United States
Most People executives specialize. I've built expertise across the full stack. Over 12+ years I've operated as a recruiting leader, DEI strategist, HRBP, and talent and performance architect — not dabbling in each, but building functions, frameworks, and operating models in all of them from the ground up. At companies like Google, Twitter, ChartHop, Harry's, Better.com, and Phantom I haven't just supported these disciplines. I've built them where they didn't exist and transformed them where they were broken. That breadth is rare. And it means I can do something most People leaders can't: see the full talent lifecycle as an integrated system and design people infrastructure that actually holds together at scale. Here's what that looks like in practice: → Built leveling frameworks, Bar Check programs, and Keeper Test processes that gave leaders a shared standard for what great looks like → Scaled recruiting functions from zero, including taking Better.com from 500 to 7,000 employees in under a year → Designed DEI infrastructure that made inclusion a measurable leadership accountability, not a standalone program → Partnered with CTOs, CPOs, and C-suite leaders at publicly traded and high growth companies on the hardest org and talent decisions → Built AI-native workflows into how the People function operates, replacing manual people work with real time intelligence
In my role, I spearheaded initiatives to foster talent growth and inclusion at Mammoth Brands, a dynamic late stage startup (Pre-IPO) that expanded from 400 to 700 employees. I designed and implemented global programs that not only accelerated career growth but also significantly improved employee engagement, talent density and leadership pipelines during a critical growth phase.
- Partnered directly with the CEO, Executive team and Board on org wide people strategy across succession planning, job architecture, and total rewards across 15 countries, serving as the senior people executive for a company scaling from 70 to 250 employees in under 12 months - Served as primary People partner to Engineering, Product, Design, and GTM leadership while partnering with the full executive team on org-wide people strategy, giving technical and commercial leaders the infrastructure, coaching, and organizational clarity to scale their teams without losing the bar - Drove 32% increase in employee engagement and 14% increase in workforce diversity, achieved 98% offer acceptance rate, and recognized as Best Remote Employer in 2022 and 2023 - Served as in-house HR subject matter expert advising on product roadmap for people analytics tools, bringing practitioner perspective to shape AI-powered HR features at a people tech company - Designed global compensation and equity frameworks across 15 countries, building the total rewards infrastructure that improved retention and allowed the company to compete for top talent in one of the most aggressive hiring markets in recent history - Uniquely positioned as both practitioner and product advisor, shaping the roadmap for AI powered people analytics tools from the inside, bringing operator credibility to product decisions most HR leaders only experience as end users