Sharpend

I work with startup founders to develop self-awareness, improve emotional intelligence (EQ), learn communication/leadership skills and scale with their business.

Prior to coaching I spent 7 years as founder and head of marketing at Looksharp, and then worked as a marketing executive and advisor to a number of leading San Francisco startups. 

Learn more at https://www.sharpend.co/

Executive Coach

500 Startups

Mentor

Parallel18

Various Companies

Advise, consult, and do marketing work for various venture backed startups.  

Specialties include:
-SEO
-Content Strategy
-Content Development
-Marketing Ops (automation through sale)
-Lead Generation 
-Business Development
-Data and Analytics
-Email Marketing
-PR and Marketing Communications
-Brand Strategy & Creative

Software Expertise includes:
-Google Analytics
-SQL
-Marketo
-Salesforce
-ExactTarget
-Mailchimp
-Optimizely
-SproutSocial
-Trello
-more

Marketer in Residence

Carta

Helped Carta through a critical rebrand, new marketing team hires and growth of demand gen channels that resulted in a 40% lift of net new MQLs.

Demand Generation:
-Managed Carta's inbound marketing efforts including webinars, white papers, and product marketing content. Webinars alone accounted for a 20% increase in monthly marketing generated revenues.
-Collaborated with Carta engineering team to implement site-wide SEO changes that resulted in numerous keywords moving from 50+ rankings into top 3 results and a 70%+ increase in organic traffic.
-Developed and launched Carta's first-ever event marketing series including two large-scale half-day events in New York and San Francisco. Each event was cash-flow positive and resulted in hundreds of net new leads, increased brand exposure and powerful online content.
-Worked closely with Carta's outbound email team to nurture new leads from lead generation through the sales pipeline.

Rebrand:
-Helped develop new brand messaging map, including key messages for press, current customers, internal stakeholders and more.
-Worked with engineering team to develop strategy for domain cutover and technical rebrand implementation.
-Collaborated with marketing, engineering, and design team to help redesign and rewrite content for every webpage on the Carta website and reposition product pages with new brand in mind.

Team:
-Hired and grew marketing team from 1 to 6 people. Led charge in interviewing, hiring and training new marketing hires.
-Used Asana to manage team goals and sync day-to-day work with broader business strategy.
-Developed marketing dashboards and pulled key marketing metrics using SQL, Google Analytics, Looker, and other tools.
-Presented marketing metrics at monthly KPI and leadership team meetings.

Digital Marketing

Looksharp

Founded Looksharp and led the marketing team from idea stage through Series A and beyond. Used an "Iterative Marketing" approach (running rapid fire tests and using data to track and scale campaigns) to drive user and revenue growth.

Overall:
-Grew student audience from 0 to over 10 million uniques annually through SEO, business development, content, press and more.
-Generated over 100,000 inbound B2B leads to support successful sales operation.
-Built reports using SQL and Google Analytics to measure campaigns and drive business strategy.

SEO:
-Worked with engineering and design team to optimize website and gain #1 ranking for over 90% of top keywords in the internship space.
-Developed content strategy and managed team of fifty plus writers to support SEO goals. 
-Used Optimizely to improve conversion rate on SEO landing page by over 50%. 

Content:
-Developed long term content strategy using personas, competitive positioning, and SWAT analysis.
-Managed editorial team of 50+ bloggers to create compelling daily content.
-Invented new recurring B2B content including 'Annual Internship Report' to monthly "College Hiring Webinars" and more that drove thousands of net new leads.

Data​:
-Queried SQL database to develop monthly cohort graphs used to analyze business KPIs.
-Queried Salesforce and Marketo to pull reports and graphs and analyze marketing / sales operation.

Branding and PR
-Developed relationships with top industry journalists and received press mentions in publications including: the WSJ, TechCrunch, WashingtonPost, Mashable and more.
-Managed brand transition from established brand to a parent brand including a number of technically challenging changes.

Founder

Founder -> CMO -> Exec Coach

I coach founders and co-founders from Series B - D. I specialize in co-founder dynamics--helping co-founders build more effective and fulfilling partnerships. 

I believe in a world where leaders have done the work to know themselves, in order to build lasting businesses and a more interesting future.

Nathan Parcells

Change Leadership, General Manager PFA @ Batgroup & Member of the Board @ Putzfrauenagentur

Leadership is not about volume.
It is about clarity, alignment and steady execution when the pressure is on.

I work with customer-facing and regulated organisations across MENA and Asia to strengthen leadership capability where strategy meets delivery.

