White Bridge Foundry builds the HR infrastructure that lets high-growth companies scale without breaking — and embeds AI at every layer. Smarter recruiting, real-time people analytics, automated workflows, and an employee experience that actually reflects how modern companies operate.
White Bridge Foundry is a people operations firm built specifically for high-growth startups and PE-backed companies — the organizations that are moving fast, adding headcount, and can't afford to get HR wrong.
We handle the full range: standing up HR from scratch at the Seed stage, modernizing people infrastructure at Series B, adding embedded recruiting capacity when a portfolio company hits a hiring surge, or advising PE firms on org design and comp strategy across their holdings. Whatever stage you're at, we meet you there.
And we do it with AI woven into everything — from intelligent sourcing and screening tools to automated onboarding workflows, compensation benchmarking engines, and real-time people analytics dashboards. The companies winning the talent game right now aren't doing it with spreadsheets.
15+ years building and scaling people operations functions across some of the most recognizable names in tech and finance — from early-stage startups to global institutions.
As Head of People Operations at Credit Genie, Matt established the entire HR department from scratch during the company's transition from early-stage venture to scaling fintech — covering talent acquisition, total rewards, payroll, compliance, and immigration across 13 U.S. states and Canada.
Rather than rely solely on off-the-shelf tools, Matt created in-house software solutions — including custom modules for engagement surveys, performance reviews, and compensation benchmarking — giving leadership real-time data to make better people decisions.
As VP and Global Head of Corporate Talent Acquisition, Matt led a team of 15 across sourcing and recruiting — driving firm-wide strategy and eliminating external agency dependency that had cost the firm millions annually.
Leading a 9-person recruiting team across engineering, product, and corporate functions, Matt built the reporting infrastructure, performance frameworks, and candidate experience systems that kept Venmo's talent operation moving at scale.
From a founder's first hire to a PE portfolio company's post-acquisition reset — we cover the full people ops stack, hands-on, with AI-powered tools and workflows at every layer.
The foundation every scaling company needs. We select, implement, and administer your HRIS — Rippling, BambooHR, Workday, and more — and layer in AI-powered workflow automation, smart onboarding sequences, and real-time data pipelines so your people data is always clean, current, and actionable.
Whether you need a recruiter embedded inside your team or a partner to run a targeted search, we slot in exactly where you need us — using AI sourcing tools, automated outreach, and candidate analytics to move faster and find better fits.
Part-time recruiting support working inside your org — attending standups, syncing with hiring managers, running searches. Consistent coverage without the full-time overhead.
A dedicated contract recruiter fully integrated into your team — owning requisitions, managing pipeline, moving fast. Senior in-house output without the long-term commitment.
A recruiting stack built for speed and quality. We configure your ATS and integrate AI sourcing tools, automated candidate screening, interview intelligence platforms, and pipeline analytics so your team spends time on the right candidates — not administrative overhead.
Competitive benefits are a hiring advantage and a retention tool. We build and administer benefits programs end-to-end, using AI-driven benchmarking tools to ensure your packages are competitive for your stage, market, and talent profile — updated continuously, not just at open enrollment.
For companies at an inflection point — a new funding round, a post-acquisition reset, or simply outgrowing what's in place. We run people ops audits, build real-time HR analytics dashboards, develop policy frameworks, navigate compliance, and deliver AI-assisted workforce planning models that give leadership the visibility to make better decisions faster.
Structure and pay that scale with the business. We design reporting hierarchies, define roles, build leveling frameworks, and use AI-powered compensation benchmarking tools to develop comp plans grounded in real-time market data — not last year's survey. Equity structures included.
A Seed-stage company and a Series C company don't need the same stack. We know what's appropriate at each stage — and we layer AI tools on top of your core HR tech to automate workflows, surface insights, and give your leadership team the real-time visibility that most growing companies don't have until it's too late.
Intelligent candidate discovery and automated outreach that surfaces qualified talent faster — and keeps your pipeline full without burning recruiter hours on manual searches.
Live dashboards on headcount, attrition risk, compensation equity, and hiring velocity — so leadership has the data to make decisions before problems become crises.
From onboarding sequences to performance review cycles and benefits administration — we automate the repetitive HR work so your team focuses on the high-value stuff.
Tell us your stage and where the friction is. We'll map the right infrastructure for where you are — and where you're going.
We learn your stage, your headcount plans, and the real friction points — not just the surface-level requests. Growth-stage companies don't have time for a 90-day discovery process. We move fast.
We design what's appropriate for your stage and identify where AI tools will have the highest impact — not the enterprise playbook, not a startup shortcut. A plan built for where you are today and what you'll need in 12 months.
We configure systems, implement AI tools, manage vendors, write policies, run searches, and sit inside your team until it's done right. No handoff decks. No junior consultants. We do the work.
Everything we build is designed to grow with you. When the engagement ends, your team owns infrastructure that works at your next stage — not something that needs to be rebuilt at Series C.
Whether you're a founder hiring employee #5 or a PE firm onboarding a new portfolio company — tell us where you are and what's breaking. We'll take it from there.