Commercially minded People & Operations leader who builds high-performing organizations and employee experiences that support growth. I run the whole stack:
A trusted partner to CEOs, executive teams, and Boards on talent strategy, org design, and leadership.
Most People leaders own one layer. I run them all at once, so the employee experience holds together from first interview to last day.
Employee experience isn't a perks program. It's every moment from first interview to last day, and I've built each one, with the systems and data behind it.
Owned recruiting from strategy and sourcing to interview design, offers, and ATS. Built hiring playbooks and brought in AI talent intelligence tools to improve candidate quality and hiring speed.
Designed a large-scale orientation program at Better.com that stayed compliant, cut out redundancy, and saved more than $500K a quarter in overtime costs.
Built onboarding, DEIB, and leadership development programs. Coached executives and people leaders on performance and employee relations. ATD-certified in instructional design and coaching.
Designed performance and compensation systems from the ground up: comp bands, benchmarking, leveling, promotion and merit cycles, equity, plus global benefits and perks. Balanced market pay, internal equity, and financial sustainability.
Led internal communications, delivered all-hands, planned company and leadership offsites, and facilitated engagement survey feedback sessions. Worked with leaders to act on what employees said.
Led a remote-to-hybrid transition across six workstreams, three full-cycle workforce reductions with WARN Act compliance, and two CEO transitions, keeping people informed and teams steady.
Great experience needs strong operations underneath it. Clean payroll, fair pay, compliant global hiring, and reliable systems are what let people trust the company and get on with doing their best work.
Roles where I owned scope well beyond the People title, from employee experience and talent to finance and global operations.
The stack I run across People, Talent, Revenue, Finance, and Compliance - with AI layered on top of it.
AI as an operating tool, not a talking point - built into recruiting, reporting, and the workflows that cut manual work across the business.
The system of record - people data, payroll, benefits, comp, and equity that all reconcile.
Reviews, calibration, engagement surveys, and growth conversations that give managers a real cadence.
Structured hiring built from scratch, scaled across technical, research, and GTM.
SOC 2, security training, and controls that keep a distributed team audit-ready.
Entities in Canada, Singapore, and Europe, with EOR partners covering everywhere else.
Pipeline, forecasting, and CRM governance - the GTM layer most People leaders never touch.
The everyday layer where the whole company communicates and ships work.
An unusually broad path, which is exactly what makes the operating instinct work.
Six years in the Iowa Army National Guard - logistics and training, the operating discipline underneath everything since.
Nonprofit leadership at Starlight, Girl Scouts, and the AIDS Marathon program - moving people and resources toward a goal.
Genuinely embedded in crypto culture, on and off the clock - not a recent arrival to the space.
Global by default. I've set up legal entities in Canada, Singapore, and Europe, trained teams in 14 languages, and supported employees just about everywhere a distributed company reaches.
Hiring a People, Employee Experience, or People & Operations leader? I'd love to hear what you're building and where your people need to go next.