Cameron Kinloch

True Vantage Partners

I work with CEOs, founders, executive teams and Boards to accelerate growth and strengthen governance during critical inflection points - fundraising, scale up, IPO prep, and M&A. 

My expertise spans Finance, Biz Ops, HR, Legal, and RevOps across a wide range of industries.

Key Projects:
• M&A Advisory: Led diligence, buyer negotiations, and Board updates for a fintech company exploring strategic alternatives.
• PE Portfolio Company Scale-Up: Built Finance, HR, and Legal functions from scratch for a PE-backed company to enable scale under new ownership.
• Fundraising & Forecasting: Developed 5-year models and investor decks that supported successful Seed and Series A raises.
• Liquidity Planning: Designed cash flow and scenario models to guide capital planning and lender alignment for high-growth businesses.
• Operating Discipline: Introduced OKRs and operating "rhythm of business" that improved alignment and accountability across teams.
• Biz Ops & RevOps: Helped establish forecasting, GTM analytics, and cross-functional planning processes.

I advise, support, and execute, bringing C-suite and Board-level perspective while helping companies build the financial and operational foundations to reach key milestones.

Board, CEO & CFO Advisor

EROAD

EROAD is a public telematics company, dual listed on the NZX/ASX exchanges. Member of the Finance, Risk and Audit Committee and the Nominations Committee.

Independent Board Director, Audit & Nom Gov Committees

Copper Cow Coffee

Independent Board Director

Weights & Biases

Successful exit to CoreWeave in May 2025.  W&B is building the best in-class, enterprise grade tools for AI developers. 

I am incredibly proud of our achievements at W&B. To highlight a few:

• Significant company scaling with 10x ARR growth and headcount growth from 90 to 270
• Built Finance & Legal teams from 0 to 15 + staff; supported scaling of People, Rev Ops and Deal Desk
• Launched first long-range model, AOP, and board reporting
• Forecast accuracy >97 %
• Closed $50M Series C-2 and managed investor relations
• Implemented treasury program
• Completed clean Deloitte first-year audit with no audit adjustments
• Deployed NetSuite, Pigment, Airbase; cut close to 8 days
• Opened Japan entity

Chief Financial Officer

Guided Board and CEO through M&A exit to private equity. Chair of Strategic Planning Committee. Finance Committee.

Independent Board Director, Audit & Strategic Planning Committees

Dynamic Signal

Led successful M&A exit to private equity for enterprise SaaS company with 30% of the Fortune 100 as customers. 

Led all M&A workstreams for the company (banker selection, diligence, negotiation of deal terms, closing of the transaction and integration) while also leading Finance, Legal and Revenue Operations.

Bulletproof 360

Joined as CFO of Bulletproof.  Promoted to COO and added to the Board of Directors within 6 weeks of joining.  The full executive team reported into me.

• Full operational responsibility across Sales, Marketing, e-Commerce, Supply Chain, R&D, Finance, Legal, HR, and Customer Service
• Restructured operations and cost structure to achieve profitability within 6 months
• Led creation of Compensation and Audit Committees and refinement of corporate governance policies and practices

Chief Financial Officer, Chief Operating Officer and Board Director

Ripple Foods

Full CFO responsibilities. Recruited to lead all Finance functions reporting to the CEO.

• Board: Led Board discussions on financials.  Managed Board agenda and resolutions
• Financings: $65mm Series C announced January 2018; led upsize of large debt facilities
• Audit: Managed successful completion of first year audit
• Team: Built out Accounting and FP&A team from 2 to 8 in ten months

SVP, Finance

Ripple

Full CFO responsibilities for global enterprise software and payments company, reporting to CEO.

Recruited to lead all Finance and Facilities functions.  Finance responsibilities spanned FP&A, Accounting, Business Intelligence, Investor Relations, Revenue Operations, Treasury, and Tax.

• Strategy: Developed framework to refine and drive alignment to long-term company strategy 
• Finance: $55mm Series B announced September 2016. Transformed Finance into a strategic partnering function across entire business and built out key finance functions from scratch
• Operations: Drove operational maturity and excellence as the company rapidly scaled its enterprise sales. Scoped, established and helped hire key roles across the company
• Metrics: Created company goal setting process and responsible for cascading goals throughout the organization. Defined key company metrics
• Tax: Led initiatives to optimize company's global tax structure
• Investor Relations: Established IR function for digital asset and equity investors
• Facilities: Led global facilities function and full build-out of 30,000 sq. ft new HQ

VP of Finance

Box, Sunrun

Recruited to establish and scale critical finance functions and the FP&A organization at several incredible companies.  Built teams and established finance functions from scratch through hyper-growth, international expansion, multiple acquisitions and IPO.  

