PHASE 1 - PERSONAL BRAND FOUNDATION Unique positioning: The HR consultant who helps startups build cultures that keep people instead of systems that just hire them. Core expertise: Talent acquisition that reduces time to hire. Retention systems that cut voluntary turnover. Culture building that scales with growth. Differentiation: Most HR consultants sell compliance and process. You sell outcomes: people who stay and perform. Signature story: At my last company I watched a startup lose 40% of its team in 8 months despite competitive salaries. The problem was not pay. It was that nobody felt like they mattered after Series A. I built a retention system that reduced voluntary turnover by 67% in the next 12 months. Culture is not a values document. It is what happens when the founder is not in the room. Core message: Great companies do not retain people with perks. They retain them with purpose and belonging. Brand personality: Direct. Empathetic. Evidence-based. Practical. Human. Known for: Turning founder-led culture into scalable systems. PHASE 2 - LINKEDIN DOMINATION Headline Version 1: HR Consultant | Helping Startups Build Cultures That Retain Top Talent | Reduced Turnover 67% in 12 Months Headline Version 2: I Help Startups Stop Losing Great People | HR Consultant | Retention Systems for Series A to Series C Companies Headline Version 3: Your Team Is Your Product | HR Consultant Specializing in Retention and Culture | Available for Consulting Projects About Section: Startups spend $15,000 to $25,000 hiring each new team member. Then they lose them in 18 months and start over. I spent 8 years inside companies watching this cycle and understanding exactly why it happens. It is almost never about pay. It is about whether people feel like they matter to what the company is building. I am an HR consultant specializing in talent acquisition and retention systems for startups scaling from 10 to 100 people. The inflection point where culture either becomes intentional or becomes accidental. My approach is not frameworks and templates. It is understanding your specific culture and building systems that keep the people who make you exceptional. Recent results: Reduced voluntary turnover 67% in 12 months for a 45-person Series B startup. Cut average time to hire from 67 days to 31 days through structured interview systems. Designed onboarding increasing 90-day retention by 43% across 3 client companies. If you are a founder who knows your people are your competitive advantage and wants to protect that as you scale I would love to connect. Experience Bullets Rewritten: Built talent acquisition system hiring 47 engineers in 8 months reducing time to hire from 67 to 31 days saving $180,000 in fees. Designed retention program reducing voluntary turnover from 34% to 11% annually saving estimated $2.4M in replacement costs. LinkedIn Keywords: HR consultant talent acquisition employee retention culture building startup HR people operations organizational development PHASE 3 - MESSAGING Tagline: I help startups keep the people who make them great. Elevator pitch: I am an HR consultant for startups. Most founders know their people are their competitive advantage but do not have systems to protect that advantage as they scale. I build those systems. My last client reduced voluntary turnover by 67% in 12 months. I work with Series A to Series C companies on talent acquisition and retention. Twitter bio: HR Consultant helping startups build cultures people do not want to leave. Ex-[Company]. Reduced turnover 67%. DM for consulting. Instagram bio: HR Consultant for startups Helping founders keep great teams together Reduced voluntary turnover 67% in 12 months DM CONSULT to work together Website hero: Headline: Your team is your product. Protect it like one. Subheadline: HR consulting for startups that know great people are their competitive advantage and need systems to keep them as they scale. About page: Most startups think their product is their competitive advantage. The best founders know it is their people. And people leave when they stop feeling like they matter to what the company is building. I have spent 8 years inside growing companies watching this happen and understanding exactly what prevents it. I am [Name], an HR consultant specializing in talent acquisition and retention for startups scaling from 10 to 100 people. This is the inflection point where culture either becomes intentional or accidental. Where the systems you build determine whether the people who got you here stay to take you further. My work is not compliance checklists and job description templates. It is building the systems specific to your culture that keep your exceptional people from becoming someone else's. Recent client results: 67% reduction in voluntary turnover in 12 months for a 45-person Series B startup. 