Two ways to work with us.
Advisory leaders by the hour, or programs with a defined scope. One agreement covers both.
Advisory
Senior leaders who run a function for you, billed by the hour. Most clients start with the one they need, add others over time, and scale up or down as their needs change.
| Area | What it covers | Lead |
|---|---|---|
| Operations | Executive operations and chief of staff support (board prep, OKRs, KPI dashboards, SOPs, cross-functional programs), plus executive assistants for scheduling, logistics, CRM management and leadership support. | Bharath Kumandan |
| Finance | FP&A, investor relations, corporate development, treasury and cash management. | Justin Hotle |
| Human Resources | Fractional HR leadership and people operations for growing teams: org design, compensation and option pool sizing, hiring plans, equity and employment document cleanup, and standing up a US entity (PEO, payroll, benefits, handbook). | Bob Lehto |
| Legal | Tight integration with Foundry Law to provide fractional general counsel and legal services: corporate, employment, contracts and financings. | Joel Denis |
| Engineering | Fractional CTO and AI leadership: AI strategy, software delivery, engineering staffing and AI adoption. | Steve Giscombe, Eric Kin-Ho Lee |
More on Finance and Engineering
Finance
Senior biotech finance leadership, without a full-time hire, for companies that need senior finance leadership before a full-time CFO makes sense. A senior lead handles strategy, board and investor work; ex-US associates handle execution; AI tooling lowers the blended cost.
FP&A
- Lead annual budgeting and reforecasting processes.
- Build scenario-based budget models to support capital needs and strategic discussions.
- Present budgets to the board, investors and strategic partners.
- Build budget-versus-actual reporting tools and templates.
- Onboard budgeting software, for example Adaptive, Workday or Anaplan.
Investor relations and corporate development
- Prepare investor materials: decks, press releases and responses to investor inquiries.
- Build scenario-based NPV models to support board-level strategic decisions.
- Support capital raising by joining you in investor meetings and coordinating with any bank you engage.
Fundraising support
- Investor pipeline tracking, pitch deck production and refinement, and narrative.
- Data room management and coordination with counsel on financing documents.
- Valuation and financial due diligence support.
Treasury and cash management
- Cash management and treasury oversight, drawing on treasury experience at public-company scale.
Raising a round? Our Raise program runs the full financing, from preparation through close. Investor outreach stays founder-led.
Engineering
Senior technology and AI leadership for early-stage life sciences and health tech companies: the right technical leaders and team, prototypes turned into production systems, and teams that use AI well in their daily work, without a full-time CTO. We build our own tools too: LoopTrack, our AI-powered job search platform, was built in-house on Claude.
Tech and AI advisory
- AI and agentic systems: use-case strategy, architecture, evaluation, prototyping, workflow design and production planning.
- Complex ML and AI applications: frontier life science models, computational workflows and productionization.
CTO services
- Fractional CTO or VP Engineering: technical strategy, architecture, team design and delivery.
- Product leadership: roadmaps, prioritization and deep-tech commercialization.
Engineering and IT staffing
- Dedicated full-stack, ML and data engineers from established offshore markets, working in your tools.
- Full-time engineering, data and IT hires recruited through our Talent program.
- Interim technical leaders: VP Engineering, Head of Data, Head of AI.
Software development and implementation
- Specs and architecture by North America-based technical leads; builds by vetted offshore engineers.
- Turning prototypes and internal tools into secure, production-grade platforms.
- Bespoke AI tools and workflows, built by your team with our guidance or built for you.
AI adoption and enablement
- AI policy and governance: responsible-use guidelines covering data, privacy, security and tool selection.
- Training and coaching for leaders, teams and individuals.
- Rollout of AI tools such as Claude across functions, with workflows tailored to each team.
- Measuring adoption and impact, and refining practices over time.
How we engage
Scope
A few-week technical or AI review, ending in a plan and budget.
Lead
Fractional CTO and AI leadership that owns the plan.
Build
A dedicated team, led by our senior leaders, at a fraction of Bay Area cost.
Action
Programs with a defined scope that take a whole job off your plate.
| Program | What it is | Lead |
|---|---|---|
| Talent | An embedded talent partner that owns hiring end to end: hiring plan, intake, sourcing, screening, interviews and offers. | Omi Abraham |
| Outplacement | Job-search support for the people leaving your company, with an active effort to place them in their next role. | Bob Lehto |
| Procurement | Requisition-to-pay software (PointPurchasing) plus procurement agents who run purchasing end to end. | Bharath Kumandan |
| Raise | Your fundraising operating team, from preparation through close, with legal services from Foundry Law. | Joel Denis |
| BPO | Experienced professionals in established offshore markets, sourced, onboarded and managed for you. | Dev le Roux |
More on each program
Talent
An embedded talent partner that owns hiring end to end.
