You built something great. Now it has to scale.
You hired smart generalists and they’ve carried you this far.
Headcount doubled. Organizational progress has slowed.
Overhead expenses are growing. You see opportunities to improve.
Now you need an architect.
Pick your problem-set
Diagnostic
Feeling organizational pain but don’t know where to start? I can host intake meetings with your leadership team and staff, then audit your systems and processes.
Two to three weeks, fixed fee. Ends with themes, my recommendations, and a prioritized 90-day list. You decide where to go from there.
Purpose-Built Infrastructure & AI
Have a solid operator who works well with processes, but they need help closing a gap in your tech stack?
Two to six weeks, scoped after a call or diagnostic. Fixed scope, fixed end date. I build your system, process or tool, then train your owner.
Fractional CPO / COO
Feeling some decision fatigue and looking to offload some responsibility?
Two or three days a week. For companies looking for a more hands-on approach with defined areas of responsibility and decision making.
Retained Advisory
Need someone in your corner who’s been there before?
Monthly retainer. Standing calls with your leadership team, and ad hoc calls as needed. For teams who need a sounding board, or have high-potential team members who would benefit from a mentor.
From those I’ve worked with
“Adam has two qualities that stand shoulders above others: his ability to bring clarity and organizational structure to a rapidly scaling company still finding its way, and his genuine desire to help others. He was an exceptional leader, a trusted business partner, and a cultural beacon for the entire company.”
“In four years I never heard him use HR jargon with a business leader. It’s why People was an expert function at Sandbox, not a support one. Plenty of people can run a function at this level. Adam makes it somewhere people want to be.”
“What distinguishes Adam is his ability to balance strategic thinking with practical execution. I have no doubt that Adam would be an outstanding addition to any executive leadership team.”
“He is a developer of people before anything else. He absorbed pressure without passing it down and had a way of bringing clarity in the face of uncertainty. People do their best work alongside him, and they leave his team better than they arrived.”
From my LinkedIn recommendations.
You’ve got questions?
CPO or COO, which one do I need?
Why not both? If you aren’t sure, you don’t have to choose one or the other (with me). You get both, in one person.
Is it better to start project-based or engagement-based?
While both options are available, project-based efforts tend to be the “safest” place to start. You get a fixed scope with an easily defined end-point, whether that’s a broad diagnostic, or a targeted implementation. If those go well, you not only have a clearer picture of what needs ongoing support, but you’ll also have more confidence if you’ve chosen the right person to help you.
When to go fractional vs. a full-time hire?
At a certain size, most companies will need a full-time executive. For companies:
- trying to run leaner for longer
- that have stabilized at a certain headcount (usually below 200)
- with recent executive turnover who want to bridge the gap before hiring again…
…fractional work is a strong option.
Additionally, companies who have never hired for this role often leave a fractional engagement with a much clearer picture of what they need (and a fractional leader can often help hire that full-time role).
What if I have more questions?
Have something in mind?
Book a 20 minute call