Diagnose
Safety audit
I find where harm is coming from and what in the structure keeps producing it. Specific findings you can act on, not a culture score.
Strategy · People · Organizations
Most toxic workplaces were not built by toxic people.
They were built by accident — through structures, incentives, and decisions nobody owned.
I'm Ginka Saraeva. I'm an ethnologist working in people and organizational design. I look at how your organization actually behaves, not how the handbook says it does — and then I help you redesign the parts that are quietly doing damage.
Ginka SaraevaFor companies
Organizational health
Four ways in. Most engagements start with an audit, and scope and price are agreed after a first conversation.
Embed
Fractional people lead
Ongoing, embedded, part-time. Senior people work for organizations not yet ready for a full-time head of people.
Write
Ethics frameworks
Policy people can actually follow, written so the answer is clear at the moment someone needs it, not after.
Design
Org design
Structures that don't quietly hurt people: roles, reporting lines and decision rights that match how the work moves.
Recruiting & talent
Finding, assessing and bringing in the right people, as a single search or embedded for a stretch.
Hire
Recruiting
The full hiring process for a role, from brief to signed contract: the job description, the search, the interviews and the offer.
Search
Headhunting
A direct, discreet search for senior or hard-to-find people who aren't looking and won't see a job ad.
Source
Active sourcing
Finding and approaching qualified people directly — through networks, LinkedIn and events — instead of waiting for applications.
Assess
Structured interviews & assessment
Interview guides, scoring and assessment days (Hearings) that compare candidates on the same criteria, so the decision rests on evidence.
Interim
Interim recruiting
Recruiting capacity for a defined stretch: a hiring push, a gap in your own HR team, a new location.
Interim
Interim active sourcing
An embedded sourcer working your open roles for a set period, on your tools and under your name.
How I work
Evidence, not vibes
Findings come from patterns I can show you — decision paths, escalation routes, meeting behaviour — not from impressions.
Structural, not punitive
The goal is a system that stops producing the problem, not a list of people to blame.
Built to hold up
Frameworks and policies that survive contact with a real week at work, and with an audit.
Co-founder and Chief People Officer, Sixfold · Chief People Officer, Second Life e.V. · Author of two books on organizational harm
See the publicationsNot sure which door is yours?
Write me a few lines about the situation and I will tell you honestly whether I am the right person.