We work with and within your organization. We clarify your vision, build the hiring plan, design structures and tools for your team, and run intake, sourcing, screening, interviews and offers.
- Vision
- Hiring plan
- Intake
- Sourcing
- Interviews
- Offer
Measure twice, cut once
We take time to understand the company, culture and people before we act. Building an onboarding and success plan with the hiring manager often sharpens the role itself.
First impressions matter
Your hiring process is a form of advertising. You’ll reject far more candidates than you hire, and every one of them is a potential future partner, customer or rival.
Don’t wait for the right person
A job posting alone isn’t a strategy. Closing roles quickly with the best candidates means actively sourcing passive ones.
How we work with you
- Inside your email domain and your applicant tracking system.
- Intakes by day 5, calibration by day 10, and sourcing within 24 hours of each intake.
- You get first refusal on every candidate we source for your roles.
- Regular check-ins on pipeline, calibration and priorities.
A head start on every search. We maintain a network of life sciences professionals we’ve already spoken with, so your search starts with people who know what they want, not a cold list. That network is separate from your pipeline: it is made up of people who have chosen to join it, and we introduce them only after checking with them.
How we price it. Billed hourly, plus a success fee on sourced candidates we place. The fee declines the longer a role takes to close, so our incentives match yours: speed.
Outplacement
Job-search support for the people leaving your company, with an active effort to place them in their next role.
Reductions in force are often nobody’s fault: a program ends, or a company changes stage. We recruit for early-stage life sciences and health tech companies every day, so we know who is hiring, which roles are opening next, and how to position a scientist, clinician or operator for the right seat. When you reduce headcount, we put that same knowledge to work for the people leaving.
Most outplacement providers are built for 500-person layoffs across every industry and geography. Employees get a coach, recorded webinars, a resume-scoring tool and a job board, generic enough to apply to anyone, anywhere. The last step, matching a resume to open roles and making an introduction, is what departing employees need most.
What makes us different
Life sciences focus
We work only in early-stage life sciences and health tech. We know the market, the players and how to pitch candidates, so our advice is specific to the roles your people are pursuing.
Active placement, not just coaching
We review each resume against live searches across our client network and make warm introductions. We place people every day, so we are invested in outcomes, not just check-ins.
LoopTrack
Every participant gets LoopTrack, our job search management tool. It keeps every opportunity organized in one place and helps applicants prepare, with resume improvement, a story bank for interview answers and interview practice.
Humans in the loop
We take the time to understand each person, their goals and their situation, because fit with the team and culture is what separates a good hire from a great one.
Built for smaller reductions in force
Offering outplacement protects your reputation with the people who leave and the people who stay, and in a close-knit industry, both groups talk.
- Any size, no minimums. We support reductions of 1 to 20 people that larger providers aren’t set up to serve well.
- Fast to start. We can typically have an agreement in place within a week and begin services the following week.
What each employee receives
| Support | What it includes |
|---|---|
| Intake conversation | A 30-minute conversation with a CamOps recruiter focused on what’s not on the resume: preferences, ambitions and the constraints that shape what each person is looking for next. |
| LoopTrack access | Full access to LoopTrack, our job search management tool, for the length of the program. A guided six-step setup takes each person from profile and resume review through story bank, application tracking and interview practice. |
| Biweekly 1:1 coaching | A 30-minute session every other week with a CamOps recruiter for resume feedback, search strategy, interview prep and accountability. |
| Open office hours | Recurring drop-in sessions with our talent team for anyone who wants to meet more often between coaching sessions. |
| Active placement | Each person joins our talent network. We match them to relevant roles across our client network and, after checking with them, make a warm introduction where there’s a fit. |
| Market intelligence | Our newsletter of open opportunities across our client companies, plus industry updates to keep the search current. |
What you get as the employer
- A single point of contact and a simple per-person agreement, with no seat minimums.
- Clear reporting. You see enrollment, participation status and agreed placement outcomes. Anything more about an individual is shared only with their permission.
- Active follow-through. We track each participant’s progress and reach out personally to anyone who stalls.
- No placement fees to you or your employees. If we place someone, the hiring company pays us, not you or them.
How we price it. Paid by the employer per employee, often as part of severance. Each program runs three months, in two tiers: Professional, for people below director, and Leadership, for director through C-suite. Leadership adds weekly coaching with a senior CamOps leader and executive positioning and LinkedIn review. Final pricing depends on how many employees we support and their mix of roles and levels. We share specifics on the intro call.
After the program. Anyone still searching after three months stays in our talent network at no cost. We’ll keep presenting them for relevant roles, with check-ins as needed rather than on a set schedule. LoopTrack access can continue for a small monthly fee, paid by either the employer or the individual.
Procurement
A complete procurement function: the software and the people to run it, together.
