I’ve been working remotely since before most people called it that—navigating time zones, field teams, and kitchen table Wi-Fi in three countries and more life chapters than I can count.

My first experiment with remote systems? Designing an off-campus learning plan from my hospital bed when I was 20. There was no policy, official curriculum, or roadmap. Just me, my professors, and a quiet insistence that I still had something to contribute—even when I couldn’t show up in person. That insistence became a blueprint: How do we build systems flexible enough to hold people through real life?

Years later, when I became a mother while living abroad, remote work let me build a life that didn’t make me choose between leading with impact and being there for the person who needs me most. It also gave me the space to recover from health spirals that would’ve sidelined me in a rigid office culture.

I’ve worked from data through power outages in mountain towns, led teams from bus stations traveling through Latin America, and taken PTO to attend protests and parent-teacher conferences alike. I’ve built onboarding systems between doctor appointments and hosted 1:1s while walking my dog on the streets of Detroit.

Remote work has never been an escape for me. It’s been a practice of deep presence and clear priorities.

The systems I’ve created—knowledge-sharing, async planning, performance feedback, onboarding maps—weren’t downloaded from a playbook. They emerged from lived necessity. They became legible, teachable, and scalable only because I lived inside the messiness first.

Now, I help others turn their own lived reality into systems that actually support it.

Remote work doesn’t just give flexibility to workers—it gives access to the kind of talent most offices never make room for. The caregivers, the disabled innovators, the transnational thinkers, the auditorial sensitive, the ones with intersectional and revolutionary ideas—and the drive to bring them to life, even if their best work happens while their boss is asleep.

Remote work is not a compromise. It’s the future of work—and it’s already here. 

For two decades, I’ve stepped into organizations mid-crisis: burned-out teams, sky-high turnover, clunky onboarding, big-hearted missions with no shared map to get there.

Often, I was hired to deliver something concrete—an identity strategy, a hiring framework, a manager training series. But within weeks (or after just a few conversations), I’d uncover something deeper: misaligned goals, unspoken tensions, and people quietly holding too much. In short: we weren’t solving the right problem yet.

That’s become my superpower. I listen carefully enough to surface the real issue. And then I build systems that turn values into action—so people stop spinning their wheels and start leading with clarity.

At a fast-scaling edtech company, I overhauled our learning systems and mentored managers across time zones. Retention rose, burnout dropped, and succession planning didn’t just exist—it worked well enough for me to leave with confidence.

At a nonprofit in Oaxaca, I co-led strategy across 17 Indigenous communities, built out operations and communications as a people-first value, and produced both virtual and in-person festivals for 9,000+ attendees—all while navigating cross-cultural power dynamics with care and precision.

As a consultant, I’ve helped grassroots orgs digitize during lockdown, coached founders into people-centered leadership, and facilitated DEI conversations that actually led to change. Not just checkboxes.

Whether I’m working with five freelancers, a dozen mentor-managers, or across ten departments, my approach stays the same:

• Clarify the mission.
• Build feedback into the foundation.
• Design systems that elevate people—not exhaust them.

What makes me different? I’ve worked across creative industries, social impact orgs, and tech startups—not just as a coach or strategist, but as a teammate, manager, and executive. I know how to align the big picture with the daily grind. 

I founded Scaffold & Signal to work with mission-driven leaders before the breakdown. Together, we create team cultures rooted in mentorship, shared ownership, and trust—so performance doesn’t depend on heroic effort, but on sustainable, human systems.