As a CFO in the dynamic e-commerce landscape, I specialize in precision budgeting, advanced financial analysis, strategic advisory, pioneering financial planning, transparent reporting, and strategic loan sourcing.

🎯The Mission:

To shape the future of e-commerce through innovative financial strategies that create lasting value for customers, vendors, and stakeholders. Let's connect to transform clicks into revenue and growth into a lasting legacy.

Leandro D'Elía

Really proud to have a chapter on this amazing book. Thanks a lot Robert Plank

Fractional CFO | E-commerce Strategist & Financial Blueprint Innovator | Shaping Investor Narratives with Strategic Insight

Ever notice how “delegation” somehow turns into a boomerang?

You hand something off.
You breathe for five minutes.
Then it comes back… unclear, off-target, or missing the one thing you assumed was obvious.

So you jump in “just to keep it moving.”
And congrats—you’re the bottleneck again!

That’s why I wanted Leandro D'Elía (founder of Eightx - Fractional CFOs for FMCG Brands) inside our new book "Results on Repeat."

Because he flips the usual advice on its head:

Delegation is not duplication.

If you need someone to do it exactly like you would, you’re not delegating—you’re cloning yourself… and still managing every decision.

Leandro’s fix is brutally practical: upstream + downstream thinking.
Not more meetings. Not more SOPs. Better context at the moment of the handoff.

Here’s what that looks like in the real world:
- Upstream: Who will use this? What decision will it drive? What does “done” mean?
- Downstream: What happens next? Who relies on this? What breaks if it’s wrong or late?
- Give the why, not just the what (context creates ownership)
- Delegate outcomes, not methods (expect different style, same result)
- Have them outline their approach first, then you guide (mentoring beats micromanaging)
- Run a five-minute Q&A before you celebrate (it prevents five days of rework)

His bigger point is the one most founders avoid:
Half your job is leading people.
And most people don’t resign jobs—they resign people.

Leandro’s chapter, “Train, Then Trust: Upstream/Downstream Delegation to Stop Being the Bottleneck,” is one of the clearest playbooks I’ve seen for turning handoffs into real ownership.

And it fits the bigger mission of Results on Repeat:
Predictable growth doesn’t come from more hustle.
It comes from building the operating system—capacity, delegation, structure, and trust—so the business can run without your constant rescue.

Link is in the comments.
#delegation #leadership #operations #scaling #management #ResultsOnRepeat

Irene Indarte, GPHR

Roire HR Services

Focus on your product and we will take care of the rest!

Roire is your dedicated HR strategist. We specialize in empowering small companies that aren't quite ready to hire a full-time HR employee. Our services provide the essential backbone for scalable workforce development, ensuring seamless hiring, onboarding, and implementation of best practices and policies. From start-ups to growing enterprises, we tailor HR programs to support rapid growth and manage the full employee lifecycle.

Let's build the thriving workforce your business deserves!

Co-Founder

CloudLinux

- Global remote first organization
- Leading and coaching HR team of 4
- Oversee all HR matters within company
- Reorganized and improved recruiting process 
- Created and Implemented HR Global strategy
- European mobility project

VP of HR

Dalstrong Inc

- 100% Remote Global Organization
- Hired to create an HR department from the ground up
- Improve talent density through recruiting best practices
- Manage all benefits and payroll
- Design and implement engagement programs
- Design and implement training programs
- Create and implement 360 performance reviews
- Align all HR best practices with local laws

Human Resources Director

HR Sherpa

- Consulted SMB United States, Canadian, and LatAm technology companies in all areas of HR 
- Advised and implemented HR plans for startups 
- Provided guidance on remote work and policies 
- Created Compensation and Benefit plans
- Created workforce strategies
- Provided and implemented Talent Development plans and Assessments 
- Created global and remote recruitment strategies 
- Employee Relations guidance including syndicate affiliations
- Built and implemented HR branding with a focus on social media
- Assisted and recruited for challenging requisitions in the US, and Latin America

HR Consultant 

Globalscape, Inc.

- Hired to review, design and implement HR Best Practices
- Designed and implemented training programs resulting in lowered turnover rate by 5%
Q1 vs Q3
- Designed and implemented Onboarding Program
- Led office transition to fully remote
- Rewrote and updated Employee Handbook
- Established standard compensation strategy and policy
- Designed and implemented performance review based on competencies, company goals
and values
- Drove RFP process and implementation of an ATS
- Drove recruiting efforts resulting in lowered turn over and improved time to fill to 45
days
- Developed and implemented recruiting strategy, policy and procedures
- Mentored junior HR assistant
- Initiated and developed HR Branding and culture change; positively changed
perceptions and engagement within 6 months
- Managed employee relations issues, conflict management

