Services
We help technology startups find direction, create commercial growth and build the structure that makes growth possible.
What we deliver
The engagement is shaped to the situation, but the work usually comes down to direction, growth and execution.
When the company has many opportunities, but lacks a clear direction and shared priorities.
Result: A clear direction the team can act on.
When the product has potential, but the company hasn't built a predictable commercial engine.
Result: More predictable, scalable commercial work.
When ambition and sales have grown faster than the organisation and its ways of working.
Result: An organisation that can deliver on the growth plan.
How we join in
Fase To adds operational leadership capacity and takes responsibility for driving prioritised areas forward together with leadership and the team.
Ongoing capacity over time, without a full-time hire.
An operational leadership role for a defined period.
Concrete initiatives such as go-to-market, commercial structure, or establishing a governance model.
What fits best?
The choice isn't about what's always best, but about what the company needs right now.
The need is lasting, the role is clear, and the company is ready for a long-term hire.
Full internal ownership and long-term responsibility within the organisation.
Lower. The role and cost base are harder to adjust as the need changes.
Recruitment, notice periods and onboarding often mean it takes 6+ months to reach full effect.
High commitment. A bad hire can be costly and time-consuming to correct.
A defined problem needs to be analysed, assessed, or solved with specialist expertise.
Delivers analysis, a recommendation, or a defined project. Implementation is often left to the client.
High within a clear mandate, but less suited as integrated leadership capacity.
Can start quickly once the problem, deliverable and mandate are clearly defined.
Lower commitment, but the effect often depends on internal capacity to follow up and execute.
The company needs experienced leadership that both sets direction and creates progress now.
Joins as part of the leadership team and takes decision-making and execution responsibility in agreed areas.
Role, capacity and duration can be adjusted in step with the need and the phase.
A short distance from clarification to operational responsibility and progress.
No lock-in period, and flexible capacity when it's needed.
Frequently asked questions
Short answers to questions that often come up when a company is considering operational leadership capacity.
We join as part of the leadership team, take responsibility for agreed areas, and drive the work forward together with the team. The role is about execution, not just recommendations.
Both. The scope is adapted to the company's need, phase, and how much capacity is required to create progress.
Technology startups that have built a product and want to develop the commercial and operational capacity around it. The company doesn't need to have established product-market fit yet.
We don't stand on the outside delivering advice the company then has to implement itself. We join the business, take operational responsibility, and are measured on progress and results.
Some engagements are time-limited, while operational leadership capacity is often delivered over a longer period. The duration depends on the mandate and what needs to be built.
We start with a conversation about the situation, the goals and the bottlenecks. We then propose a role, priorities and a scope that fits the need.
Next step
Let's have a short conversation about the situation — no presentation, no obligation.