The advisor in the room when the people decision can’t be wrong.

Private counsel for CEOs, boards, and CHROs on the highest-stakes calls in your business — the ones about who leads, who stays, and who’s next.

Why advisory, why now

You don’t need another framework.

You need someone who has sat on your side of the table — in the boardroom, on the battlefield, and inside the Fortune 50 — and made the call.

Most of the decisions that actually shape your company aren’t strategic. They’re human.

  • The COO hire that will either unlock the next $100M or set you back two years.
  • The high-performing executive who’s quietly breaking the team around them.
  • The succession plan the board keeps asking about and no one wants to write.
  • The reorg that looks clean on paper and falls apart the moment it touches people.
  • These aren’t problems you solve in a deck. They’re decisions you make with a trusted advisor in the room.

That’s the work.

How I work with you

Executive Counsel

A standing relationship with the CEO or founder. Weekly or bi-weekly calls, on-demand access for the moments that matter, and a private line for the calls you can’t make with anyone else on your cap table or comp committee.

Board & CHRO Advisory

Quarterly engagements for boards, comp committees, and Chief People Officers on succession, executive performance, talent risk, and the leadership bench three layers down — the layer no one’s looking at and everyone should be.

Leadership Team Diagnostics

A structured assessment of your top team: who’s in the right seat, who’s been promoted past their ceiling, who’s the quiet superstar, and where the next twelve months will break if nothing changes. Delivered as a written report and a working session with you.

Critical Hire Partnership

Hands-on partnership on the one or two executive hires that will define the next chapter. Not a search firm engagement — advisory on the role design, the scorecard, the interview architecture, and the final call.

What you can expect

  • Direct counsel, not consulting theater. No junior team. No 60-page deliverable. You get me, and you get the answer.
  • Discretion as a default. Most of this work is never spoken about publicly. That’s the point.
  • A bias toward the long arc. I’m not here to optimize a quarter. I’m here to help you build the leadership bench that compounds for a decade.
  • Truth on the table. I’ll tell you what your team won’t. That’s what you’re paying for.

Who this is for

Founders and CEOs running $50M–$5B businesses. Boards navigating a CEO transition or a leadership inflection. CHROs who need an outside thought partner who has actually built the function. Investors who want a sharper read on the leadership team behind the asset.

If you’ve spent the last six months working around a person — or working without one — we should talk.Direct counsel, not consulting theater. No junior team. No 60-page deliverable. You get me, and you get the answer.

Discretion as a default. Most of this work is never spoken about publicly. That’s the point. A bias toward the long arc. I’m not here to optimize a quarter. I’m here to help you build the leadership bench that compounds for a decade.

Truth on the table. I’ll tell you what your team won’t. That’s what you’re paying for.

A NOTE FROM GEORGE

Every company I’ve ever worked with already had the answer somewhere in the room. They just needed someone who wasn’t afraid to name it, and who had earned the right to be heard when they did. That’s the seat I take. Nothing more, nothing less.

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Engagements are limited and accepted by referral or direct inquiry. Initial conversations are confidential and obligation-free.

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