What Fractional Operations & Talent Leadership Actually Means
As a Fractional Operations & Talent Partner, I embed directly into your business as a senior operator — working alongside founders, partners, and hiring managers focused on execution, not just advice.
I bring the strategic lens of a Head of Talent and Ops, the execution depth of an experienced operator, and the intelligence advantage of an active CGO at an agentic AI platform trusted by BlackRock, Kleiner Perkins, and Oracle.
Book Your Discovery Call Send a NoteMost fractional operators advise on AI. I'm running the revenue engine at one — and bringing that intelligence directly into your business.
- Fractional operator — embedded, retainer-based, part-time
- Active CGO at Fundz.net — a live role, not a past title
- Inside the agentic AI platform — not just a user of it
- Formal MSA + Retainer Schedule before work begins
- 30-day written termination notice — no lock-in
I'm Here to Save You Money. And Make You More of It.
Any executive worth their salt needs to understand how money works — not in theory, but in practice, in real time, inside their actual business.
Because when you don't, you end up sitting across from your board or your investors having that conversation. The one where the numbers don't add up and nobody in the room has a clear answer. That is not a finance problem. That is an intelligence problem. And I solve it.
Most executives are making decisions based on last quarter's data — or worse, gut feel. Meanwhile, money is moving right now. Funding rounds are closing. Executives are changing seats. Investors are repositioning. Markets are shifting. The companies that win are the ones who see it first and execute before their competitors even know it happened.
I teach every executive I work with three things. These are the three things that separate the companies that scale from the ones that stall:
The Three Things That Change Everything
The Bottom Line
What you understand about money matters when it comes to building your company.
How it moves. Where it moves. What it moves for.
I deliver that intelligence and I show you how to execute on it — so you walk into every board meeting, every investor conversation, and every growth decision knowing exactly where the money is and what to do about it.
Save Money
Make smarter decisions faster — before they cost you.
Make Money
Act on signals your competitors are missing entirely.
Who This Is For
- Organizations that are growing, restructuring, or entering a new market
- Founders who need senior-level ops and hiring judgment, not just resumes
- Teams that have felt the pain of bad hires, slow processes, or agency churn
- Leaders who want systems that keep working after the engagement ends
Typical partners include:
- Series A–C tech companies scaling engineering or product teams
- VC-backed startups that have outgrown scrappy hiring
- Founder-led companies without internal talent or ops leadership
- Consulting firms scaling delivery teams
EMBEDDED OPERATIONS & TALENT LEADERSHIP — WITHOUT THE FULL-TIME COMMITMENT
I partner with consulting firms, founders, and leadership teams as a fractional Operations & Talent Partner, owning hiring strategy, ops infrastructure, and execution during critical growth or transition phases.
This is not traditional recruiting or RPO. It is embedded, part-time leadership designed to reduce risk, accelerate hiring, and build systems that scale.
As Chief Growth Officer at Fundz.net, I build and run the same systems for my clients that I operate under pressure inside a live, scaling AI company every day. That is not a credential on a slide. That is current, active execution.
The Three Layers Nobody Else Has
This specific combination does not exist anywhere else in the market. Here is why it matters for you.
Fractional Operator
Embedded part-time inside your business under a formal MSA retainer. Defined scope, set hours, written deliverables. Hands-on execution with your leadership team — not advisory from a distance.
Active CGO — Fundz.net
Currently running the full revenue engine at an agentic AI platform trusted by BlackRock, Oracle, and Kleiner Perkins. Not a past title — a present-tense role running lead gen, pipeline, MRR, and churn. Right now.
Inside the AI Platform
Not just a user of AI tools — a principal inside the machine building them. Real-time signal intelligence and agentic workflows brought directly into your business, while your competitors still work with stale data.
