Through rapid growth
Headcount is about to double and every decision still runs through the founder.
Operations · Fractional COO
Fractional COO for technology companies
Operators who have run companies through rapid growth, building the systems that let a team double without the founder in every decision.
When companies bring us in
Through a leadership gap
A COO has left or the role isn't filled yet, and someone has to carry it.
Before an inspection
An enterprise procurement review, a sponsor bank or a regulator is about to look at how the company runs.
What we do
The first 100 days
- Days 1 to 30The operating architecture: owners, decision rights and the tools the company will run on.
- Days 30 to 60The management system, from the weekly meeting to the monthly review.
- Days 60 to 100The first full cycle, with us in the room.
The back office
- Payroll and benefits
- Vendors, procurement and insurance
- Entity, policies and compliance, coordinated with counsel
Operating cadence
- A weekly, monthly and quarterly rhythm
- KPIs defined once and used everywhere
- Decision rights written down in the first thirty days
People and AI
- Org design and a costed hiring plan
- Compensation and equity or token structure
- Agent workflows for close, reporting and diligence prep, with people owning the calls
How an engagement runs
- AssessmentA structured review of operations, people and compliance against the next stage.
- ProposalScope, deliverables and timing, agreed in writing.
- The first 100 daysArchitecture, management system, then the first full cycle.
- HandoverWhen you hire a full-time COO, we hand over the function and the playbook.
Questions
When does a startup need a COO?
Usually after a raise, when headcount grows faster than the founders can coordinate it, or when a customer, bank or regulator starts inspecting how the company runs. Many companies need the work well before they can use a full-time COO.
What is the difference between a fractional and a full-time COO?
A fractional COO carries the role for a defined period, with a team beneath them. A full-time hire makes sense once the company is large enough to keep one busy, and we plan that handover from the start.
Do you replace our team?
No. We set up the systems and the cadence your team runs, take on the work no one owns yet, and hand it to the people you hire.
What happens when we hire full-time?
We hand over the function, the documents and the cadence, and stay on call through the transition. A planned handover counts as success.