We Build
Talent.
We Architect Organizations for Growth.
Strategic People Leadership for Today. Organizational Architecture for Tomorrow.
TA Builder aligns People, Process, and Technology to help growing businesses reduce organizational friction, strengthen leadership, and build the human capital infrastructure needed to scale.
From talent strategy and organizational design to leadership development and HR systems, we connect business strategy with the people, processes, and capabilities that drive sustainable growth.
We don't just help you manage people. We help you build an organization designed to grow.
The Human Capital Model
Linking Business Strategy to Business Results
Growth requires more than hiring good people. It requires an organization designed to perform.
At TA Builder, we believe sustainable growth happens when business strategy and human capital strategy work together. The right people, clear processes, effective leadership, and enabling technology create the foundation for stronger performance and scalable growth.
Our Human Capital Model connects your business goals to the organizational capabilities needed to achieve them. We help you identify gaps, align priorities, and build the people, processes, and systems that move your business forward.
Scaling requires choosing the right lever at the right moment. TA Builder helps leaders determine whether the solution requires People, Process, or Technology — and whether it should be hired, fractional, or outsourced. This becomes the diagnostic engine behind every engagement.
The Leader Revenue Friction Index (LRFI)
Identify the friction holding your organization back.
Growth can stall when leadership capacity is stretched, decisions slow down, roles are misaligned, processes become inefficient, or technology fails to keep pace.
The Leader Revenue Friction Index (LRFI) is TA Builder's organizational diagnostic framework for identifying and prioritizing these barriers. By examining six dimensions of organizational performance, the LRFI helps leaders understand where execution is getting stuck, whether the underlying issue involves People, Process, or Technology, and which solutions deserve attention first.
The result is a clearer picture of organizational friction, a prioritized improvement roadmap, and a practical path toward stronger execution and scalable growth.
Assess the friction. Align the organization. Build for growth.
Talent Isn't a Department.
It's Your Engine.
We build it with intention. TA Builder aligns People, Process, and Technology to help growing organizations reduce friction, strengthen leadership, and build the human capital infrastructure required to scale. Every engagement is designed around your business priorities, organizational needs, and measurable objectives.
Build the organizational structure, HR systems, and workforce processes needed to support growth. We design for where your business is going—not just where it stands today.
Create the conditions for people to perform and grow. Align talent acquisition, compensation, employee experience, and leadership practices to attract the right talent and strengthen retention.
Strengthen leadership effectiveness, clarify roles and responsibilities, and establish performance practices that connect individual contribution to organizational objectives.
Identify HR compliance gaps, employment-related risks, documentation weaknesses, and operational friction. Establish practical corrective actions and processes that support responsible, consistent HR management.
Navigate rapid growth, mergers and acquisitions, restructuring, and organizational change with human capital strategy and experienced HR leadership aligned to business priorities.
We don't just advise on people. We help build the structure, systems, and leadership practices that enable organizations to grow.
Human Capital Strategy. Built for Execution.
From organizational assessment and infrastructure development to ongoing HR operations and executive leadership, TA Builder helps organizations build and manage the people function their business needs.
Our services bring together strategy, implementation, and operational support—aligned to your organization's growth stage, priorities, and resources.
Evaluate HR practices, organizational friction, workforce alignment, documentation, and potential compliance gaps. Identify priorities and translate findings into a practical improvement roadmap.
Build performance management frameworks, leadership coaching practices, feedback systems, and accountability structures that strengthen organizational effectiveness and culture.
Develop organizational structures, role clarity, workforce plans, compensation frameworks, policies, and scalable HR foundations that support growth and operational consistency.
Support benefits strategy, employee benefit program coordination, total rewards planning, and evaluation of workforce needs and budget. Coordinate with qualified providers where licensed or specialized services are required.
Support leadership in evaluating retirement benefits and equity-related programs, coordinating with appropriate plan administrators, financial professionals, and other qualified specialists as needed.
Improve recruiting strategy, applicant tracking systems, HRIS, payroll workflows, automation, and people analytics to strengthen hiring and streamline people operations.
