Tadhg O'Leary Consulting

I provide fractional product leadership and strategy consulting for B2B startups. I help teams shape product strategy, make sharper decisions about what to build, and create products their customers love.

I've worked with clients across a broad range of industries, company sizes, and stages of growth, from early-stage startups to 400+ person scale-ups.

Selected clients:
	- Noloco
	- Jisr HR
	- Aerocloud
	- Roamr
	- CalQRisk
	- Booka
	- Tone AI
	- Inclusio

For more on my work, visit: tadhgoleary.com

Fractional Product Leader

Lattice

Zero to One Senior PM where I worked on Lattice HRIS.

Senior Product Manager

Workday

I worked on the Workday Help product as a zero to one project. Workday Help provides HR knowledge and case management solutions that help employees find the information they need faster.

I was responsible for defining and executing on the roadmap for the case management product area. Our focus was on enabling HR professionals to be as productive as possible while providing the best possible experience to their employees.

Product Manager

I spent my first 2 years with Workday as a product manager on the Recruiting product team. 

My primary focus was on building new products and features focused on recruiter productivity. I was the lead PM on the new job requisition workspace feature which remains the most frequently used feature in the Recruiting product suite.

Senior Associate Product Manager

One Rocket

One Rocket was an employee onboarding SaaS startup which I founded in January 2015. With One Rocket, we participated in the Y Combinator fellowship program.

We worked with customers in both the US and Europe to help streamline their employee onboarding processes. The One Rocket product allowed new employees to access documents, learning content and more from one simple interface.

Co-Founder & CEO

By day: Helping B2B startups build products that win → tadhgoleary.com

Also by day: Writing about product & AI → productandprompts.com

Tadhg O'Leary

Founder @RebelHR | Director @Windranger | Fractional CPO | Strategic HR Leader | HR Innovator in Crypto & Web3 | Scaling Company Sadist |

Hi, I’m Ian, Director at Sxaler.com and panacea.partners. 

I’ve spent the last decade helping ambitious technology companies scale: building teams, systems, and cultures that create unfair advantages. At Sxaler, we believe in impact first, partnering with founders to build category-defining companies. 

We’ve seen too many great ideas fail because they didn’t have the right people around them. Our mission is to change that by combining human experience with AI-native recruitment, and by holding ourselves (and our partners) to unreasonable standards.

Before joining Sxaler, I scaled Improbable from seed stage to over 1000+ employees as the VP of HR and Talent before founding 1% HR, and serving as Director at Windranger, where I scaled industry leading Web3 companies for 4 years. My background spans global investment banking, hyper-growth startups, and deep work in talent, HR, and automation.

I’m endlessly curious, a lifelong learner who devours a new book every week, and I’m obsessed with how AI and human judgement together will reshape how we build teams, companies, and careers.

If you’re building something big and want to scale smarter, faster, and with impact - let’s talk.
📩 DM me or visit sxaler.com

Ian Whiteford

I interviewed around 20 recruiters this week from some of the top technology companies in London and San Francisco.

One thing really stood out.

A lot of people now say they’re “using AI”, but the gap in how they’re using it is massive.

For some, it still means:

• using ChatGPT for a job description
• polishing an outreach message
• asking for target company ideas
• testing whatever AI feature their ATS has added

Useful, sure. But it’s still basically AI as an assistant on the side.

The more interesting group are using it much more directly in the workflow.

Things like:

• scheduling interviews
• sending reminders to candidates
• pinging before interviews with the ATS or LinkedIn link (my personal favourite)
• surfacing candidate context before a call and want to dig into 
• turning transcripts into structured feedback
• pushing notes straight into the ATS
• finding people they’ve missed in the ATS
• updating stages after a reject or hire decision
• sending automated hiring manager updates
• using Claude/AI tools to dig into pipeline numbers
• building dashboards for clients on claudcode

They’re using it to remove the work that gets in the way of them actually being good recruiters.

More time with candidates.
More time with hiring managers.
More time on judgment, process, and influence.
Less time stuck in admin.

It does feel like a new breed of recruiter is starting to emerge.

And I think the ones still treating AI as a one-off prompting tool are going to feel that gap pretty quickly.

Still early, but the divide already feels very real.

Director @ Sxaler | Scaling category defining companies across Web3 and AI. x Mantle, Improbable & Goldman Sachs. Angel Investor and Venture Scout.

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