VenturePOps is a boutique consultancy that specializes in technical hiring. We provide embedded RPO, interim talent leadership and hiring coaching for startups to help them run an effective hiring process. Our model is unique in that our team all have in-house operating experience so can add value in both strategy and execution. Since our founding in 2021, my team and I have supported an array of companies across devtools, hardware, commerce and AI. We've worked with a variety of clients backed by top-tier investors including Sequoia, Greylock, Lux Capital, Founders, Inc, Lachy Groom and Josh Buckley. Most recently (2024-2025), we have had team members working on engagements with a European social media startup. During that time, I personally led two engagements where I acted as a 50% resource in parallel with Physical Intelligence and Nooks, the details of which are below: Physical Intelligence Recruitment lead September 2024 - July 2025 Physical Intelligence is a leading robotics company backed by investors such as Jeff Bezos and OpenAI. During my engagement, I was responsible for supporting all hiring related to research scientists, software engineers and hardware engineers. I oversaw the doubling of headcount and hired well-known experts such as Ken Conley (creator of ROS) and Ben Katz (primary contributor to the MIT Mini Cheetah). Nooks Recruitment Lead June 2023 - July 2025 Nooks is an AI-powered pipeline engine for sales teams. I joined as Nooks closed its Series A (~20 people), and I personally hired >40 people, primarily in engineering but also across GTM/exec leadership. I played an instrumental role in the company >4X’ing its valuation, growing to >100 employees and increasing revenue from ~$2M to >$20M Net ARR. Before the pre-agreed end of my engagement, I helped Nooks build an internal talent team.

- Joined as employee #12. My team and I scaled the company to 170, and helped increase its valuation from $60M to $1B+. - Oversaw +700% increase in staff — every role from CFO to software engineer to clinical trial coordinator — as we moved from selling digital recruitment services to running FDA clinical trials and in-licensing our own drugs as a full stack pharma company. - After starting as the sole HR/recruiting hire, built a team of nine people. - Managed both strategy and execution for entire recruitment process: interviewing, offers (average offer-accept rate: 78%), compensation, employment branding, geographic expansion, internal mobility, university programs and onboarding. - Put in place systems to ensure our recruitment process was as unbiased as possible, developing and leading interviewer training for >170 people. - In a highly regulated industry, put in place process for criminal background checks, general compliance, and immigration policy. - After sudden departure of manager, promoted to interim Head of People Operations, assuming responsibility for all HR functions: • Put in place processes for performance management, talent development and promotions. • Established a company-wide standardized compensation policy (salaries, equity refreshes, benefits and perks). • Identified and secured a new office to accommodate a growing company. • Developed a new employee handbook, harassment policy and diversity training. • Managed highly sensitive employee relations cases, ensuring regulatory compliance and reducing legal risks. - Acted as both an internal and external thought leader on all issues related to HR, workplace culture, organizational psychology, and recruitment; wrote about these topics for outlets like Fast Company.

HRBP Six month project as a People Partner for Display & Video Ads in New York. Worked closely with executive leadership on their HR strategies and talent management. Tech Recruitment Team Lead - Built a team of ~20 tech sourcers from scratch, responsible for sourcing software engineers for Google’s second-largest engineering office; we met all hiring targets and surpassed Google’s benchmark for diversity hiring. - Under my management, the site achieved record year-on-year industry SWE hires (2015: 17% increase; 2016: 14% increase). - Set department-wide targets for North America software engineer sourcers, leading to record quarter-on-quarter results. - Worked on leadership team projects, such as revamping interview process for experienced hires, targeting passive candidates and large-scale lead generation. - One of the most prolific internal trainers at Google: mentored colleagues on facilitation and content creation skills, and led Noogler orientation once a quarter. - Consistently strong manager feedback survey results and excellent candidate and referrer experience metrics. Technical Sourcer - Top tech sourcer globally in 2012 and 2013 in terms of offers extended. - Holder of regional technical sourcing record for offers, breaking it in three consecutive quarters. - Multiple peer bonuses, spot bonuses and awards for achievements, collaboration, partnership and leadership, and consistently strong candidate and referrer experience scores. - Created training content that has been utilized globally across Google staffing for the past four years. - As a subject matter expert for technical sourcing globally, I acted as interim lead during a period of rapid growth for the tech sourcing team in Austin, which included training, managing and mentoring over 100 new sourcers.