At your stage, one bad hire costs more than a failed product launch. Wrong people in wrong roles slow everything down — and by the time you realize it, you've lost months and momentum.

I build the hiring process, define the roles you actually need, and find the people who will still be there two years from now. I have a 90% retention rate across every company and startup I've hired for. I don't fill seats. I find fit.

That means a structured hiring process, clear role definitions, and a recruitment approach built around longevity — not speed.

What you get: A hiring function that's systematic, not reactive. And people who stay.