Document and improve HR, recruiting, onboarding, performance, and employee lifecycle workflows. Establish clear responsibilities and repeatable processes that support consistency and accountability.
Develop and maintain practical HR policies, documentation, and compliance processes aligned with applicable federal, state, and local employment requirements. Identify gaps and coordinate appropriate remediation.
Assess people-related risks, leadership and accountability challenges, workflow inefficiencies, talent alignment, and HR infrastructure gaps. Develop prioritized actions to address findings and improve organizational effectiveness.
Provide executive-level human capital strategy, leadership advisory, organizational transformation support, and workforce planning. For organizations needing recurring operational support, Your Part-Time HR provides hands-on HR administration and employee lifecycle management.
One partner. The right level of support. A people strategy built around your business.
Four Ways We Architect Organizations for Growth
From identifying organizational gaps to building HR infrastructure, managing ongoing people operations, and providing executive-level human capital leadership, TA Builder aligns People, Process, and Technology to help growing organizations build, lead, and sustain a high-performing workforce.
01 HR Audit & Human Capital Assessment Identify the friction. Architect for growth — a strategic assessment powered by the LRFI (Leader Revenue Friction Index).
A strategic Human Capital assessment that uncovers organizational risks, leadership bottlenecks, talent gaps, and operational inefficiencies that may be slowing your business. Move beyond the traditional HR audit. Understand how your organization operates — and what it needs to scale.
Find What Is Slowing Execution.
The Leader Revenue Friction Index (LRFI) is TA Builder's structured diagnostic framework for identifying organizational friction across six dimensions. It helps leadership understand where barriers exist, what evidence supports the findings, and which improvements deserve priority.
Assesses leadership bandwidth, strategic alignment, delegation, and accountability.
Evaluates decision-making speed, approval layers, ownership clarity, and the translation of decisions into action.
Examines skills gaps, role clarity, workforce capacity, critical-position vacancies, and talent alignment.
Identifies operational bottlenecks, manual work, duplication, rework, and inefficient handoffs.
Examines business-goal alignment, cross-functional execution, workforce performance, and barriers to business priorities.
Evaluates systems, data, automation, HR technology, and infrastructure needed to support scalable execution.
The LRFI is a developing diagnostic framework. Its scores are indicators of identified organizational friction, not validated predictions of revenue or financial performance.
Evaluate the Systems Behind Your People and Performance.
We examine the core functions that support a healthy, compliant, high-performing organization. The assessment combines HR operational review with organizational design, workforce strategy, and the LRFI diagnostic.
- Policies, personnel records, and documentation
- Wage-and-hour practices and overtime
- Worker classification and employment risk areas
- Employee handbook and required policy review
- Applicable federal and state employment requirements
- Hiring and recruiting process consistency
- Onboarding and 30-day ramp planning
- Employee relations and manager support
- Performance management and feedback
- Offboarding and exit documentation
- Leadership practices and accountability
- Communication patterns and culture health
- Founder delegation and leadership capacity
- Workload balance and employee experience
- Engagement and critical-talent retention risks
- Organizational structure and reporting relationships
- Role clarity and spans of control
- Workforce planning and skills gaps
- Critical-position and succession considerations
- Compensation structure and market alignment
- Payroll accuracy and overtime practices
- Benefits eligibility and administration
- HRIS, ATS, and payroll system fit
- Data integrity, integrations, and automation
- HR infrastructure maturity and scalability
- Employer brand and employee value proposition
- Sourcing channels and candidate pipelines
- Interview structure and assessment consistency
- Selection, offers, and hiring effectiveness
- Onboarding readiness and recruiting metrics
A Clearer Picture. A Practical Plan. Measurable Progress.
Every assessment is designed to help leadership understand the current state, prioritize risks and opportunities, and determine what to do next.
Consolidated findings, strengths, risks, and recommendations.
Identified gaps, potential exposure, and recommended corrective actions.
Findings across the six diagnostic dimensions, including friction hotspots and supporting evidence.
