Emerging Stage Storage technology Start-up through emerging stages. High growth, overall funding $45M. Led all HR activities and implementation.

Problem

• Hiring far behind growth
• Inconsistent and weak talent selection
• Risked losing key talent, merit increases and wages inconsistent, not aligned with budget and market

Strategy

• Align business plan with talent acquisition
• Establish flexible in-house talent acquisition team and process
• Partnered with CFO to create and launch structured merit format

Results

• Reduced time to hire 55%, increased staff 340%
• Saved more than $395,000 in outside vendor fees
• Brought and kept team at market and within budget

MMO (Massively Multiple Online) Gaming technology company. Pre-funding stage into Series A, team buildout and relocation to Austin. Established all HR functions, benefits and payroll.

Problem

• Short team building and game delivery window
• Build senior management team and all departments
• More hires were needed than budgeted due to outside game vendor failures

Strategy

• Align talent acquisition with key deliverables, identify and target 12 and 18 month goals
• Develop leadership profiles and expectations
• Design and implement a lean talent process using in-house talent acquisition

Results

• Time to hire just 28 days average, extremely low team member turnover
• Filled all non-founder leadership roles including CTO, CFO, Controller and Directors
• Saved more than $480,000 in contingency placement fees

Medical online SaaS provider at emerging high growth stage, took over leadership HR role, strong individual contributor.

Problem

• Supervisors and employees frustrated, not engaged in strategic vision
• Strategic goals not translated into measurable department goals, shifted frequently
• No feedback or performance management process

Strategy

• Conduct supervisory level survey to identify problem areas
• Re-launch clear goals. Guide senior management team through department goal setting; document priorities
• Develop process focusing on documented goal discussions and quarterly performance feedback

Results

• Improved senior and supervisory level manager satisfaction and alignment with new President
• Teamed with new President, communicated clear vision, consistent goals and priorities
• Expanded Managers’ planning, execute and measurement for increased productivity