Work With Us
Let's talk.
Every Cedar engagement starts the same way: a conversation. No forms. No intake funnels. You write, Robért answers.
The direct route.
Atlanta based. Working everywhere.
Tell him what you're building and where the story is stuck. You'll hear back within a day or two. From Robért, not a scheduler.
Common questions.
How long are engagements?
Retainers typically run 3–6 months to start, because strategy compounds, but there are no long-term lock-ins. Project work is scoped with a defined start and finish.
We already have a PR firm. Can Cedar still help?
Yes. Cedar frequently works upstream of PR execution, building the messaging and narrative strategy your agency then runs with. Several engagements sharpen what an existing firm produces.
Do you only work with startups?
No. Cedar works with growth-stage companies, established businesses, and professional practices. The common thread is a story worth telling and a leadership team serious about telling it well.
What does the first call involve?
Twenty minutes, direct. Where you are, what you need, whether Cedar fits. If it doesn’t, you’ll leave with a straight answer and a pointer in the right direction.
What happens when you’re at capacity?
Cedar takes a small number of clients at a time, on purpose. If there’s no room, you’ll hear that on the first call, along with when a slot opens. No client shares a strategist with a roster of forty.
Why don’t you list pricing?
Because scope drives price. A seed-stage founder sharpening a raise narrative and an established company that needs an embedded communications lead require very different engagements. The first call determines what your situation actually requires, and you’ll get a clear number before any work begins.
How does this compare to hiring a traditional agency?
Traditional agency retainers largely fund account managers, coordinators, and overhead between you and the person actually doing the strategy. At Cedar, the person you meet on the first call is the person doing the work. You’re paying for senior-level strategy, not a staffing pyramid.