I help HR and finance leaders at mid-market companies pick, deploy, and get value from their HCM platform. Tech-led. Vendor-neutral. No commission games — just the right fit for the team you're actually running.
I work with HR + finance leaders to pick the right HCM/payroll/benefits stack — and stay involved through migration, go-live, and the messy first 90 days. Most of my clients land on a tech-led model; some land on a co-employment / PEO model. The decision should come from your situation, not a quota. Every engagement is scoped to your team's size, complexity, and timeline.
Vendor-neutral comparison across the platforms that actually fit your size band. Side-by-side TCO, capability gap analysis, and the questions to ask each rep so they can't dodge the answer.
Switching is the hardest part. I sequence the parallel-run, the comms strategy to managers and employees, and the data-cleanup checklist so day-one isn't the day everything breaks.
Multi-state payroll, ACA tracking, EEO-1, OSHA, audit-ready reporting. I help you spec the platform's compliance modules so finance and HR aren't living in spreadsheets.
If your team is small, your industry is high-comp-risk, or you simply want HR off your plate — a PEO is sometimes the right answer. I'll tell you when it is, and refer to a partner who fits.
I sit on the buying side of the table. My beat is companies that are too big for QuickBooks-and-Gusto but too small for Workday-with-a-7-figure-implementation. That sweet spot — 150 to 1,000 employees — is where the wrong platform decision can cost you 2 years of HR pain.
The patterns repeat by industry — multi-state professional services hit different problems than single-site manufacturers. I've worked the playbook for the verticals where mid-market HR pain shows up most.
Law, consulting, engineering. Multi-state, hourly + salary mix, partner comp.
Certified payroll, prevailing wage, multi-state crews, union compliance.
Shift differentials, on-call, credentialing, ACA tracking under variable schedules.
Grant-funded compensation, membership-based teams, board reporting.
Time & attendance, multi-shift, OSHA tracking, union locals.
Remote-first multi-state, equity admin, fast headcount changes.
Audit-grade reporting, regulator-friendly comp histories, tight controls.
Tip credit, multi-location, high-turnover onboarding.
You bring your stack and your pain. I bring the comparison framework and the vendor relationships. We exit in 4–6 weeks with a signed contract and a migration plan — or with a clear "stay where you are" answer if that's the truth.
Your current stack, headcount, growth plan, top 3 pain points. I leave the call with enough to know if this is worth your time.
2–3 platforms that fit your size band, industry, and complexity. Side-by-side capability + 3-year TCO. No 60-slide decks.
I sit in on the demos so the rep can't dodge the hard questions. Reference-call coordination. Contract review. Final pick.
Parallel run, manager & employee comms, data-cleanup checklist. I check in through go-live so day-one isn't a fire drill.
I've spent my career on the buying-and-selling side of HCM — both ends of the table. I know what the vendor reps don't tell you, what the platform demos hide, and where the post-sale gaps usually show up. The companies I work best with are the ones where HR + finance want a partner, not a pitch.
Book a discovery call. I'll come prepared with two or three platforms that match your size and industry. If it's not the right time, I'll tell you that on the call — no follow-ups, no nurture sequence, no pressure.
No obligation. No follow-up sequence. If it's not a fit, I'll tell you.