# Maya Halberg.

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.

## What I'm doing this quarter

### Embedded with three customers. Shipping something every week.

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.

#### Now · with Northbird

##### Q2 comp review automation

Writing the skill that pulls last cycle's ratings, computes proposals against bands, routes for calibration. Ships next Friday.

#### Next · with Voltbase

##### M&A onboarding playbook

Two acquired teams (UK + DE) onboarding through Winslow's EOR partners. Custom employee types, custom benefit eligibility rules.

#### Always · with Pilcrow

##### Manager dashboards in Slack

Skill-file driven 1:1 reminders, retention pulses, and direct-report status. Built once, used by 38 managers.

## Engagements I've led

### Companies I've embedded with so far.

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.

#### Northbird · climate tech 180 EE · 2025–now

###### Replatformed off Rippling without a migration project.

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.

**14d → 3d** onboarding time  
**11** custom skills shipped  
**$62k** annualized PEPM savings

#### Voltbase · industrial 320 EE · 2024–now

###### HRIS that survives two acquisitions and three benefits cycles.

Custom employee types for each acquired team. Custom leave configurations for UK statutory parental + DE Elternzeit. Audit-ready by EOY 1.

**3** countries on one HRIS  
**0** audit findings

#### Pilcrow · fintech 240 EE · 2024

###### Managers run their own People analytics in Slack.

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.

**38** managers self-serve  
**92%** weekly active

#### Cobalt & Co · retail 410 EE · 2023

###### Comp cycle in 3 weeks, not 3 months.

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.

**3w** cycle length  
**1** People Ops engineer

## Skills I'll write for you

### Day-one capabilities, writable in plain English.

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.

01  
#### onboarding.eng

Equipment, IT access, manager intro, first-week schedule, mentor pairing.

02  
#### comp.review

Cycle definition, calibration, approvals, communications. Once a cycle.

03  
#### payroll.anomaly

Per-cycle anomaly detection. Flags net-pay deltas, missing approvals, unfamiliar deductions.

04  
#### leave.custom

Custom leave types — parental, grandparental, sabbatical, bereavement, caregiving.

05  
#### manager.checkin

1:1 reminders, milestone check-ins, retention pulses. Slack-native.

06  
#### terminate.us

Multi-state termination flow. Final pay, COBRA notices, equipment return, access revocation.

07  
#### ma.absorb

Onboard an acquired team with their existing comp, benefits, and titles preserved.

08  
#### policy.diff

Before-and-after diff on policy changes, with employee-facing FAQ generated.

## How we'll work together

### Day one to quarter one and beyond.

**Week 0**  
#### Match

A 30-minute fit conversation. If we both want to work together, we move.

**Week 1**  
#### Platform setup

I configure Winslow against your org, policies, comp philosophy, onboarding rhythm.

**Weeks 2–8**  
#### First skills ship

Your highest-leverage workflows land in production. You sit in on every one.

**Quarter 1+**  
#### Your team takes over

I train your People team to extend the skills themselves. I stay close for QBRs and the next thing.