Took Box through the S-1 process and Sunrun through IPO. Took on progressively larger and more senior roles culminating in VP, FP&A role.

VP of FP&A

As a CFO, COO and 4x Board Director, I bring over 20 years of experience leading companies through pivotal transitions and driving strategic growth. 

Here's how I've helped some of the most prominent startups on Wall Street and in Silicon Valley scale:

↳ Led companies to triple-digit growth and profitability within six months.
↳ Spearheaded numerous eight-digit debt, equity, and convertible fundraises.  Achieved 100% direct sales growth while reducing costs by 20%.
↳ Advised CEOs and companies ranging from $2M to $450M+ in revenue through multiple funding rounds, IPOs and M&A exits. 
↳ Served on 4 boards, both private and public, guiding CEOs and management teams.
    
I grew up in LA where grit and education were non-negotiable. That drive took me from a public school to Harvard—and eventually to Wall Street.

My time on Wall Street was a wild ride. While I loved the fast-paced world of finance, I found my true passion in Silicon Valley, helping tech companies grow and succeed.

I’ve enjoyed combining my financial expertise with the innovative spirit of startups, guiding them through growth, IPOs, and successful exits. In the past decade, I've had the chance to work with visionary founders, helping them scale while setting them up for long-term success.

Now, I’m on a mission to help companies grow, using everything I’ve learned.

Here’s how I can help you:

1) Speak at your event on leadership, finance, or scaling startups.
2) Advise your company on navigating growth challenges, preparing for an IPO, or improving financial performance.

Shoot me a DM or email me at cameron.kinloch@gmail.com, and we’ll chat more.

We are building the best in-class, enterprise grade tools for AI developers. Our vision is to be the single system of records for all things AI within an organization.

Used by teams at NVIDIA, OpenAI, Lyft, Blue River Technology, Toyota, and MILA, W&B is part of the new standard of best practices for AI.

Early in my career as a CFO, I opened a 60-slide board deck to present in our quarterly meeting.

By slide 4, the Chair stopped me and asked, “Cameron, what do you want from us?”

That question stung and it changed how I run boards forever. 💡

Board meetings aren’t report-outs.
They’re decision forums.

It’s not about reciting metrics or proving effort.
It’s about getting clarity on what moves next. 🎯

Here’s the 3-step formula I now follow to make that happen:

1) Start with the ask.

Before you open your deck, be clear on what you need from the board.
A decision? A green light? A perspective?

If you can’t summarize your ask in one sentence, you’re not ready to present.

2) Simplify the narrative.

Most CFOs think the board wants everything. They don’t.

They want the why and the so what. Cut the noise, connect the dots, and frame every slide around what truly matters to the business.

3) Tie every metric to a story.

Don’t stop at “what happened.” Explain “why it matters” and “what we’ll do next.”

Every metric should lead somewhere, otherwise, it’s trivia.

Once I reframed meetings around action, everything changed.
Our discussions became faster, decisions clearer, and execution sharper. ⚡

That shift also supercharged trust.

The board began seeing finance not as a function but as a strategic partner that keeps the business moving forward.

If you’re a CFO still measuring success by how much you present → flip it.

Measure it by how clearly the board moves after you’re done.

P.S. I advise CFOs and VPs of Finance on building decision clarity, tighter narratives, and leadership rhythms that move the business forward. Reach out if you want to strengthen how your team shows up in the boardroom.

Board Director | CFO & COO | 4 Exits, 2 IPOs | Advisor to High-Growth CEOs and CFOs

After 15 years in the C-suite and 4 board seats, I’ve noticed the same mistakes that quietly stop talented finance leaders from becoming CFO:

1) They think like controllers, not operators.

CFOs don’t just report numbers - they shape decisions.

If you never talk about customers, product, competitive pressure, or revenue levers, you’re signaling you’re a functional expert… not an enterprise leader.

2) They build relationships up, not across.

Great CFOs aren’t just trusted by the CEO and board.

They’re trusted by GTM, Product, Ops, and People because they show up early, listen, and help solve real problems.

