You proved the business. Now it needs to run without you.
We build the operating system for founder-led companies and put the right people in the right seats, in the same engagement. Behavioral science under the hood, an installed system when we leave.
Which of these sounds like you?
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Usually means: there is no operating cadence, so the meeting has nothing to decide and no scorecard to review. It slides because it doesn't matter yet.
What we install: a weekly rhythm with a scorecard, owners, and a 90-day priority list.
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Usually means: the seat was never defined before it was filled. Interviews measured likeability, not fit.
What we install: a job target, a behavioral and cognitive profile for the seat, and a structured hiring process with rubrics.
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Usually means: there's no financial operating model, so numbers get assembled from scratch every month.
What we install: a pro forma, a reporting template, and a monthly close that takes hours, not weeks.
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Usually means: the company changed and the seats didn't. People who were right for launch may be wrong for scale, and nobody has said so.
What we do: map the leadership team's behavioral profiles against what the next stage requires, then have the conversation with data on the table.
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Usually means: processes live in your head and delegation feels like risk. Often your own profile is part of the design.
What we install: documented core processes, an accountability chart, and a delegation plan built around how you actually work.
Most advice solves half the problem.
A systems consultant installs a process and assumes the right people are in the seats. A talent consultant reads the people and stops at the report. A fractional COO runs things for a while and leaves with the system in their head. Founders buy two or three of these in sequence and pay for the gaps between them.
We do the system and the seats together. Every assessment we run is tied to an operating decision: who owns this process, whether to hire this GM, why the weekly meeting keeps sliding. And what we build stays with you.
One method, four phases.
Where the company needs to go. Why it isn't getting there. Build what's missing. Run it together until it holds.
Where
An Operating Diagnostic: interviews, real artifacts, and a behavioral map of the leadership team. Ends in a short note, not a deck.
Why
The leadership team sees the gap between what the strategy needs and what the team is wired to do. The honest conversation about who owns what.
Build
Install the missing modules: cadence, seats, core processes, financial model, hiring system, pricing. From templates we've refined over 30 engagements.
Run
We sit in your leadership cadence as an operating partner, coach you against your own profile, and run hiring for the seats that matter.
Built for founders past proof and before scale.
Roughly 20 to 200 people. Real customers, real revenue, and a founder who is still the bottleneck and knows it.
The funded founder
Needs a GM, a repeatable delivery playbook, and reporting investors can read.
The hardest part is done. I need it to be repeatable and I don't have time to write the playbook.
The practitioner-owner
Needs one key operational seat filled correctly and a front office that doesn't depend on her.
I need a coordinator who actually runs things, and I've hired the wrong one twice.
The inheritor CEO
Needs an outside read of the leadership team and a way to change it without a civil war.
Everyone here is loyal. I can't tell which of them are right for where we're going.
What it looks like when it works.
A pricing model the founder would actually use
A content agency at $13K/month needed twenty clients to grow. We rebuilt pricing around the founder's own behavioral profile so she would hold the line. Fewer clients, higher revenue, no churn.
A GM for a role that had never existed
An InsurTech with carrier approval and live sites had no one to make deployment repeatable. We defined the seat with a job target, screened with PI and TTI, and ran a structured search.
A leadership read for a $400M CEO
A second-generation CEO needed to know which loyal executives fit the next decade. Behavioral data made the conversation possible without making it personal.
Start with a half-day Founder Operating Review.
You get a behavioral read of how you make decisions, an audit of how the company runs, and the three changes that would make the biggest difference this quarter. If we're a fit for more, we'll tell you. If we're not, you still leave with a plan.
Fixed fee. Scheduled within two weeks. No retainer required.