Jake Huber

Scaled 3 unicorns🦄 & teams from 0→250+ | 125+ founders read my newsletter to scale their teams smarter 📈🧠

At Uber, I scaled my team from 0→50 people <1yr.

Now I help Seed & Series A+ startup founders scale their teams. Here's how ↓

I learned how to scale teams the hard way.

At Uber, I grew our team from 0→50 in under a year. 

At Industrious, we launched 10 locations and I built a 30-person team. 

At Veho, we 4×’d headcount (70→285) and increased weekly inbound applicants +495% in 6 months. 

Those wins all had one thing in common: a great recruiter embedded with the team—and simple, repeatable systems.

Before that, my first startup failed. I didn’t know how to hire, train, or manage yet. If I could go back, I’d tell “Past Jake” to stop duct-taping recruiting and bring in real help—without signing up for agency commissions or a full-time hire too early.

That’s why I built Venture Scaler.

🚀 Venture Scaler = A Startup-Friendly Way to Hire

We place an expert, senior recruiter (ex-Uber/Dropbox/Spotify, etc.) directly on your team—fractionally. Hourly. Month-to-month. No commissions. No long-term contracts. We run the full search like your in-house recruiter so you can stay focused on building product and talking to customers.

How It Works (It’s simple on purpose):

1. Perfect-Fit Profile Guarantee: We align on 5–10 candidate profiles before outreach so we don’t waste cycles.

2. End-to-End Execution: Sourcing, screening, coordination, and candidate experience handled.

3. Tight Comms: Weekly check-ins + async updates so you always know pipeline, blockers, and next steps.

4. Flex Up/Down: Add hours when you’re sprinting; pause when you’re not hiring.

Why founders pick us:

4× Faster to Hire: UpSmith’s first sales hire closed in 5 weeks after a 5-month stall.

~90% Cost Savings vs Agencies: Honey Homes saved ~$230k in two months of hiring.

Scale at Speed: At Veho we 4×’d the team and built an engine for inbound talent.

If you’re Seed or Series A, need to make a few critical hires, and don’t want to overbuild headcount or pay 25% fees, this model was built for you.

💬 Hiring right now? DM me here or visit venturescaler.com. I’m happy to share my hiring playbooks (the same ones we used at Uber/Veho) or dig into your roles and recommend a plan.

Learn more: https://venturescaler.com

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P.S. Outside of work and scaling startups:
👯‍♀️ I’m a girl dad x2
🏕 A backpacker/camper
🎭 Trained at UCB in improv comedy
💍 Secretly proposed to my wife using Uber: https://youtu.be/uRi_B5CxWZ8

Startup Mentor

“Jake is an incredible sounding board that provides tactical tips, resources and introductions to help navigate crisis’ and challenges. He has an innate ability to level with you on any subject. During my three months with Jake I looked forward to every call as we hashed through 5-10 topics at a time spanning from affiliate & growth strategies to recruiting and mindset.”

~April Dominguez, CEO & Founder of Handsome

First Round Fast Track by First Round Capital matches seasoned startup leaders with early-stage founders and team members within a unique mentorship community. First Round Capital is a seed-stage venture capital firm focused on building a community of technology entrepreneurs and companies.

“Oh no... We don’t even have 23 good candidates in our pipeline!”

~founder friend of mine

They said this to me after I shared data showing you need to talk to 23 candidates to hire 1 great one.

They also said they didn’t have the time to screen that many candidates.

“Many early-stage teams underestimate how many candidates they need to speak to to make one hire. In our data we also saw that only 13% of inbound applicants even make it to the first screen. You will either need a lot of inbound, or more likely, you will have to fill the funnel with sourced candidates and referrals.” 

—Benji Encz, CEO of Ashby

Hard Truth: Recruiting at your startup is a numbers game. 

You need volume to find the right candidate.

For most startups, this means you’ll need to do your own outbound sourcing. 

At Venture Scaler we’ve helped startups like Pepper, Veho, Honey Homes and UpSmith with sourcing and making great hires. 

👉Need help with hiring at your startup? Send me a DM! Or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

Scaled teams from 0→250+ at 3 unicorns🦄 | Early Uber | Startup Founder & Operator

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Hot take: if you’re leading recruiting as a founder, you’re paying for every hire with your best hours.

