ADVISORY
We step in when growth stalls, costs spiral, transformations stall, or industrialization breaks. We diagnose in days, not months. We deliver in weeks, not quarters. We sit inside your team — not above it. We stay until the outcome is in the house.
Most engagements start in one of four moments — when the operating system is under stress and the internal team is too close to see what's broken.
01 —
Your team has built something that works at small scale. It needs to run at 10×. Process design, operational tooling, automation, performance management — turning artisan delivery into a system that survives without heroic effort.
02 —
Costs have grown faster than revenue. Vendor sprawl. Tooling redundancy. Headcount drift. We audit, cut, renegotiate, and rebuild the operating cost structure from first principles. Typical outcome: 30–50% reduction on non-payroll lines.
03 —
A product migration. A platform replatform. A digitization mandate. A reorg that's been in the deck for 18 months. We take ownership of the transformation, ship the first version in weeks, and hand back a system that operates.
04 —
Customer support, recruitment ops, e-reputation, SAV, CRM admin, content production. We design the offshore architecture, recruit and train the team, run it for 90 days, then transfer ownership. Sustained at €18K/month for 40+ ETPs in our own deployments.
We don't sell time. We sell outcomes. Three engagement formats — pick the one that matches the urgency.
01 —
Two weeks. Fixed price. Deep dive into one operational domain. Output: a written diagnosis with prioritized recommendations and a 90-day plan. No fluff, no benchmark theater. Either you act on it yourself, or we ship the plan together.
02 —
Three to nine months. Embedded inside your team. We own one or several operational domains end-to-end — KPIs, hiring, vendor relationships, weekly cadence. Knowledge transfer is built in from day one. When we leave, the system stays.
03 —
Six to eighteen months. We take a role on your org chart — Chief of Staff, COO, VP Operations, Head of Customer Success. Same accountability as a permanent hire, with a defined exit horizon. Useful when you need senior firepower fast and don't want to compromise on a permanent hire.
PMI in the European automotive sector. €4.2M annual revenue at engagement start. Hybrid B2B/B2C model with a freelance commercial force.
The challenge: the founders had grown the business artisanally and hit a ceiling. Margins were eroding, the freelance sales force was unstructured, and operational costs had outpaced the revenue line. The team needed to scale or contract — and didn't know which.
What we did over 24 months:
— Built a freelance recruitment engine sourcing 1,000 candidates per month, with a 10% interview rate and 450 sales hires onboarded across France.
— Designed and deployed a 40-ETP offshore operating layer covering customer support, GRC, IT, HR, and e-reputation, sustained at €18K/month total cost.
— Cost-killed 50% of non-payroll expenses through vendor renegotiation, internal/external mix optimization, and process consolidation.
— Created a national digital recruitment campaign generating 250K candidates over 12 months, with automated webinar funnel and full LMS-based onboarding.
— Re-engineered the e-reputation pipeline: customer reviews handled scaled from 1,500 to 6,000 in 12 months while maintaining a 4.5★ average.
— Restructured the IT layer: audit, agile roadmap, support externalization.
Outcome: revenue scaled from €4.2M to €13.5M in 24 months. Cost base reduced 50% on non-payroll lines. Operating system handed back to internal team after a structured exit.
We don't name the company because we never do.
We step in. We solve. We exit when the system runs without us.
If something in your operations is stuck, broken, or growing faster than your system can hold — let's talk.