3) They can model a forecast but not tell the story.

The CFOs who earn board confidence connect everything in one clean thread: what’s happening, why it matters, what options exist, and the trade-offs behind each path.

Boards remember the narrative - not the spreadsheet.

4) They wait to be invited in.

Future CFOs don’t sit back. They initiate scenario plans, pressure-test strategy, and surface risks before anyone asks.

5) They stay stuck in precision mode.

Perfect accuracy slows companies down.

Standout CFOs set decision thresholds, embrace scenario ranges, and call out the unknowns so the business can move faster.

6) They solve today’s problem, not the next stage.

Boards choose the leader who can scale the company from $20M → $50M, $50M → $200M, or pre-IPO → public.

Your mindset must shift with the stage.

7) They underestimate how much the CFO role is leadership.

Most misses aren’t technical - they’re about influence.
CFOs lead rooms, drive alignment, and bring clarity in moments where ambiguity is high.

The difference between a great finance leader and a CFO isn’t technical skill.
It’s how you think, how you lead, and how you show up.

PS: I coach finance leaders on strategic storytelling, board communication, and executive presence. If you’d like to explore working together, send me a DM.

Starbucks’ new CFO, Cathy Smith, turned heads this year with a $5 million cash signing bonus and a $6.4 million equity grant.

But the real headline isn’t the pay.

It’s why she was hired.

Smith stepped in at a moment when Starbucks was facing:

☕ Multiple quarters of declining same-store sales
☕ A weakening emotional connection with customers
☕ A culture and operating model that needed a reset

This wasn’t a “steady state” CFO hire.

It was a turnaround hire paired intentionally with CEO Brian Niccol.

Because today’s CFO mandate has changed.

It’s not just a finance problem.
It’s a leadership problem.

And that’s exactly why she was chosen.

Boards today don’t want CFOs who just balance books.
They want CFOs who can lead the business forward.

It’s no longer about reporting what happened, it’s about shaping what happens next.

1) From finance leader → enterprise leader

Cathy Smith wasn’t hired to oversee accounting.
She was hired to rebuild momentum - Using finance as the lens for execution, culture, and customer experience

2) From data → narrative building

Financial Precision matters, but it doesn’t move people
The CFO who can extract meaning behind earnings, costs, and forecasts, and turn it into a clear story, inspires belief across investors, employees, and the board.

3) From siloed thinking → cross-functional leadership

Turnarounds don’t happen from one department.
The most effective CFOs align teams, re-energize culture, and enable faster, better decisions across the entire business.

Starbucks didn’t hire Cathy Smith for where the company is.

They hired her for where it needs to go.

And they placed a bet that finance leadership can help drive that shift.

Lesson:

The CFOs who shape the future - not just report the past - are the ones defining the next era of leadership.

PS: If you’re a CFO or VP of Finance preparing for that next step, I coach leaders on the real levers of the role: strategic narrative, board communication, and enterprise leadership. DM me if you want to explore working together.

Forbes called her the most powerful and influential CFO of the last decade…

But when Google hired Ruth Porat in 2015, most analysts doubted she was the right fit.

A Wall Street operator at an innovation-driven tech giant? 
Many assumed her discipline would slow Google down.

The opposite happened:

📈 Alphabet’s market value grew past $3 trillion during her tenure
🚀 The stock jumped after her early earnings calls
💡 The company consistently beat revenue and profit expectations

Here’s what she actually changed - and what today’s CFOs can learn from her:

1) Anchor decisions in data.

Porat was famous for saying, “The answer is a number.”
Data over opinions. Signal over noise. It cut through politics fast.

2) Replace passion projects with real frameworks.

She introduced structure to how Google funded big bets.
Teams had to prove why they deserved capital - not just ask for it.

3) Challenge the status quo.

She pushed back on excess, tightened spend, and reset expectations.
Not to clip innovation - but to fuel the right innovation.

4) Think in decades, not quarters.

Her support for AI and Cloud was grounded in long-term value creation.
CFOs don’t just protect the present. They underwrite the future.

5) Earn investor trust through transparency.

By separating core results from “Other Bets,” she gave investors clarity.
Clarity → confidence → multiple expansion.

Porat didn’t shrink Google. She sharpened it.

That’s the new era of finance leadership:

CFOs don’t just keep companies healthy. 

