I build People Ops from scratch for companies that have outgrown running on goodwill and group texts.
I’ve been the first dedicated HR hire twice. In my current role, I started with no HRIS, no reviews, and no consistent hiring process. I built the performance management system, structured interviews with scoring rubrics, onboarding and offboarding, career ladders, and a full policy library. Within a year of rollout, every employee had a formal review, and nearly everyone I’ve hired has stayed past 90 days. I also manage four direct reports and run employee-led 1:1s.
Before that, I helped National SoftWash grow revenue 278%. I rolled out a new compensation platform without direct authority over the people using it, and I built the job tracking system that took holiday lighting installs from 70 to over 300. Earlier, I founded and ran a cleaning business for ten years, which is where I built my first scored hiring rubrics.
I use AI in my everyday HR work. My interview workflow turns transcripts into notes, hiring manager summaries, and rubric scores. It saves 20 to 30 minutes per candidate and makes evaluations more consistent.
My view is that most people problems are systems problems, and people take the right way when it’s also the easy way. I’m looking for a remote People Ops role at a growing company that needs someone to build the foundation.