31 day average time to hire reduced from 67 days through structured hiring systems. 43% improvement in 90 day retention across 3 client onboarding redesigns. If protecting your team as you scale is something you are actively thinking about I would welcome a conversation. Speaker bio short: [Name] is an HR consultant helping startups build retention systems that keep top talent through rapid growth. Former Head of People at [Company]. Reduced voluntary turnover 67% in 12 months. Available for speaking on culture, retention and people operations. PHASE 4 - THOUGHT LEADERSHIP Top 10 topics you own: 1. Why startups lose people after Series A 2. The real cost of voluntary turnover 3. Culture that scales versus culture that breaks 4. Structured hiring that reduces time to hire 5. Onboarding that determines 12 month retention 6. Compensation is not the retention lever founders think 7. How to maintain culture from 10 to 100 people 8. The HR mistakes startups make before they hire an HR person 9. What great people actually want from startups 10. When to hire your first Head of People Controversial opinion to own: Most startup HR is theater. Values documents nobody reads. Perks that do not address the real reasons people leave. Culture decks that describe an aspiration not a reality. Real retention is built in the first 90 days of employment not in the benefits package. Story bank: Story 1: The startup that lost 40% of team in 8 months despite competitive pay. Use for: Why pay alone is not retention. Story 2: The onboarding redesign that changed 90-day retention from 60% to 89%. Use for: Why onboarding is the most underrated retention tool. Story 3: The engineer who almost left because nobody told them they mattered. Use for: The human cost of culture neglect. Story 4: The founder who thought culture was his job alone until it stopped scaling. Use for: When to systematize culture. Story 5: The hire that took 67 days and cost $28,000 in agency fees. Use for: Why hiring systems matter. PHASE 5 - VISIBILITY Podcast pitch: Subject: Guest pitch - why startups lose great people after Series A Hi [Host name], I listen to your show regularly and your episode on scaling culture resonated with my daily work. I am an HR consultant who has helped startups reduce voluntary turnover by up to 67% in 12 months. I would love to share the 3 systems that make the biggest difference for founders scaling past 20 people. Is this a fit for an upcoming episode? [Your name] Guest article pitch: Subject: Article pitch for [Publication] Hi [Editor name], I want to pitch an article for [Publication] titled: Why Startups Lose Their Best People After Series A and How to Stop It I am an HR consultant with 8 years building retention systems for startups. This article would cover the 3 cultural inflection points where retention typically breaks and the specific systems that prevent it. Is this relevant for your readership? PHASE 7 - 90 DAY PLAN Week 1-2 foundation: Day 1: Rewrite LinkedIn with new positioning. Day 2: Update all platform bios to match. Day 3: Write your signature story as a post. Day 4: Identify top 10 founders to connect with. Day 5: Send 10 personalized connection requests. Day 6-14: Post 3 times weekly on LinkedIn. Comment on 5 founder posts daily. Week 3-4 visibility: Pitch 3 podcasts with your guest template. Write 1 guest article pitch. Ask 3 past colleagues for LinkedIn recommendations. Speak at one local startup event. Join 3 LinkedIn groups where founders gather. Month 2 authority: Publish weekly LinkedIn newsletter. Create signature content series. Launch referral request to past colleagues. Speak at second event. Target: 5 inbound consulting enquiries. Month 3 recognition: Apply for 2 industry awards. Pitch 2 media publications. Launch first paid consulting package. Target: 2 paying consulting clients. Revenue target: $3000 monthly minimum. Daily 30 minute routine: 10 minutes: Write or edit one piece of content. 10 minutes: Engage with 5 targeted posts. 10 minutes: Send 3 connection requests with personalized notes to ideal clients. Success metrics: Week 2: LinkedIn profile views doubled. Month 1: 300 new relevant connections. Month 2: 5 inbound enquiries received. Month 3: 2 paying clients signed.