Independent Advisory · Thoughtful Execution

Hiring and systems clarity for growing teams

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Porterhouse Collective
About

Built for the operators figuring it out before the right hires exist.

Monet Jackson, Founder of Porterhouse Collective

Most of my career has been spent in the gap between what a team thinks they need and what actually moves them forward.

Porterhouse Collective exists because those gaps are expensive when they go unaddressed, and most early teams don't have someone in the room whose job it is to close them.

My background began in hospitality and automotive sales and service before moving into talent acquisition and HR. Having been the client, the service provider, the candidate, and the consumer, I don't approach this work from a single point of view, and I think that matters.

My career has taken me from agency recruiting to nonprofit organizations, and most recently, embedded inside an early-stage AI startup. The throughline isn't an industry. It's learning how to figure out what's actually needed inside a specific team, and then building something that holds.

When we work together, you'll notice that I'm structured in how I work. I build processes, define stages, and create consistency in how decisions get made. Not because I like process for the sake of it, but because without it, teams default to gut decisions and things get messy fast. Early-stage teams don't need perfectly built systems. They need usable ones.

As your thought partner, I'll push on things when something doesn't make sense, especially if it's going to slow the team down or affect the candidate experience. I'll check in for clarity just as much as I provide it. That back-and-forth is part of how we keep things moving.

Candidates stay informed and feel respected, even when the outcome isn't what they hoped for. Hiring managers have a partner who helps them think through what they actually need, not just what they asked for. And when employees don't feel comfortable raising something through formal channels, I've been a trusted bridge in those situations, helping surface what needs to be addressed while maintaining confidentiality and context.

That's the work. And it's why Porterhouse Collective exists.

"The goal is never more complexity. It is always a clearer path forward."

Services

Focused support where growth tends to get messy.

Designed for scaling teams that want substance and clear outcomes

For teams that need hiring to move but aren’t ready for a full-time recruiter. Engagements are scoped to your most critical roles and structured to stay focused.

  • Source and manage candidates for priority roles
  • Guide hiring managers through evaluation and decision-making
  • Coordinate interviews and own the candidate experience end-to-end
  • Lead offer strategy and closing

How it works

Ongoing and embedded — typically 8–20 hrs/week, scoped to your active roles. Includes weekly check-ins, async candidate management, and offer support.

You walk away with

A focused recruiting function that keeps hiring moving — without adding permanent headcount.

Most early teams hire reactively. This work builds the structure underneath — so when you’re ready to scale, the foundation is already there and your team knows how to use it.

  • Design structured interview processes and evaluation scorecards
  • Set up or optimize your ATS, or build a lightweight system if you don’t have one
  • Create consistent feedback and decision workflows across the hiring team
  • Improve candidate experience from first touch to offer

How it works

PhaseFocus
Phase 1Discovery — assess current state, gaps, and hiring goals (1–2 weeks)
Phase 2Design — interview process, scorecards, and role profiles (1–2 weeks)
Phase 3Build — ATS setup or optimization, workflow documentation (1–2 weeks)
Phase 4Handoff — team enablement and final review (if needed)

You walk away with

A hiring system that saves time, sharpens decisions, and scales with you as the team grows.

Great hires rarely come from a job posting alone. This work helps you build sustainable sourcing relationships so you’re not starting from zero every time you open a role.

  • Define your ideal candidate profiles and referral source targets
  • Design outreach strategies to grow your talent network proactively
  • Build targeted, relationship-driven sourcing pipelines
  • Create lightweight processes to keep pipelines warm between active searches

How it works

PhaseFocus
Phase 1Define ideal candidate profiles and sourcing targets (1–2 weeks)
Phase 2Build outreach strategy and initial pipeline (1–2 weeks)
Phase 3Launch relationship-based sourcing (1–2 weeks)
Phase 4Warm pipeline handoff and process documentation (if needed)

You walk away with

A sustainable sourcing foundation that reduces dependency on reactive job postings and agency spend.

Designed for recruiting and people operations workflows that feel inconsistent or hard to manage. This is where to start.

  • Audit current recruiting workflows, handoffs, and decision points
  • Identify bottlenecks, inconsistencies, and breakdown points across the process
  • Pinpoint where simplification and restructuring are needed for cleaner, more consistent execution
  • Deliver practical recommendations your team can act on immediately

How it works

PhaseFocus
Week 1Audit: process review, stakeholder conversations, current-state mapping
Week 2Analysis and prioritized recommendations
Week 3Action plan and implementation kickoff (if needed)

You walk away with

Cleaner hiring and people operations so your team moves faster and fewer things fall through the cracks.

Not sure where to start?

Every engagement is scoped around a conversation first.
Timelines and deliverables flex to where your team actually is.

Start a conversation →
Approach

Clear, grounded, and built for action.

The goal is to identify what actually matters, create structure where it is missing, and leave teams with tools and processes they can use the moment the engagement ends.

01 Assess

Identify what's starting to break — before it becomes a pattern.

Review existing processes, hiring needs, workflow friction, and decision points to identify what is slowing progress or creating inconsistency.

02 Align

Create practical structure around the real priorities.

Translate observations into focused recommendations, clearer systems, and a plan that fits the stage, resources, and how the team actually works today.

03 Build

Put usable tools and repeatable processes in place.

Support implementation with frameworks, process design, and practical systems your team can actually use.

Independent

Advice shaped by what the business actually needs.

Thoughtful

Every engagement starts with listening. The work reflects the stage, the team, and the actual problem.

Practical

Clear outputs, usable systems, and recommendations built for real implementation.

Independent

Advice shaped by what the business actually needs.

Thoughtful

Every engagement starts with listening. The work reflects the stage, the team, and the actual problem.

Practical

Clear outputs, usable systems, and recommendations built for real implementation.

Contact

Looking for a thought partner who can bring structure to hiring as your team grows?

Whether you're still figuring it out or know exactly what you need, you're in the right place.

The path forward starts with a conversation. Send a short note about what you're building, where things feel stuck, and what kind of support would be most useful.

Start here

You don't need to have everything figured out before reaching out. Most teams don't.

Prefer to book directly? Schedule here →