AI runs through every engagement. Not as a product. As the operating method that makes everything faster, leaner, and permanent.
Design and implement an HR function from zero, or rebuild one that is broken. Processes, systems, roles, and AI workflows embedded from day one.
Diagnose what your structure is costing you. Redesign it for how the company needs to operate next, not how it operated until now.
Workforce planning, talent acquisition frameworks, manager capability, and retention strategy. Connected to business outcomes, not HR metrics.
Map every manual workflow in HR, operations, and leadership. Build a Claude-powered prompt library. Run team workshops. The goal is measurable adoption, not just access.
Design performance frameworks that managers will actually use. Build engagement diagnostic systems that identify problems before they become crises.
Restructures, mergers, culture shifts. Delivered with a structured change plan, clear communications, and people-led execution.
Buy-side and sell-side support: target identification, due diligence, valuation, deal structuring, and post-merger integration planning.
Senior financial leadership for companies not yet ready for a full-time CFO hire. Financial modelling, board reporting, investor relations, and cash management strategy.
From business model design to pitch-ready financials. We help founders build the financial and operational architecture that investors expect, before they ask for it.
Cap table clean-up, investor narrative, financial model, and data room preparation. We make the round easier to close by making the company harder to question.
Board materials, financial reporting frameworks, and investor update cadence. For companies that need to operate at a higher level of financial discipline.
Build the financial infrastructure that will hold as the company grows: unit economics, budget frameworks, scenario modelling, and management accounts.
Rigorous evaluation of target markets: regulatory environment, competitive landscape, talent availability, and operational requirements. One recommendation, not a menu.
Build the right structure for a new market. Reporting lines, local leadership requirements, headcount phasing, and the operating model that will actually work on the ground.
Entity setup, employment law navigation, local compensation benchmarking, and HR compliance in Hong Kong, Spain, and key Asia-Pacific markets.
First-hire identification, cultural integration planning, and the talent acquisition framework for building a team in a market where you are unknown.
The first 6β12 months of a new market require decisions that are hard to reverse. We provide on-the-ground guidance and operational support through the critical early phase.
Introductions to local legal, regulatory, and talent partners in HK and Spain. A network built through years of operating in both markets.
Direct. Senior. No handoffs. No juniors. Every engagement is led by senior practitioners with real operating experience.
We tell you what is actually wrong before proposing what to fix. That is the agreement.
One clear recommendation. Not a deck of options. A specific plan built for your situation.
We embed the solution into how your organization works: AI workflows, processes, and structures your team runs from day one. Not a handover. An installation.
We leave you with capability, not dependency. Everything we build is yours to run the day we finish.
We will tell you what we see, and whether we are the right people to fix it. No pitch. No proposal. Just a direct conversation.
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