People First, Platform Ready: Driving Cultural Alignment and Process Integration in a High-Growth Tech Environment

The Client

Our client is a cutting-edge technology company using artificial intelligence and computer vision to create seamless real-world transactions. Their platform allows users to “drive in and drive out” of parking locations without ever touching a meter or pulling out a phone—offering frictionless experiences in traditionally cumbersome environments.

Backed by world-class investors, the company is on a bold mission to power “checkout-free” physical world experiences at scale. As they expand, they're integrating with a key partner whose national infrastructure provides the ideal backbone for their next phase of growth.

The Challenge

Following a major acquisition, the company needed a seasoned interim Chief People Officer to lead the people-side of the integration—ensuring that culture, communication, and systems were aligned to support the business as it scaled.

This was a critical post-merger moment. The incoming executive needed to:

• Lead people-centric integration planning and execution
• Review and align policies, processes, and systems
• Conduct talent assessments and support organizational design
• Be available to employees for HR and people-related support during a high-change period

The ideal candidate would combine deep HR functional expertise with real-world experience navigating post-merger complexity—especially in high-growth, venture-backed, or startup technology environments.

Our Approach

We conducted a targeted search for interim HR executives with a proven track record of leading post-merger integrations and building scalable, people-first infrastructure for tech companies.

We prioritized leaders with experience in California labor law, startup scaling, HR systems automation, and hands-on founder coaching—those who could not only manage the tactical elements of integration but also influence culture and executive alignment.

Given the interim nature of the role and its immediate urgency, flexibility, experience, and adaptability were paramount.

The Placement

We placed a global executive HR consultant with over 15 years of experience—much of it spent working directly with venture-backed startups during high-growth and high-change periods. Highlights of his experience include:

• Running his own HR consultancy for over a decade, focused on interim leadership roles (3–6 months) across tech and professional services
• Deep experience with post-merger people integration—including process alignment, HRIS system implementation, and cultural integration
• Hands-on work with organizations including PROVIVI, STS, Romeo Power Technology, and Cochran Law Firm
• Expertise in employment law, labor relations, compensation, compliance, change management, and policy creation
• Known for his founder-first coaching style and for building compliant, scalable HR foundations that reflect company values
• Passionate about fostering inclusive, high-performance cultures that balance operational structure with employee engagement

His background made him exceptionally well-suited to support both the strategic integration process and the day-to-day people needs of the business.

The Outcome

The interim CPO hit the ground running—leading policy alignment, conducting organizational reviews, supporting integration planning, and serving as a go-to resource for employees and executives alike.

He helped ensure the acquisition didn’t just “fit” on paper, but that the people, processes, and culture were harmonized to support growth. His ability to quickly build trust, navigate ambiguity, and balance structure with empathy reinforced the value of senior interim leadership during periods of transformative change.