Leadership Mentoring

Business Owner. CEO. Founder. Boss. WOMAN. Leader.

Leadership Mentoring is a one-on-one trifecta of consulting, mentoring, and coaching for women business owners who feel like a hot mess, but are actually powerhouse leaders. You just need some stinkin’ support already!

Leadership is a learned skill.

And I’ve GOT you.

My name is Ashley Cox – Founder & CEO of SproutHR – and after 17+ years in HR, I can teach you how to LEAD a profitable, sustainable, impactful team with confidence, ease, and FUN.

YES. Where have you BEEN all my life?


Now, before we get into exactly what Leadership Mentoring looks like, let’s take a sec to check some boxes together.

How You Feel Today – Sound Familiar?


❌ I feel like I work 14 days a week, never have time for myself, and am constantly exhausted

❌ I’m afraid I’m not a good boss – like I just can’t do this and I’m screwing everything up

❌ I’m worried there’s a lack of work ethic and productivity on my team 

❌ I think I won the lottery on crappy emotions – I’m anxious, worried, overwhelmed, frustrated, depressed, and defeated way more than I care to admit

❌ I feel like everything always falls on me – like, I’m strong, but dang

❌ I hate that I struggle with boundaries and accountability with my team

❌ My delegation game sucks, but I’m afraid of being too demanding… I just don’t want to be mean

❌ I feel like I can’t ever create new revenue streams because I’m always dealing with employee issues 

❌ Everything feels so damn hard – I dread my day… I dread work... I dread all the things I have going on

❌ I know I need structure in so many areas – my business’s processes, my team, me – but I just feel lost

❌ Why does everything always feel like a dumpster fire??

A NOTE FROM ASHLEY

“A lot of women say, ‘You’re gonna think this is so ridiculous. I’m probably the only person who’s making this harder than it needs to be.’ The answer is always, ‘Nooope. You are 100% not alone.’”

How You’re Ready to Feel, Like YESTERDAY – Can I Get An AMEN?


✅ I’M READY FOR MY FREEDOM, FLEXIBILITY, AND TIME BACK

✅ I’m ready to feel like I can dream again

✅ I’m ready to feel how easy it is to make more money when all my people, systems, and structures are in place

✅ I’m ready to feel inspired by and happy with my team – like I can trust them and that they have my back

✅ I’m ready to feel ease and joy and real excitement for what we’re building and how we’re building it

✅ I’m ready to do the work I love – and let the fires put themselves out

✅ I’m ready for my team to feel confident in their abilities and responsibilities and truly enjoy coming to work

✅ I’m ready to be the very best leader I can be – for my team and for me 

✅ I’m ready for my team to feel functional and productive and have a team mentality 

✅ I’m ready to feel like I can easily say YES to spending way more time with my family and friends 

✅ I’m ready to feel calm

✅ I’m ready to feel hope – constant, sure, unwavering hope

A NOTE FROM ASHLEY

“I want every single woman I have the joy of working with to feel that spark of vibrancy again – to feel that spark of joy – to feel excited about her business and be able to think and dream about the future.”

How to Know if Leadership Mentoring is For YOU


First of all, I promise I have not been reading your journal or eavesdropping on your therapy sessions. I just know you. I’ve been you. My clients are you. And that’s why Leadership Mentoring is for you.

✨ You fall into one of two categories – you realize you don’t know it all even with some experience OR you don’t have any experience and need ALL the help

✨ You are a 6 or 7-figure business owner (or expect to become one this year)

✨You’re open to exploring where you may be causing roadblocks

✨ You’re ready to clear up the dysfunction on your team

✨ You are a person of radical responsibility, self-awareness, and self-leadership

✨ You’re eager, invested, and driven to be the best leader you can possibly be 

✨ You love your team and want only the best for them

✨ You are compassionate and want to take a people-centered approach to leadership and business 

✨ You want a mentor who is fully engaged with YOU – who both listens and guides you toward solutions that work for you

✨ You take care of the world – and you’re ready to start taking care of you

✨ You’re a high performer – and are so ready to stop being so tough on yourself!

