Redefining what a dispensary experience feels like—while building the business from the ground up.

Quick Snapshot

• Industry: Real Estate SaaS

• Location: Denver, CO

• Role: Strategic Hiring & Process Design

• Scope: Recruiting systems → candidate evaluation → team buildout → operations

• Outcome: Strengthened team & tech stack to support successful fundraising

The Opportunity

Privy was growing—but growth was starting to outpace the team.

Hiring was:

• reactive

• inconsistent

• dependent on individual judgment

The risk wasn’t just bad hires.
It was building a team that couldn’t support the next stage of the business.

My Role

Came in to bring structure and clarity to how the company hired and built its team:

• Designed a consistent recruiting and evaluation process

• Defined what “right fit” meant across roles

• Built compensation structures aligned to growth stage and market

• Established the recruiting tech stack and workflows

• Negotiated offers and contracts with C-suite and Director-level hires

The Insight

Hiring isn’t about filling roles.
It’s about shaping the future of the company.

Without a clear system:

• decisions become subjective

• standards drift

• teams become inconsistent

And that shows up later—in performance, culture, and growth.

The Approach

Shifted hiring from reactive decisions → structured, end-to-end system

• Clarified role definitions and success criteria

• Created consistent evaluation frameworks

• Built compensation models to attract and align talent

• Implemented recruiting infrastructure and tools

• Supported leadership through final hiring decisions and negotiations

Everything was designed to:

• improve decision quality

• create consistency

• attract the right level of talent

• support long-term growth

The Outcome

• Structured interview processes

• Defined evaluation criteria

• Supported leadership in hiring decisions

• Helped shape early team composition

The improved hiring process helped:

• Build a stronger, more aligned team

• Increase confidence in hiring decisions

• Support the company’s ability to raise a $4M seed round

The impact wasn’t just better hires—it was building the infrastructure to attract and close the right ones.

What Made It Work

• Systems over tactics

• Training over talent dependency

• Experience over transactions

• Alignment across every step of the journey

This wasn’t about filling roles—it was about building a team that could scale.

The companies that scale aren’t just well-funded—they’re well-built.