They shape strategy.
They influence product priorities. 
They build investor conviction. 
And they make the long term impossible to ignore. 💪

PS: If you’re a CFO or VP of Finance preparing for that next step, I coach leaders on the real levers of the role: strategic narrative, board communication, and enterprise leadership. 

DM me if you want to explore working together.

At 25, my boss called me into her office...

"You're making great progress, but we're holding off on the promotion..."

I didn’t get it.

Now that I’m in the C-suite, I see why that promotion never came.

I was the hardest worker in the room.
Answering emails at midnight.
Taking every project.
Saying 'yes' to everything.

But here’s what I didn’t understand then:
Hard work isn’t the same as visible impact. 💡

I kept my head down. 
I never talked about my wins. 
I never connected my work to the bigger business story.

20 years later, I still see employees being misled.

❌ The hardest worker doesn’t get promoted.
❌ The smartest worker doesn’t get promoted.

✅ The person who shows their value gets promoted.

Your work won't speak for itself.
You have to.

Make your value impossible to miss.

- Pitch your ideas in meetings
- Talk about your career goals during 1:1s
- Tie your wins to business objectives
- Bring solutions, not just problems
- Celebrate milestones through internal channels

Quiet mouths don’t get fed.

And in your career, visibility is a skill - not a personality trait.

Early in my tenure as a board director, I emailed a question about an assumption in the financial model.

Within hours...

- The Chair acknowledged the question
- A fellow director asked for clarification
- Management responded with context the next day
- The item was added to the next meeting agenda

That simple exchange told me everything → this board values transparency, accountability, and speed.

And I realized you can learn a lot about a board’s culture from something small: how they respond when a director raises a concern over email.

On less mature boards, the same note is met with silence, defensiveness, or deferral.

And the truth is, concerns don’t disappear.

 They just reappear later as bigger, more expensive problems.

Governance reveals itself in small moments.

A healthy board:

✅ Acknowledges
✅ Clarifies
✅ Discusses
✅ Acts

An unhealthy board avoids all four.

We talk a lot about culture in the boardroom, but you can usually see it long before the meeting starts.

In 2003, Michael Fiddelke joined Target as a finance intern.
In 2019, he became CFO.
In 2026, he’s set to become the CEO of the $106 billion giant.

Here’s a big lesson if you’re a finance professional and you want to scale your career:
🎯 Think beyond finance.

Fiddelke didn’t rise to the top just by mastering accounting entries or delivering perfect forecasts.

He rotated through merchandising, operations, supply chain, and strategy.
He learned how the business actually works.

That’s the part most finance professionals miss.
Here’s what thinking beyond finance actually looks like:

1) Understand how money moves. 

Go beyond the P&L. Learn where value is created, where it leaks, what slows revenue down, and what accelerates it.

2) Speak the language of operators.

Talk in customer impact, velocity, margin, and growth. When you translate numbers into business outcomes, influence goes up.

3) Build cross-functional trust. 

The best insights live with the people closest to the work. When they trust you, they’ll tell you what the spreadsheet never will.

4) Drive decisions.

Executives don’t need more data, they need clarity. Frame trade-offs, recommend a path, make decisions easy to act on. Then you’re a strategic partner, not just a reporting function.

5) Solve problems outside finance

Fixing bottlenecks in GTM, product, or ops grows your impact far faster than polishing another report.

The truth is simple:

You don’t grow your career just by getting better at finance.
You accelerate when you become more valuable to the business. 💡

That’s the shift Fiddelke made early.

And it’s exactly the shift high-growth finance professionals need to make now.

P.S. After 15+ years in the C-suite, 4 exits, and 2 IPOs, I now coach finance leaders on strategic storytelling, board communication, and executive leadership. If you’d like to explore working together, send me a DM.

12 career principles I’ve learned as a C-suite leader and 4x Board Director that I wish I knew on day one:

👇

1) Become the go-to person for hard problems. Solve what others avoid and you become impossible to replace. 💡

2) The best communicator wins.
It’s not the idea - it’s your ability to get others to believe in it.

3) You don’t get what you deserve. You get what you negotiate. Closed mouths don’t get promoted.

4) No one gets promoted for “doing their job.” Growth comes from stretching beyond your job description.

5) Make other people look good. If you help them win, they’ll pull you up with them. 🤝

6) Soft skills pay the highest ROI. Selling, influencing, navigating tough conversations - that’s leverage.

7) Speed matters. Fast movers get more opportunities because they create momentum.

