ever quinatzín (he/they, Libra) is a queer, trans masc, disabled, and neurodivergent Latinx leader born + raised on unceded Kizh (Tongva) Land. His lived experience fuels a lifelong commitment to collective liberation and the belief that all beings — human, non-human, and ecological — deserve to thrive free from domination.
ever is a strategist, organizer, and systems builder with over 20 years in nonprofit leadership. He currently serves as Deputy Director at the Strozzi Institute for Somatics, stewarding HR, finance, and operations as acts of care. Previously, he led people and operations teams at The Humane League as VP of People, Californians for Justice as Senior People & Operations Director, and more. He has advised dozens of nonprofits on designing equity-centered handbooks and compensation frameworks, job-leveling and promotion pathways, performance management systems, shared governance structures, and culture repair processes.
His work redefines “operations” as the quiet muscle of liberation — the unseen architecture that allows justice work to endure.
When he’s not untangling org charts or coaxing policies toward something more liberatory, he’s making plant-based meals for his beloveds, battling it out over board games with his two kids, wandering trails with his dog, pulling tarot as a meditation practice, and tending to partnership the way he tends to the land — with patience, wonder, wild-hearted care, and everyday magic.
I didn’t start ever teo consulting because I wanted to be a consultant.
I started it because I kept watching good people burn out inside systems that were never built to hold them.
For over two decades, I’ve worked inside nonprofits, movement organizations, and values-driven teams doing deeply meaningful work. I’ve seen brilliance, care, and courage everywhere—and I’ve also seen how often those same people are failed by unclear roles, fragile systems, unspoken power dynamics, and “we’ll fix it later” operations that quietly erode trust over time.
I was often brought in at moments of strain: rapid growth, leadership transitions, budget stress, conflict that had been politely avoided for far too long. And what I learned, again and again, is this:
most organizational pain isn’t about bad intentions—it’s about misaligned systems.
Systems that were inherited instead of designed.
Policies copied instead of questioned.
HR structures that prioritized compliance over humanity.
Operations that asked people to be endlessly resilient while offering very little support in return.
I started ever teo consulting to interrupt that pattern.
This work is rooted in a belief that how we operate is part of our politics. That our internal structures should reflect the futures we say we’re building. That care, accountability, clarity, and sustainability are not “nice to have”—they’re essential conditions for liberation.
At ever teo consulting, I partner with organizations to slow down just enough to ask better questions:
What are our systems actually teaching people about power and belonging?
Where are we asking individuals to compensate for structural gaps?
What would it look like if our operations were designed with care, not crisis, as the baseline?
The work is practical and grounded—HR, operations, finance, compliance—but it’s also relational and embodied. We look at policies and patterns. Spreadsheets and nervous systems. Structure and culture. Because lasting change doesn’t come from a single new tool or policy; it comes from alignment.
This practice exists for organizations who want to do their work without losing their people.
For leaders who know something isn’t working, even if they can’t yet name it.
For teams ready to build systems that are sturdy enough to hold complexity—and human enough to hold each other.
That’s why ever teo consulting exists.
Not to optimize people—but to build conditions where people can actually thrive.