In hospitality, banking, retail and other service-driven environments, performance rarely fails because of effort. It fails when:

• Leaders are promoted without structured support
• Executive teams are misaligned on priorities
• Expectations are implied rather than defined
• Accountability drifts under pressure

My work focuses on alignment first.

I facilitate Leadership & Performance Alignment Sessions that help senior and mid-level leaders:

• Clarify must-win priorities
• Align leadership behaviours to business goals
• Identify capability gaps
• Define a focused 90-day execution plan

From there, we implement through structured leadership capability projects, including:

• Development journeys for emerging and mid-level managers
• Team coaching during change and transformation cycles
• Targeted 1:1 leadership coaching for high-potential and critical role holders

Across 25+ years with Apple Retail, Swissôtel, The St. Regis and multi-site service organisations in the Middle East, Asia and Europe, I have seen the same pattern:

When leadership alignment improves, engagement rises, execution stabilises and commercial performance follows.

I have led brand integrations and organisational transitions while maintaining performance and cultural stability.

If you are strengthening your leadership pipeline or want greater alignment between strategy and day-to-day delivery, I am happy to explore how we can work together.

📞 Book a call: https://cal.com/jeffross

Jeff Ross

Ramadan Mubarak to everyone observing across the UAE, GCC, and beyond.

This is a month that asks something of us beyond the professional.

Reflection. Discipline. Compassion.

In my years working across this region, Ramadan has consistently reminded me that the best leaders I know carry those qualities not just in this month, but as a way of operating all year.

To my colleagues, clients, and connections marking this time, I hope it brings you peace, renewal, and meaningful moments with those who matter.

Ramadan Kareem.

Leadership Capability Partner for High-Pressure, Customer-Facing Organisations | Alignment Sessions, Leadership Development & Coaching | MENA & Asia

In multicultural teams, feedback is not just about what is said.
It is about how it lands.

That distinction matters more in the UAE and GCC than almost anywhere else.

What works consistently here:
✅ Behaviour-based. Specific. Private.

What fails:
❌ Vague language
❌ Delayed conversations
❌ Feedback delivered only when something breaks

When feedback is unclear, people fill the gaps with assumptions.
Assumptions create friction faster than workload does.

Leadership capability in diverse environments is not about being softer or tougher.
It is about being precise.

Clarity travels further than intent in multicultural teams.

What is one feedback conversation your team needs from you this week?

93% of managers in the UAE consider themselves a good manager.

Around half of their employees disagree.

In Gallup’s UAE workplace research, that gap is not about character but about calibration.

Most managers do not see what their team is actually carrying, because the signals arrive late.

By the time burnout is visible, the conditions that caused it have been in place for months

Unclear decision rights.
Responsibility without the authority to act.
Every priority treated as the top priority.

In large service organisations - retail, hospitality, leisure - managers absorb pressure from above so the operation keeps moving.

They keep the shift running.
They hit targets.
They protect the guest or customer experience.

Until they cannot.

Gallup’s UAE data shows that disengaged employees report burnout at nearly twice the rate of engaged ones.

This is not primarily a workload story.
This is an engagement story.

Which means it sits with how managers are set up to lead.

Most organisations in this region can tell you their sales figures or occupancy rates.
Fewer can tell you how their managers are actually doing.

If burnout is appearing in your organisation, do not start with resilience training.

Start with how clearly your managers know:
– What they are accountable for
– What they can decide
– What is truly a priority

What is one pressure your managers are absorbing right now that the system should be carrying instead?

Someone on your operations team has done the work you're hiring for.

They led system integration during the acquisition. They managed the brand transition. They consolidated operations across locations.

But when you post "PMI Lead" or "Integration Manager," they don't apply.

They assume it's different work.
You hire externally.
They get quietly frustrated.

This is not a capability gap you are having.
It is a translation problem.

I was at a networking event for M&A professionals last month. The room was full of consultants and advisors casually discussing deals "we don't touch 

Open article: The terminology gap that's costing you internal talent by Jeff Ross • 5 min read

The terminology gap that's costing you internal talent

Most organisations say they value feedback.

Few build the conditions for it.

Avoided feedback does not disappear.
It turns into frustration, workarounds, and quiet disengagement.

What I see most often in new and middle managers:
❌ They wait too long
❌ They soften the message
❌ They hope performance issues resolve themselves

Until the conversation happens anyway.
Just later. And heavier.

Feedback failure is rarely a courage problem.
It is a practice problem.

When managers learn to give feedback early, they learn how to:
✅ Be specific without being personal
✅ Address behaviour without drama
✅ Keep trust intact under pressure

Silence is expensive.

The conversation you are avoiding is already costing you something.

What conversation are you putting off this week?

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Nathan Parcells

Jeff Ross

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