Talent Strategy That Moves at Business Speed

Advisory for CEOs and leadership teams who need clarity, momentum, and decisions that stick.

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Trusted by

My advisory work is focused, hands-on, and practical—no frameworks for the sake of frameworks, no transformation theater. Just clarity, momentum, and decisions that hold up.

My advisory practice is intentionally limited. I reserve time for 2-4 select engagements annually—typically for companies navigating critical talent decisions, business transformation, or leadership teams requiring interim strategic support.

Who I Work With

Leaders who understand that talent is strategy

CEOs & Founders

Series B+ | $50M+ Revenue

Facing talent bottlenecks that threaten competitive position

VC Firms

Portfolio Management

Portfolio company support during critical growth phases

Chief People Officers

Senior Operators

Leaders who need a proven partner to drive their vision

Boards of Directors

Strategic Oversight

Executive searches and interim leadership

When I Get Called

I don't work across every talent challenge. I focus on moments where experience, judgment, and speed matter most.

  • Your hiring system breaks at 150. Building for 500+ without losing what made you great.

    I've engineered recruiting systems for companies from 30 to 2,500+ employees—I know which processes scale and which become bureaucracy.

  • Fractional leadership during CHRO and Talent Executive transitions or pre-hire strategic gaps.

    Bridge the gap with strategic leadership that sets direction, makes decisions, and builds capability while you find your permanent leader.

  • M&A integration. Market pivots. Organizational redesign.

    These moments require someone who's navigated them before and can move at business speed, not consulting engagement speed.

  • Losing talent to competitors. Time-to-hire too slow. Hiring is your growth bottleneck.

    I design systems that turn talent acquisition from a cost center into a competitive weapon.

  • Where AI creates leverage vs. where it introduces risk in recruiting.

    Practical guidance on technology adoption—what to implement, what to avoid, and how to maintain human judgment.

What Makes This Different

A simple, stylized illustration of a light bulb with a dark background. 
Not theorizing from sidelines - actively building systems that scale.

Experienced Operator

Illustration of a stopwatch with a gray background.

Move at Business Speed

Not consulting engagement speed.
Icon of a person at the center with connected circles around, representing a network or social connection. 
Most work comes from past clients, trusted network referrals

Referral-Based

HOW I WORK

Engagement Models: My work is bespoke and typically structured as:

Strategic Sprints (4-8 weeks)
Intensive engagements to solve a specific challenge—redesigning your interview process, building a hiring scorecard system, or developing a talent strategy for the next 12-24 months.

Fractional Leadership (3-6 months)
Interim Talent leadership during transitions, searches, or rapid growth phases. I operate as part of your leadership team—making decisions, leading teams, and building systems.

Executive Workshops & Off-Sites (Half-Day/Full-Day)
Custom-designed sessions for leadership teams on talent strategy, organizational design, hiring excellence, or AI integration. Typically half-day or full-day intensives.

Retained Executive Search (Custom Timeline)
Strategic recruiting partnerships for mission-critical executive hires where my network, judgment, and process matter more than a database search.

Investment

$25 - $150k USD

Advisory engagements begin at $25K. Most projects: $50K-$150K.

Trusted by Leaders Who've Built What You're Building

"Lars literally changes the game wherever he goes. He is living the future of recruiting.”
— Scott Domann - Chief People Officer, Fruitist

"Lars’ ability to see clearly the best ways to make human resources a superpower within your organization is his superpower."
— Jerry Colonna - Chief Executive Officer, Reboot.io

"Lars has an innate sense of your need relative to the scale and type of your organization, and a spidey sense of professional matchmaking at the C-Level."
— Dermot Smurfit - Chief Executive Officer, GAN

How to Engage

1

Submit Inquiry Below

Context on your challenge

2

30-Minute Call

Assess mutual fit

3

Proposal

Within 48 hours

4

Kickoff

Typically two weeks

Let’s Talk About Your Situation

I respond to all inquiries within 48 hours. If I'm not the right fit, I'll tell you quickly.

Submit Strategic Inquiry