Business Mind. People Soul.

For founders who feel the gap between where their team is and where it needs to be.

You can feel something is off. Maybe people aren't staying as long as they should. Maybe your team is capable but not connecting. Maybe you've outgrown the way things used to work and don't yet know what should replace it. You're not sure what's broken, but you know the gap is costing you.

Many founders feel the problem before they can name it. My job is to name it, then turn it into a plan you can act on.

• 1. I listen. I sit down one-on-one with your people and ask open questions about what's working and what's getting in their way. Think of it as an x-ray.
• 2. I look at the micro and the macro. Micro: what each individual is strong at and what they need. Macro: the patterns that show up across the company. This is the diagnostics: reading what the x-ray shows.
• 3. I turn what I see into strategies and solutions. Some are quick wins. Some are long-term initiatives.
• 4. I build it. Each initiative gets an owner and a status, so the work doesn't end with a report.

What I build depends on what the x-ray shows. Some examples:

• Role and ownership clarity. Org charts, titles, role definitions, and who owns what.
• Manager enablement and team lead development. Coaching, workshops, and a shared picture of what good leadership looks like at your company.
• Founder offloading. A plan for what you can hand off, and to whom.
• Individual growth maps. Each person's strengths, needs, and where they want to go, with a quick win to start.
• Performance and feedback systems. Review cycles, goal setting, and feedback loops built for your stage.
• Retention and recognition. Stay interviews, engagement measurement, and how people get acknowledged.
• Stronger internal HR. Regular one-on-ones and training so the person running HR day to day grows into the role.
• Meeting and operating rhythms. Built around how your teams work, so priorities and changes reach the people who need them.
• Hiring infrastructure. Interview process, structured questions, and one shared place for candidates.
• Onboarding design. A plan for a new hire's first weeks: what they own, who they work with, and what good looks like.
• Systems and documentation. Choosing the tool, organizing what exists, and setting who keeps it current.

A Series A company building power infrastructure across hardware and systems software, growing across offices in the US and Egypt.

I met one-on-one with the team in both countries, turned what people told me into clear patterns leadership hadn't named yet, and built those into decisions the founders could make and a tracked set of initiatives to carry them out.

For founders and emerging leaders who want a thought partner who sees them.

Most coaching gives you frameworks. I give you a mirror.

I work 1:1 with founders navigating the people side of building a company, and with emerging leaders stepping into roles bigger than what they've done before. Part strategy, part reflection, part calling out what you already know but haven't said out loud yet.

Engagement cadence is tailored to individual needs, with async support in between.

If your company is ready for a Senior People leader and the values line up, I'd love to talk.

I lead HR teams and build the People function as companies scale and grow. Best fit for Senior People leadership roles in organizations where the people infrastructure needs to catch up to the business.