Tom C.

The people-operations function at Digital Heroes runs the hiring rhythm, the onboarding cadence, the performance review cycle, and the across-office culture that keeps a team of 115 across five offices feeling like one studio. We hire slowly, keep teams small, and invest heavily in the first-90-day onboarding for every new role.

Tom runs the hiring funnel and onboarding rhythm. Day-to-day: senior-role sourcing, structured interview cadence, the level-and-band salary architecture that keeps compensation equitable across the New York + Delhi + Lucknow time-zone band, and the quarterly review cycle that maps engineers + designers to career-track progression.

Tom's work shows up across the following service lines we ship at Digital Heroes. Each link below opens the service page with full scope, methodology, and engagement shapes:

• services
  All Services
• work
  Case Studies
• agency
  Who We Are
• writing
  Journal

Engagement cadence: Most engagements Tom touches run on a weekly client cadence with bi-weekly executive review. Deliverables go out for review at the end of every sprint with named accountability for every line item.

Client roster context: Digital Heroes runs about 25 active engagements at any given time across DTC, B2B, SaaS, and brand work. Tom is on roughly three to five active engagements at any given time depending on engagement complexity and the resourcing rhythm. Named client work is published on the case studies page where the client has given explicit permission for the work to be referenced publicly.