Assessment of people operations, talent acquisition readiness, and HR infrastructure maturity.
Review of organizational structure, role clarity, leadership capacity, and workforce gaps.
Prioritized People, Process, and Technology improvements aligned with business objectives.
Sequenced actions, proposed owners, milestones, and progress measures.
Leadership review of findings, priorities, and recommended next steps.
Discover what your organization needs to operate more effectively today and scale with confidence tomorrow.
02 HR Builder From audit findings to a built, scalable people function. We identify what needs to change. Then we build it.
From Audit Findings to a Built, Scalable People Function.
Your HR Audit identifies the gaps. HR Builder turns those findings into action.
TA Builder works alongside your leadership team to implement the recruiting infrastructure, people systems, compliance frameworks, and organizational practices your business needs to grow. With embedded, fractional HR leadership, we move beyond recommendations to build and operationalize the solutions your organization needs.
We identify what needs to change. Then we build it.
The Audit Finds the Gaps. HR Builder Builds the Solution.
A report alone doesn't change an organization. Results come from turning insight into action. TA Builder connects assessment, implementation, and ongoing leadership through a coordinated human capital approach.
Assess organizational friction, HR maturity, compliance exposure, talent practices, systems, and workforce alignment.
Translate assessment findings into prioritized initiatives, practical infrastructure, documented processes, and measurable implementation milestones.
Maintain, refine, and evolve the people function through fractional HR leadership or ongoing HR operations support, based on business needs.
Every implementation engagement starts with the findings, priorities, and business objectives that matter most to your organization. These services are not mandatory bundles — the right starting point depends on your circumstances and any assessment work already completed.
The Infrastructure Behind a Stronger Organization.
HR Builder provides hands-on implementation across the core components of your human capital function. Engagements are tailored to your audit findings, growth stage, operating model, and leadership priorities.
Build a repeatable approach to finding, evaluating, and hiring the talent your business needs.
- Employer value proposition (EVP) and employer branding
- Sourcing strategy and talent mapping
- Structured interviewing and candidate evaluation
- Selection and offer management
- Hiring plans, onboarding, and early employee ramp-up
Address identified gaps and establish practical processes that support responsible, consistent HR operations.
- HR compliance gap remediation
- State and federal employment requirements
- Policies, documentation, and recordkeeping
- Employee relations processes and escalation pathways
- Risk assessment and corrective-action planning
Create the leadership practices and accountability systems needed to support effective teams.
- Performance management frameworks
- Goal setting and accountability practices
- Leadership development and coaching
- Employee engagement and retention initiatives
- Communication and culture-building practices
Build the structure, roles, and foundational HR practices required to support growth.
- Organizational design and role clarity
- Workforce planning and job architecture
- Compensation framework development, as scoped
- HR policies, frameworks, and governance
- Scalable people operations infrastructure
Help leadership evaluate and coordinate the benefits and workforce programs that support employees and organizational needs.
- Insurance solutions coordination
- Benefits strategy and administration support
- 401(k) and retirement-plan advisory coordination
- Stock-plan and equity-program advisory coordination
- Coordination with appropriate licensed or qualified providers when required
Select, configure, and improve the systems that support effective people operations.
- Applicant tracking and recruiting systems
- HRIS and payroll workflow coordination
- System integration and process automation
- People reporting and workforce analytics
- Technology-enabled HR process improvements
Replace inconsistent or undocumented practices with clear, repeatable workflows.
- HR and recruiting standard operating procedures
- Workflow design and process improvement
- Documentation and responsibility mapping
- Process controls and governance
- Continuous improvement practices
TA Builder coordinates benefits, insurance, retirement, and equity programs with appropriate licensed or qualified providers; it does not itself provide insurance brokerage, investment, or legal services.
A Practical Path from Findings to Function.
Review HR Audit findings, leadership priorities, business goals, and existing capabilities.
Determine which gaps require immediate attention, which initiatives support growth, and how implementation should be sequenced.
Develop and put the agreed-upon systems, processes, frameworks, and leadership practices into operation.
