I configure Winslow around your company, write the agentic workflows your team needs in the first six months, and stay close — through QBRs, comp cycles, audits, and whatever else lands on your desk. Five years as a People Ops Engineer. Four FDE engagements at Winslow.
Forward engineers run 2–3 active engagements at a time. The cadence is high — a customer might see two new skills and a comp-cycle revision every fortnight.
Writing the skill that pulls last cycle's ratings, computes proposals against bands, routes for calibration. Ships next Friday.
Two acquired teams (UK + DE) onboarding through Winslow's EOR partners. Custom employee types, custom benefit eligibility rules.
Skill-file driven 1:1 reminders, retention pulses, and direct-report status. Built once, used by 38 managers.
Four full engagements. Each one started with a platform configuration, moved into agentic workflows, ended with the customer's People team writing their own skills.
Configured Winslow against their actual policies (not templates). Wrote 11 skill files covering onboarding, comp review, multi-state new-hire workflows, and payroll anomaly review.
Custom employee types for each acquired team. Custom leave configurations for UK statutory parental + DE Elternzeit. Audit-ready by EOY 1.
Built generative-UI tools that live inside Winslow's chat. Each manager has a personal manager-dashboard skill that surfaces their direct reports' comp history, time-off, and recent changes.
End-to-end comp review skill: ratings collection, calibration meeting prep, approval routing, communications drafting. Ran on Winslow's MCP — Cobalt's own LLM did the heavy lift.
These are the agentic workflows I've shipped most often. They are not templates — each one is configured against your actual policies, comp philosophy, and workflows.
Equipment, IT access, manager intro, first-week schedule, mentor pairing.
Cycle definition, calibration, approvals, communications. Once a cycle.
Per-cycle anomaly detection. Flags net-pay deltas, missing approvals, unfamiliar deductions.
Custom leave types — parental, grandparental, sabbatical, bereavement, caregiving.
1:1 reminders, milestone check-ins, retention pulses. Slack-native.
Multi-state termination flow. Final pay, COBRA notices, equipment return, access revocation.
Onboard an acquired team with their existing comp, benefits, and titles preserved.
Before-and-after diff on policy changes, with employee-facing FAQ generated.
A 30-minute fit conversation. If we both want to work together, we move.
I configure Winslow against your org, policies, comp philosophy, onboarding rhythm.
Your highest-leverage workflows land in production. You sit in on every one.
I train your People team to extend the skills themselves. I stay close for QBRs and the next thing.
Thirty minutes. I'll ask about your org, your current stack, and the two or three things on your People roadmap. If we both want to keep going, we'll line up week one.