Audra Bright — HR & Operations
Co-owner. Audra leads the HR and Operations practice — compliance and policy, the employee lifecycle, benefits and leave, and the manager coaching that keeps small problems small.
Nine years in HR, most of it building the function rather than maintaining one. At Textile Exchange she helped scale HR operations from 30 to more than 150 employees across 20-plus countries, stood up an employer-of-record model, and launched the organization’s first HRIS. She now leads people operations, systems and business operations for a global nonprofit, where the job is running gap analyses across process, technology and people practice — and then closing them.
She holds a master’s in HR management and a paralegal certificate, which is why the employment-law and contract questions do not get outsourced.
Zach Bauer — IT & Data
Co-owner. Zach leads the IT and Data practice — infrastructure and security, and the Azure SQL data models and automated pipelines that replace manual data entry with something auditable.
Fifteen years in IT, the first ten of them administering networks and communications systems in the U.S. Navy. Since then he has run Microsoft 365, Entra ID and endpoint security — CrowdStrike, Microsoft Defender, JAMF, JumpCloud — for two globally distributed nonprofits, including the Power Automate workflows that cut their onboarding time by 60%.
Most recently he designed and built the canonical data model and ingestion pipeline behind a nonprofit certification program, retiring a spreadsheet-and-rekeying process in the field.
How we work
Assess before we prescribe. No proposal until we understand what you are actually running.
Fixed scope, known cost. You will know what an engagement covers and what it costs before it starts.
Build it so you own it. Documentation and process handed over, not held hostage. If we do our job, your dependence on us goes down.
Say the unwelcome thing. If a vendor you like is the problem, we will tell you.
Who we work with. Small to mid-sized nonprofits and for-profit organizations — the stage where improvised HR, IT and data have stopped holding but a full department for each is not yet justified.