8) Grow by being the least experienced person in the room. If you’re always the expert, you’re not learning anymore.

9) Being right isn’t enough. If you can’t persuade, you can’t lead.

10) Your first decade is about skills, not salary. Chase learning. The comp follows competence. 🎯

11) Reputation compounds. Every action builds or erodes your future opportunities. Protect it.

12) People don’t follow titles. They follow value. Become someone worth listening to.

What’s one lesson you wish you knew earlier?
Let me know in the comments.

My CEO once said in frustration, “Cameron, can’t we just agree for once?”

We were prepping board materials, and I kept pushing back on his assumptions.

Early in my career, I saw moments like this as conflict.
Now, I see them for what they really are - trust being tested. 🤝

The best CEO–CFO relationships aren’t built on harmony.
They’re built on truth.

My job isn’t to match the CEO’s optimism or nod along.
It’s to protect clarity.

Here’s what great partnership actually looks like:

🧩 Challenge privately, align publicly It builds credibility in both directions.

🎯 Speak in tradeoffs, not turf wars “What’s the cost?” and “What’s the upside?” are the real questions.

📊 Push for facts, even when it’s uncomfortable

Respect grows when you bring precision, not politics.

A good CFO manages numbers.
A great CFO manages tension.

Alignment doesn’t mean agreement.

It means friction delivered with respect - and clarity that elevates the whole company.

P.S. If you’re a finance or operations leader trying to build this kind of trust with your CEO, I coach leaders through exactly that shift. DM me if that’s where you want to grow.

If you’re a CFO getting labeled “too cautious” or “too tough,” here’s the real story:

You’re doing exactly what the business needs.

Here’s why:

1) You protect the company from bad spending

When the world expected Apple to chase splashy acquisitions, CFO Luca Maestri stayed disciplined. No wasteful M&A. No undisciplined expansion.

A focus on efficiency, capital returns, and precision in R&D.
Instead, he doubled down on operational efficiency, capital returns, and precision in R&D spending.

✅ Result: Apple’s stock value grew approximately 800%, and its cash reserves now exceed $160 billion giving it the freedom to innovate that no competitor can match.

2) You ask the questions no one wants to answer.

When Ruth Porat joined Google as CFO in 2015, she immediately started asking uncomfortable questions about spending priorities and accountability.

She cut unnecessary moonshot projects and demanded clarity on ROI for each initiative.
Critics said she was “too strict” for Google’s free-spending culture.

✅ Result: Google’s market capitalization soared from $384 billion to nearly $3 trillion during her tenure, and she set the standard for financial focus in Big Tech.

3) You choose integrity over popularity.

As a finance leader and later CEO, Indra Nooyi resisted pressure to optimize only for short-term profits. She pushed PepsiCo toward healthier categories.
A move Wall Street initially hated.

✅ Result: PepsiCo evolved into one of the most diversified and future-ready CPG portfolios while competitors played catch-up.

The traits people criticize in CFOs are often the ones that keep companies resilient when things go wrong.

Leadership isn’t about being liked. It’s about being responsible.

After 15 years in the C-suite, 3 M&A exits, and 2 IPOs, I now help VPs of Finance and incoming CFOs sharpen their leadership, communication, and board presence. If you want to operate like the strategic partner every CEO wants, DM me.

There have been moments in my career as a board director where I’ve looked around the table and realized I was the only one with my hand up.

And I felt a familiar hesitation → “Is it just me?”

But here’s what experience teaches you:

Board work isn’t about avoiding disagreement.
It’s about protecting the decision.

Asking the lone question isn’t a sign you’re out of sync.

It’s often a sign you’re seeing something others haven’t processed yet.

Here’s why those questions matter:

1) Timing matters → early questions prevent late surprises.

In the early 2000s, LEGO was near bankruptcy after expanding into too many unrelated products.

The board asked a pivotal question: “What business are we really in?”

Refocusing on core brick-based play laid the foundation for their turnaround. 🎯

2) Discomfort matters → the best questions feel awkward before they become necessary.

When a question feels risky, it’s usually because it challenges an assumption the group has quietly accepted as truth.

That’s when a board earns its keep - by seeking a truer picture, not a more comfortable one.

3) Conviction matters → if it sits in your mind, it deserves airtime. 🔁

In the 1980s, Intel was still clinging to its memory-chip business even as Japan dominated the market.

