Feb 2023, Present · Remote

• Built Quizzical, an internal AI-powered training & enablement website with 60+ users that replaced our LMS, cutting spend from $500/mo to $23/mo while improving knowledge retention. Recently moved it into Claude Code for faster iteration and so it can interact with other internal tools, including a Confluence integration via Chowly's Atlassian account that lets anyone generate a quiz or lesson from existing documentation. It's been a big hit.
• Leading non-engineering AI adoption company-wide off the back of Quizzical's success. Stood up the company's non-engineering GitHub org, onboarded 35+ people, taught them Git, and built a dashboard tracking non-engineering commits, PRs, and authored merged PRs.
• Built an internal People Ops website in Claude Code as the single source of truth for benefits, policies, procedures, onboarding docs, and external links, replacing a maze of decks and one-pagers with one clean home. Shipped a companion Slack slash command so anyone can ask a question in Slack and the bot pulls the answer from the site.
• Partner with executives on headcount planning, talent strategy, and budget allocation to align people investments with our company goals.
• Built and maintain People Analytics dashboards tracking engagement, absenteeism, eNPS, Town Hall attendance, and more, driving data-informed retention and engagement decisions.
• Built Chowly's first company-wide onboarding program from scratch after the platform pivot, partnering with the CEO and execs on product-specific training for CSM and TAM roles. Later partnered with the CTO to move it into an internal training site in Claude Code, so anyone with repo access can update training material conversationally and keep it current.
• Launched a monthly engagement survey + action-planning rhythm: eNPS went from +17 to +60, retention 56% to 86%, both within 12 months.
• Led the People side of two M&A integrations (Koala→Chowly, then Targetable), from due diligence to culture merge to systems. Researched and rolled out a new HRIS and 401(k) (Gusto + Guideline) to unify payroll, benefits, and retirement across the combined company, including migrating Koala off a PEO and closing its multi-state tax accounts.
• Sole full-cycle recruiter with a ~26-day average time-to-fill across Sales, Customer Success, Marketing, Finance, Product, and Engineering.
• Designed the full employee lifecycle end-to-end: recruiting, hire, new hire orientation, onboarding, 30-day surveys, stay interviews, bi-annual performance & comp reviews, and exit interviews, every touchpoint.
• Built a Job Description Hub with clear JDs and promotion pathways so employees own their growth, and so teams have visibility into who owns what across the company, driving better cross-team collaboration.
• Authored a Core Values Behavior Guide, born out of manager and stay-interview feedback, that gave the team a shared way to recognize values-aligned behavior and a daily decision-making compass.
• Established manager standards and processes to level up leadership, including monthly manager meetings, a dedicated manager Slack channel with curated content, and more.
• Independently run payroll, comp, benefits, 401(k), equity (Carta), HR compliance, and state tax accounts across 21 states, plus most day-to-day IT in partnership with our Infrastructure Engineer and CTO.

Jan 2021, Feb 2023 · Remote

• Built Koala's entire People function from zero as the founding Head of People, scaling the org from ~5 to ~25 in a few years as a remote-only company.
• Partnered with leadership and every hiring manager to build a compensation philosophy, leveling system, and transparent salary bands lane-by-lane, benchmarked through Lattice, so every employee knew exactly where they stood and what it took to get promoted (and tough comp conversations basically disappeared).
• Created the performance philosophy and process tying individual goals and KPIs to team OKRs to company OKRs, so everyone could see the line from their day-to-day work to where Koala was headed.
• Designed a culture roadmap with DEIB initiatives, including partnerships to hire underrepresented talent and stand up ERGs, lifting eNPS 18% and retention 10% within 12 months.
• Ran annual stay interviews with every employee on their work anniversary, tied to their IDP, plus quarterly 360-degree mini-reviews and quarterly virtual engagement events.
• Doubled the org solo: 18 hires in 2 years across Engineering, Product, Studio, and G&A, sourcing through LinkedIn, my network, and recruiting alongside the CTO and Head of Product at industry events.
• Built hiring-manager training and an interview framework focused on fair, consistent hiring practices.
• Implemented company-wide security training (PCI, etc.) and ran IT.
• Planned and executed all virtual and in-person company events for a fully remote team.
• Independently managed payroll, comp, benefits, 401(k), and HR compliance across 8 states.

2020, Present · Remote

Ongoing fractional and advisory work and recruiting for founders who need senior People expertise without a full-time hire. Started by advising Koala in their early formation, putting scalable SOPs in place to prepare for funding and scaling, and has continued ever since, recruiting, building people ops processes, managing people data systems, and being a sounding board for founders. Most recently helping a European ed-tech startup hire their founding full-time talent, running a global talent search, and ultimately placing hires from the US and Europe who relocated for their roles.

Nov 2015, Oct 2020 · Brooklyn, NY

Joined a product agency mid cash crunch and supported an early restructuring to right-size the team, then stayed to build the People function from scratch as Fuzz grew up from scrappy agency into a more structured company.

• Built the entire employee lifecycle from zero, onboarding through retention to exit, where no real process had existed before.
• Sole recruiter for 5 years, hiring 50+ people across departments and bringing in key leaders to restructure teams as the company matured.
• Cleaned up years of HR compliance debt: reorganized employee files, reconciled data across platforms, and got the company on solid legal footing.
• Migrated the 401(k) to a lower-fee provider with a far better employee experience, saving the team meaningful money in fees, and moved payroll/benefits onto a PEO for better health insurance pricing and a single source of truth for both HR and employees.
• Built company culture and manager development from the ground up, including bi-annual Life Labs workshops on communication and coaching.