Most Seed and Series A founders don’t fail at hiring because they can’t spot talent.

They fail because founder led recruiting turns into a daily game of whack a mole:

Inbound comes in.

You skim resumes between meetings.

A great candidate waits 6 days for a reply.

Someone “owns scheduling” until they don’t.

Pipeline notes live in 4 places.

Then the search “mysteriously” drags for 10 to 14 weeks.

Here’s the real issue: nobody owns the hiring engine end to end.

So it runs... whenever the founder has free time.

If you want hiring to stop stealing your best hours, you need one clear owner for:

1. Sourcing
2. Screening
3. Scheduling and follow ups
4. Pipeline hygiene and weekly reporting
5. Offer process and close plan

That’s exactly where a fractional recruiter shines.

Not a full time headcount.

Not a big fee agency.

Just an experienced operator who drops in, runs the machine, and keeps momentum week to week.

Pro Tip: Before you post the job or message a single candidate, calibrate with 5 to 10 real profiles.

If you can’t agree on what “great” looks like in a stack of actual people, the rest of the process is just expensive guessing.

That’s also why at Venture Scaler we start with a quick alignment sprint, then move fast with a tight weekly cadence.
_____

What’s the part of hiring that’s draining you the most right now: sourcing, scheduling, or decision making?

If you want a fractional recruiter to take the wheel, DM me and I’ll send a simple overview of how we plug in.

In 2 months my rent-a-recruiter service saved our client over $230k 🤯 Here’s how ↓

We sourced, screened, interviewed & hired 13 new employees:

→ 2 senior ops managers @ $110k
→ 9 operations managers @ $75k
→ 2 CS coordinators @ $50k

If our client (Series A startup) was working with a traditional recruiting agency, they would have paid 25% commissions on first-year salaries, totaling $250,000 😱

But by working with Venture Scaler on our flexible hourly plans, they saved over 90% (not a typo).

And by saving them $230k, they effectively hired 3 ops managers for “free.”

That also means we helped them avoid $100k+ of monthly burn.

Imagine what you could do at your startup with an extra $230,000. 

That’s a pre-seed round for a lot of startups!

👉 If you're thinking about (or already started) working with a traditional firm, let's chat. DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

“I haven’t talked to this many high-quality candidates before. It’s a little overwhelming!” - Ryan, Founder at Nurseio

I remember Ryan telling me that on one of our weekly calls.

He was now had the “good problem” of having too many high-fit candidates to choose from.

But that wasn’t the case when he initially reached out to me...

Ryan needed help finding his startup's next sale leader.

They didn't have a recruiter on their team and couldn't justify bringing someone on full time.

So the heavy lift of sourcing and interviewing landed on Ryan and his team.

And that's where Venture Scaler came in...

We built a pipeline of sales executive talent and closed a key sales hire in 6 weeks.

___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

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Your network is great. It’s just not built to hire niche roles.

Founders tell me this all the time:

“We posted the role.”

“We asked for referrals.”

“We’re getting people.”

But the shortlist is... weird.

Lots of smart resumes.

Lots of “maybe.”

Very few “hell yeahs.”

That’s the niche role trap.

Specialized roles don’t get filled by hoping the right person wanders into your inbound.

They get filled by proactively hunting a specific profile, then running a tight calibration loop so you stop wasting time on almost right candidates.

Here’s the playbook I use for roles like first AE, product leader, platform engineer, data, security, growth, you name it:

1. Write a role scorecard, not a job description: The scorecard is outcomes. The JD is chores.

2. Build a target list of 30 to 50 companies where your ideal hire is already doing the job: Competitors. Adjacent industries. Same stage companies.

3. Calibrate with 5 to 10 real profiles before you run full outbound: This is the move most teams skip.

Pro Tip: If you can’t look at 10 real people and agree on what “great” is, you’re not ready to interview.

You’re ready to waste 3 weeks.

Only then: Scale sourcing, tighten screens, and run the pipeline with weekly cadence.

Fast follow ups. Clear feedback. No ghosting.

This is where a fractional recruiter from Venture Scaler pays for themselves.

We come in, run the hunt, and keep the process tight so you’re not stuck in endless “interesting” conversations.

