One operator. Seven ways to buy your hours back.
Every engagement solves the same problem — the founder is the bottleneck — from a different angle. Jump to the entry point that matches where it hurts most.
A COO seat, without the full-time hire
We own execution, install the operating system your team follows, and build the automation underneath it. Within 90 days the business runs on process instead of your calendar.
- Every cross-functional decision routes back to you
- Nothing moves forward while you are away
- Quarterly goals quietly disappear by week six
Who this is for
Founder-led companies past roughly ten people where the founder is still the approval step for most decisions. Usually revenue is growing, but every new hire adds coordination load instead of removing it, and the founder cannot take a week off without things stalling.
How it works
- Weeks 1–2: Diagnose. Interviews with the leadership team, a review of how decisions actually get made, and a map of where work stalls. You get a written view of the three or four constraints costing the most time.
- Weeks 3–8: Install. A weekly operating cadence, a scorecard with named owners, quarterly priorities, and a single place where tasks and decisions live. Meetings are run for you at first, then handed to your team.
- Weeks 9–12 and beyond: Operate and hand off. We run the cadence, hold owners to their numbers, and train an internal owner to take it over. Some clients keep us on at a lower weekly commitment; others exit cleanly.
What you get
- A documented accountability chart and decision rights
- Weekly leadership meeting, scorecard, and issues list running on a fixed schedule
- Quarterly priorities set, tracked, and reviewed
- SOPs for the workflows that cause the most rework
- A handoff plan so the system outlives the engagement
When it is not the right fit
A fractional COO is the wrong fit if you want advice only and plan to run the changes yourself, or if the business has no repeatable offer yet. In that case a strategy sprint or a full-time operations hire is usually better value.
Your EOS® is installed. Execution still is not landing.
An Implementer teaches the system on session days. Someone has to run it in between — LMA on the leadership team, Rocks driven to done, issues resolved for good. That is the seat we fill, plus the automation underneath it.
- LMA across the leadership team, week in and week out
- Rocks broken into weekly milestones and driven to done
- Scorecard discipline — and honest conversation when measurables are red
Who this is for
Companies that have run EOS® sessions with an Implementer, or self-implemented, but find the Rocks slipping, the L10s turning into status updates, and nobody owning the Integrator seat between sessions.
How it works
- Assess the current install. We review your Vision/Traction Organizer, scorecard, Rocks, and recent L10 notes to see what is working and what exists only on paper.
- Take the seat. We run the weekly L10, chase Rocks to completion in weekly milestones, and keep the issues list moving so issues are solved rather than re-discussed.
- Build the internal successor. If your goal is to eventually fill the seat in-house, we document the role and coach the person who will take it over.
What you get
- Weekly L10 run and recorded, with issues tracked to resolution
- Rocks broken into milestones with owners and weekly check-ins
- A scorecard leadership trusts, with automated data where possible
- Quarterly and annual planning sessions prepared and facilitated
- A written Integrator role description for your eventual hire
When it is not the right fit
This is not a replacement for an EOS Implementer who teaches the system. If you have not started EOS, begin with an Implementer and bring us in once the framework is installed.
One system from lead to delivered to invoiced
Your tools were bought one at a time and never connected. We install a RevOps layer that treats the business as one funnel, where every stage has an owner, a source of truth, and a scorecard.
- Leads dying between the form and the CRM
- Closed-won deals that never create the delivery project
- Forecasts rebuilt by hand every Monday because nobody trusts the dashboard
Who this is for
Teams with a CRM, a project tool, and an invoicing tool that do not talk to each other, so leads, closed deals, and delivery work get re-keyed by hand and things fall through the gaps.
How it works
- Map the funnel. Trace one lead from first touch through delivery and invoice. Mark every manual handoff, owner, and tool, and find where records go missing.
- Fix the source of truth. Clean pipeline stages and required fields in your CRM, agree what each stage means, and decide which system owns which data.
- Connect and report. Automate the handoffs, such as closed-won creating the delivery project, then build one dashboard the leadership team reviews weekly.
What you get
- Documented funnel map with owners for each stage
- Cleaned CRM pipelines, fields, and lifecycle definitions
- Automated handoffs between sales, delivery, and billing
- A weekly revenue dashboard built from live data
- A short runbook so your team can maintain it
When it is not the right fit
If you have fewer than a handful of deals per month, or no CRM discipline at all, start with a simple pipeline and revisit RevOps once volume makes the handoffs painful.
Automation moves data. AI operations moves decisions.
The bottleneck is judgment — which client gets escalated, what the SOP says about a late refund. Those answers live in your head. We encode them into systems your team queries directly.
- An internal assistant trained on your SOPs and past decisions
- Inbound triage routed by rules that reflect how you would decide
- Proposals and reports drafted from your own data, reviewed by a human
Who this is for
Operators who answer the same judgment questions repeatedly, such as how to handle a late refund or which client to prioritise, and want those answers available to the team without pulling the founder in.
