Project-based
One defined piece of work: a launch, an offsite, a recognition program or an onboarding redesign.
For companies & startups
Projects delivered, and people who want to stay.
Project management and employee experience for teams that grew faster than their processes. Delivery that doesn’t depend on one heroic person, and a team that feels like a team.
What I do
PM, process and people
Over 10 years across fintech, Web3 and security, smart mobility and web agencies, including four years as Technical Project Manager at Immunefi.
- Project & program management
- Roadmaps, priorities and delivery rhythms that keep work moving.
- Process
- Onboarding, retros, planning offsites and the documentation you keep meaning to write.
- People
- Recognition, listening sessions and team rituals that make remote teams feel like teams.
Employee experience, as projects
Fixed scope, clear results
Especially for startups without a full people team. Each project has a clear goal, a timeline and a finish line.
Fix our onboarding
New people become productive faster, and feel at home sooner. From a structured first day to a personal 30-60-90 plan their manager owns.
ProofCut time-to-productivity by 40%
Launch a recognition program
A culture where good work gets noticed, by everyone.
ProofParticipation from 33% to 88.9% in 6 weeks
Find out what your team really needs
A simple listening system: a quarterly pulse on loyalty, a yearly engagement survey, manager feedback and short surveys on one topic at a time. Then I close the loop, so people see action and keep answering honestly.
Proof30+ employee listening interviews
All-hands people actually remember
Meetings that build trust instead of draining it: a clear story, anonymous Q&A, real recognition, and a short recap so decisions don’t get lost. A 4–6 week reset: an audit with team interviews, a redesign, two supported meetings, then handover.
IncludesAnonymous Q&A, Monday recap, decisions log
Past results
Nearly ten years of projects, actually shipped.
Projects I’ve worked on
Immunefi · Culture
Peer recognition
Rolled out HeyTaco and made recognition a habit: participation went from 33% to 88.9%.
Immunefi · Sales ops
Audit sales process
Spotted it stalling, interviewed the team, and rolled out a new process and templates everyone used.
AV Living Lab · Mobility
Toyota DriveMe pilot
Led a carsharing pilot end to end, from shaping the idea with partners to wireframes, development and launch.
Immunefi · People
Employee listening
Ran 30+ one-on-one listening interviews to find out what the team really needed, and how to move forward.
Immunefi · Product
AI triage agent
Led it from first concept through five versions (v0.1 to v0.5): milestones, engineering coordination, evaluation cycles.
AV Living Lab · Events
City as a Lab Summit
Ran three international conferences, from speakers and marketing to operations. Led the E-mobility & Logistics and Smart Factories round tables.
Case study · Remote-first Web3 company, about 50 people
Onboarding built to scale from 50 to 100+
New joiners felt isolated, Day 1 lacked structure, and expectations for the first weeks weren’t clear. The existing onboarding was a strong single source of truth, but it was built around completing tasks more than the experience of joining. So the plan was to upgrade what already worked.
Designed around how new hires should feel
Day 1
Welcomed
Week 1
Connected
Month 1
Confident
Day 90
Sure they made the right choice
What I designed
One system, clear owners
General onboarding is owned by People Ops and the same for everyone. Each Success Map is owned by the hire’s manager. That means one place to edit, and a structure that scales.
- Day 1 Journey
- An hour-by-hour first day with breaks and human moments, finished by mid-afternoon instead of eight hours of setup. Reading capped at 30 minutes, because a new brain is already full.
- Success Map + manager’s guide
- A personal 30-60-90 plan the manager fills in once in 10–15 minutes: tools, three people to meet, a first win by Day 14, and outcomes instead of tasks.
- Human README + social launch
- Each new hire shares their superpower, what gives and drains their energy, and a favorite meme (or gif), then posts it on Day 1. Instant conversation starters in a remote team. Funny always unites people.
- Buddy pilot
- Volunteers only, matched by timezone, tested with five hires before scaling, with simpler fallbacks if it doesn’t fit.
FAQ
Good to know
- Do you work with teams outside Slovenia?
- Yes. I’ve spent years in fully remote teams spread across 12+ time zones, so async work and odd meeting hours are familiar ground.
- Project, fractional or a role: how do I choose?
- Project: a clear problem with an end date. Fractional: ongoing help a few days a month, or more. A role: you need someone on the team. Not sure? That’s exactly what the intro call is for.
- How quickly can you start?
- Usually within 2–3 weeks of agreeing on scope.
- How do you handle confidential information?
- Carefully. I’m happy to sign an NDA, and anything I share about past work is anonymized.
- What does a project cost?
- It depends on scope, so after our free intro call I’ll send a clear proposal with a fixed price.
Let’s see where I can help.
30 minutes to talk about your team, your projects and what’s getting in the way.
Book a free discovery call