What’s the hardest role to hire at your company right now?

If you want help calibrating and building a real target list, DM me.

Recruiting commission fees are a stealth tax on your runway.

Most founders don’t feel it until it’s too late.

You finally find the right candidate.

You’re celebrating.

Then you do the math and realize you just paid the equivalent of a senior engineer’s monthly burn for one hire.

And if you need 3 hires this quarter?

Congrats, you just funded someone else’s growth.

Traditional recruiting is built for big companies.

Big budgets.
Big margins.
Big hiring volume.

Early stage startups are the opposite.

Every dollar has a job.

So here’s the question founders should be asking:

"Do I want to pay for outcomes theater?"

"Or pay for execution?"

Because most of what gets a role filled is boring, repeatable work:

Sourcing
Outbound messaging
Screening
Scheduling
Follow ups
Pipeline triage
Weekly reporting
Offer coordination

That’s why I’m bullish on fractional recruiting.

You rent an experienced recruiter who runs the engine without the long term commitment, the giant contingency fee, or the “we’ll get back to you” agency black box.

Pro Tip: The cheapest hire is not the lowest salary.

It’s the hire you make fast, with a tight process, before the role creates more drag across your team.

At Venture Scaler, founders use us to keep recruiting costs predictable and their momentum high while they stay focused on product, revenue, and fundraising.

What’s your take: would you rather pay a huge fee per hire with a "guarantee", or pay for a recruiting engine you can scale up and down?

DM me if you want a simple breakdown of the fractional model.

You don’t need a full time recruiter. You need a recruiting burst that matches your hiring wave.

Most Seed and Series A teams hire like this:

- 2 to 4 roles hit at once.
- Everything becomes “urgent.”
- Then two months later... you’re back to zero hiring.

So founders do one of two things:

Option A: DIY recruiting and slowly bleed calendar time.

Option B: panic hire a full-time recruiter too early, then scramble to keep them busy later (or worse, lay them off).

There’s a third option that fits how startups actually operate.

A fractional recruiter.

Think: recruiting capacity you can turn up during a sprint, and turn down (or pause) when the sprint is over.

Here’s the playbook I use with founders:

Week 1 alignment sprint: role scorecard, must haves, target list, outreach angles

Week 2 pipeline build: outbound sourcing, screens, scheduling, funnel tracking

Weeks 3 to 6 close mode: weekly shortlist, tight feedback loops, offer plan, reference checks

Pro Tip: The fastest way to speed up hiring is not more interviews.

It’s fewer steps, clearer “yes/no” criteria, and one person owning the entire process end to end.

That’s what a fractional recruiter does at Venture Scaler.

We plug in, run the machine, and keep momentum while you stay focused on product, revenue, and fundraising.

If you could snap your fingers and get 10 hours back each week, where would you put it?

DM me if you want to discuss a “burst recruiting” plan.

If your hiring “takes forever,” it’s probably because nobody owns the calendar.

Here’s what I see at Seed and Series A companies:

- You finally get a few great candidates into process.
- Then the interview loop becomes a group project.
- One person is traveling.
- Another person is “swamped this week.”
- Debriefs happen... eventually.
- And scheduling turns into 37 Slack messages and a prayer.

Meanwhile the candidate is watching the clock.

Because they have other processes moving.

And they assume your slowness means one of two things:

1. You’re not that excited about them.
2. Your company is chaotic.

Both are deal killers.

The fix is not “everyone try harder.”

The fix is one clear owner driving cadence.

Here’s the simple operating system:

1. Every candidate gets a close plan with dates before the first interview.

2. Every interviewer has a 24 hour feedback deadline.

3. Debriefs get scheduled at the same time as the interviews.

4. One person chases calendars, follows up, and removes blockers daily.

Pro Tip: Cycle time is a recruiting superpower.

A fast, decisive process will beat a better brand with a slower process more often than founders want to admit.

This is one of the highest leverage uses of a fractional recruiter.

At Venture Scaler, we plug in and run the interview machine end to end so founders stop playing scheduler and start building the business.

Where does your process break most often: scheduling, feedback, or decision making?

DM me if you want to develop your own “tight loop” interview cadence.

8 new hires in 6 months! I love getting these reactions from our clients.