How it works
- Capture the decisions. We interview the people who make the calls and gather SOPs, past tickets, and examples to document the rules and the exceptions.
- Build with guardrails. We build an assistant, triage flow, or drafting workflow inside the tools your team already uses, with a human review step wherever the stakes are real.
- Test and tune. We run it against real past cases, measure where it disagrees with your team, and adjust until the answers are dependable.
What you get
- A written decision-rule library drawn from your SOPs and judgment calls
- A working assistant or triage workflow wired into your existing tools
- Human-review checkpoints and escalation rules
- Logging so you can see what it decided and why
- Documentation and training for the people who will use it
When it is not the right fit
AI operations works when the underlying process is already reasonably consistent. If every case is truly one-off, fix the process first and automate after.
ClickUp built around how your team actually works
Most implementations mirror the tool's structure instead of the business's. We install ClickUp as an operating system — spaces that match your accountability chart and dashboards leadership actually opens.
- Space and folder architecture that mirrors your org, not ClickUp's defaults
- Templates for every recurring workflow — onboarding, delivery, hiring, Rocks
- Custom fields that drive dashboards, not vanity fields nobody fills in
Who this is for
Teams already paying for ClickUp who find it cluttered, inconsistently used, or abandoned by half the staff, and leaders who cannot get a clean view of work in progress.
How it works
- Audit what exists. Review spaces, lists, statuses, custom fields, and automations. Identify what is used, what is duplicated, and what nobody opens.
- Redesign around your org. Structure spaces to match the accountability chart, standardise statuses, and keep only fields that feed a dashboard or a decision.
- Migrate and train. Move active work into the new structure, build templates for recurring workflows, and run short training sessions for each team.
What you get
- A redesigned workspace structure mapped to your org
- Task and project templates for recurring workflows
- Leadership dashboards for priorities, workload, and overdue work
- Automations for the repetitive updates and handoffs
- A short admin guide so new teams are set up consistently
When it is not the right fit
If the real problem is that nobody agrees on priorities, a new tool layout will not fix it. We would address the operating cadence first.
Automation that survives contact with your actual business
Everyone has forty Zaps and nobody knows which ones are broken. We build workflows that log every run, alert on failure, and have a named human owner.
- Lead handoffs — form to CRM to routing to first touch
- Client onboarding — signed contract to workspace to owner assigned
- Reporting — scorecards and revenue snapshots delivered on schedule
Who this is for
Businesses running dozens of Zaps or scenarios that nobody fully understands, or teams still doing repetitive copy-paste work between tools because earlier automation attempts broke.
How it works
- Inventory. List every existing automation, what it touches, who owns it, and whether it still runs. Retire anything that is redundant or unowned.
- Rebuild what is load-bearing. Rebuild critical flows in n8n or Make with error handling, retries, and alerts so a failure reaches a human instead of failing silently.
- Monitor and document. Every workflow gets a named owner, a run log, and a one-page description of what it does and how to fix it.
What you get
- An inventory of existing automations with keep, rebuild, or retire decisions
- New workflows with logging, retries, and failure alerts
- A named owner for every workflow
- Documentation of triggers, steps, and credentials location
- A monitoring routine so breakages are caught early
When it is not the right fit
If a process changes every week, automating it locks in a moving target. Stabilise the process first, then automate.
Offshore teams that hold up without you watching them
We've sourced and placed offshore hires directly for clients across the US, UK, and Australia. We know which structures survive a twelve-hour gap and which quietly fall apart in month three.
- Hiring on hourly rate instead of fit
- No scorecard, so performance is judged on vibes
- Onboarding that assumes context the hire cannot have
Who this is for
Founders in the US, UK, or Australia who want to add offshore capacity in operations, support, or admin but have been burned by poor hires, unclear roles, or teams that need constant supervision.
How it works
- Define the role. Write a scorecard with outcomes and measures, not a list of tasks, and decide what good looks like at 30, 60, and 90 days.
- Source and assess. Run a structured, Topgrading-style interview process with work samples, so decisions rest on evidence of past performance rather than gut feel or the lowest rate.
- Onboard and manage. Provide documented context, a first-week plan, and a weekly one-to-one rhythm built for a time-zone gap. You employ the team directly.
What you get
- Role scorecards and job descriptions tied to outcomes
- A candidate pipeline and structured interview process
- Onboarding documentation and a 30/60/90-day plan
- Management cadence and reporting for the remote team
- Guidance on contracts and compliance for the locations involved
When it is not the right fit
Offshore hiring will not fix a role you cannot yet describe. If the work is undefined, document it first, even roughly, before hiring someone to do it.
Common questions
EOS®, Entrepreneurial Operating System®, Level 10 Meeting®, Rocks®, and EOS Implementer® are registered trademarks of EOS Worldwide, LLC. Consultantise is not affiliated with, endorsed by, or licensed by EOS Worldwide.
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