✨ You are mission-driven and are BEYOND ready to create the brain space and bandwidth necessary to see your mission through

✨ You don’t want another leadership book, what you need is an expert in your corner in real time to help you with your current, specific, TODAY leadership and hiring challenges

“I hear your voice in my head as I’m going through my day. I needed someone like you in my corner and I didn’t know where to find you. Thank you so much for your encouraging words – you don’t know how much I needed them.”
–Jennifer Dixon, Corporate Leader

Wow. This is ME!

Chaos? We Don’t Know Her – Meet Ashley

I’m Ashley Cox, PHR, SHRM-CP, Founder and CEO of SproutHR, a boutique HR consulting firm that advises women just like you how to hire and lead profitable, sustainable, and impactful teams with confidence, ease, and fun.

YES, I SAID FUN!

I focus on compassionate and intentional leadership, values-based hiring, and I’m here to personally revolutionize your do-it-yourself mindset to one of exponential growth.


I started SproutHR because I’m passionate about women leading small businesses and want more of us to see how powerful and capable we really are. I’ve seen first-hand that the difference between a successful, thriving, sustainable business and shutting down is simply asking for help.

I’m a certified HR professional with over 17 years of experience and have worked with a lot of different business owners – from local brick and mortars to online agencies to multi-million dollar national & international companies. 

I wrote my first book, Transform Your Stories, to guide women to overcome the stories that hold us back so we can become confident and courageous leaders who create a resounding impact in the world. And in 2022, I launched The Impact Ripple podcast to provide even more valuable HR advice.

Back in my corporate days, I was a leadership expert and top recruiter for J.Crew and Kroger where I hired and developed everyone from the newest hourly employees to C-suite level executives. I've led teams from 1 to 400 employees and have been on teams developing massive corporate-wide trainings for $100B companies employing over 350k employees.

I have my own team and business now and know how different it feels from the safety net of corporate. I understand the feeling of everything falling on your shoulders, the pressure to make budget, to hit revenue goals, and to keep the boat afloat.

That’s why I’m on an absolute mission to teach women that not only is it ok to ask for help, but that we can hire you amazing help.

Hiring and leading the right people the right way will scale your business and electrify your bottom line – so you and your people thrive.

The thing that sets me apart from others is that I love making HR accessible and fun for visionary small business owners just like YOU!

A NOTE FROM ASHLEY

“When women get qualified, amazing, invested help, they can make more money. When women have more money, they’re able to make a bigger impact in this world. And my God do we need more women having an impact in this world – especially right now.”

What to Expect from Leadership Mentoring

I like to set clear expectations from the get go, so here’s what you can expect inside our Leadership Mentoring container:


The Specifics

  • My signature 1:1 consulting, mentoring, and coaching trifecta

  • Four 60-minute face-to-face Zoom video sessions a month (1 call a week)

  • A 6-month commitment (24 video calls and 24 hours together in total)

The Tangibles + Availables 

ALL of this is available to you. YOU decide what you need!
Tap below to find out more!

  • This is an ongoing, ever-evolving set of skills that often come with encountering specific scenarios in your day-to-day. Anything that comes up, we’ll work on.

    This includes things like communication, setting clear expectations, effective delegation (getting out of the weeds + no more putting out fires all day), having hard conversations, establishing healthy boundaries as a leader, and reframing what we make leadership mean (for example: we can be both clear in our expectations and compassionate – it's not an either/or situation – it's a both/and).

  • We want to align your people plan with your business plan – and I'm not just talking about hiring. This is literally everything that has to do with people – from hiring to onboarding, to policies and procedures, to company culture and everything in between.

  • This includes your pay structures/options, pay transparency, pay culture/philosophy, bonuses, monetary incentive plans, you name it.

  • We’ll discuss how to fix issues you’re having and be proactive in avoiding problems down the road. I use a very small-business friendly approach here. You don't have time to implement overly complex policies and I know you don't want to feel "corporate-y." That means we won’t put a bunch of arbitrary rules in place that make it feel like you're managing children – but we will make sure your policies treat your employees like grown ass adults.

