A workplace investigation is only as valuable as the process behind it. When the stakes are high — and they usually are — organizations need an investigator who knows how to follow the facts wherever they lead, without fear or favor, and who understands that the goal isn't just to close the complaint. It's to leave the organization better than it was.

I have been conducting investigations for most of my legal career. In the military, I investigated personnel misconduct, the mishandling of classified documents, and safety incidents — matters where the facts had to be established with precision, the process had to be airtight, and the findings had to hold up to serious scrutiny. There was no margin for a careless interview, a missing document, or a conclusion that outran the evidence.

In state government, I served as a senior investigator on some of the most sensitive matters an agency can face — including investigations into commissioners accused of misconduct. These were cases where institutional credibility was on the line, where the pressure to reach a particular outcome could be intense, and where the only thing that mattered was getting it right. My role wasn't just to determine what happened. It was to recommend what needed to change so it wouldn't happen again.

What Sets This Work Apart

Many attorneys can review a complaint and write a findings memo. Fewer have actually conducted investigations at the level I have — interviewing senior officials, handling sensitive and classified information, navigating the institutional pressures that arise when the subject of an investigation is someone with power or authority.

That experience shapes how I approach every investigation I take on today. I know how to structure a process that is defensible from start to finish. I know how to conduct interviews that surface the truth without tainting the record. I know how to weigh conflicting accounts, identify gaps in the evidence, and reach conclusions that are grounded in facts — not assumptions, not institutional preferences, and not the outcome anyone was hoping for.

Independent, Rigorous, and Built to Hold Up

Organizations often need an outside investigator precisely because of the independence it brings. When the subject of a complaint is a manager, a senior leader, or someone with close ties to the people who would otherwise conduct the investigation, an external investigator removes the conflict — and the appearance of one.

I conduct investigations that are methodical, well-documented, and fully defensible — whether they are ever reviewed internally, presented to a board, or scrutinized in litigation. When I deliver findings, I deliver them with the confidence that comes from knowing the process was sound from the first interview to the final report.

Depending on what your organization needs, I can also provide corrective recommendations and guidance on policy changes — because a finding without a path forward only solves part of the problem.

Who I Work With

• Private employers and small businesses

• Schools and educational institutions

• Nonprofits and government agencies

• Boards and oversight bodies seeking independent review

• Organizations that need an outside investigator they can trust to get it right

A Process Your Organization Can Stand Behind

When we finish, I want your organization to be able to say — to your employees, your board, your oversight body, and if necessary to a court — that you took the complaint seriously, conducted a fair and thorough investigation, and acted on what you found. That's the standard I've held myself to throughout my career. It's the standard I bring to every matter I take on.

If your organization is facing a situation that requires an experienced, independent investigator, I'd welcome the opportunity to talk through what that process looks like and how I can help.