Installed, not presented.
Every engagement ends with something running: a cadence, a hire, a pricing model, a reporting system. Client names are withheld; details are shared with permission.
Pricing built for the founder's profile, not against it
Growth required twenty clients at the current price, which would have broken delivery. Two previous attempts to raise prices had been abandoned within a month. Her TriMetrix EQ read showed why: a high need for harmony made every price conversation feel like a threat to the relationship.
We designed a tiered model with minimum terms and no hourly, then scripted the transition so existing clients moved at renewal on a founding-client rate. The structure removed the individual negotiation she dreaded.
Same pricing principles now used in our own engagements.
A general manager for a role that had never existed
The founders had proven the product and needed deployment to be repeatable without them. Two earlier hires had been strong operators from large carriers who struggled in a zero-to-one environment.
We built a PI Job Target for the seat, weighted for learning agility and comfort with ambiguity, screened with PI and TTI, and ran a structured interview process with rubrics. The founders interviewed three finalists instead of thirty résumés.
Hiring package now a reusable template.
An operating cadence and on-time investor updates
Two committed founders, a live pilot, and a monthly investor update that was chronically late because the numbers were rebuilt by hand each time. Board confidence was slipping for reasons unrelated to the product.
We installed a weekly leadership rhythm with a scorecard, a financial operating model, and a reporting template. The behavioral map also surfaced a division of labor between the co-founders that neither had said out loud.
Founder time freed to run the raise.
A leadership read that made succession decisions possible
A loyal executive team assembled by the founder's father. The new CEO couldn't tell who fit the next decade, and any move felt like a betrayal.
PI and TTI profiles for the full team, mapped against a three-year strategy. The data turned "is he loyal?" into "is this seat still the right seat for him?" which is a question the team could discuss.
Ongoing coaching retainer.
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.