  • There is strategy and structure with proper onboarding and I have a whole philosophy on it – including dos and don'ts. We’ll discuss what to do in the first 30, 60, and 90 days, what effective onboarding truly is, and what it's not.

    Note that this goes beyond my Hiring VIP Day. This is where your first foray into leadership happens and it's a MAJOR part!

  • We’ll identify potential areas for risk and liability when it comes to employees – whether it's a compliance related issue (something to do with federal or state law) or a safety/health/mental health issue.

    Note that though I’m not an attorney, I have a ton of experience with employment law and a strong handle on dos and don'ts for employers. I also have attorney referrals if needed.

  • We both know there are forms for EVERYTHING in HR – and I have templates on hand for damn near most of it! We’ll make sure you have the right documentation in place that’ll help you run your business way more simply and effectively, while also protecting you.

  • You want to grow a profitable team. We can discuss exactly how to do that, tools to use, look at and understand your labor costs, establish meaningful performance metrics, and more.

  • This really combines everything above, but is often the thing that women mention the most – you don't know what you don't know. The good news is it’s not your job – it’s mine!

    I can quickly see opportunities, potential pitfalls, and areas of risk. I can also easily see where we can streamline things and make them more efficient + less stressful when it comes to leading your team.

What You Can Expect

I am your confidant.

Our very first touchpoint is to hop on a discovery call to make sure we’re a good match. Then, our first session is really an intake session. You’ll tell me everything that’s going on and share all your emotions – get it all out – and then we’ll prioritize.

Together, we’ll confront how much crap is taking up space in your brain. I will hold a lot of space for you to explore and experience your big emotions – to be heard, to feel seen, and to know you’re not alone. I will also tell you hard things and will do it with the utmost compassion, care, kindness, and respect.

We’re always up for a good adventure, for figuring things out, and for exploring new and better ways of doing anything. In this, we’ll remain optimistic and hopeful – even if shit hits the fan and everything’s going sideways.

I’ve always been a big believer in having a 5-minute pity party. You’re allowed to cry and bitch and moan and complain and be really sad and funky for 5-10 minutes. But we won’t linger there. We’ll feel everything and then work on solutions.

You have my full support every step of the way. In all things, I am your confidant and you are the leader you always hoped you’d be.We’ll get you exactly where you want to be together.

What I Expect

In order for us to take you where you want to go, I need you to be radically aware and responsible, present, open, honest, curious, willing to receive feedback, and ready to take ACTION.

When you come to me with a problem, I want you to also come with at least two or three solutions. Use your creativity, your brilliance, your feet-on-the-ground I-work-with-this-every-single-day experience to bring a solution. It may not be the solution we use, but your curiosity, creativity, and ownership are powerful.

When you practice this, I am certain your confidence, self-trust, and leadership skills will skyrocket.

YOUR INVESTMENT: $12k

(payment plans are available)

HR-related issues and non-compliance with state and federal employment laws cost small businesses 10s of thousands of dollars every year.

The average cost to replace an employee is roughly 50-75% of their annual salary.

And that cost doesn’t account for other employee issues you may face before the employee departs, such as attendance issues, lack of productivity, interpersonal conflict, and more.

Together, we’ll make sure you’re solid in your HR compliance and I’ll provide expert HR advise to guide you through any employee challenges you’re facing, big or small – because they all add up!

You don’t have to figure this all out on your own.

As your HR Business Partner, I’ll provide a safe space for you to vent your frustrations without judgement, advise you on best practices, help you problem-solve, ensure you have all the support you need to lead your team confidently and effectively, and ensure you get back to doing what you do best in your business!

“Ashley was such an enthusiastic and supportive resource for me. From helping me get in the right mindset, to clearing lower-level tasks off my plate. I feel more poised, professional, and confident about leading my team!”

–Arianne Foulks, Aeolidia

Ok, I need this like YESTERDAY.

Frequently Asked Questions

  • Yes! It's you and me 1:1 hammering through all the things you’ve got going on.