What I Own
Every engagement is governed by a Master Services Agreement and a Retainer Schedule — scope defined in writing before work begins. Depending on your tier, I can fully or partially own:
Operational Strategy & Org Design
- Hiring roadmap aligned to business goals and runway
- Org structure design and reporting frameworks
- Workforce and capacity planning
- Bottleneck identification and process redesign
- Executive dashboards and board-ready reporting
Talent & Hiring Leadership
- End-to-end hiring execution — sourcing to close
- Interview design, scorecards, and calibration
- Offer strategy, negotiation, and close
- Employer value proposition and brand storytelling
- Mis-hire prevention and risk reduction
Hiring Systems & Talent Ops
- ATS workflows and process optimization
- Hiring manager training and enablement
- Metrics, reporting, and feedback loops
- Time-to-hire optimization
- Candidate experience improvement
Revenue & Growth Infrastructure
- Sales motion: prospecting to demo to close to expansion
- CRM architecture and pipeline discipline
- Pricing, packaging, and upsell frameworks
- Growth roadmap with quarterly KPIs by ICP
- Partnership strategy with accelerators and VCs
Agentic AI & Signal Intelligence
- Real-time signal intelligence via Fundz platform
- Agentic AI workflows across ops and talent functions
- ICP precision targeting — persona-level outreach
- Automated pipeline and trigger-based prospecting
- Replacing stale data with live business intelligence
Advisory & Risk Reduction
- Founder and executive coaching on growth decisions
- Market calibration — comp, talent availability, timing
- Identifying and preventing costly mis-hires
- Burnout prevention and retention strategy
- Protecting runway and supporting growth acceleration
How This Is Different From RPO or the Agency Model
This is not RPO. Traditional RPO and agencies focus on throughput and transactions. This model focuses on ownership, judgment, and long-term capability.
- Embedded as part of your leadership team — not a vendor on the outside
- Focused on building systems, not creating dependency
- Willing to push back when something is mis-scoped or high-risk
- Governed by a formal MSA — clear scope and expectations on both sides
- Scope changes require mutual written agreement — no surprises
Clients who work with this model often experience:
- More confident and efficient hiring decisions
- Reduced time-to-hire and fewer process bottlenecks
- Stronger hiring manager alignment and engagement
- Greater clarity on what is working — and what needs to change
- Hiring and ops infrastructure that continues to function after the engagement ends
THIS IS NOT RPO.
RPO and agencies optimize for volume and throughput. This model is built for ownership, judgment, and capability-building — not filling a pipeline and moving on.
- Embedded in your leadership team
- Systems-focused, not placement-focused
- Pushes back when it matters
- Everything scoped in writing upfront
How It Works
Simple engagement model. Everything in writing before work begins. No lock-in.
Discovery Call
30 minutes to scope your biggest gaps, identify the right engagement tier, and determine if the fit is mutual. No commitment required.
Retainer Agreement
MSA and Retainer Schedule signed before work begins. Scope, hours, deliverables, cadence, and overage rates — all agreed in writing upfront.
Embedded Work Begins
I come in part-time and run the work, operating as a working member of your leadership team within the agreed scope.
Ongoing Optimization
Structured monthly reviews. Scope changes by mutual written agreement only. Either party may terminate on 30 days written notice — no lock-in.
Engagement Tiers
All engagements are governed by a formal MSA and Retainer Schedule. Scope, hours, and fees are defined before we start.
Diagnostic
Up to 8 hrs / month- Talent or ops audit
- Hiring risk assessment
- Clear recommendations and next steps
- One structured review session
- Written summary of findings
Embedded
8–20 hrs / month- Full fractional ops + talent leadership
- Strategic and hands-on execution
- Hiring systems, org design, process optimization
- Executive advisory and board-ready reporting
- Agentic AI workflow implementation
- Structured monthly reviews
Project-Based
Scoped per project- Hiring system builds
- Recruiting process overhauls
- Short-term hiring sprints
- Revenue motion design
- Fixed scope, fixed deliverable
Time-to-Fill
Retention
to Production
First Hire
When You Should Not Hire Me
This model is not the right fit for every organization. Fractional work requires trust, transparency, and a willingness to improve how decisions get made.
If you are looking for transactional recruiting support, traditional agencies or RPO providers may be a better fit. No hard feelings — fit matters more than the sale.
No ghosting, no spam. Just honest, efficient partnership.
- X You're looking for the lowest-cost recruiting option
- X You want a high-volume resume pipeline without strategic involvement
- X You're not open to pushback on role scope, timing, or expectations
- X You want someone to just fill roles without changing how hiring works
- X You're not ready to involve leadership or hiring managers in the process
- X You need a transactional vendor, not an embedded operator
Let's Talk
If you're looking for a senior operations and talent partner who can step in, take ownership, and build the right way — let's connect.
Book a Strategy Call