Team and Culture
Hiring strategy, leadership development, and organizational design for marketplace founders.
The Problem
Most marketplace founders hire reactively. A function breaks and you backfill it. Someone quits and you scramble to replace them. You end up with a team assembled from emergencies rather than one designed to execute a strategy. The culture that forms reflects the chaos of how you hired, not the company you're trying to build. This compounds over time. Wrong hires get into leadership, process never forms, and the CEO ends up in every decision because no one else has enough context to make them.
What I Do
Defining what each critical hire actually needs to do, what good looks like in the role, and how to structure compensation and scope for your stage. Interview process design, scorecard development, and how to assess marketplace-specific skills that generalist recruiters miss.
Working with your existing team leads on decision-making, prioritization, and operating with more autonomy. The goal is a leadership team that can own their functions without needing you in every conversation.
How to structure your team as you move from 5 to 15 to 30 people. Where to centralize and where to distribute. How to split supply-side and demand-side ownership. When a generalist stops working and you need a specialist.
The rituals and norms that make your culture intentional. Decision-making frameworks, communication structure, how you run planning, and what you measure as a team. Culture is mostly just what you tolerate and what you celebrate. Getting deliberate about both.
What You Get
Who This Is For
Marketplace founders whose team isn't keeping up with growth, who are in too many decisions, or who have promoted people into leadership roles without giving them the support to succeed.
Apply and I will follow up within 2 business days.
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