For AI-native founders + operators
Fractional CHRO for AI-native companies.
Talent infrastructure for AI-native companies, 10–300 people. Comp design that holds against frontier-lab packages, manager scaffolding for technical-founder teams, and AI use policy informed by shipping — not theory.
What we ship for AI-native companies.
Comp wars cascading from frontier labs
OpenAI / Anthropic / xAI / Mistral packages reset the market every quarter. We design comp bands and equity refresh strategies that compete for the talent without bleeding the burn rate. Calibrated to AI-native cohort companies on Levels.fyi, Pave, Carta, Radford by Aon.
Manager scaffolding for technical-founder teams
Most AI-native founders are research- or eng-first. Manager development is the gap. The Manager Operating System curriculum is adapted for technical-founder companies — first-time-manager training, manager-of-managers programs, calibration discipline, feedback culture.
AI use policy that's actually informed by shipping
Most organizations cite AI as a priority but haven't rebuilt their work processes around it. We've shipped AI use policies under NIST AI RMF, NYC Local Law 144, and EEOC 2023 guidance — for hiring, performance, comp, and internal AI tooling. Not theory.
AI-driven HR transformation, end-to-end
Recruiting, perf, comp, internal mobility — every people process gets redesigned around AI. We have the playbook. Most fractional CHROs treat AI as a topic; we treat it as the operating context.
Equity refresh in an AI comp arms race
Frontier-lab packages mean ICs are getting recruited every six months. Equity refresh design — performance equity, secondaries, programmatic refresh schedules — is the retention lever most companies under-use.
Hiring at AI velocity
Scorecards, interview loops, sourcing channels calibrated for AI-native operators. Lou-Adler-style performance-based hiring adapted for research, ML eng, and applied-AI roles. Time-to-hire targets and offer-acceptance baselines that hold.
Buying triggers.
- · Just-raised Seed or Series A, comp bands are rumor and ICs are getting poached every quarter
- · Crossing 50 / 100 / 250 headcount and the technical-founder team has no manager scaffolding
- · Equity refresh design — frontier-lab packages reset the bar; our existing structure is bleeding people
- · AI use policy needed before next board meeting, internal-tool deployment, or hiring-tool change
- · NYC Local Law 144, EEOC 2023, or state pay-transparency deadline approaching
- · AI-driven HR transformation, you know you need it, you don’t know where to start
- · Pre-investment HR DD or post-close people integration on an AI-company acquisition
- · Crisis, RIF, exec exit, investigation, public-incident response
Talk to us.
30-min discovery call. We’ll diagnose what’s broken, scope what would unblock you, and tell you honestly whether we’re the right shape of help.