I embed with growing teams to build the talent systems you'll wish you had six months ago.
Fractional talent leadership, leadership programs, and executive coaching for B2B SaaS companies ready to invest in their people.
For People leaders and founders at B2B SaaS companies with 50 to 500 employees.
Start a ConversationResults from programs and systems I've built.
Sound familiar?
You've scaled quickly and your managers were promoted for being great individual contributors, not great leaders. Performance conversations are inconsistent. Your high-potential people are starting to look elsewhere because they don't see a development path.
You know you need leadership programs, performance systems, and coaching infrastructure that actually work at your current scale. But you're not ready for a full-time senior hire, and you can't afford to get it wrong with a junior one.
That's where I come in. I've built these systems at scale and I embed directly with your team to design, launch, and measure what works. Not theory. Not slide decks. Working systems that people actually use.
Three ways to work together
Every engagement starts with understanding where you are and what you're building toward. No cookie-cutter solutions.
Embedded, part-time talent leadership for companies that need senior expertise without a full-time hire. I partner with your People leader to build and run the talent development function: leadership programs, performance systems, succession planning, and manager enablement. I'll also stand up the teams and processes to sustain it after I step back.
Best for: Companies building or rebuilding their talent infrastructureEnd-to-end design and delivery of leadership programs for emerging managers, mid-level leaders, or senior executives. Includes needs assessment, competency modeling, curriculum design, facilitation, and measurement frameworks to demonstrate ROI.
Best for: Companies building their first leadership pipeline1:1 coaching for directors and VPs navigating growth, promotion readiness, and leadership transitions. Grounded in Co-Active methodology with a focus on executive presence, strategic thinking, and leading through change.
Best for: Senior leaders preparing for expanded rolesHow we'll work together
No black box. Here's what an engagement looks like from first conversation to measurable impact.
We start with a conversation about where you are, what's working, and what's not. No pitch. Just listening.
I map a clear engagement plan with defined outcomes, timeline, and investment. You know exactly what you're getting.
I integrate with your team and build the systems, programs, or coaching infrastructure we agreed on. No hand-waving.
I track impact against defined KPIs and make sure your team can sustain what we've built after I step back.
Built by a practitioner, not a theorist.
I've spent 15+ years building talent systems that most organizations struggle to get right: performance management that people actually complete, leadership programs that change behavior (not just check a box), and coaching that accelerates promotion readiness.
Most recently, I led talent strategy efforts at Restaurant365 (700 employees), where I designed and built their performance management system (95%+ adoption) and built an executive development program that achieved a 42% promotion rate with 0% turnover in a 12 month period among participants. Before that, I designed leadership programs at Hone that delivered results, like 706% ROI.
I founded my first consulting practice in 2012. I know how to walk into a company, understand the real problems, build the systems, and leave the team stronger than I found them. I've built programs and systems for companies ranging from early-stage startups to 700-person enterprises.
Credentials
Let's build something that lasts.
Whether you need a fractional talent leader, a leadership program, or coaching for your senior team — it starts with a conversation.
Start a Conversation