Built, shipped, owned.

01 · Challenge

Enabling the team to set up, follow up on, and learn from experiments.

Solution

We built a mission-and-experiments overview with KPI / € scores, so the team can see which experiment delivers the most impact per euro spent. We installed four maps: the Opportunity-Solution map to chart product development, AARRR + M maps to manage experiments, Make-or-Buy maps to decide what to build, and a Strategy map to evolve the strategy.

02 · Challenge

Runway and cash management — a make-or-break topic for every pre-PMF team.

Solution

We built a cash-flow prediction tool tied to the missions and experiments, so the whole team can see exactly how the runway needle moves with every bet they place.

03 · Challenge

The most important challenge of all: team culture. When the team crashes, everything crashes.

Solution

We built a daily hygiene routine that helps the team build psychological safety and communicate openly — surfacing tensions and disagreements before they can cause any harm.

01 · Challenge

Building the structures to scale into the market opportunity — while staying flexible and fully aligned.

Solution

A single-page overview of the strategy and the 12-month missions, showing the initiatives and the teams working on each one. KPI / € scores at every level make it clear which initiatives contribute the most.

02 · Challenge

Keeping the culture strong and stable while scaling fast.

Solution

We installed playbooks and a culture-hygiene mechanism for every team and team-of-teams, so they can continuously refine how they work together — defining new habits and repairing team spirit through open teamwork communication. We tackled the shift in expectations head-on at the kickoff of the change process, and made culture part of the quarterly performance reviews, where everyone gets clear behavioural expectations aligned to the values the company's leaders want to see.

03 · Challenge

Installing leadership that actually works.

Solution

We defined the leadership skills for the company and built those expectations into every leader's performance review. A self-development tool lets leaders actively work on their leadership style, while a team-member evaluation and coaching-proposal tool — plus a simple 1-on-1 prep and wrap-up — helps them genuinely develop their people.

04 · Challenge

Raising talent density.

Solution

Professional people-ops tooling covering the full hiring process — from opening a role to onboarding — with clear hiring KPIs and well-managed expectations. One very efficient system.

01 · Challenge

Keeping 800 people pointed at the same market opportunity — without the structure turning rigid or slow.

Solution

A single-page view of the strategy and the 12-month missions, with every initiative and the team behind it visible at a glance. KPI / € scores at each level keep the whole organization focused on the bets that move the needle most — even across hundreds of people.

02 · Challenge

Holding the culture together across dozens of teams as the headcount climbs.

Solution

Every team and team-of-teams runs its own playbook and culture-hygiene rhythm, so they can keep refining how they work — turning agreements into experiments and experiments into habits, and repairing team spirit through open communication. Culture is anchored in the quarterly performance reviews, where everyone gets clear behavioural expectations aligned to the company's values, so the culture scales with the organization instead of thinning out.

03 · Challenge

Building consistent, effective leadership across a deep management hierarchy.

Solution

We defined a shared leadership standard for the company and built it into every leader's performance review. A self-development tool lets leaders work on their own leadership style, while a team-member evaluation and coaching-proposal tool — paired with a simple 1-on-1 prep and wrap-up — gives every leader, at every level, a reliable way to develop their people.

04 · Challenge

Sustaining high talent density while hiring at volume.

Solution

Professional people-ops tooling runs the full hiring process — from opening a role to onboarding — with clear hiring KPIs and well-managed expectations, so the company keeps raising the bar even while filling many roles at once.