Embedded, hands-on, inside your business. For companies under 250 people who need someone in the operation, not just advising it.
1:1, weekly, retainer based. For a CEO, founder, or senior leader, or across several leaders inside one company. This is where we build your Ceiling Engine.
Not ready to commit weekly? Start with the 2-week Ceiling Audit.
For the move itself. Stepping up to a bigger role, taking on a first executive seat, or leaving to start your own thing. Shorter arc than a retainer, built around one transition.
Conferences, offsites, and leadership teams. Talks, past stages, and how to book.
Neuroscience and business operations, combined. Not two separate tracks. One method.
It's the invisible cap on how much you'll keep routing through yourself, and how big you'll let yourself think. Fixing the org chart without touching the ceiling is why the same problem always comes back. I diagnose both at once, then build the Ceiling Engine: the system that keeps running the decision without you.
Operations, scalability, leadership practices. Where decisions, meetings, and accountability are actually broken, not where you assume they are.
The neuroscience side. What you can't see about yourself, and the story in your head that's capping how big you'll think.
The system we build together: decision rights, operating rhythm, and the habits that make it run without you holding it up.
Real tools, tested on your actual week. You walk away with something you use with your team today.
What the work actually looks like, depending on where you sit.
I've spent 15 years inside companies watching smart founders build great products and slowly become the only person who could make a decision. Not because they were bad leaders. Nobody ever showed them how to stop being needed for everything. I've seen it at Series A. I've seen it at Series C. Same pattern, higher stakes.
“The team carries the answers now. I just orchestrate.”
Usually starts as a Fractional COO engagement if the operation needs rebuilding, or Executive Advisor work if it's mainly you.
Book an Advisory CallThe skills that got you here don't fix this. What we work on instead:
Most recently: a Director of Engineering into calmer conflict management and clearer communication, and an HR lead who went from micromanaged and stressed to Director of People with a 30% raise.
This is Executive Advisor work. 1:1 weekly, mentoring and advisory combined.
Book an Advisory CallI work inside tech, finance, media and crypto companies scaling from seed to 200 people: fractional COO work, executive coaching, team workshops, or a talk for your offsite. One person who knows your stage, not four vendors.
Here's the pattern I keep watching: a company buys the AI tool, tells the team to use it, and execution grinds to a halt anyway. When new tools threaten to make people feel replaceable, they quietly resist, and the founder ends up doing the work manually on a Sunday evening, because the team froze. The technology isn't what breaks under pressure. The people do, unless someone deals with the fear story underneath it. And a slide deck for everyone isn't a leadership program either.
↓20% leadership churn · ↑40% productivity, mentored leaders · 2x team scaling across 4 countries
How we can work together
That's the call. Twenty minutes, and you leave with one thing to change this week, whether or not we work together.