  • HIGHLY. I know you have a lot of sensitive topics to talk through – stories, situations, even specific people in your company. After 16 years in Human Resources, I take confidentiality incredibly seriously!

  • Absolutely. We’re going to pull everything apart and put it back together again. Getting you into your lane as a leader is exactly what we do.

  • Though I’m an HR expert across the board, leadership and hiring are the specific areas I focus on. Yes, I will guide you in other HR-related areas as needed, but I’m not involved in fifty-eleven things. We’ll focus on leadership and hiring. The reason for this is simple – when we grow your leadership skills and get you the right team in place, your business thrives and so do you.

  • Nope! Not a chance. 😊 I am not your outsourced HR department and do not “do” HR for my clients. What we will do together is grow you into the kind of leader who feels exceedingly confident handling these kinds of things.

  • Hiring VIP Day is where we co-create your custom hiring process in just one day. After our session, you'll have everything you need to recruit, interview, and hire your dream team member – and then put it on repeat when you're ready to hire again.

    Leadership Mentoring goes well beyond hiring. This is where you have an advocate in your corner in real time, we significantly advance your leadership skills every single week + implement HR structures, policies, and procedures into your business. You have on-demand access to all kinds of documents, forms, and templates + we discuss growing a profitable team and strategize anything and everything.

  • Yes. Previous clients have all said that anything less than 6 months is not enough – and I agree, leadership transformation takes time! – so this is now our standard.

  • We'll meet the same day and time every single week after choosing what works best for both of us. Then, we’ll put it on our calendars as a standing appointment. This is important for consistency and building on every nuance we discuss.

  • I do allow you to skip a week every now and then if something truly urgent comes up – know that there is grace! We can absolutely shuffle things around, but I also encourage you not to make this a habit and to commit to yourself, your business, and our time together.

  • Growing in your communication patterns & skills, setting clear expectations, delegating to your team, HR foundations and structures, behaviors that are hindering and helping you, the tough emotional stuff that comes up as a leader, personal and professional self-care, hiring strategically and firing compassionately, compensation strategy, specific-to-you-and-your-team scenarios, conflict resolution, policies and procedures, onboarding and training, risk management, developing your team, the list goes on. You bring it to the table, we’ll talk about it. It is all leadership development!

Oh my God, this is exactly what I need!

Before & After Stories of Women Leaders – Which Are You?

The People Problem Leader

The People Problem Leader puts out wishy-washy energy and gets it back 10 fold. You won’t tell your employees what you need, so you never get what you want.

  • One of my clients had nothing but employee problems. Everything was a dumpster fire. It was a disaster. She was at her wits end and very worried about not even having the staff to keep her business open. She wasn’t about to fire everybody, she just had a bunch of employees who were not performing. There was always drama. Always chaos.

    It took us the first 3 months to unwind everything. And in the process, she lost 3 of her 5 employees. She didn’t have to fire them, they left on their own because she started building her leadership skills, setting clear expectations, dealing with less bullshit, and holding her team accountable. She was doing the things she needed to do as a leader to be effective and those team members didn’t like it.

    I told her, “This is perfectly normal. This happens. People don’t like that you’re starting to stand in your leadership power and authority – even doing it in a compassionate and people-centered way! And so they say, “Ok fine, if this is how it’s going to be, I’m leaving.”

    For the next 3 months, we worked on things that were proactive. We started building out a transparent pay plan, policies, things that would help her avoid problems – not just deal with the aftermath of not having good structures in place. Then we worked on fun things like benefits and perks.

    She ended up taking some of her team to an out-of-state conference as part of their company team building and had an incredible experience. They were able to learn new skills and bring back new service and product ideas to generate more money for the business and create more buzz – it was amazing.

    When she got back, she said, “My business didn’t fall apart while I was away. I’ve never felt more confident leaving my business and knowing that everything was going to be handled. I felt so much relief. So much peace. So much ease. And I really got to just enjoy the conference – enjoy the experience.”