Maybe you're in a similar situation as Geoff?

Geoff was launching his first markets and needed to build out his team, and fast.

He needed help hiring his sales and operations team from the ground up.

They didn't have a recruiter on their team and couldn't justify bringing someone on full time.

So the heavy lift of sourcing and interviewing landed on Geoff, but he had a business to run.

And that's where Venture Scaler came in...

We built their sales and operations teams from scratch and added 8 new hires in 6 months.

___

👉 Need help with hiring? Let's chat! DM me or check out 𝗩𝗘𝗡𝗧𝗨𝗥𝗘 𝗦𝗖𝗔𝗟𝗘𝗥 in my bio to learn more.

If you have to “figure out comp later,” you’re not ready to hire.

Here’s the pattern I see at Seed and Series A:

You run a solid process.

You find a finalist you love.

Then the offer turns into a late night group chat with your cofounder and an open tab of random salary sites.

You guess.
You send something.
The candidate asks for more.

Now you’re negotiating with zero confidence and no clear boundaries.

Worst case: you lose them.

Second worst: you overpay, create internal comp chaos, and lock in a precedent you hate.

This is what the comp problem really is:

Uncertainty.

And candidates can smell it.

Here’s a simple fix founders can implement fast:

1. Pick a level and define the scope: What job are they actually doing in the first 6 months?

2. Set a range with a walk away number: Write it down before you meet the finalist.

3. Build a close plan: What do they care about: cash, equity, title, team, flexibility, mission?

4. Run the offer like a process, not a moment: Timeline, touchpoints, decision deadline, reference checks, signing plan.

This is where a fractional recruiter is clutch.

At Venture Scaler, we plug in, help you set ranges, coach the close plan, and run the offer process so you stop winging it and start closing.

What’s harder for you right now: setting the range, negotiating, or defending comp internally?

DM me if you're hiring and want to talk through your negotiation/closing plan.

If a role has been open for 90+ days, you’re not “still searching.” You're stuck.

You’re stuck in a broken hiring loop.

Here’s what usually happens at Seed and Series A:

- You post the job.
- You wait for inbound.
- You ask your network.
- You run a few interviews.
- You get busy.
- The candidates wait.
- The momentum dies.

Then you tell yourself: “The market is tough right now.”

Maybe.

But most “stalled searches” stall because nobody owns the engine.

So the process runs... whenever the founder has oxygen.

A quick reset that works shockingly well:

1. Recut the profile

Stop debating hypotheticals. Define the must haves, the dealbreakers, and what success in 90 days looks like.

2. Rebuild the target list

List 25 companies and 50 titles you actually want. Stop hoping the right person randomly applies.

3. Relaunch outbound

Send tight, specific outreach. Not “excited to connect,” but “here’s the problem you’d own.”

4. Tighten the cycle time

Screen to first interview in 72 hours.

No exceptions.

Run weekly pipeline reviews

15 minutes. Same day. Same time. Decisions get made or the search dies.

Pro Tip: If you can’t produce 10 qualified conversations in 10 business days, the problem isn’t volume. It’s targeting, messaging, or speed.

This is exactly where a fractional recruiter from Venture Scaler is a cheat code.

We step in, rebuild the machine, and run cadence so founders can get back to product, sales, and fundraising.

Be honest: what’s causing your longest open role right now: weak pipeline, slow response time, or unclear profile?

DM me and I’ll send a simple “stalled search reset” checklist we use with founders.

Your best candidates keep disappearing after round one. Why?

One pattern I've seen: Your hiring manager is bad at "selling."

Early stage hiring has a weird rule:

Every interviewer is a closer.

Most founders miss this, then blame the market when candidates go cold.

Here’s what candidates are actually hearing on your first call:

A vague role.
A list of tasks.
A meandering company story.
No clear reason this job is career defining.

So the candidate thinks: “Cool people. Unclear opportunity.”

And they move on.

Fix it with a simple pitch system:

1. Start with the mission in one sentence: Not the product, the problem you exist to solve.

2. Paint the 6 month win: What does “crushing it” look like, with specifics?

3. Define what you are not: Who will hate this job, and why?

4. Connect the dots to their story: Why them, why now, why this role is a step up.

Pro Tip: Flip the script: Spend the first 5 minutes selling the opportunity with confidence, get them excited, then run your interview.

