Fractional People Operations
I help early-stage foreign startups build their US People operations — from benefits, compensation and equipment strategy to employer brand, culture, performance mechanisms and hiring that finally closes.
Foreign founders land in the US and discover their playbook doesn't transfer. The benefits broker sells them the wrong plan. Comp expectations are 40% off. The first US hire is a senior person with no manager, no onboarding and no context.
Six months later there is attrition, an open role nobody can fill, and a culture that exists only in the founders' heads.
US benefits are where foreign founders overspend and under-deliver. I build a market-calibrated comp band, a benefits package your candidates actually value, and an equipment and onboarding kit that works across time zones.
Comp bands · Broker selection · 401(k) · Equipment logistics
American candidates have never heard of you. We turn that into an advantage — a sharp story, careers presence, and interview experience that makes an unknown foreign startup feel like the smart bet.
Positioning · Careers page · Candidate experience
Values on a wall change nothing. I translate your founding culture into rituals, decision norms and manager behaviors that survive a distributed HQ-and-US-team setup.
Values translation · Rituals · Manager norms
Lightweight systems built for a 10–150 person company: goal cadence, review structure, feedback loops and engagement signals you can read before people quit.
Goal cadence · Review design · Engagement signals
When a role has been open five months, the problem is rarely the market. I diagnose the scorecard, the funnel, the interview loop and the decision process — and get the offer signed.
Role diagnosis · Loop redesign · Closing
Each package is built for early-stage foreign startups entering the US. Engagements can be standalone or combined into a broader fractional People Ops partnership.
A US-ready rewards and operations foundation that attracts candidates and controls cost.
A credible US employer story that turns an unknown foreign startup into a compelling bet.
Values that show up in rituals, manager behaviors and decision norms across time zones.
Lightweight systems that surface problems before they become resignations.
A tighter hiring funnel that closes the roles that have been stuck for months.
Week 1
Founder and team interviews, current-state audit of comp, hiring, and people processes. You get a written read on what is actually broken.
Weeks 2–4
We build the priority pieces — comp framework, benefits decision, hiring loop, or the mechanism you're missing most.
Ongoing
A fixed number of hours per month as your People partner: manager coaching, hiring pushes, and the next layer of infrastructure.
About
Culture creator · VP People, Healthee, Carbyne & monday.com · Seed to IPO/exit
Twenty-one years building People functions from the ground up — most recently as VP People at Healthee and Carbyne, and in People leadership roles at monday.com, where understanding the American talent market, benefits landscape and scaling culture wasn't optional.
I work as an embedded operator, not an advisor with a deck. That means I sit in your hiring loops, write your comp framework, coach your first US managers and stay long enough to see whether it worked.
Culture isn't declared. It's the sum of the mechanisms you actually run.
Get started
No pitch. Bring the open role, the offer that got declined, or the benefits quote you don't trust — and we'll look at it together.