    Since she couldn’t take everyone, she was able to leave some employees behind who killed it. They took care of the business and never missed a beat. She also left her at-home team a huge gift basket of snacks, goodies, drinks – all sorts of fun things – and one of her employees took a photo of it. Another told her, “Oh my God, I’ve never had an employer care about me so much!”

    There was only one small issue while she was away, but she said, “That was my fault because I didn’t leave instructions for this and I actually knew what was going on – so I own that.”

    She literally went from not thinking her business would not exist to her business absolutely thriving. She’s thriving, her team is thriving, we hired some amazing new people, and it’s not a stressfest over there – they’re actually having a good time! It’s so much more joyful. It’s so much more fun!

The Do It Herself Leader

The Do It Herself Leader is like a lone wolf. You’re all alone in the wild and think you can survive on your own – but you can’t. You need your pack.

  • One of my recent clients was putting a lot on herself unnecessarily. She had owned her business for 6 years and this was the first time she hired help. She got to the point where she thought, “I’ve got to break and hire help or I’m going to break.”

    When we first started working together, I said to her, “You're going to hire this person and somebody else by the end of the year” and she adamantly said, “No no no no no. I'm definitely not hiring more than one – I just need this one person.” That was back in March. Only 4 months later, we wrote another job description for her.

    Since she’s hired help, she’s got this, “I'll be damned if I’m going back there” attitude. She sees the value in it. It keeps her motivated, moving forward, looking critically at her business, and looking at opportunities to reduce her workload and delegate it to her new team members.

    She’s said, “Why have I been adamant that I didn’t need help for so many years? How much easier could this journey have been, how much more fulfilling, how much more free time could I have had?” A huge part of hiring for her has been learning to lead herself. It’s been her biggest breakthrough. 

    She led herself to know that she is worthy of help. She led herself to know that she is capable of hiring. She led herself to know that she is capable of leading other people.

    She constantly tells me, “I am buying my life back by hiring help, by getting support, and by working with you as a mentor.” That phrase “I'm buying my life back” – it’s just so powerful!

The Common Denominator Leader

The Common Denominator Leader is blind to herself. Your lack of self-awareness amplifies your blind spots and keeps you looking outward instead of inward. 

  • When we first started working together, this client was in complete disarray.

    There was in-fighting on her team, they were catty, and there was a lot of back-talking and behind-the-scenes backbiting going on. It wasn’t a huge operation where they went over and hid in a corner to talk either. It was a very small team, they were in the same little confined space, and the owner was just at her wits end.

    After working together for a few months, she said, “I wish I would have hired you 2 years ago when I knew I needed your help.”

    She had not been setting clear expectations for her team. Her communication was very, “Well, you know, if you get around to it, you could do this.” Or, “It’d really mean a lot to me if you did this.” What she needed to say was, “I need you to handle this by the end of today.” “This is really important.” “This needs to be your top priority.” 

    She wasn’t giving clear directives to people, so they weren’t doing anything! She didn’t have good boundaries with her team. She let them walk all over her and talk back to her – there was just a lot of drama and chaos.

    I am not interested in either of those on a team.

    She was not interested in that either, but she had too many blind spots. She just couldn’t see what was happening – but she knew that it was her.

    She said, “I know this is me. I’m the only constant. I’m the only person who is the exact same over all these years and I'm still having these problems. I know it's something, I just can't see it.”

    I came in with fresh eyes and said, “Ok, here are some things you’re doing and here’s what we’re gonna work on.” And every single week we’d work on saying something a little differently or approaching something else a little differently.

    Her biggest breakthrough was self-awareness.

    She’d come to our calls and say, “Oh my God, I said this! This is what I was thinking of doing! When I do this, this is how they respond!” 

    This level of self-awareness is allowing her to blossom beautifully into the leader she wants to be. Her team respects and listens to her, they get things done, and they’re trustworthy because they have a trustworthy leader.

The Helicopter Leader

A Helicopter Leader is similar to a helicopter parent. You’re always hovering and you’ve got to be RIGHT there all the time.