Andy Grove kept asking why Intel was fighting to save a business it had already lost.

That conviction drove Intel to pivot to microprocessors -A decision that shaped the next 30 years of computing.

4) Perspective matters → fresh eyes catch what familiarity filters out.

Teams closest to a decision stop seeing its weak points. 🧩

A question from someone less entangled can break the certainty loop and reframe the entire discussion.

Remember:

Board work isn’t about perfect alignment.
It’s about pressure testing the decision until it’s truly sound.

And sometimes the most valuable person in the room is the one willing to raise a hand when no one else does.

One of the most important leadership lessons I’ve learned is this:
Hire for capacity, not comfort.

I learned that 15 years ago at Goldman.

I had years of capital markets experience - but not the traditional investment-banking background.

A Partner hired me anyway.

She wasn’t optimizing for familiarity.
She was optimizing for growth.

→ She saw trajectory, not gaps
→ She saw velocity, not pedigree
→ She saw how fast I could scale, not what I hadn’t done yet

And she didn’t shelter me from the work.

From day one, I was staffed on the hardest deals:

📈 70-hour weeks absorbing the pace of banking
📊 High-stakes negotiations with seasoned clients
⏳ Tight deadlines building and defending complex models

It was intense, uncomfortable, and career-defining.

But that experience shaped how I evaluate talent today - as a CFO, as a board director, and as a leader of teams:

- Who learns fastest under pressure?
- Who can operate at altitude before they feel “ready”?
- Who grows into stretch, not away from it?
- Who has the judgment to scale into bigger roles?

Capacity is the real differentiator.

Not resume lines.
Not prior roles.
Not perfect pedigree.

The leaders who bet on capacity build organizations that outperform.

The leaders who hire for comfort build teams that stall.

I’ve seen $500M+ companies crash post-IPO.
On the other hand, I’ve seen $100M companies thrive.

At Goldman, I helped evaluate IPO candidates and prepare them for the public stage.

In Silicon Valley, I was Head of FP&A at Sunrun and Box through their IPO journeys.

I’ve sat on both sides of the table.

And the brutal lesson is always the same:
Maturity beats size.

Most CEOs and CFOs nail the table-stakes metrics:

✅ Revenue growth rates
✅ Market size projections
✅ Competitive positioning

But the real predictors go deeper.

Here are the 5 signals that separate IPO-ready companies from the rest:

1) Consistent Performance → Six or more quarters of steady execution, hitting guidance even when markets shift.

2) Operational Discipline → 5-day close or less, SOX-ready controls, teams that thrive under investor scrutiny.

3) Narrative Clarity → CEO and CFO can articulate the growth story in one sentence - and analysts can repeat it.

4) Leadership Alignment → Management and the board united on strategy, numbers, and messaging.

5) Market Pull → Analysts already tracking and investors leaning in before the S-1.

Here’s the truth:

💪 IPO ≠ graduation ceremony
🎯 IPO = starting gun for quarterly judgment

The companies that thrive don’t just prepare for a financing event.
They build the muscles of a public company long before they ever file.

The real question isn’t: “Have we hit $X in revenue?”
It’s: “Are we mature enough to deliver quarter after quarter?”

P.S. I advise CEOs, CFOs, and boards on IPO readiness, governance, and financial strategy, drawing on 20+ years across Wall Street and Silicon Valley, 3 M&A exits, and 2 IPOs.

If your company is preparing to go public, now is the time to build those muscles.

ansense

Founded a business consultancy to address and support teams to improve their delivery execution and flow. 

We support teams by leveraging our experience with Lean, Agile, TOC and Waterfall project management skills to develop a fit for purpose mechanism and framework where needed. Prioritising inclusive collaboration and carefully curated and facilitated working sessions.

The clients we served were - 

* TSB Bank
* Up Education
* The Warehouse group
* One New Zealand 
* ASB Bank
* AIA Insurance
* Auckland University of Technology

Co-Founder / Agile Coach

Unitec

I support the Unitec final year graduates in preparing for their career by introducing them to agile delivery management

I team up with the capstone program

Industry Guest Lecturer

Responsible for software engineering teams, their outcomes and the collective technical roadmap of commitments' alignment to our strategic direction and ambitions, as a global organisation.

I fulfill my responsibilities through my servant leadership of the humans in the teams, that I hold that duty of care of.

This role reports to the Director of Engineering. 