Review progress against agreed milestones, evaluate implementation effectiveness, and adjust priorities as the organization evolves.
The result is a practical, prioritized implementation plan — not a one-size-fits-all HR program.
Built Around Your Business. Designed for Execution.
Deliverables are determined by the organization's assessment findings, selected priorities, and agreed engagement scope.
- Active Fractional HR Leadership
- Audit-to-Action Implementation Plan
- Employer Value Proposition and Talent Acquisition Strategy
- Sourcing and Talent Mapping Plan
- Structured Interview Toolkit
- Onboarding and First 90-Day Roadmap
- Compliance Remediation Framework
- Performance and Leadership Frameworks
- Organizational Design and HR Infrastructure
- Implemented HR Systems and Workflows
- Documented HR and Recruiting SOPs
- Monthly and Quarterly Leadership Updates
Specific deliverables, implementation timelines, and leadership responsibilities are defined in the engagement scope. Not every engagement includes every deliverable.
Senior HR Leadership. Hands-On Implementation.
HR Builder is designed for organizations that know their people function needs to evolve — and need experienced leadership to make that happen. Each engagement is tailored to the organization's needs, readiness, and scope.
Build the people systems, processes, and organizational structure required for the next stage of growth.
Turn identified compliance, talent, and operational weaknesses into prioritized corrective actions.
Strengthen HR infrastructure during expansion, restructuring, leadership transitions, or other periods of organizational change.
Don't Stop at Identifying the Gaps. Build What Comes Next.
TA Builder helps you turn HR Audit findings into a stronger, more aligned, and more scalable people function — connecting strategy with the systems and practices that support execution.
03 Your Part-Time HR Expert HR. Right-sized for your business — support without full-time overhead.
Expert HR Support. Without Full-Time Overhead.
Growing organizations need more than occasional HR advice. They need dependable support for employees, managers, compliance, and the daily work of running a people function.
Your Part-Time HR gives your organization flexible access to experienced HR support — combining hands-on people operations with practical strategic guidance, tailored to your business and its stage of growth.
The HR support you need. At the level your business needs it.
A Reliable HR Partner for the Work That Never Stops.
Employee questions, policy updates, onboarding, benefits coordination, documentation, and compliance responsibilities don't wait until an organization is ready to hire a full-time HR leader. Your Part-Time HR provides ongoing support to help keep essential HR operations organized, responsive, and aligned with business priorities.
We work with leadership to address employee and manager needs, maintain HR processes, support compliance activities, and identify opportunities to improve the employee experience.
Right-sized to your organization's needs and priorities.
Hands-on help with everyday HR responsibilities.
Experienced input on workforce decisions, employee matters, and organizational effectiveness.
Strategic perspective when you need direction. Hands-on execution when you need things done.
Comprehensive Support Across the Employee Lifecycle.
From the first day of employment through employee transitions, Your Part-Time HR helps manage the processes, documentation, and people-related responsibilities that keep your organization moving.
Help managers and employees address workplace concerns constructively, consistently, and professionally.
- Workplace conflict resolution and mediation
- Performance improvement plan (PIP) communication and coaching
- Workplace investigations, as scoped
- Manager coaching and employee communication
- Employee concern documentation and resolution support
Maintain practical HR policies, documentation, and processes that support compliance with applicable employment requirements.
- Employment policy development and updates
- HR documentation and recordkeeping
- Leave administration and coordination
- Employment compliance reviews and audit support
- Guidance on applicable federal, state, and local requirements
Keep essential HR records, systems, and employee processes organized and up to date.
- HRIS administration and employee record maintenance
- Benefits administration and provider coordination
- Compensation benchmarking coordination and analysis
- HR reporting and workforce metrics
- HR documentation and recurring administrative workflows
Create a consistent experience for hiring managers and new employees — from offer through onboarding and early performance.
- Offer letter preparation and coordination
- Background check coordination
- Job descriptions and role documentation
- Onboarding process design and execution support
- 30-60-90-day onboarding and ramp-up planning
Manage employee transitions with organized documentation, thoughtful communication, and clear processes.
