Advisory
Change how the organisation works, not one team at a time.
For CTOs, VPs of Engineering and Heads of Product at product organisations of 20 to 1,000+ people that are scaling, restructuring or moving to agentic development.
When to call
Sound familiar?
- Every team is green, and the customer still waits.Teams are cut around components, not around the work.
- AI made coding faster. Features ship at the same speed.The wait sits in hand-offs and decisions, not in the code.
- Your top bet is everyone's second priority.The company funds teams, not bets.
- When the manager is away, nothing moves.Ownership and decisions sit with one person, not with the teams.
Engagements
Four ways to work together.
Operating model audit
Usually 3–4 weeks. Interviews with leaders and teams, flow data and a map of where work waits. With your agreement, I also read your tracker and docs directly through AI connectors (MCP), read-only. You get a written diagnosis and 2–3 options for the structure, with my recommendation. You can stop here.
Operating model design
Part-time, over a few months. Team boundaries, ownership, roles and decision rights, designed around how your product is built, with or without agents. Self-design workshops, metrics that show whether it works, and hands-on work with the teams until it holds.
Leadership advisory
Starts with an executive workshop: org design fundamentals, a root-cause analysis of where work waits, and a target picture we draw together. Then one-to-one calls with the CTO, VP or Head of Product, at a cadence we agree. Remote by default, in person on request.
Founder advisory
For early-stage founders setting up their first product organisation: who owns what, how teams form, and what to leave undesigned for now.
How we work
How an engagement works.
1
Intro call
- A short call about what you're seeing and what success would look like for you
2
Agreeing the scope
- Focus, timeline and expected outcomes, agreed before we start
3
Operating model audit
- Usually 3–4 weeks, ending in a written diagnosis and 2–3 options
4
Redesign and embed
- Part-time over a few months, until the new model holds
Cases
What changed, and what moved.
AI transformation · B2B SaaS · 2025–2026
Changing the organisation so the agents pay off
Teams of 6–8 became pods of 1–3, developers became product engineers, and the company's top bets got staffed first.
- 34 → 16days, median epic cycle time
- 43% → 78%epics inside 30 days
Scaling · PandaDoc · 2021–2024
Three org designs through hypergrowth
From component teams to cross-functional teams, organised into requirement areas, redesigned with the people doing the work at each stage of growth.
- 12 → 48teams
- 8 → 3requirement areas
Business agility · Finleap Connect
Culture and LeSS in a Berlin fintech
One product backlog for a growing group of teams across four offices, and company values built from the bottom up.
- 1 → 5teams
- −60 → +40eNPS
Where does work wait in your organisation?
Book a short call, or start by email if you'd rather write first. Tell me what you're seeing, and I'll tell you whether I'm the right person to help. I'm currently taking on advisory engagements.