Achievements/Focus -
✅ Creating and supporting team formation and restructuring based on the principles of “Team Topologies”
✅Education of the teams of the overarching delivery framework 
✅Creation of a cross team collaboration framework that maintained autonomy of the teams 
✅Introduction and creation of a Delivery report creating transparency and trust with our inhouse sales teams across the world 
✅Leading the Jira (backlog) hygiene to help create accurate transparency of the work at hand

Engineering Manager / Delivery Manager

One New Zealand

Supported the Technology wide transformation by supporting the change programme. I was aligned to the Data and AI tribe supporting their leadership team and development alignment of the work to the OKRs.

Areas of focus -
✅Data and AI Tribe, enterprise coaching
✅Operationalising the operating model
✅Supporting the setup up new Tribes and Teams
✅Enabling value by supporting newly formed tribes as an Enterprise level coach 
✅Introducing operating disciplines and processes to help manage the system not the people. 

📜 contracted through ansense

Scrum Master / Agile Coach

ASB Bank

Supported the Infrastructure tribe’s Database platform team. We created a fit for purpose delivery framework allowing that balance of BAU work alongside planned work

Areas of focus ; 
✅Dedicated Team facilitation
✅Flow of work visualisation
✅Surfacing the cost to the work as a result of the current compliance governance in place
✅Creation of a fit for purpose collaboration framework 

📜Contracted through ansense

Scrum Master

AIA NZ

Supported a comprehensive business transformation program across multiple business units, developing and executing strategic change management frameworks to modernise operations and enhance market competitiveness.

Key Achievements.

✅Leveraging a 3 pronged approach of: Anchoring, Education & Experimentation, overlayed with a continuous communication strategy.
✅Designed and delivered education program for Mindset, and Agile frameworks establishing strong foundation for organisational change success.
✅Built internal coaching capability through "train-the-trainer" program, creating sustainable transformation model
✅Designed and executed multi-phase stakeholder engagement strategy that secured executive sponsorship, achieved 90% staff buy-in, and established sustainable transformation governance model.


📜 contracted through ansense

Enterprise Agile Coach

Westpac New Zealand

I was part of a team of coaches allocated to the Experience Hub (delivery arm of the organisation) and aligned to a tribe of 180+ individuals and 16 Teams. My aligned Tribe was responsible for the tools and processes used for the Investments, Insurance and Lending areas of the bank bringing in 40% of the revenue 

Purpose of the role :
1. Custodian of the Westpac Ways of Working
2. Education around Agile - mindset and frameworks 
3. Help people adopt processes that enable them to deliver valuable work

Achievements :
✅Established a Tribe planning framework to support Westpac’s QBR
✅Created a performance culture using measurable lead and lag indicators
✅Enabled a culture of continuous learning using Open space principles by establishing a fortnightly learning workshop
✅Created a framework to the Jira rollout planned outside of the delivery teams to the customer facing teams around the business - Topology, Taxonomy, Training modules and a champion network

Reporting into the acting Agile Coaching Chapter Area Lead

Agile Coach (Tribe level)

Mitre 10 (New Zealand) Limited

Achievements:
✅Creation of an enterprise-wide cross functional team to support the teams’ experimentation of new ways of working. 
✅Creation of a continuous learning culture through monthly Lunch and Learn’s hosted by any team member for any team member 
✅Addressed and improved the weekly PMO resource meetings to a human centred collaborative Workforce portfolio meeting. Taking from a silo’s “just in time” planning of the work force to a collaborative future planning of the success of projects
✅Establishing a “Focus wall” for the executives to leverage the benefits of visual management and simplification to help lift the level of conversations about work from being busy in work to prioritisation of work. 

Purpose of the role - To create and facilitate a pathway for the future of work at Mitre 10. Working in line with our values and delivering results and outcomes that matter. 

Reporting into - Head of People Experience, People and Transformation 

Success of this role - Be a strong advocate for human centric practices that will enable high performing environments and teams.

Lead Scrum Master / Project Manager

Les Mills International

Les Mills Media is a division of Les Mills International Group, a global fitness company with more than 6 million weekly active users and 140,000 certified fitness instructors. As the coach, I oversaw our division at an enterprise level, leading the change to remove waste and creating a value driven environment. I embedded a modern ways of working that is fit for purpose.