- Separation process coordination
- Exit interview design and administration
- Final-pay coordination with payroll or qualified providers
- Severance process coordination and guidance within the agreed scope
- Access, equipment, documentation, and offboarding checklist coordination
Give leadership access to experienced HR perspective on workforce priorities, organizational effectiveness, and the employee experience.
- Workforce planning and organizational priorities
- Culture, engagement, and retention strategy
- Total rewards and compensation considerations
- HR roadmap development and ongoing refinement
- Executive and manager advisory support
HR guidance and reviews support — but do not guarantee — compliance and are not a substitute for legal counsel; legal questions are escalated to qualified employment counsel. Final-pay timing and severance obligations vary by jurisdiction and circumstance. Ongoing hiring support here is distinct from the broader recruiting infrastructure built through HR Builder.
Consistent Support. Clear Priorities. Practical Execution.
Your Part-Time HR is structured around your organization's ongoing needs. We establish priorities with leadership, manage agreed HR responsibilities, and adjust focus as the business evolves.
Review current HR priorities, workforce needs, existing processes, and immediate concerns.
Agree on responsibilities, recurring activities, deadlines, and areas requiring leadership attention.
Execute agreed HR operations, support managers and employees, maintain documentation, and coordinate key employee lifecycle activities.
Provide regular reporting, identify emerging risks or process gaps, and recommend practical improvements.
A flexible HR partnership designed around your business — not a one-size-fits-all package.
The HR Work Gets Done. The Details Stay Organized.
Your Part-Time HR focuses on dependable execution, organized documentation, and visibility into ongoing HR activity. Deliverables are defined by the engagement scope and the organization's needs.
- Ongoing management of agreed HR activities
- Employee and manager support
- Coordination of recurring HR workflows
- HR task and priority management
- HR records and documentation maintenance
- Policy and procedure updates, as scoped
- Compliance task tracking and documentation
- Coordination of applicable HR review activities
- Employee onboarding coordination
- New-hire documentation and workflow support
- Separation and exit process coordination
- Employee lifecycle checklist management
- Summary of completed HR activities
- Open items and upcoming priorities
- Key workforce and HR operational metrics, where available
- Emerging concerns, recommendations, and next steps
Specific responsibilities, response expectations, reporting frequency, and deliverables are established in the service agreement. Services depend on the agreed scope and may require coordination with payroll providers, benefits partners, employment counsel, or other qualified professionals.
Experienced HR Support at the Right Size.
Your Part-Time HR is designed for organizations that need a reliable HR partner but aren't ready — or don't need — to maintain a full-time internal HR department.
Establish dependable HR operations while keeping internal resources focused on running and growing the business.
Give owners and managers practical support with employee matters, documentation, hiring, and everyday HR responsibilities.
Maintain continuity across policies, employee lifecycle processes, HR administration, and strategic workforce priorities.
Assess. Build. Sustain.
TA Builder's services work together to support the full lifecycle of human capital improvement. Start where your organization needs help most.
Assess HR maturity, organizational friction, compliance gaps, talent practices, and opportunities for improvement.
Turn assessment findings into working HR infrastructure, recruiting processes, systems, and organizational practices.
Provide ongoing HR operations, employee lifecycle support, documentation maintenance, and strategic guidance.
Whether you need to strengthen an existing HR function or sustain the systems already in place, TA Builder can help define a right-sized path forward. An HR Audit or HR Builder engagement is not required before starting Your Part-Time HR; clients may begin with ongoing support based on an initial assessment of their needs.
Better HR Doesn't Have to Mean a Bigger Overhead.
Get practical HR support, experienced guidance, and dependable execution — structured around your organization's needs and priorities.
04 Fractional CHRO Executive human capital leadership — senior HR leadership without the full-time overhead.
Senior HR Leadership.
Without the Full-Time Overhead.
Growing organizations need more than HR administration. They need strategic people leadership aligned with business objectives, organizational design, leadership effectiveness, and sustainable growth.
