[ Scope ]
What I actually do.
Six areas. Built, run, handed back.
[ 01 ]
The work
The six blocks.
[ 01 ]
Process
Document the workflows that hurt. Standardise them. Make them survive the next hire. Stop reinventing.
[ 02 ]
Systems & stack
Audit the tools. Kill what is unused. Configure what stays. Tooling that the team actually uses.
[ 03 ]
KPIs & reporting
One KPI tree. Weekly written ops update. Monthly business review. Board pack on a clock.
[ 04 ]
Team
Org chart that matches reality. Hiring loops that work. Performance and accountability without theatre.
[ 05 ]
Suppliers
Vendor list, contracts, SLAs. Renegotiate the bad ones. Cut the dead ones. Own the spend.
[ 06 ]
Execution
Things ship. On time. With an owner. Visible status. No more 'what is happening with X?'
[ 02 ]
Out of scope
What I do not do.
- [ - ] Write the marketing copy. Sit in design reviews. Replace a CMO.
- [ - ] Code in your repo. Replace a CTO.
- [ - ] Sell. Run the pipeline. Replace a head of sales.
- [ - ] Run payroll. Replace a CFO or HR director.
I build the operating model around those seats. I do not occupy them.
[ Next step ]
Want this scope inside your company?
One call. Tell me which block hurts most.
[ 03 ]
Q&A
Scope questions.
[ 01 ]
Will you write SOPs and playbooks?
+
[ 01 ]
Will you write SOPs and playbooks?
Yes. Every fixed workflow gets a one page SOP. Playbooks live in the client's wiki, owned by the function lead, not by me. Documentation the team can maintain after I leave.
[ 02 ]
Do you own OKRs or KPIs?
+
[ 02 ]
Do you own OKRs or KPIs?
KPIs, yes. OKR framework, only if it already exists or the CEO wants one. I do not force a framework where a simpler weekly scorecard does the job.
[ 03 ]
Do you run cross-functional projects directly?
+
[ 03 ]
Do you run cross-functional projects directly?
Yes when there is no internal owner. Preferred model is to name an internal owner and coach them. I run it only when the deadline beats the ramp.
[ 04 ]
Will you fire or restructure the team?
+
[ 04 ]
Will you fire or restructure the team?
I do not have hire and fire authority. I diagnose gaps, run the process, recommend calls. The CEO makes the call. Execution of the exit is standard HR process.