Two sample projects,
start to finish.
Both samples use fictional companies and invented data. They show my approach and the quality of the deliverables, not a claimed client engagement.
Northstar Field
Services.
Northstar Field Services
A 75-person service business with inconsistent hiring, manual onboarding, and scattered HR knowledge.
From scattered to a working workflow.
The brief: an HR workflow audit, structured hiring tools, a 30-day onboarding plan, and an AI use-case register, designed for an owner who needs decisions they can defend.
The assignmentAudit one to three workflows and leave the owner with hiring tools, an onboarding plan, and an AI register with clear review steps.
The deliverablesWorkflow audit, structured hiring scorecards, 30-day onboarding plan, AI use-case register, owner briefing.
Sample boundariesIllustrative materials only. No live AI, no integrations, no employee records.
Rework, unclear ownership, inconsistent manager decisions, scattered knowledge.
Workflow audit, structured hiring tools, onboarding plan, AI use-case register with review rules.
Faster handoffs, clearer decisions, safer AI adoption, materials the owner can run themselves.
Harbor Learning
Collective.
Explore the full onboarding sample & handoff guide
FICTIONAL EXAMPLE · not client resultsHarbor Learning Collective
A fictional 24-person education nonprofit welcoming a program coordinator. Managers have useful information, but the starting experience varies by team.
A better first 30 days.
The brief: give one role a repeatable first-month plan and a short practical lesson. Include AI drafting guidance and a handoff that lets the team keep it current.
The assignmentGive one role a repeatable first-month plan and a short practical lesson.
The deliverablesOnboarding plan, training exercise, AI drafting instructions, and maintenance guide.
Sample boundariesIllustrative materials only. No live AI, integrations, or employee records.
Separate emails, informal handoffs, and a different starting point for every hire.
One approved plan, a named owner for each step, and a scheduled review.
It's Monday. The new hire's account isn't ready.
Keep moving: The buddy walks through the welcome schedule and uses fictional information for the practice lesson. Tasks requiring live records remain blocked.
Make ownership visible: The operations lead records the access issue, confirms the required approval with the manager, and requests an update from IT. No shared passwords or access workarounds.
Close the loop: Record access as complete only after the new hire tests it. If the manager is away, confirm an authorized backup rather than guessing who can approve.
This is the difference between a list of tasks and a process people can follow when something changes.