TA Builder's Fractional CHRO service provides experienced, executive-level human capital leadership on a part-time, interim, or project basis — helping leadership teams navigate complexity, strengthen organizational performance, and build the people infrastructure required for what's next.
Executive-level perspective. Hands-on leadership. Right-sized for your business.
Executive-Level People Strategy. Built Around Your Business.
A Fractional CHRO brings the strategic perspective and leadership capabilities of a senior human resources executive to organizations that need experienced direction without committing to a full-time executive position. From aligning workforce strategy with business objectives to guiding organizational change, the role connects people decisions with operational priorities and long-term business needs. The engagement can support a specific transformation, bridge a leadership gap, or provide ongoing executive HR leadership as the organization grows.
Access experienced human capital leadership without the full-time executive commitment. Structure the engagement around your organization's priorities, leadership needs, and available resources.
Connect people strategy to business strategy. Strengthen organizational design, leadership accountability, talent planning, culture, and workforce decisions in support of business objectives.
Engage a Fractional CHRO for an interim leadership need, a defined project, a period of organizational change, or ongoing executive-level support.
Bring in an experienced HR leader who can assess priorities, engage leadership, and begin advancing agreed initiatives with an accelerated ramp compared to recruiting a permanent executive.
Executive HR Leadership for Pivotal Moments.
The need for senior HR leadership often emerges when the organization outgrows its existing structure, faces significant change, or needs a stronger connection between business strategy and workforce execution.
Build the organizational structure, workforce strategy, leadership capacity, and people infrastructure needed to support expansion.
Identify human capital risks, protect critical talent, prepare for Day 1, and align people practices and HR infrastructure after close.
Guide restructuring, operating-model changes, leadership transitions, and workforce realignment.
Provide experienced HR leadership when the organization needs senior-level direction but is not ready to hire a permanent CHRO.
Coordinate workforce planning, HR infrastructure, and scalable people practices as the business enters new locations or markets.
Mentor HR leaders, strengthen internal capability, clarify accountability, and establish a roadmap for a more effective people function.
Support founders, executive teams, and investors as people strategy evolves through growth, new funding, operational maturity, or portfolio-company transformation. Includes venture-backed companies from post-seed through Series C, private equity-backed, and other growth-stage organizations — not a strict eligibility requirement.
Align People, Process, and Technology for Growth.
TA Builder's Fractional CHRO works with executive leadership to translate business priorities into a coordinated human capital strategy — then guides the initiatives needed to put that strategy into practice. The four areas below connect to TA Builder's Human Capital Model.
- Human capital strategy aligned with business objectives
- Organizational design and workforce planning
- Leadership capacity, role clarity, and succession planning
- Workforce cost and compensation strategy
- Organizational friction assessment and prioritization
- Talent acquisition strategy and recruiting effectiveness
- Workforce and critical-role planning
- Employer value proposition and talent-market positioning
- Hiring leadership, selection practices, and talent pipeline strategy
- Executive and critical-talent planning
- Leadership coaching and accountability
- Employee engagement, culture, and retention strategy
- Performance management and organizational effectiveness
- Employee relations strategy and risk escalation
- Total rewards and workforce experience
- Leadership development and succession
- Internal mobility and capability planning
- HR team mentorship and organizational maturity
- People analytics and workforce reporting
- HR technology and scalable operating practices
The Right Level of Support for Every Stage of Growth.
TA Builder provides complementary services that address different organizational needs. Fractional CHRO is the executive leadership layer — providing direction, alignment, and oversight across the people function.
Identify HR gaps, organizational friction, risks, and opportunities for improvement.
Implement the systems, processes, frameworks, and organizational practices needed to support growth.
Provide hands-on support across employee relations, compliance, HR administration, hiring support, onboarding, offboarding, and recurring HR activities.
Partner with executive leadership to align human capital strategy with business objectives, guide organizational change, prioritize investments, and strengthen leadership effectiveness.
These services can be engaged independently or combined when appropriate. The right approach depends on your organization's needs, current capabilities, and strategic priorities.
