For more than 20 years, I have worked on people-related issues.
I don't like calling people "personnel," or my work "HR." I'm much closer to the concept of "talent management" — it more accurately reflects what I do.
MANAGING PARTNER
I was fortunate to gain experience from several different perspectives — and each one gave me something unique.
01 MY EXPERIENCE
01
Consulting
Work at leading global consulting firms, where I learned the disciplines of strategic thinking and a systematic approach to problem-solving.
03
Technology
I founded and launched three HR Tech companies because I believe technology should serve people, not the other way around.
02
Corporate World
Leadership roles in HR across both large international corporations and privately owned Russian companies. I know how a large organization “breathes” from the inside.
04
Entrepreneurship
Most of my experience comes from building and running businesses. And that is probably the most exciting part of the journey.
From Scale to Depth
02 BUSINESS EVOLUTION
My business grew and evolved alongside me. In 2006, I founded Russia’s first RPO company. At the time, I was driven by large-scale projects and the challenge of building a substantial organization. It was an invaluable experience, but today I have chosen a different path — a boutique model focused on depth, quality, and a more personalized approach.
Today, I am personally involved in every project. I am not just a manager but also the strategist, architect, and key contributor. What inspires me is not quantity, but quality: complex challenges, clients whose values and mindset align with mine, and the tangible impact that emerges from our collaboration.
I have consciously chosen not to scale standardized, off-the-shelf solutions. Selling templates to everyone is not what motivates me. What interests me is sitting side by side with a client and creating a bespoke, turnkey solution—designed specifically for their company, at that particular moment in its journey. It is certainly more demanding and requires greater commitment, but the satisfaction and results it delivers are immeasurably greater.
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02
03
The right environment
On the one hand, I help clients build an environment that unlocks employees’ potential: structure, management systems, leadership, compensation, and engagement.
The right people
On the other, I help fill this environment with the right people. It is precisely a high concentration of talent that sets outstanding companies apart from all the rest.
What I see as my calling
03 CALLING
“Unlocking companies’ potential through their teams — and people’s potential through business.”
Why the Old Rules No Longer Work
The world has fundamentally changed, and many of the management principles that worked at the beginning of the century are becoming obsolete. Companies have evolved into living systems: the ability to adapt quickly must go hand in hand with creating an environment that unlocks people’s potential, rather than simply attracting them.
Knowledge and experience are becoming obsolete faster than ever. The importance of personal competencies is growing faster than that of professional expertise. Read more about this in the “Insights” section.
04 A NEW WORLD
Strong leaders are authentic
They may be managers or individual contributors, but they are always true to themselves, their values, and their principles.