Special Projects Support for a Gender Rights Nonprofit
Gender Rights
Working alongside this gender rights nonprofit's operations team, Ashlee led its Asana rollout, hired and onboarded its first permanent operations leader, strengthened file security, and built a hiring process the team now runs on its own.
The engagement
A gender rights nonprofit brought Ashlee in alongside its existing operations consultants, in a special projects capacity aimed at the initiatives that needed dedicated attention to actually land. At 5 to 7 hours a week, the engagement moved several structural projects forward at once rather than adding them to an already full plate. Ashlee led the organization's adoption of Asana, building the practices that made a new project management system something the team actually used rather than one more tool layered on top of the old way of working. As the organization grew its headcount, she also led the hire and onboarding of its permanent operations leader, building the onboarding experience that let the new hire start with real footing instead of piecing the role together alone. File management security was reorganized and strengthened, closing gaps before they became incidents. She also built the organization a complete hiring process, designed to run internally without adding staff to manage it, so the organization could keep hiring well long after the engagement ended. The organization now runs its own hiring process, has a permanent operations leader who started with a real foundation, and uses project management and file security practices built to hold as the team grows.
A gender rights nonprofit brought Ashlee in alongside its existing operations consultants, in a special projects capacity aimed at the initiatives that needed dedicated attention to actually land. At 5 to 7 hours a week, the engagement moved several structural projects forward at once rather than adding them to an already full plate. Ashlee led the organization's adoption of Asana, building the practices that made a new project management system something the team actually used rather than one more tool layered on top of the old way of working. As the organization grew its headcount, she also led the hire and onboarding of its permanent operations leader, building the onboarding experience that let the new hire start with real footing instead of piecing the role together alone. File management security was reorganized and strengthened, closing gaps before they became incidents. She also built the organization a complete hiring process, designed to run internally without adding staff to manage it, so the organization could keep hiring well long after the engagement ended. The organization now runs its own hiring process, has a permanent operations leader who started with a real foundation, and uses project management and file security practices built to hold as the team grows.
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