Three engagement lengths. One standard: get in, get useful fast, leave things better than we found them.
Think of these as reference points, not the only options. Most engagements land somewhere in between, from a small fix to a full leadership seat, and we scale to match.
A fast, structured look at how the business actually runs: where the friction is, what's costing time or money, and what to fix first.
Hands-on implementation against one specific problem: not a report, an actual fix, built alongside your team.
An operator embedded in the business, owning execution across functions, running the operating rhythm, and building what outlasts the engagement.
You didn't start this business to be the only person who knows how it runs. But right now, if you stepped away for two weeks, would it still work? If the honest answer is "barely," you're exactly who we built this for: founders who've proven the idea, have real momentum, and are starting to feel the business outgrow what one person, or a scrappy handful of people, can hold together by memory alone.
Turning the vision in your head into a real plan: clear priorities, milestones, and a way to know if you're actually on track.
Documenting how the business runs so it doesn't live only in your head, and doesn't fall apart the day someone leaves.
Building the playbooks and training rhythms that get new hires productive fast, so your best people stop doing your job for you.
Structuring roles and reporting lines that fit where you are now and can flex as you grow, not a chart borrowed from a company ten times your size.
This isn't overhead. It's leverage. Every hour you're not spending on a fire that a system could have prevented is an hour back in the parts of the business that actually make money: sales, product, customers. Founders who build operational foundations early scale faster and spend less doing it, because they're not paying twice, once to do it wrong and again to fix it.
Talk to Us About Your StartupYou're not short on talent. You're short on bandwidth at the top: someone senior enough to drive a specific project, evaluate how the business is actually structured, or fix a process that's outgrown itself, without pulling your best people off the work that's already keeping the business running. We're not here to replace your team. We're here to lead the thing they don't have time to lead, and hand it back to them better than we found it.
We take ownership of a specific initiative end to end: scope, timeline, execution, so it actually crosses the finish line instead of stalling behind everything else on your team's plate.
A senior, outside read on how work actually moves through the business, and a rebuilt process that removes the friction your team has learned to work around.
An honest, higher-level look at how the business is structured today, and what needs to change to support where it's headed next.
We don't just finish the project, we prep your team to run it: documentation, training, and a clear handoff so ownership transfers cleanly as you grow.
This is what senior leadership looks like without a full-time hire. You get the project finished, the process fixed, or the structure evaluated, at the level your business actually needs, and your team walks away owning it, not depending on us to keep it running.
Let's Talk About Your ProjectThere's a specific moment every growing business hits: the founder is still the bottleneck, decisions are still bouncing off one person, and the next stage of growth needs real operational leadership at the table, not another manager, an actual operator who's built this before. But a full-time COO is a six-figure commitment you're not ready to make, and might not need to. That's exactly the gap we fill.
The strategic and operational leadership of a seasoned COO, embedded in your business part-time, at a fraction of a full-time executive salary and without the long-term commitment.
The frameworks, reporting, and operating rhythm that let the business run on process, not on you personally answering every question.
Someone in the room for the decisions that matter, hiring, expansion, resourcing, with the experience to see around corners you haven't hit yet.
As the business grows into needing a full-time executive, we help you scope the role and hand off cleanly. We're not trying to make ourselves permanent.
This is the return you can't get from hiring too early or waiting too long: senior leadership exactly when you need it, sized to what the business can actually support today, so growth doesn't stall while you wait to feel "big enough" to justify the hire.
Talk to Us About Fractional LeadershipDocumenting how the business actually runs, and building processes that don't rely on any one person remembering them.
Getting new tools, hires, or initiatives live without losing momentum.
Sourcing, inventory, and delivery, run with the same rigor as everything else.
Building an org chart that fits where the business is headed, not just where it's been.
An honest read on the team you have and where the real gaps sit.
Contracts, relationships, and accountability with everyone outside your four walls.
Numbers leadership can actually use to make decisions, not just close the books.
The scoreboard, and the plan for what comes after this quarter.
If you're the founder, you're probably still the bottleneck, not because you're bad at the job, but because the business grew faster than the structure around it. A fractional COO runs operations part-time for a business that's outgrown being founder-run but isn't yet large enough to justify a full-time COO salary. In practice, that means installing a real operating cadence, owning execution instead of just advising on it, closing the hiring and accountability gaps that keep pulling you back in, and handing you back your decision-making time.
No. A coach advises from the sidelines. A consultant hands you a report. We're a working executive inside your business: we build the systems ourselves, run point on execution, and stay accountable to the outcome, not just the recommendation.
Less than you'd think, and it goes down over time. The heaviest lift is early on: getting context, meeting your team, understanding how things actually run. Once we're embedded, most of the work happens without needing you in the room. You'll have a standing check-in and stay looped in on the decisions that matter, not every task in between.
Yes, when that's what the engagement calls for. We can run point with your existing team, own specific hires, or work alongside your current leadership, whatever fits how you're structured today.
If you're asking that question, you're probably not. The businesses we work best with have real traction: revenue, a team, and a founder who's become the bottleneck. The specific size matters less than whether the operational gap is actually costing you money or growth.
It depends on the engagement. A 6-day diagnostic, a 6-week sprint, and a 6-month embedded partnership are priced differently, and most engagements land somewhere in between. Tell us where you are and we'll give you a straight answer, not a range designed to get you on a call.
Honestly, we'll help you figure that out. A quick conversation is usually enough to tell whether you need a fast diagnostic, a focused sprint, or ongoing leadership, and if you're not sure, that's exactly what the first conversation is for.
Startups, service businesses, home services companies, franchises, and small to enterprise-level businesses. If operations are the bottleneck, whatever the industry, that's our lane.