Reporting in to - Director of Operations


MY ACHIEVED OUTCOMES SO FAR :

Coaching:
✅An executive Podcast club for continuous education around Agile Leadership

Agile Transformation:
✅Alignment of the leadership exec team around "WHY AGILE"
✅An embraced welcome of Agile/Lean mindsets in the organisation
✅An Agile adoption strategy/roadmap

Product ownership mastery:
✅PSM1 certified Product Owners (PSM 1 from Scrum.org) - through a 6 hour training program 
✅A synchronised cadence for product development, creating predictability of the work
✅A Product Ownership guild - A self sustainable path for continuous improvement and autonomy

Agile Coach (Enterprise level)

Spark New Zealand

My role involved empowering and driving maturity within teams in an already formed tribe. Ensuring a high level of customer satisfaction while continuously delivering and integrating to make the products highly valuable.

The tribe had 12 squads and in total 120 members. 

Responsibilities include:
  * Help define, create, establish and evolve our new ways of working.
  * Observe, coach and facilitate teams to become rapid adapters of WoW practices and principles including Scaled Agile, Lean, and Kanban.
  * Take a leading role promoting and weaving new Ways of Working (WoW)
  * Engage with key stakeholders to develop WoW capability programme.
  * Establish a coaching programme with the WoW Practice and build a safe culture of observation and feedback.
  * Influence leadership at all levels and other stakeholders on the culture change required to transition to new Ways of Working.
  * Consult and coach customers though the adoption of agile at scale practices including Episode, Platform, Team and Individual.
  * Conduct process and maturity assessment, agile WoW adoption roadmaps, establish implementation design practices, and help customers through the stages of adopting, learning and supporting continuous improvement.

Agile Coach (Enabler Tribes)

My role involved empowering and enabling Product tribes, that have been newly conceived to become high performing tribes. Ensuring a high level of customer satisfaction while continuously delivering and integrating to make the products highly valuable.

The tribe had 6 squads and in total 75 members.

Responsibilities include:
  * Help define, create, establish and evolve our new ways of working.
  * Observe, coach and facilitate teams to become rapid adapters of WoW practices and principles including Scaled Agile, Lean, and Kanban.
  * Take a leading role promoting and weaving new Ways of Working (WoW)
  * Engage with key stakeholders to develop WoW capability programme.
  * Establish a coaching programme with the WoW Practice and build a safe culture of observation and feedback.
  * Influence leadership at all levels and other stakeholders on the culture change required to transition to new Ways of Working.
  * Consult and coach customers though the adoption of agile at scale practices including Episode, Platform, Team and Individual.
  * Conduct process and maturity assessment, agile WoW adoption roadmaps, establish implementation design practices, and help customers through the stages of adopting, learning and supporting continuous improvement.

Agile Coach (Product Tribe)

This is a role that is responsible to provide real time visualization that will help Spark with its cultural shift from "box monitoring" to proactively managing key customer journeys. Working with "Big Data" and interpreting the numbers to a useful actionable visual tool.

This is done through the use of realtime data monitoring tools like Splunk to create a live view of key focus areas to ensure that our management and front line teams are aware of the customers' real time experiences and the performances of the services provided.

Key responsibilities:
- Developing real time metrics to support the resolution of major outages
- Creating dashboards using Splunk to provide real time monitoring of our technical services provided
- Leading Projects that involve the release a new performance dashboard to compliment a new service delivery to our customers. This is achieved by cross-functional coordination with Product managers and back end database teams to ensure a successful rollout.

Splunk Power Developer

As a dedicated professional in the tech industry, I thrive in complex environments where I can bring clarity, efficiency, and focus to teams and projects. My passion lies in working within the dynamic tech start-up scene in New Zealand, where innovation and agility are key. I excel at hitting the ground running, dissecting challenges, and simplifying them into actionable steps.

What sets me apart is my ability to connect with and lead diverse groups of individuals, navigating their varied emotions and needs in high-pressure situations. Coupled with a relentless eagerness to learn and grow—whether it’s new technologies, leadership strategies, or innovative ways of working—I am comfortable being uncomfortable and continuously pushing boundaries.

I’m excited about opportunities where I can leverage these strengths to contribute to innovative projects and help shape the future of technology.

taplio

The Battle

Cameron Kinloch

Ammar Sagban

Followers

Posts

Engagements

Likes

Performance ScoreCameron Kinloch's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Cameron Kinloch

Ammar Sagban

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Cameron Kinloch's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreCameron Kinloch's LinkedIn Performance