You started your company to do the thing you're great at. I come in and build everything else — the systems, the structure, the rhythm — so your business actually runs.
HR, payroll, compliance, IT, legal foundations. The stuff that has to exist before you can grow.
Systems, workflows, documentation, and operating rhythm. Built once. Used forever. No more reinventing every quarter.
Hiring frameworks, onboarding, performance systems. 14 years of hiring experience at scale, applied to your size.
"I take business owners who have no time and tell them exactly where to spend their one hour a week so they do the thing with the most impact."
I'm not here to run your meetings or fill a seat. I'm here to unlock you. Figure out what's in the way, clear it, and build the thing that lets you actually move. I've done it at companies from 2 people to 2,300. I know what scale looks like before you can see it — and I build for it from day one.
Retainer engagements start at $1,500/month with a 90-day minimum. Project work at $200/hour. Let's figure out which one makes sense.
Let's TalkI'm not a coach. I'm not a cheerleader. I'm the person who comes in, figures out what's broken, and builds the thing that fixes it — and then leaves you better than I found you.
I work across the full operations stack. Whatever is slowing you down — I've probably built the fix for it before.
Create the operating rhythm, systems, and documentation that let your business run without you holding it together. OpEx frameworks, vendor management, SOPs, business planning cycles.
Business Rhythm SOPs Vendor Mgmt OKR SystemsBuilt HR functions from scratch for companies scaling from 2 to 475+ employees. HRIS implementation, onboarding, compliance, performance systems, EEO reporting, and everything in between.
HRIS Onboarding Compliance EEO ReportingGoogle Workspace, Slack, payroll, file architecture, IT on/offboarding. The tools your team uses every day, set up the right way the first time.
Google Workspace Slack Payroll IT SystemsLarge rollouts, system migrations, organizational change. I bring structure, communication plans, and RACI clarity to the messy stuff. I've managed $13.5M in spend, Workday implementations, and global data center migrations.
Change Mgmt Comms Strategy RACI Spend MgmtHiring frameworks, interview design, offer processes, contingent workforce programs. I managed Yahoo's entire US technical contractor program — 140 suppliers down to 29, measurably better outcomes.
Recruiting Ops Interview Design Workforce MgmtTurn your big, ambitious, confusing idea into a roadmap with real steps. Opaka Method launch strategy. Pier to Point operational efficiency. I make large goals achievable through incremental execution.
Roadmapping Launch Strategy Growth Planning90-day minimum commitment. This is how I do my best work — when I'm embedded, not parachuting in.
Start HereYou know exactly what you need and you need it done. SOPs, a hiring framework, a compliance audit, a communication strategy. We scope it, I build it.
Let's Scope ItYou've proven the idea. Now you need to build a real company around it. HR, payroll, compliance, systems — let's do it right the first time.
You're scaling fast and things are breaking. I build the infrastructure that absorbs growth without chaos. EEO reporting next year? Already thinking about it.
You need an operator in your corner, not a consultant who hands you a deck. I get embedded and build alongside you.
Here's exactly what happens when we work together — and what I need from you to make it work.
My job is to take the chaos out of your brain, put it into a system, and make sure that system actually runs. I'm not here to tell you what you already know. I'm here to build the thing you don't have time to build yourself.
I've built companies from 2 people to 2,300. I know what breaks at 10 employees, at 50, at 200. I build for where you're going, not just where you are.
Not what you think is broken. I ask the right questions, listen to what you're not saying, and get to the real issue fast. Most founders come in thinking they need X and actually need Y. I'll tell you which one it is.
You don't have unlimited time. I don't pretend you do. We identify the one thing that has the highest leverage right now and we do that first. Everything else gets sequenced.
I don't hand you a framework and wish you luck. I build the actual thing — the SOP, the system, the process, the hiring flow — and make sure it works before I move on.
One-time fixes don't stick. I build operating cadences — weekly check-ins, planning rhythms, accountability structures — so the progress compounds and doesn't collapse when I'm not in the room.
My goal is that you don't need me forever. I build things that outlast me. At Airbnb, I created a playbook used by 70+ cross-functional teams — and it still runs after I left. That's the standard I hold myself to.
This works both ways. Here's the deal:
Not advising. Not theorizing. Building, scaling, fixing, and leaving things better than I found them — at Apple, Yahoo, Airbnb, Iterable, Veritas, and now for founders who need exactly this.
Bringing clarity, accountability, and alignment to annual and incremental planning cycles. Turning ambiguous inputs into real commitments and surfacing risks early.
Fractional COO and operations consultant for founder-led businesses. Clients include Curioso Inc. (full ops buildout), Opaka Method (launch strategy), Pier to Point Spa & Wellness (operational efficiency), and Uniphore Inc. (Workday implementation change management).
Joined a newly formed org to build business operations from scratch. Created a scalable playbook used by 70+ cross-functional teams. Managed $13.5M in spend within 12 months. Built organizational microsites, OKR hubs, and onboarding experiences that still run after I left.
Built the HR function from scratch during a period of explosive growth — 142 to 475+ employees in under 3 years. HRIS implementation, London subsidiary launch, SOC 2, COVID pivot to remote onboarding (90%+ satisfaction rate). Built and promoted the HR Ops team.
Built and managed culture and growth programs for a 2,300-person product org. Career Path Matrices for 25 roles, technical mentorship program for high-performing women in engineering, intern innovation program (10 pods, 40 interns), Grace Hopper Conference presence.
Chief of Staff for an 85-person org across 4 countries. Managed global data center consolidation (13 colos to 6 owned facilities). BCP certification, CapEx forecasting, tech refresh programs. Cross-functional program leadership at enterprise scale.
Managed Yahoo's entire US technical and finance contingent workforce program. Reduced approved staffing suppliers from 140 to 29 while improving time-to-fill and cost outcomes. Set the gold standard for WorkforceLogic onsite accounts across LinkedIn, Adobe, Google, and others.
Managed Apple's contingent workforce program. Where I learned that operations done right is invisible — and operations done wrong is everyone's problem.
Everything that makes a startup function. This is where the 30-year counter starts.
I'm direct. I'm fast. And I don't waste your time. Here's how we can work together and what I need to know you're a fit.
I'm selective about who I work with — not because I'm precious about it, but because I do my best work with people who are ready. Here's my filter:
This is non-negotiable. I work best with people who are honest, direct, and decent. Ego is fine. Disrespect isn't.
$1,500/month is the floor. If that's a stretch, we should talk about project work first — and build toward something bigger. I don't want you stressed about the invoice.
I will build the system. But you have to show up for it. If you're looking for someone to take over while you disappear, I'm not your person. If you want a real partner who holds you accountable and builds alongside you — let's go.
Send me an email with a sentence or two about what's going on. I'll respond within 24 hours and we'll figure out if we're a fit.
Email Jenn Schedule a Call