  • I have a client who has incredibly high expectations. She has high expectations of herself, her employees, her contractors – of anybody and everybody she partners with. And sometimes these high expectations get in her way.

    One of the things we've been working on is understanding when she’s getting in her own way to the detriment of her business and team and when she’s upholding a high brand standard.

    Everything doesn’t have to be perfect all the time. We’ve worked on defining the difference between what needs to be A+++ work & what’s ok to fly as a B or B+.

    We’re doing shadow work around perfectionism and critically thinking about how perfectionism keeps her back from being the kind of leader she wants to be. As we started to break things down, she began to see opportunities where she can let go a little bit more, delegate some more, not check in as obsessively – not be a helicopter leader.

    She's starting to hover back at 30,000 feet – instead of 1,000 feet! – so she can let her team do what they do best, and so she can focus on what she does best.

    The women I work with are so talented in so many different areas that it's hard for them to step back and say, “Oh you know what, somebody else probably can do this better than me. Somebody else can probably do this faster than me.”

    My helicopter leaders are take-charge kind of women, which means they don't like to relinquish control. That’s usually how they've gotten to be so successful – because they’re so meticulous in everything they do – and it’s going to kill them. So we work on pulling back.

    She's beginning to really notice those areas where she's like, “Oh, I’m doing it again, aren’t I? I'm hovering too much. I'm expecting too much.”

    She’s also wanted to hire one person who has 627 characteristics. That’s when I’ve told her “That person probably doesn’t exist. And if they do, they’re probably really burnt out and tired.”

    My helicopter leaders want to hire “unicorns.” 

    I said to her, “Listen, you're not trying to hire a unicorn, you’re trying to hire a workhorse – and that’s not ok. We have to hire the right people for the right jobs and you have to do your job so they can do their jobs.” 

    Her breakthrough has been realizing how much she’s been hovering, how much she’s been expecting perfectionism and allowing B+ work to be ok instead of A+++++ work.

The Savior Syndrome Leader

The Savior Syndrome Leader thinks it’s their job to do everyone else’s job. You run around taking everything you’ve delegated back onto your own plate and then wonder why you’re so tired.

  • Another of my favorite clients was an owner + her right-hand-woman integrator. They had the biggest problem with being stuck in the weeds all day. If they weren’t doing tedious day-to-day tasks, they were dealing with everyone else's problems, putting out fires, and dealing with general chaos and mayhem. 

    Part of the problem was that they had a cobbled-together team of contractors, so we transitioned many of their contractors over to employees.

    The other part of the problem was that they engaged in what I call “The Savior Syndrome.”

    This is where leaders think their job is to run around saving everybody instead of letting them experience challenges, problem-solve to figure things out, and be accountable for the things they didn’t get done.

    They would clean up everybody's messes, so everything they delegated, they took back onto their own plate! They were in a constant churn of delegate, take it back, delegate, take it back. I'll just fix that, I'll just do this.

    What they did was create a crutch for their employees to think, “Well, if I don’t get around to it or get stuck, they’ll take care of it.” Or “If I don’t really feel like doing that this week, I’ll just give it back to them to take care of.” 

    Essentially, they taught their team to reverse delegate. I had seen this before, but not like this. This was a whole new level.

    They would delegate, their team would reverse delegate, then they ended up working a bajillion hours a week, and were left wondering, “Why do we have all of these people? Why are we paying all of these people if nobody’s getting anything done and we're still doing all the work?”

    Their breakthrough was in realizing what they were doing! 

    So we started practicing how to delegate and leave it delegated – how to not take tasks back.

    They became aware of their own behavior and began to ask themselves, “What are we doing to create this issue and how can we be aware in the moment so we don't take things back onto our plate?”

    Well, they did it!

    Then they spent way more time working on higher-level tasks. Big vision, big strategy – their whole business has shifted over the last few years!

Ok, but why’d you have to call me out like that? I FEEL SEEN.

