Advisory

Sprint it!

Over the years, my advisory work has been shaped by operating inside companies where people decisions had far-reaching consequences.

Sunny Future builds on that, and I keep revising the long list of themes that form the basis of our advisory practice, adjusting for the evolving reality of our roles.

With past work across Europe, the Middle East, and the US for the likes of Uber, Booking, Yoox Net A Porter, Match Group, Venn, and venture capital - and with my own background as the founder of a community scaleup - the practice blends operator experience with the emerging realities of the HR and recruiting space.

Three broad ideas cut through my vision for the future of work:

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

  • Talent no longer moves in pipelines, but in ecosystems

  • We are entering a new phase for the talent function

Sunny Future

Sunny Future runs Sprints worldwide, for both individuals and companies. A sprint is a focused 6-week intervention designed to bring structure and direction at moments where things tend to break or drift.

An advisory sprint, more operational by design, is built 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. No theatre - just applied perspective rooted in having done it.

The ROI is straightforward: talent mistakes are expensive and slow to unwind - often trickling down to missed revenue targets, poor capital allocation, competitive disadvantage, regretted attrition, and spiraling HR/legal costs (and friction). Six disciplined weeks compress months of iteration, and avoid crippling missteps.

Format

The sprint is structured, but not rigid.

  • Weekly working sessions, with direct access in between

  • Or one dedicated day per week for deeper work and faster output

  • Compressed or extended formats depending on urgency and context

The principle is consistent: short cycles, 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 (not three disconnected conversations)

  • Practical playbooks for the topics in scope, usable immediately

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

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

  • The internal clarity and authority to operate without constant external input

Themes

The scope adapts, but typically sits across:

People Functions
Internationalisation, talent excellence, comp & equity, HR stack for AI

Recruiting
Hiring strategy, employer brand, RecOps, talent data, pipeline → ecosystem

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

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