Efficient, scalable and compliant purchasing, without building a procurement team. We pair PointPurchasing, a requisition-to-pay platform built for life sciences, with experienced procurement agents who own purchasing end to end. The agents work in your workspace, on your systems and email domain, and with your company accounts, keeping the pricing and vendor relationships you’ve built, unless we can do better for you.
What’s included
- Initial setup of PointPurchasing
- Integration with your financial and reporting systems
- Onboarding your team and users
- Documentation and SOPs
- Managing vendor relationships
- Negotiating discounts with partners and suppliers
- Sourcing products and placing orders
- Negotiating capital equipment and service contracts
- Tracking and marking receipt
How we price it. One flat monthly fee covers the software and the agent, based on company size. We start with a 90-day pilot and review fit together at day 60.
Raise
Your fundraising operating team, from preparation through close.
One integrated team of finance, investor relations, operations and people leaders who already work together, with legal services from our partner firm, Foundry Law. We prepare your materials, run the process with you, manage diligence, and support negotiation and closing.
Who it’s for. Life sciences companies raising Seed through Series B, especially teams without a full executive bench.
- Prepare
- Launch
- Manage
- Diligence
- Close
| Stage | What we do |
|---|---|
| Prepare | Narrative, pitch deck and graphics, financial model, valuation support, use of proceeds, data room setup. |
| Launch and manage | Investor pipeline tracking, outreach materials for you to send, meeting scheduling and prep, joining investor meetings, follow-up, bank coordination. |
| Diligence | Data room management, request tracking, diligence responses. |
| Negotiate and close | Term sheet review and negotiation, financing documents, disclosure schedules, closing, with Foundry Law as your counsel or alongside your own. |
| Throughout | Dedicated executive assistant support: scheduling, inbox triage, meeting prep, follow-ups. |
One team instead of four or five providers
| Topic | Separate providers | Raise |
|---|---|---|
| Specialists | You assemble finance, legal, fundraising and operations support. | One integrated team across the workstreams you choose. |
| Coordination | You manage handoffs and follow-up between providers. | We coordinate through one senior lead. |
| Visibility | You consolidate updates from each provider. | One Slack channel, one fundraising inbox, weekly reporting. |
| Founder time | Hundreds of hours managing the process. | A weekly check-in and the meetings that need you. |
Investor outreach stays founder-led. You own the investor list and relationships; we prepare the materials and manage the process. We do not act as a placement agent or solicit investors on your behalf.
How we price it. Our fees are hourly, never a percentage of what you raise. We share the details on the intro call.
After the close. By close, we already know your company, your numbers and your team. We can move straight into ongoing operations as your finance, legal, HR and talent function, and hire the leaders your round funds.
BPO
Business process outsourcing: experienced professionals in established offshore markets, sourced, onboarded and managed for you.
We identify and onboard experienced professionals in established offshore talent markets, such as South Africa, Argentina and the Philippines, and manage them through our US-based leads. They work in your tools, on the work you define, at a fraction of Bay Area cost.
What’s included
- Sourcing and screening experienced professionals for coordination, operations, finance and engineering work.
- Onboarding into your tools, systems and workflows.
- Ongoing management and quality oversight by our US-based leads.
How we price it. Hourly, by role and seniority. We share specifics on the intro call.
Simple terms, built for early-stage companies.
One agreement
One MSA, with a statement of work for each service you add. We’re also happy to work on your paper.
Embedded in your tools
We work in your Slack or Teams, your email domain and your systems.
One accountable lead
A senior leader owns each engagement and coordinates across every service you use.
The right seniority for each task
Senior leaders set strategy and experienced professionals execute, so senior time goes to senior work.
Hours caps and visibility
Set a weekly or monthly cap; we get your approval before going over. You see hours by person and workstream.
Distributed delivery
Senior North America-based leaders set strategy and oversee the work; experienced professionals in established offshore markets execute it.
How we price
Most work is billed hourly by seniority level, so you can add or drop services as you grow. Some offerings have their own structure: Procurement is a flat monthly fee, and Talent adds a success fee that declines the longer a role takes to close. We share specifics on the intro call.
Questions founders ask
We can’t afford a 20 to 30 percent placement fee.
You don’t need one. Talent work is billed hourly, plus a success fee that declines the longer a role takes. Terms can be tailored to your situation.
Why fractional instead of hiring?
You get senior expertise for the hours you actually need, without the cost or risk of a full-time hire before you’re ready. We can start with a scoped trial engagement.
Can we use our own MSA?
Yes. We can work on your form of agreement or ours.
Do you work with companies outside the Bay Area?
Yes. We’re based in San Francisco and serve clients across the US.
How quickly can you start?
Talent intakes happen by day 5, with sourcing within 24 hours of each intake. Raise is live within about two weeks of signing.
Who does the work offshore?
Experienced professionals in established offshore talent markets, working through established providers in those markets and managed by our US-based leads.