You know you need an admin. Now what?
Most founders hire an admin and hope it works out.
I help you define the role, hire the right person, and transfer the work so it stays off your plate.
Free 30 minutes. No pitch deck, no pressure.
Explaining it feels harder than doing it yourself.
So you do it yourself. Again. And the handoff keeps getting postponed to a week that never comes.
You know you need help, but lack clarity on who to hire and for what role.
Virtual Assistant, Executive Assistant, ops coordinator, admin assistant, office manager. The titles blur, and hiring the wrong one costs you months and money.
This isn’t a hiring problem. It’s an operational one.
Most support hires fail because the role was never defined, the work was never mapped, and the first thirty days had no plan. A talented person walks into a job with no shape and waits to be told what to do, because that's all anyone gave them to work with.
Here’s how we fix it.
Two entry points. Same destination.
Start where you are.
BEFORE YOU HIRE
Support readiness assessment
We figure out whether you're ready for support, and if you are, exactly who to bring on.
You'll walk away with:
Readiness review and capacity map
Role blueprint build
Job description and interview questions
Hiring roadmap
30 and 90-day success plan
AFTER YOU HIRE
Role clarity and future-proofing
You have someone, so we define the role, map what comes off your plate and in what order, and build the rhythm that keeps it moving without you.
You'll walk away with:
Role design built around your actual hire
A delegation blueprint: what moves first, quick wins, and what comes next
A role blueprint and communication guide
Weekly rhythm and escalation rules
A 30-day plan to get it running
Every engagement is built from what you actually need. A two week program and we'll scope it together on the call.
You're busy. That's the point.
I built this around four hours of your time, because I know what your calendar looks like right now.
We talk once, we tighten it up, and you review what I've put together. The heavy lifting happens on my side, which is the whole idea. If you had time to design a role and write a hiring plan from scratch, you wouldn't need me.
What success looks like
You get your week back. Not because someone is quietly drowning in your overflow, but because the work has an owner who isn't you. Your admin knows what they own, and you know what you've let go of. Work leaves your plate and stays gone.
I've spent sixteen years on both sides.
I spent my career in administrative and operations roles across nonprofits, startups, school districts, and private companies, always working directly with the leaders running them. I watched founders and executives make the same decisions over and over: what to hand off, who to trust with it, when to let go. I saw which calls worked and which ones cost them time they didn't have.
I've been the right hand to leadership, and I've been the one handed a role nobody defined. It's why I start with the role instead of the resume.
“She consistently anticipates needs and delivers solutions before they are requested.”
Shelby Fernweh
“Shelby provided structure, clarity, and forward thinking in a complex operational space. The ability to think ahead of the needs of the organization and align the day-to-day operations with the long-term strategy was a significant contribution to the organization’s growth.”
“She encompasses the entire situation, even if her responsibility is only for a fraction.”
Let’s figure out what you actually need.
Thirty minutes, no cost. Bring me the mess. We'll figure out whether this is the right time and the right fit, and I'll tell you if it isn't.
You're out of hours before you're out of work.
Every week ends with a to-do list longer than it started, and next week already looks the same.
You hired someone, but you're still doing the work.
They're capable, they're willing to take on more, but it stalled at calendar and inbox. And you can't name what should be handed off next.