PEOPLE & OPERATIONS ADVISORY
The work is
changing faster
than the companies
doing it.
We help founders and leadership teams build organisations designed for what's next: fewer layers, faster decisions, automation where it earns its place, and people pointed at the work that actually compounds.
Services
Five levers that decide how well a company adapts.
Take one, or combine them. Every engagement opens with a short diagnostic and a written plan: where capacity leaks, what to change first, and what it's worth.
- 01
Operating model design
Design the company around the work it will do next year, not the headcount it hired last year. Team shapes, decision rights and where automation takes over.
Org designDecision rightsCapacity - 02
Decision velocity
Goals, planning cycles and live data instead of status theatre. Fewer meetings, shorter loops, and a company that can change its mind quickly.
PlanningCadenceSignals - 03
Talent for an AI-shaped market
Hire for judgment, adaptability and leverage. Modern scorecards, fast structured interviews, and a skills map that stays valid as roles keep shifting.
Skills mapScorecardsSpeed - 04
Automation & workflow leverage
Map where the company burns time, automate the routine layer with the tooling you already own, and give the remaining work clear human owners.
WorkflowAI toolingOwnership - 05
Leadership in fast change
Sparring partner to founders and leadership teams: performance, reward, culture and the honest conversations that change of this pace demands.
SparringRewardCulture
Approach
Diagnose. Decide. Install.
No 60-slide decks. Short cycles, clear owners, and an operating model your team keeps improving after we leave.
Diagnose
Two weeks of interviews, data and observation. Where time, capacity and decisions leak, ranked by what it costs you.
Decide
A plan leadership signs off on: what changes, what gets automated, who owns it, and what we deliberately leave alone.
Install
Hands-on implementation alongside your team, until the new way of working is simply how the company runs.
FAQ
Questions leaders are asking now.
- What does a People & Operations advisor do in 2026?
- We redesign how work gets done when part of the work is done by machines. Team shapes, skills and incentives on one side; automated workflows, data and decision speed on the other, held together as one operating model.
- How is this different from an HR consultant?
- HR advice usually stops at policy. We start from throughput: how fast the company decides, ships and learns, then design the human and automated structure that raises it.
- Where does AI fit in?
- In the operating model, not in a pilot. We map which work should be automated, which should stay human, and what your teams need to be good at once the routine layer disappears.
- Which companies do you work with?
- Mostly tech-driven scale-ups between roughly 20 and 300 people: fast enough to feel the strain, small enough to still change shape without a reorg circus.
- How does an engagement start?
- A short intro call, then a two-week diagnostic of your people and operating setup. You get a written view of where capacity is leaking and what to change first, then you decide whether we continue.
WHAT'S NEXT
Build the company
the next five years need.
Tell us where things feel stuck. You'll get a straight view of what we'd change first. Call it a free second opinion.
Get in touch →