HR Consultant

C4Media

- 100% remote and global organization  
- Reviewed, improved, and managed salary and benefits programs
- Designed and implemented development programs based on Gallup Strengths and DISC
- Developed and implemented onboarding employees program establishing and conducting orientation and training  programs 
- Implemented and executed 360 reviews to increase employee engagement 
- Managed employee relations issues, conflict management
- Maintained management guidelines by preparing, updating, and implementing human resource policies and procedures
- Established a recruiting, testing, and interviewing program; counseled managers on candidate selection; conducted and analyzed exit interviews
- Drove RFP process and implementation of an ATS
- Recruited global staff members of all backgrounds and levels across Europe, North America, South America, Africa, and Middle East

Head of People Operations

Kaspersky Lab

- Managed employees based in U.S., LatAm, Turkey & Africa
- Opened 2 legal entity offices; Brazil, Mexico
- Oversaw employees in various remote locations in LatAm and Africa
- Reviewed & implemented benefits ensuring labor law compliance 
- Implemented payroll for both countries
- Developed and implemented performance review process which was the foundation of the global performance review
- Managed employee relations issues, conflict management
- Managed & implemented job grading project for Latin America 
- Co-Project Managed Global Employee Engagement Survey
- Guided Global HR communication & branding
- Wrote & implemented Latin American, South African and Turkish employee handbook and policies in compliance with labor laws & corporate culture
- Implemented benefits and compensation programs for South Africa and Turkey
- Managed employee lifecycle from applicant to termination; hire, on boarding, career pathing/employee development, termination
- Managed 2 additional reorganizations based on updated workforce needs
- Recruited for all roles

HR Business-Partner (LatAm, Africa, and Turkey)

- Oversaw General HR/Recruiting for North America & LatAm
- Wrote and implemented Global Recruiting Process and Policy
- Provided interview guidance to HQ Recruitment team; interview questions, recruitment process, candidate profile
- Lead and Implemented Global HR Branding
- Managed Salary Surveys and compensation process for NA and LatAm
- Managed employee relations issues, conflict management
- Sole recruiter for all roles; headcount started at 80 total employees by 2011 was 300

HR Manager

Holcim (US) Inc

• Source, attract, screen and secure talent for manufacturing and IT functions at various sites and professional levels
• Work with hiring managers to clearly understand business function, objectives, and requirements of each job posting to proactively identify and recruit top level talent
• Assist in developing and implementing creative recruitment strategies 
• Initiate, develop and manage applicant pool for current and future job postings
• Assist in coordinating recruiting efforts to ensure timely screening, interviewing, and hiring of qualified applicants
• Work closely with team to assess skill gaps in candidate pools, increase recruiting efforts, and assist in the design of special programs to further develop needed talent pools
• Utilize and maintain applicant tracking database to identify and track candidates
• Write job descriptions and employment advertisements
• Recruiting focus; IT mostly with a SAP focus, Reliability and Process Engineers, and HR roles

Contract Corporate Recruiter

Harvey Nash

• Managed recruitment team advised and mentored best practices, assigned open job requirements according to experience and ability, and motivated team to meet corporate goals
• Worked closely with Account Managers to understand clients’ resource needs, technical skill requirements, team dynamics, corporate culture, and recruit accordingly
• Recruited candidates through internet sourcing,  recruiting database, cold calling, referrals, participated in user group meetings and attended networking events
• Performed full-cycle recruiting, posted employment opportunities, interviewed candidates, checked references, negotiated terms and rates, and sold job opportunities to candidates 
• Managed candidate recruitment process from the initial contact to first day on assignment according to corporate guidelines 
• Maintained a strong understanding of new technologies 
• Recruited entry to director level candidates within software, hardware and systems practices

Recruitment Lead

LeapFrog Systems

• Prepared, coached and managed candidate submissions 
• Built trust and established relationships with candidates for present and future consulting opportunities
• Studied and researched, within a steep learning curve, the software development lifecycle including understanding of java and .net development focusing on financial and insurance industries
• Recruit candidates through internet sourcing, internet mining, recruiting database, cold calling, referrals, participated in user groups meetings and attended networking events
• Researched client’s competitors to attain potential candidates
• Recruited Project Managers, Business Analyst, Application Developers and Quality Assurance Testers

Recruiter

Hello!  I'm a highly experienced Human Resources professional with expertise in building and managing HR departments for fast-growing startups and established organizations. I have a proven track record of creating full employee lifecycle strategies, leading international expansions, and developing compensation and benefits packages across multiple countries. Also, I have managed complex HR projects such as employee relocations, recruitment, and onboarding, improving retention rates significantly.

Throughout my career, I've held leadership roles, including Vice President of HR at CloudLinux, where I successfully relocated 190 employees due to geopolitical events and lowered turnover from 10.5% to 2.9%. I've also served as HR Director at Dalstrong, Senior HR Consultant at Globalscape, and held senior HR roles at Kaspersky Lab, overseeing HR operations in South America, Africa, and Turkey. My strategic initiatives have led to improvements in employee satisfaction, performance management, and organizational culture.

My background includes project management, employee relations, talent management, and mentoring teams. Additionally, I'm a certified Global Professional in Human Resources (GPHR) and actively contributes to HR certification processes.

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