Sunny Future

Over the years, my advisory work with scale ups has explored the edge of HR. Sunny Future builds on that, and I keep adding new themes, deploying for the evolving reality of our roles.

With past work across EMEA and the US for tech household names and venture capital - and with my background as the founder of a community tech startup - my advisory blends operator expertise with the new realities of HR.

Three practical concepts cut through my work:

• AI won’t replace HR. It creates a new layer inside it

• Talent moves in networks, not in pipelines

• We are entering a golden age for the HR function

Sprint it!

Sunny Future runs sprints worldwide, for individuals and companies. A sprint is a targeted 6-week intervention that brings method and direction at moments where things tend to break or drift.

The advisory sprint, more operational by design, is for founders and HR leaders navigating:

• early scale without a full people function

• inflection points (hiring acceleration, org redesign, internationalisation)

• sensitive transitions (restructuring, exits, leadership changes)

The work is direct and hands on. No theatre, just applied perspective rooted in experience.

The ROI: talent mistakes are expensive and slow to unwind - trickling down to missed targets, reputational loss, regretted attrition, and spiraling HR/legal costs. A sprint compresses months of trial and error, and avoids crippling missteps.

Format

The sprint is structured, but not rigid.

• Agreed outcomes and roadmap

• Weekly working sessions, with direct access in between

• Added days for deeper work and faster output

• Compressed or extended formats depending on urgency and context

The principle is consistent: short cycle, real decisions, tangible output.

What A Sprint Delivers

Be prepared to work hard and be challenged. You’ll leave with:

• A precise read of where your people setup is fragile

• A coherent approach across hiring, talent systems, and transitions

• Practical playbooks for the topics in scope, usable immediately

• Decisions made on the points founders and HR leaders typically stall

• Live calibration on real situations - hires, offers, restructurings, comms

• The clarity and authority to operate without constant external input

Themes

The scope adapts, but typically sits across:

People Functions
Internationalization, talent excellence, comp & equity, AI transition

Recruiting
Hiring systems, employer brand, talent data, pipeline → networks

Attrition & Transitions
RIFs, exit design, comms, transition pathways, alumni systems.