Your Permission Slips

Do you see yourself in these stories? If so, these are a few things I want you to hang onto:

  1. It’s okay to need and ask for help

  2. It’s okay to not nail this leadership thing right out the gate

  3. It’s okay to not know what you’re doing all the time

  4. It’s okay to admit that this is harder than you expected

  5. It’s okay to struggle and want to do better

  6. It’s okay to want to throw in the towel and walk away some days

  7. It’s okay to want to fire your whole team and start over – or not

  8. It’s okay to have insecurities and feel vulnerable when you share what feels broken in your business 

  9. It’s okay to want to be better

  10. It’s okay to grow

From My Leader’s Heart to Yours

So many women don’t have anyone to be their confidant. That’s who I am for you. I’m your safe space who won’t judge or shame you, who will hold space to experience whatever emotion is coming up.

You don’t need to doubt yourself, your decisions, or if you know what you’re doing anymore. What you’re going through is normal. You just need the space and guidance to grow. And believe me when I tell you that you are so much closer than you think. 

Too many times we put way too much pressure on ourselves as leaders to be perfect or execute at astronomical speeds. But around here when times get tough, we extend grace to ourselves. There’s really nothing we can’t get through or do together. We are grace-filled love muffins over here! 

So from my leader’s heart to yours – let it all out. Let’s get all the junk out. What are you feeling? What are you thinking? What are you pissed about? What are you excited about? What are you scared about? Let’s make space for ALL of it.

You are a leader.

And you are safe here.

“We’re in the business of loving people – and if we can keep that in the front of our minds, everything else will be easier.” 


Annnnd I’m crying. I want Leadership Mentoring!

 Clients Are Saying

“I was drowning trying to do everything myself in my company. I had hit a plateau, and I knew that the way I was doing business wasn't sustainable, but I wasn't sure how to pull myself up to that next level.

Ashley is so knowledgeable and organized, but she's also SO good at talking you down when you're spiraling over all the decisions you have to make (and worrying about everything that could possibly go wrong).

We've worked with a TON of contractors: Ashley is one of the very rare people who clearly cares about your mission, understands the quirks of entrepreneurship, and really feels like she's a part of your team.

So often, we feel like we have to do EVERY SINGLE THING all on our own with our companies - but you don't. You can't. Stop trying to learn to be your own HR expert. Hire SproutHR and go back to doing the work you're best at. ”

Jessie Johnson, Life as a Strawberry

“Before I worked with Ashley, I was so frustrated. I was drowning in work but couldn't stop to hire help. I was in a tug between hiring help but being too busy to stop to get support in my business.

It got to the point where I was burning the candle on both ends and I was burning out. I took a few days off to rest and realized that when I am not well my business stops.

If you are terrified of hiring employees like I was, just start with a conversation with Ashley. She will break down all negative beliefs you have around hiring and help you make the right decision for you.”

Wendy Zanders, Your Declutter Coach

“I kept telling myself that I did not want the headache of managing an employee, that it was easier to do everything myself, that I didn't need to grow any bigger.

I realized that I was telling myself "negative stories" about how having an employee would be rather than being open to the possibility of having a great experience and growing my business to serve more clients while also enjoying more of my own free time.

I love Ashley's metaphor of the ripple effect.  I am so proud of myself for being able to employ a young mother on my team which also allows me to serve more clients while staying in my zone of genius.  We are all winning with the ripple effect of my new hire.

Go for it.  You will wish you had done it sooner!”

Angela Keller, At Peace with Money

“I was really impressed with the level of feedback and support we had, as well as the speed with which our questions were answered.

It's no overstatement to say that our entire team structure changed as a result of working with Ashley and we still use the resources and advice today to hire (and promote) team members.”

Keila Hill-Trawick, MBA, CPA, Little Fish Accounting

“The value I received as a result of working with Ashley exceeded my expectations!

Ashley is not only knowledgeable in her specialty but she has a knack for prioritizing the steps and needs of a business and owner. I was able to broaden my focus to our team values, my "why," and core competencies.

This has allowed me to have clarity around my vision for my team and roles in a way that I haven't in the past.”

Lindsay Stenovec, MS, RD, CEDRD-S, Nutrition Instincts