Boutique consulting for venture-backed and growth-stage companies. Full-cycle recruiting, people systems, and HR compliance — built right, from Series A to scale.
Most talent consultants hand you a framework and leave. I build the infrastructure, run the searches, and hand off something that actually works — because I've been the person doing both simultaneously for over a decade.
My clients are founders and senior leaders at venture-backed companies who know that broken hiring infrastructure and invisible compliance gaps are existential risks — not just HR problems.
Building your first formal TA function. You need infrastructure and execution simultaneously — not one or the other.
Embedded recruiting execution with infrastructure built in parallel. You're scaling fast and the foundation has to hold.
Standing up people operations from scratch — performance management, comp frameworks, onboarding, compliance infrastructure.
Managing compliance obligations across multiple client environments. I build the audit and handbook infrastructure you need to deliver at scale.
Every engagement is different. Some clients need infrastructure first, execution second. Others need both running at once. I know how to sequence the work so nothing falls through the cracks.
Senior, technical, and hard-to-fill searches run from intake to close — sourcing, outreach, structured interviews, and offer negotiation. The infrastructure to make it repeatable gets built alongside the search.
Full recruiting technology selection, negotiation, configuration, and training — Greenhouse, Lever, Workday, GEM, GoodTime, SeekOut, and more.
Funnel analytics, hiring dashboards, and executive reporting giving leadership real-time visibility into pipeline health, source effectiveness, and time-to-fill.
Goal alignment structures, feedback cycles, leveling frameworks, documentation standards, and manager accountability tools that actually get used.
Transparent salary bands and leveling structures across all functions and levels — designed for retention, benchmarked to market, built to scale with headcount.
Onboarding programs and structured check-in processes that accelerate new hire productivity and reduce ramp time across rapidly scaling organizations.
U.S. employment law changes constantly. Most handbooks are out of date, jurisdiction-incomplete, or both — and the exposure is rarely obvious until it surfaces in the wrong place.
I'm a talent operations and people systems specialist with 15+ years running searches, building functions, and standing up the infrastructure that makes hiring organizations actually work — at companies from Series A startups to Fortune 150 enterprises.
I founded Tipping Point Talent Solutions to work with companies at the inflection point — where getting the hiring function, people infrastructure, and compliance posture right isn't a nice-to-have. It's the difference between scaling efficiently and fixing everything in year three.
I take on a limited number of engagements at a time and work hybrid or fully remote from Denver, CO. If the timing is right, I'd like to hear what you're building.
M.Ed., Organizational Performance & Change — Colorado State University
BS, Business Administration & Psychology — Regis University
I work with a small number of clients at a time. A short call is usually enough to know if we're a fit — reach out and let's find out.
Recruiting infrastructure, ATS implementation, pipeline analytics, performance frameworks, compensation & leveling, onboarding design.
Handbook compliance audits, handbook builds and updates, multi-state policy design, compliance gap analysis with risk ratings and exposure estimates.
Full-cycle recruiting execution alongside infrastructure build. Short-term embedded or ongoing fractional — depending on what you need.
