value metrics, and recognition programs. Designed an onboarding framework aligned to company strategy and OKRs that improved retention, ramp-up, and engagement, and built healthcare college partnerships to strengthen hiring and internship pipelines while supporting cross-functional enterprise system implementations (policy admin, finance/HR, billing, call centers).”

“Operations-focused startup advisor/consultant who builds lightweight, scalable internal systems (ownership mapping, cadences, Notion, OKRs) for early-stage teams. Drove measurable ops impact including a 35% reduction in onboarding time at Securiguard by implementing an automated onboarding platform integrated with HRIS, and is experienced coaching founders through change resistance while maintaining speed.”

“People/operations leader with experience managing multi-site teams and supporting international offices (Germany and London), known for building connection and culture in distributed environments using structured comms and engagement programs. Partnered with senior leadership through two executive transitions (succession planning, town halls, retreats) and worked closely with finance on restructuring decisions including 2020 layoffs handled with a human-centered approach.”

“Founding People leader at two companies with hands-on experience building talent pipelines and scaling org practices. Led global people & culture across the US, India, and Canada, including creating flexible holiday policies and virtual community-building programs. Partnered with CEO/C-suite to diagnose leadership gaps via listening tours and engagement data, then built manager training programs with 100% completion and reported improvements in clarity and feedback.”

“Talent/recruiting operations leader with 3 years of experience managing 5–6 recruiters and owning client/vendor relationships, KPIs, and process improvement. Notably cut time-to-fill by redesigning interview workflows and solved a hard-to-fill rural cryogenic technician search by shifting requirements to HVAC talent and building a train-up pipeline—an approach still used today.”

“Recruiting leader who managed 12 direct-report technical and corporate recruiters, focused on developing recruiter capability (training, coaching, candidate management) and driving strategy execution. Partnered closely with HRBPs on learning & development planning and implemented an ATS workflow change that improved hiring-manager feedback speed and candidate experience. Comfortable engaging executive stakeholders on sensitive compensation/incentive decisions.”

“Recruiting leader who has managed a 23-person team and drives performance through servant leadership, coaching, and recognition. Partnered with HRBPs on employee-care initiatives to embed assessments/certifications and improve team capability, and successfully pitched the CEO to build a dedicated LinkedIn Recruiter/social media sourcing team that delivered results within months.”

“Growth-creative/performance creative specialist focused on UGC-led paid social across Meta, TikTok, and YouTube. Uses structured creative testing (e.g., hook/angle matrices) and modular asset systems to iterate quickly; cited a campaign that lifted efficiency (25% CPA improvement, ROAS 1.8x→2.4x) and then scaled spend ~60% while maintaining performance.”