EMBEDDED TALENT OPERATIONS

Stop Recruiting.
Start Building.

Your first enterprise revenue hires shape the company you are building. I don't give advice from the sidelines. I step in as an embedded GTM hiring operator to help tech founders architect roles, run rigorous technical vetting, and construct high-executing enterprise sales teams.

CALCULATE YOUR GTM HIRING COST → EXPLORE MY APPROACH →

Trusted by enterprise revenue leaders from FORTUNE 100, ILLUMIO, and NOKIA.

02 / THE CORE DIFFERENTIATOR

Hiring is an Operational Decision.
Not an Agency Activity.

The challenge isn't simply finding qualified candidates. It's knowing what the business needs now, what the role must become, and how to recognize the people who can succeed in that environment.

Square Parallel talent leadership comparison

THE DISTINCTION

I don't just evaluate these roles—I've held them. I have personally built, coached, and scaled enterprise technical revenue organizations, and that firsthand experience shapes how I recognize the people who will build yours.

Because of that track record, I specialize in vetting and constructing the high-stakes profiles traditional agencies struggle to evaluate: Enterprise Account Executives (AEs), Sales Engineers (SEs), Solutions Architects, and technical GTM leaders.

01 / DEFINE

Start with the role.

Clarify the outcomes, capabilities, and operating conditions the hire must meet before writing a job description or starting a search.

02 / EVALUATE

Look for evidence.

Use structured interviews and practical evaluation to distinguish demonstrated capability from presentation skills, assumptions, and familiarity.

03 / BUILD

Think beyond the hire.

Make hiring decisions in the context of team design, leadership capacity, company stage, and the revenue system you're building.

What could the wrong GTM hire cost?

Calculate Your GTM Hiring Cost →

03 / WHAT I DO

Work with an Operator.
Deploy Expert Execution.

From your first critical hire to building a complete technical revenue team, I bring hands-on operating experience to the decisions that shape your growth.

01 / LEAD

Deployed Leadership

I step directly into your organization as an embedded hiring operator. By establishing immediate priorities, engineering a strict vetting architecture, and moving critical GTM hiring forward, I deliver executive-level talent execution without requiring you to commit to another permanent professional employee.

02 / BUILD

GTM Team Construction

I work directly alongside you as an expert collaborator to architect and scale your Sales, Sales Engineering (SE), and technical revenue teams. You retain full ownership of your culture and final hiring decisions while leveraging my 40 years of pattern recognition to co-design precise candidate profiles, build rigorous interview standards, and accurately align your team design to your current growth stage.

03 / DECIDE

Stage-Fit Evaluation

De-risk your critical revenue hires with firsthand operator judgment. Using structured evaluation, I assess a finalist's actual technical depth, learning velocity, and company-stage alignment—ensuring you distinguish smooth presentation skills from genuine execution capability before you extend an offer.

ENGAGEMENT MODELS

Fractional / Interim / Embedded / Project-Based

LET'S BUILD YOUR TEAM →

04 / EXPERIENCE

Built the teams.
Made the hiring decisions.

I've spent four decades inside enterprise technology organizations — interviewing candidates, making hiring decisions, developing leaders, and building the teams responsible for revenue execution.

40+

Years in Technology

Experience across enterprise technology, technical sales, and organizational leadership.

300+

Professionals Hired

Hands-on hiring decisions across technical and revenue-facing organizations.

2,000+

Candidate Interviews

A practical understanding of how to distinguish evidence, potential, and fit.

THE OPERATOR'S PERSPECTIVE

I haven't just interviewed candidates for these roles. I've held the roles, built the teams, and been accountable for their performance.

That's why I look beyond the resume and the interview. A successful hire isn't someone who simply accepts an offer. It's someone who can do the work, contribute to the team, and help the business grow.

REAL OPERATING EXPERIENCE. APPLIED TO YOUR NEXT HIRE.

LET'S TALK ABOUT YOUR TEAM →

05 / OUR METHOD

Hiring Confidence
Isn't a Gut Feeling.

A polished resume and a strong interview don't tell the whole story. My Hiring Confidence Framework™ evaluates the capabilities and behaviors that matter long after the offer letter is signed.

Hiring Confidence Framework™

Hiring Confidence Framework radar chart showing nine evaluation dimensions: Business Curiosity, Technical Depth, Executive Presence, Communication, Learning Velocity, Coachability, Customer Empathy, Leadership Potential, and Cultural Contribution.

Illustrative candidate profile — not actual assessment results.

Business Curiosity Technical Depth Executive Presence Communication Learning Velocity Coachability Customer Empathy Leadership Potential Cultural Contribution

BEYOND THE RESUME

See the strengths.
Understand the risks.

Technical knowledge matters. So does the ability to learn, communicate, earn customer trust, and operate in an environment that's still being built.

I assess candidates across nine dimensions, looking for demonstrated evidence rather than relying on credentials, interview performance, or instinct alone.

DELIVERABLE: Hiring Confidence Report™

A comprehensive assessment with scores, narrative insights, strengths, risks, and onboarding recommendations.

You get a clearer picture of who you're hiring, where they can succeed, and where they may need support — before making a critical hiring decision.

EXPLORE THE FULL FRAMEWORK →