Design How You Hire Before You Scale Is Critical
Solutions for Founders scaling teams under 100 Employees:
(Hiring Strategy, Talent Mapping, and Leadership Hiring)
Hiring Strategy Session
Fractional Hiring Advisor
Hiring Strategy Session
Get clarity on who to hire and when
Hiring starts before you open a role.
We define what your business actually needs so you’re not guessing between leadership vs IC or hiring reactively once growth hits.
→ Defining your next critical hire
“Do we need a Head of Sales or someone who can actually close deals right now?”
→ Leadership vs IC clar
Get clarity on who to hire and when
Hiring starts before you open a role.
We define what your business actually needs so you’re not guessing between leadership vs IC or hiring reactively once growth hits.
→ Defining your next critical hire
“Do we need a Head of Sales or someone who can actually close deals right now?”
→ Leadership vs IC clarity
“Do I need someone to build the function—or execute immediately?”
→ Role scope and success profile
“What should this person deliver in the first 90–180 days?”
→ Aligning hiring to business goals
“Will this hire drive revenue, product, or delivery or just add overhead?”.
Talent Market Mapping
Fractional Hiring Advisor
Hiring Strategy Session
Know where the right talent actually is
Most teams start hiring without understanding the market.
We map where the right talent exists so you’re not competing in crowded lanes or chasing the wrong profiles.
→ Target company identification
“Which companies actually produce the kind of talent we need?”
→ Adjacent talent pool discovery
“Are we
Know where the right talent actually is
Most teams start hiring without understanding the market.
We map where the right talent exists so you’re not competing in crowded lanes or chasing the wrong profiles.
→ Target company identification
“Which companies actually produce the kind of talent we need?”
→ Adjacent talent pool discovery
“Are we missing strong candidates from less obvious backgrounds?”
→ Role and skill alignment
“What experience actually translates to success in this role?”
→ Market insight before search begins
“Are we targeting a realistic profileor a unicorn?”)
Fractional Hiring Advisor
Fractional Hiring Advisor
Fractional Hiring Advisor
Ongoing support to design and build your team
As hiring becomes more complex, structure matters. I work alongside you to guide decisions, define roles, and support execution for critical hires.
→ Hiring roadmap and sequencing
“What should we hire first and what can wait?”
→ Role definition and alignment
“Are we aligned internally on what th
Ongoing support to design and build your team
As hiring becomes more complex, structure matters. I work alongside you to guide decisions, define roles, and support execution for critical hires.
→ Hiring roadmap and sequencing
“What should we hire first and what can wait?”
→ Role definition and alignment
“Are we aligned internally on what this role actually needs to do?”
→ Interview structure and decision support
“How do we consistently evaluate candidates not just go with gut?”
→ Select recruiting execution when needed
"We need help finding the right person—not just more candidates.”
HOw Our Model Differes From Traditional Recruiting
Traditional Recruiting
Traditional Recruiting
Traditional Recruiting
→ Starts after a job description is written
→ Focused on filling roles quickly
→ Relies on volume and outreach
→ Limited visibility into talent market
→ Success = placement
The CCG Approach
Traditional Recruiting
Traditional Recruiting
→ Starts with hiring strategy and clarity
→ Roles defined before search begins
→ Talent market mapped before outreach
→ Focused, high-signal candidate targeting
→ Success = better decisions and stronger teams
Experience Behind the Approach
After building hiring systems and leadership teams inside global organizations and early-stage companies, I saw a recurring pattern: as companies scale, hiring decisions become heavier and more complex yet structure often lags behind growth.
I built CCG Advisory to bring that level of hiring clarity and structure to founders without adding unnecessary complexity.
Across Microsoft, GitHub, PwC, Ford, IBM, and founder-led startups, I’ve operated inside high-stakes hiring environments where leadership decisions shape business outcomes. I’ve seen how structured sequencing, role clarity, and signal alignment separate intentional growth from reactive momentum.
CCG Advisory was built to bring that enterprise-grade hiring discipline into small, scaling companies without adding corporate bureaucracy.
→ Leadership hiring across
Microsoft | GitHub | PwC | Ford | IBM | Early-Stage Startups
→ Enterprise AI-driven sourcing and evaluation systems
→ Executive and high-impact IC hiring support
→ Architecture-first, selective recruiting approach