Assess the bottleneck
Work alongside your team to find where the work is actually stuck.
How we work
Diagnose. Design. Deploy.
Delivered through our Collective Leadership model.
How we work
Diagnose. Design. Deploy.
1
Diagnose
A fixed-scope Sprint, two to three weeks, led by the executive who would do the work. You keep the findings either way.
2
Design
We build the plan with you, around your people, budget and systems, and put the right mix of executives on it.
3
Deploy
We embed and do the work, starting with the low-hanging fruit. One accountable lead, one cadence, one scorecard.
Then we hand it back. We build your bench while we work, and embedded engagements typically run 6 to 18 months.
Start with a SprintWhat we do
Collective Leadership. Four ways to add senior leadership capacity.
Every engagement runs on the same framework, whether it's one function or your whole leadership team.
Fractional Leadership
A seasoned executive, part time, embedded in your team and accountable for results.
Interim Leadership
An operator in the seat now, when a leader leaves or a search is running. We keep the train on the track and help you choose the right permanent fit.
Large Projects
Executive ownership of high-stakes work like ERP, CRM and billing conversions, from change management to technology.
Executive-Led Strategy
Strategy built and run by leaders who have carried the responsibility. Not handed to you in a deck.
Seats we fill
- CEO
- COO
- CFO
- CRO
- Chief Sales Officer
- CMO
- CTO / CIO
- CHRO / Chief People Officer
- Chief Product Officer
- Chief Strategy Officer
- Chief Transformation Officer
The difference
How we're different.
01
One accountable lead for the whole team.
You don't recruit fractionals or coordinate them. We do.
02
The executive who diagnoses is the one who delivers.
No senior partner to sell and a junior team to deliver. No 100-page deck.
03
The team fits the problem, and changes when the problem does.
One function or a full leadership team, scaled up or down as the work moves.
04
We plan our exit from day one.
We build your internal bench and hand the work back to your own leaders.
Our executives choose this work because they love it. You get part-time leadership that outperforms the full-time hire you could afford.
Sprints
Most clients start with a short, fixed-scope Sprint led by the executive who would do the work. You keep the findings whether or not you hire us.
Cash Protection Sprint
For venture-backed and owner-led companies when runway or cash is under pressure.
Two to three weeks, fixed fee.
Independent read of cash and runway, a 13-week cash view your team can run, and the first decisions to make.
Post-Close Sprint
For PE sponsors and acquirers in the first 100 days after a deal closes.
Two to three weeks, fixed fee.
Rewrites the plan against what you now own, clarifies who owns which decisions, and names the leadership gaps.
Leadership Gap Bridge
For when a key leader leaves suddenly.
Focused triage, then interim leadership while the permanent decision gets made. Timing depends on scope, access and executive availability.
A fast read on what the seat has to carry, an experienced interim executive in place, and a clear brief for the permanent hire.
Every Sprint ends with three options: run it yourselves, a focused project, or an embedded leadership team, typically 6 to 18 months with a planned handoff to your team.
Illustrative early engagement work
Start with the work that needs attention.
Clarify priorities, assess bottlenecks and put experienced leadership alongside your team.
Agree priorities and owners
Settle what matters most now and who owns each decision.
Review a workflow or technology choice
Pressure-test a process or system decision before you commit to it.
Map customer handoffs
Trace where customers and work pass between teams, and where they drop.
Set a delivery cadence
Put a simple operating rhythm in place so progress is visible every week.
Illustrative only. Scope, access and executive availability determine start and pace. Early actions are different from longer-term results.
What happens after you reach out
- 1
A conversation, not a pitch
Thirty minutes with an executive who has run the play. We listen for the business moment, not a job description.
- 2
An honest read
The Proper Read or a fixed-scope Sprint shows where leadership capacity is short and what it is costing you. You keep the findings either way.
- 3
Three clear options
Run it yourselves, a focused project, or an embedded leadership team with a planned transfer. You choose.
- 4
The right executive, without a search
The bench already exists, so we make an introduction, not a search. You pick the person, and early deliverables are named up front.
- 5
A planned hand-off
We build your internal bench, measure against one scorecard and plan the transfer from day one. If the fit is wrong, we change the person, not the relationship.