I help founders and leadership teams of growing organizations see what is getting in the way of how they work, and build practical improvements in roles, decisions, processes, and systems. The work spans organizational diagnostics, role and process clarity, systems implementation, and the People & Culture practices that hold them together. Each service stands on its own: you choose where to start and how far to go.
Headcount is a useful signal, but the real question is stage and complexity: how much your people practices are already carrying. Here is a simple way to find your starting point.
For early teams, usually under 15 people, or smaller teams preparing to hire.
Recommended next step: People Systems Primer.
Explore the Primer→For teams where people systems are already creating drag, risk, or repeated confusion.
Recommended next step: People Systems Assessment.
Explore the Assessment→For leaders who want a first read before choosing a path.
Recommended next step: People Systems Snapshot.
Take the Snapshot→A short, self-guided read on where your people systems stand today. Three minutes, no call required — a first look at where the friction is, before you commit to anything.
You leave with: a short snapshot of where to look first.
Not sure any of this is urgent yet? Does your nonprofit need an HR person yet? walks through how to tell whether the ad-hoc systems have started costing more than they save.
Take the Snapshot→Before you build an HR function, know which people systems actually need structure. The Primer helps early founder-led teams decide what to formalize now, what can stay informal, and what to watch as they grow.
90-minute session + 10-minute team questionnaire. One week, start to finish. You receive a 2-page People Systems Primer memo.
Limited community-rate slots may be available for locally funded Ecuador/LatAm organizations.
You leave with: a 2-page memo naming what to build now, what to leave informal, and what signals mean it's time to revisit.
Larger or more complex organization — repeated people friction, distributed teams, restructuring, or board and funder pressure? The Assessment is likely the better fit.
About the Primer→A focused organizational diagnostic, also described as an Organizational Clarity & Systems Diagnostic. We map where your roles, processes, and people systems are creating drag, risk, or confusion, and turn the findings into a clear set of priorities — what matters most, and in what order.
You leave with: a people systems gap map, priority risk areas, a leadership debrief, and a roadmap for what to address first.
The Assessment stands on its own. You leave with findings and priorities your team can act on, whether you carry them out internally, with other partners, or with my support. Ongoing support is available if you want it, never required.
Smaller team, roughly 5–15 people or preparing to hire? The Primer may be the better first step.
About the Assessment→Some organizations should. If the roadmap is short and your team has the bandwidth to execute it, that's a good outcome — take it and go.
But a roadmap doesn't tell you which fire to put out first when three land in the same week. It doesn't tell you how to get a skeptical department head to actually adopt a new hiring process, or when to hold a system steady versus change it under pressure, or what to do when growth changes the plan faster than you can update the document. That's not a document problem — it's a judgment problem, made in real time, as your organization moves. If you want a partner for that part, that's what the Partnership is for. If you don't, the roadmap is yours to run.
This is how I partner with leadership teams once we've identified the priorities that matter most.
Six-month minimum. Priced individually based on your organization's size, priorities, and pace of change — determined together after your assessment.
You get: regular strategic sessions, real-time counsel on people decisions as they come up, hands-on design and implementation of the systems your priorities call for, help sequencing and re-sequencing as your organization shifts, and support building buy-in across your leadership team.
Let's talk→My pricing is value-based and scope-based. The ranges above reflect typical investments for U.S.-based, global, and well-funded organizations. I also work with Ecuador-based and Latin America-based organizations, where pricing is calibrated to local market context, organizational budget, and scope.
The goal is a fair engagement: one that reflects the value of the work, the complexity of the problem, and the realities of the organization.
"The assessment gets you clarity. The partnership gets you through it."
Not sure which stage fits your organization right now? That's exactly what a first conversation is for.
Let's Connect