Leadership That Fits Your Needs.
Part-time executive HR leadership integrated into the leadership team's operating rhythm, with responsibilities and cadence defined by the engagement.
Temporary senior HR leadership during an executive transition, leadership vacancy, restructuring, or period of significant organizational change.
Executive direction for defined priorities such as organizational design, post-acquisition integration, workforce strategy, HR transformation, or leadership capability development.
Each engagement is scoped around business objectives, leadership requirements, deliverables, decision-making authority, and expected time commitment.
Your Business Strategy Needs a People Strategy.
When organizational complexity grows, experienced human capital leadership can help bring clarity to priorities, strengthen leadership alignment, and build the organizational capabilities required for the next stage of growth.
TA Builder partners with leadership teams to connect people strategy with business execution.
Transforming Talent Functions into Strategic Engines
J.D. Hasna is the founder and principal of TA Builder and the founder and managing partner of Growth Catalyst Group (GCG) — two sister companies built to solve the most persistent challenge facing founder-led organizations: scaling people and operations with clarity, discipline, and structural integrity.
Through TA Builder, J.D. leads the firm's Org Design and Talent Architecture practice, helping companies define the right structure, the right roles, and the right hiring sequence required for sustainable growth. His Human Capital Model has been deployed across both white-collar and blue-collar industries, consistently aligning people, process, and technology to measurable business outcomes.
As part of this work, J.D. integrates the Leader Revenue Friction Index (LRFI) — a diagnostic assessment revealing where leadership time, decision velocity, and talent gaps are slowing revenue movement. LRFI enables TA Builder to pinpoint friction inside the people system and build talent architectures that restore leadership capacity and accelerate execution.
As Managing Partner of GCG, J.D. leads a curated collective of elite professionals helping growing companies build the infrastructure to scale. GCG brings together proven experts across Human, Structural, Brand, and Customer Capital — aligning people, processes, technology, market presence, and revenue strategy into one coordinated growth architecture. Unlike a directory, marketplace, or staffing firm, GCG operates as an integrated team, delivering the right expertise to the right challenge at the right stage of growth.
Together, TA Builder and GCG form a connected operating system: TA Builder designs the organization, and GCG powers it.
"We align People, Process, and Technology — with intention, precision, and a bias toward results."
Outside of work, he is a devoted dog dad to Harry and an avid marksman with a passion for skeet and trap shooting.
Built for Organizations Ready to Grow
Whether you're building from Seed or scaling through Series C, leading a venture‑backed company, or operating a PE‑backed platform, we work with leaders who recognize that human capital is the engine of durable, long‑term value.
What Our Clients Say
Working with TA Builder became our de facto Chief People Officer from day one. JD Hasna built our talent strategy, ran all HR operations, and introduced recruiting systems that scaled with our growth. Their guidance, responsiveness, and structure have played a major role in shaping TRITORI Realty Group into the company we are today.
As a growing business expanding into a new market in Boise, Idaho, we have found our partnership with TA Builder to be invaluable. Their dedication and expertise in managing our Talent Acquisition and HR needs have allowed us to focus on our core business of opening hotels and serving our guests. They have surpassed our expectations, and we anticipate our growth to be double from what we had planned for.
Working with JD has opened my eyes. Any personnel-related discussion will be greatly enhanced by his participation. He's an excellent listener who can easily move from conceptual and structural issues to tactical and implementation concerns. He makes it all easier, clearer, and actionable. JD and TA Builder are highly recommended.
I'm so impressed with the new Opera Idaho Board of Directors Handbook & Bylaws! JD thank you so much for taking this important step and supporting our future. I'm so happy to get this going, I can't tell you how much I appreciate your work on this!
TA Builder was instrumental during our acquisition of CK Engineering. JD Hasna streamlined our back-office operations, upgraded finance and technology systems, refreshed customer contracts, and strengthened employee benefits — all with zero attrition through the transition. Highly recommended.
TA Builder gave us fractional HR support that far exceeded what we could have hired full-time at our stage. The expertise was exceptional.