Four representative engagements — names anonymised, numbers real. Each one started with a sharp diagnosis and ended with a durable operating change.
A deep-tech team lost four engineers to one competitor in six weeks. The CEO saw a number. We saw a pattern — every exit had reported to the same quietly-departed tech lead. In ten days we rebuilt the management tree and closed the bleed.
An AI-native product team tripled headcount within a year of closing its Series B. Standups 'felt weird'. We mapped the culture graph, redesigned pod composition and installed a six-ritual operating cadence. Six months later, eNPS recovered to founder-era levels.
A new performance system was three weeks from launch. Our diagnose sprint found managers were doing 1:1s every 11 weeks. We paused the rollout, rebuilt the weekly rhythm, then shipped a lighter PMS on top.
An ML lead received a 2.4× offer. Two senior engineers were quietly interviewing. Instead of matching headline salary, we designed a refresher-grant policy tied to a two-year cliff. Closed the gap, preserved the band.
Didn't find what you were looking for? Drop us a note on the contact page — we reply to every inquiry personally.