This is one of the sneakiest places a fractional recruiter helps.

At Venture Scaler, we help build the pitch, coach hiring managers, and keep the process tight so every interviewer tells the same compelling story.

Be honest: do your interviewers sound like recruiters, or like they’re reading a job description out loud?

DM me if you want my hiring manager playbook.

You started your business chasing a spark — freedom, creativity, or simply the thought: I don’t need a boss. Then growth happened. Suddenly, you’re the boss of everything — every decision, every detail, every euro.

What once felt exciting now feels heavy. Delivery’s messy. The team’s working hard, but progress feels stuck. And that quiet thought creeps in: Shouldn’t this be easier by now?

It can be. That’s where I come in.

👋 I’m Mary Alice, a Fractional COO & Transformation Partner helping globally remote, founder-led businesses scale sustainably — without burning out their teams or drowning in corporate nonsense. I bring clarity, accountability, and calm momentum to operations so founders can get back to leading, creating, and living.

But that’s just one part of what I do.

I’m also a coach to emerging fractional leaders, guiding them through Future Fractional — an 8-week group coaching experience designed to help talented operators build purpose-driven, flexible careers on their own terms.

And each week, I write Ops & Other Opinions — a newsletter blending spicy takes, sharp tools, and deeply human advice on building better businesses.

Across all of it, my work is about helping people build what lasts — businesses, systems, and careers that support real lives, not consume them.

✨ Predictable revenue. Repeatable delivery. Profitable sanity.
Teams that are aligned, accountable, and actually enjoying the ride.
Less grind. More life.

Outside of work, I’m a serial reader (50+ fiction books a year), avid baker, and unapologetic foodie — I even moved to France sight unseen. If I’m not fixing operations, I’m probably planning my next adventure or trying to perfect my carrot cake recipe (ha, who am I kidding, it’s already perfect). 🥕

👉 If you’re ready to make work feel lighter — whether that means scaling your business or designing your next career chapter — let’s connect.

Mary Duff

Twelve months ago, I didn’t talk much about how bleak the start of 2025 felt. I had zero paying clients and my husband was out of work. My father-in-law passed in February. And in the background, there was a very real clock ticking on my family’s ability to stay in France if I couldn’t get my business working — actually working — quickly.

We were “in the shit,” as we say in my household. That moment where it feels like no matter what you do, or what you try, you are just stuck. 

I didn’t share that part.

I kept showing up here talking about leadership and fractional work while quietly wondering whether I was about to have to undo a life we’d worked hard to build. Pack up our bags. Pull my kid away from her friends. Move back to the United States to “get a real job.”

It took 5 months to completely rebuild my fractional practice from the ground up.

I said no to projects and clients that were no longer a fit — which hurt in every possible way. But that discomfort forced clarity.

It pushed me to write what I now call my Fractional Manifesto.

Not as branding. Not as positioning. In fact, no one gets to see it but me.

My Fractional Manifesto is a private document that spells out how I work, why I work the way I do, and what I will not contort myself into anymore. My principles. My non-negotiables. The edges where I stop negotiating.

Those decisions became guardrails. They kept me from sliding back into pseudo-employment, over-delivery, and resentment. They keep me well paid and healthy. 

That manifesto became the filter for every client, project, and opportunity. If it doesn’t fit, I don’t try to make it fit. I walk away.

Because here’s the realization I couldn’t see before: before pricing, pipelines, or tactics, you need a spine. You need to decide how YOU work before clients decide for you.

As I head into 2026 with multiple clients booked, multiple six figures in the pipeline (truly, what is life?), and a group coaching program that feels deeply aligned, I can see now how quickly things can turn once you stop negotiating against yourself.

If you’re in the shit right now, I won’t tell you to “trust the process.” Last I checked, the landlord doesn’t accept that as a form of payment. Sometimes you do what you have to do to pay the bills. I get that. Truly.

But just know this: the moment you start doubling down on what’s actually true for you — the weirdness, the specificity, the lines you’ve been afraid to draw — the math changes. Not overnight. Not instantly. But sooner than you think. 

My DMs are open if you want to talk about how to get your fractional practice humming like a real business — one that respects both your bank account and your life.

