Four ways I show up for people teams.
Most conversations start informally — a quick chat to figure out the right shape: Diagnostic, Workshop, Advisory, or Fractional. The right answer is usually obvious within the first ten minutes.
A senior People partner — without the full-time hire.
For founders who need senior People judgment in the room every week, but aren't ready to commit to a $200K+ full-time leader. I sit in your leadership meetings, own the People agenda, and build the function around the business.
- 1–2 days per week
- 6 mo minimum engagement
- Best for 15–80 headcount
On-call People judgment for your hardest decisions.
For CEOs and Heads of People who already have a function, but want a senior outside voice on the calls that matter — comp bands, exec hires, restructures, performance escalations.
- 2–4 calls per month
- Slack / async access
- Quarterly reviews of the people stack
A two-week audit of where your people function actually leaks.
A focused engagement to map your real bottlenecks — hiring, retention, performance, comp, compliance — and hand back a prioritized 90-day plan you can execute with or without me.
- 2 week sprint
- All-hands + leader interviews
- Prioritized 90-day roadmap
Half-day or full-day sessions with your leadership team.
For ELTs, founders, and people leaders who want to level-up on a specific muscle — performance conversations, structured interviewing, remote operating cadence, or hiring in Nepal.
- Half-day or full-day
- Onsite or remote
- Custom-built per team
Global HR, remote hiring, and hiring in Nepal — answered.
The questions founders, COOs, and people leaders ask me most often before we start working together.
What does a Global HR consultant actually do for a growing company?
What does a Global HR consultant actually do for a growing company?
I act as a fractional people leader — designing recruitment, performance, compliance, and operations frameworks that work across multiple countries. For founders, that means one partner accountable for hiring, retention, payroll vendors, policy, and culture as you scale across borders.
How do you help companies hire remote talent in Nepal?
How do you help companies hire remote talent in Nepal?
I run end-to-end remote hiring in Nepal: market mapping, employer-brand positioning, sourcing engineers and operations talent, structured interviews, offer strategy, and compliant onboarding via EOR or local entity. Most engineering roles close in 4–6 weeks with strong 12-month retention.
Can you set up a remote-first HR operation across multiple countries?
Can you set up a remote-first HR operation across multiple countries?
Yes. I've led HR simultaneously across Nepal, the Philippines, Australia, and the United States — building one playbook with localized policies, compliant payroll, performance rituals, and onboarding that respects each market's labor law and culture.
Why hire in Nepal versus other offshore markets?
Why hire in Nepal versus other offshore markets?
Nepal offers strong English-speaking engineering and operations talent, time-zone overlap with both APAC and parts of EU/US, lower attrition than India's tier-1 cities, and a maturing remote-work culture. The catch: you need someone who knows the local market to avoid common sourcing and retention mistakes.
Do you work with early-stage startups or only established companies?
Do you work with early-stage startups or only established companies?
Both. I've built the first hiring engine at a 0→1 investment firm and led HR transformation at later-stage technology companies. Engagements range from one-off recruitment campaigns to fractional Head of People retainers.
How do you measure success in HR and recruitment engagements?
How do you measure success in HR and recruitment engagements?
Quality-of-hire (90-day and 12-month retention), time-to-productivity, hiring-manager satisfaction, employer-brand reach, and people-driven business outcomes — never vanity metrics like time-to-fill in isolation.