Compensation gets people in the door.
How they feel every day is what keeps them. Culture is not a perk. It is the infrastructure everything else runs on.
You are wearing a lot of different hats. This one deserves its own person.
Turnover is one of the most expensive problems a growing team faces and one of the most preventable. The difference is usually culture, and culture requires attention.
When you are scaling, leading, building, and managing people all at once, it is nearly impossible to also be the neutral, consistent presence your team actually needs. That tension does not fix itself.
Good people do not leave bad companies. They leave cultures where nobody was paying attention. This is about having someone whose only job is your people, so you can keep doing yours.
Any of this sounds like where you are right now.
- Your team is growing faster than your culture infrastructure can keep up with
- You are the decision-maker and also the de facto HR, therapist, and culture keeper
- Good people have left and you are not entirely sure why
- Your team needs someone they can actually be honest with, and that person cannot be you
- You know culture matters but you do not have the bandwidth to give it the attention it needs
- You want someone with real expertise in this, not another generalist wearing another hat
Payment plans are available. Reach out before booking and we will figure out a structure that works. A limited number of sliding scale spots are available for those who need it.
We find the right structure together, then we show up consistently.
I work alongside leadership teams and growing organizations as an outside resource grounded in research, nervous system science, and over a decade of experience building teams from the inside. This is not consulting with a slide deck. It is consistent, human support that shows up where your people actually are.
Culture is built through consistency, not one-off workshops. Your team knowing someone is there, that reliability is the whole point. The retainer is built around what your team actually needs, not a preset package.
Someone to talk to
A confidential resource for your team outside the org chart and outside the politics. Real concerns get real support, not performance reviews.
Culture and team training
Practical sessions on psychological safety, burnout prevention, communication, and sustainable performance built for how your team actually works.
Leadership advisory
Strategic support on team dynamics, retention, and culture for the people making decisions, without the overhead of a full hire.
As-needed access
Regular availability so your team gets support when something actually comes up, not just at annual reviews or after someone has already left.
Built around your team, not a fixed menu.
Organizational support is not one-size-fits-all. Retainer structures are designed based on the size of your team, the scope of support, and what your people actually need. Pricing is discussed in conversation, not listed on a page.
Organizational retainer
Custom scope and pricing- Confidential employee support on an ongoing basis
- Monthly team training or group sessions
- Leadership advisory and culture strategy
- Bookable access for your team throughout the month
- Psychological safety and burnout prevention focus
- Grounded in I-O psychology research and nervous system science
Every retainer is built around your team. Send a message and we will talk through what makes sense for your organization.
Send me a message about packagesFrequently asked
Is this the same as hiring an HR manager?
No. A full-time HR manager is an internal hire embedded in your org structure. I work as an outside, neutral resource, which means your team can actually be honest with me. I am not evaluating their performance or reporting to their manager. That neutrality is the whole product.
What size team is this right for?
Whether your team is 10 or 200, the core need is the same: your people need consistent, skilled support and your leadership needs a thought partner on culture. Retainer scope and structure scales with team size, and we figure that out together in conversation.
What does a retainer actually include?
That depends on what your team needs. Most retainers include a combination of ongoing employee support availability, monthly training or group sessions, and leadership advisory time. We design the structure around your actual situation, not a preset package.
We are a small team. Is this realistic for our budget?
Replacing one employee costs up to twice their annual salary. Retainer support is significantly less than that, and it is designed to prevent the kind of culture drift that leads to turnover. Send a message and we will have an honest conversation about what is feasible for where you are.
How is this different from a one-time workshop or training?
One-off workshops create awareness. Retainer support creates change. Culture shifts through consistency and follow-through, not a single session. This work is designed to show up alongside your team over time, which is where the actual movement happens.
What is the first step?
Send a message through the contact page. Tell me a little about your team and what you are navigating. We will set up a conversation, figure out if this is the right fit, and talk through what a structure might look like. No pitch, no pressure.
The work of keeping good people starts before you lose them.
Send a message. Tell me a little about your team and what you are navigating. No pitch, no pressure, no agenda required. We figure out the right next step together.
Send me a messageThe space between where your team is and where it could be is where this work happens.
Most organizations do not need a full HR department. They need one person who already knows how to do this and shows up consistently. If something on this page felt true, that is enough to start.