Mary Alice Duff

Fractional COO and Transformation Partner | Fractional Coach for anti-burnout, anti-hustle fractional leaders | Designing remote small businesses that feel human without the corporate nonsense | Remote First 🌍

Five years as a fractional COO and here are 8 things I desperately wish I’d known when I started.

1: spending time on your fractional business is not optional — it’s the job. The most strategic work you will ever do is for yourself, not your clients. Whether that’s one day a week or 30–90 minutes a day doesn’t matter, but it has to be protected. Pipeline, positioning, pricing, systems. I do this every morning before I even open a client Slack. If you wait until things “slow down,” they won’t.

2: stay out of the weeds. Ruthlessly. Your value is not fiddling with piddly bs — it’s discernment. Knowing what actually moves the needle. If something needs to happen repeatedly, it needs an owner who isn’t you. Design the system, delegate the execution, move on. That’s the work.

3: even if you don’t bill hourly, you still have a finite brain. There are only so many high-quality thinking hours in a week. That constraint should dictate how many clients you can reasonably take on. Exceptional work requires you operating at your very best. 

4: you need an hourly anchor rate, even if you never share it, even if you don't charge hourly. You must know the math — what you need to live, pay taxes, save for slow months, and reinvest in your business. Once you know that number, pricing gets calmer. Also: it will be higher than you think.

5: say no earlier, faster, and more often than feels polite. Meetings you don’t need to be in? Decline. Projects outside scope? No. The more things you say yes to, the less impact you have anywhere. Focus is a kindness.

6: stop scoping 90 days into the future when you don’t know the terrain. Unless you deeply understand a business and its capacity, don’t pretend you can roadmap it perfectly. Start with an audit or an initial 30 days. Get under the hood. Then come back with clear recommendations. 

7: your gut is data. If a founder is blaming their team, constantly complaining, or draining your energy — notice it. Even well-paying clients can cost you more than they’re worth if they're an energetic suck. 

8: your pipeline is the MVP of your business. Knowing you can send a few thoughtful emails or DMs and make a deal happen is real freedom. But it’s built intentionally — through research, relationships, and staying top of mind. Some clients convert quickly. Some take months. Some take years. A healthy pipeline lets you walk away when work is done, misaligned, or no longer joyful. That’s real freedom.

None of these lessons came from a course or a book. They came from mucking it up, repeatedly. From losing money, time and energy. I stayed in the game because I’m stubborn as all hell — and because I eventually learned how to run this like a real business instead of a chaotic pile of client work.

If you’re already fractional and feeling the friction, or you’re on the edge of making the leap and want to do it cleanly, my DMs are open. Let's get your fractional practice humming like a real business.

I have a successful fractional COO practice. So why build a coaching program for new fractionals?

Here’s the simple truth: I am absolutely obsessed with self-employment.

I genuinely believe that knowing how to make your own money is a survival skill.  And while I don’t think everyone has to be self-employed, I do think everyone should understand how it works—and how to make it work for their life. Their nervous system. Their bank account.

Because here’s what I see over and over again: wildly competent people. COOs, CFOs, CMOs, HR leaders. Brilliant inside other people’s companies. And they’re being taken advantage of. Run ragged. Treated like crap. Losing sleep. Missing time with their families. Chained to offices they don’t want to be in, doing work they could easily do remotely. Let go with no warning, without cause and with zero safety net to catch them. 

And that makes me angry. Hair on fire angry. 

If I can help people transition from full-time employment to fractional self-employment in a way that doesn’t burn them out…
That doesn’t make them nostalgic for their old job…
That lights them up because they’re working with clients they’re genuinely jazzed about…
That teaches them they can actually say no to clients who make their skin crawl…
And shows them the quiet magic of making their own damn money?

That right there is what lights me up.

Because self-employment, particularly fractional work, gave me a life that I could never have imagined and a level of freedom I didn’t know existed. And now that I know it’s possible, I can’t unknow it. I don’t want to keep that information to myself.

So if building a fractional practice is on your 2026 bingo card, I’d love to chat. I’ve got a coaching program kicking off January 26, and I’m always happy to have a no-pressure coffee/ tea chat with anyone fractional-curious.

Onward!

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