Good people work starts with the right problem.
Growing companies rarely have one people problem. Hiring slows down, managers improvise, teams drift apart, and the tools that worked at 50 people stop working at 200. I help founders, business leaders, and People teams figure out what's really getting in the way and decide how to fix it.
Sometimes that's advice. Sometimes it's a redesigned process, support for a leadership team, a workshop, a new system, or hands-on implementation. The method follows the problem.
I lead Talent and Culture at Orium, and I'm open to a small amount of outside work alongside it.
Tell me what you're working through-
People strategy and leadership
When it's time: Your company has outgrown the way it manages people. Priorities compete, managers handle the same situations differently, nobody is sure who owns what, and a new office or acquisition has made it harder to feel like one company.
Where I help
- People strategy that keeps pace with growth
- People team effectiveness and operating models
- Manager and leadership practices
- Organizational change and cross-border integration
- Employee experience and belonging
The change: Leaders who agree on what the business needs from its people, and the structure, manager habits, and rhythms to deliver it.
What I bring: Five years helping lead Talent and Culture through growth from about 60 to more than 300 people at its peak, partnering with executives, and leading the talent integration after an acquisition. See the story
“Thank you for your leadership, for always being willing to jump into any and every situation, and for consistently putting Orians first.”
Lindsey Colquhoun, VP of Culture, Orium -
Hiring and talent experience
When it's time: Hiring is slow or inconsistent. Strong candidates drop out, interview feedback arrives late, offers get declined, and new hires start before anyone is ready for them.
Where I help
- Hiring and workforce priorities
- Recruiting process audits and redesign
- Recruiter effectiveness
- Interview structure and assessment
- Candidate experience
- Onboarding and manager readiness
The change: A hiring and onboarding experience that's fast, fair, and consistent, from the first intake conversation to the end of probation.
What I bring: 95% offer acceptance, 25% faster time-to-fill, 40% more recruiter output, more than 100 hires onboarded in a single year, and 22 public recommendations from people I've hired. See the story
“Big shout out to Raj for his extreme organization and really pushing for the changes that were needed.”
Katie McCoy, Former VP of Product and Design, Orium -
People operations, systems, and AI
When it's time: Your People team spends its week on admin. Processes live in people's heads, information is scattered across tools, and AI is either ignored or used without any rules.
Where I help
- Process and workflow diagnostics
- Operational redesign
- Tool and system evaluation
- AI adoption and enablement
- Responsible automation with clear human oversight
- Working prototypes and workflows your team can own
The change: Simpler work first, then the right systems and AI around it, run by a team that understands them.
What I bring: A recruiting toolkit our recruiter runs end to end, a recognition workflow with human approval, AI enablement for managers, and $200K a year saved by consolidating systems. See the story
“This all helps us do more of what matters to engage Orians, democratize expert knowledge amongst the broader team, and sets an example I hope others follow.”
Jason Cottrell, CEO, Orium
Ways to work together
- AdvisoryA steady thinking partner for leaders through a decision or a season of change.
- Diagnostics and assessmentsA focused look at what's slowing you down, ending in a clear plan.
- Workshops and speakingA working session or talk for your leaders, managers, or People team.
- CoachingOne-to-one support for a People leader or manager stepping into a bigger role.
- Hands-on implementationBuilding and rolling out the change alongside your team.
The right format depends on the problem, the scope, and my availability. We work that out in a first conversation.
For People professionals
Mentoring, working sessions, and workshops for recruiters, HRBPs, People leaders, and operators. Bring a real problem from your work, like a hiring process to fix, a workflow to rebuild with AI, or a step into strategic leadership, and leave with something you can use on Monday.
Topics I speak and run workshops on: belonging across countries, why candidates say yes, catching onboarding problems early, and keeping people accountable when AI joins the work.
For people looking for their next role
Career positioning, resume and LinkedIn, interview preparation, and offer guidance, from someone who has hired across roles and levels, from developers to a VP of Sales.
The free resume and offer tools are a good place to start.
A few fair questions
Do you still work at Orium?
Yes, and happily. Outside work is occasional, carefully scoped, and kept consistent with my commitments there.
Do you run recruiting searches?
No. I help you build the way your team hires. If you need roles filled, I'll point you to people I trust.
What about our data?
Work happens in tools and environments you authorize, under rules we agree on before anything starts.
Tell me what's getting in the way. Even if I'm not the right person to do the work, I'll help you figure out where to start.
Tell me what you're working through