The Untangle Sprint: Four weeks to a team that stops needing you in every conversation.
For scale-up founders in the messy middle (20-150 employees). Ship consistently. Keep Delivery on Track, and Stop Firefighting as you Grow.
For you if any of these sound familiar
Processes that worked at 20 people are breaking at 80.
Growth continues, yet everything still bounces back to you.
Revenue keeps coming, but ways of working haven’t caught up.
Slack pings on holiday, same questions six months in.
Decisions stall in your inbox.
Hires not ramping fast enough.
It feels like you are firefighting not building.
You need to demonstrate operational maturity to investors without slowing growth.
Not for you if any of these sound like you.
You want someone to just sort the people issue for you.
You want contract help or policy admin
You are looking for HR operational support.
You want contract help or policy admin
You only need a one-off fix to a day-to-day problem
You just want advice on the issue of the week
What We Untangle
Decisions unstick
The ones that used to land on your desk get made by the right people, without you being the last step.
Meetings shift
From reactive to proactive in 4 weeks.
New Hires Find Their Feet
People who join, know what good looks like from day 1 and they get there without needing someone to hold their hand through every step.
What’s inside :
Week 1: Founder kick-off. We get clear on what you're building toward and what's genuinely getting in the way
Week 2: Team conversations. We find out how things work, not how they're supposed to work
Week 3: The 90-minute focused session on the one area causing the most drag (decisions, hiring, handoffs, onboarding)
Week 4: Playback + five live changes the team is already using
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The challenge
Leadership believed new joiners weren’t reaching productivity fast enough and weren’t adopting the desired culture.The insight
This wasn’t an onboarding issue.
When tenured creative and tech employees walked the same journey, the same gaps appeared, unclear expectations, no shared definition of “done,” and siloed ways of working. The culture leaders described didn’t match the culture people were operating inside.What changed
I redesigned onboarding around how people work together not just what information they need:Clear expectations for how work flows and decisions are made
Shared language for collaboration across teams
Regular check ins built into how teams work together across functions
The impact
Time-to-productivity reduced from 90 to 45 days
Silos broken between creative and tech teams
Higher trust, engagement, and faster client delivery
Hard truth surfaced:
“This isn’t a new joiner problem, it’s a systemic culture gap. -
The challenge
Performance conversations were inconsistent, promotions felt opaque, and leaders were stuck in escalation loops.The insight
People weren’t underperforming they were navigating invisible standards. Performance was tied to individuals instead of clearly defined roles.What changed
I rebuilt how performance worked so people could trust it:Role clarity separating the person from the role
Clear promotion criteria so people new what to expect
Manager equipped to have the hard conversation without escalating upwards
The impact
25% reduction in attrition, saving rehiring and training costs
Fewer promotion conflicts and escalations
Executives freed from multi-layer sign-offs
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The challenge
Key stakeholder projects were stalling due to unclear ownership, senior/junior tension, and inconsistent collaboration.The insight
Work wasn’t breaking down due to effort or skill, decision rights and prioritisation rules were invisible.What changed
Introduced clear ways of working together :
Clear roles for who decides what and how work gets prioritised
Clear expectations for what ‘good’ looks like at each level
Monthly check- ins to make sure the change has stuck
The impact
Teams reporting clearer ownership within weeks
Fewer drop-offs and stakeholder frustrations
High performance sustained across 6 months, protecting revenue delivery
What this looks like in practice
Frequently Asked Questions
Still have questions? Take a look at the FAQs or reach out anytime.
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Less than you'd think. As the founder, you're typically looking at one to two hours a week across the four weeks, that's it. For your team, I work directly with them up to 3 hours in weeks 2 and 3 . The Sprint is designed to work around your business, not pause it. The goal is progress in motion, not workshops that pull everyone out of their day for hours at a stretch.
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Buy-in isn't something that just happen, it's something we build deliberately, from the moment you said yes to the investment. One of the most important parts of the kick-off call is planning the communication that goes out to your team: why this is happening, who's involved, what they can expect, and crucially, what's in it for them.
For this to work, it needs to be both top-down and bottom-up. Leaders need to champion it. But the buy-in that actually sticks comes from your team recognising their own pain points reflected in what we're doing, not being told change is happening to them.
Being involved doesn't mean being in every room. It means being brought in at the right moments, being asked the right questions, and feeling safe enough to be honest. Part of my role is helping leaders create that environment consistently throughout the four weeks, so feedback flows, changes land, and the benefits are visible to everyone, not just those at the top.
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Four weeks is designed to create real momentum and tangible quick wins. For more in depth support the natural next step is the 90 Day Untangle Accelerator. We take the outcomes from the Sprint and build on them across two further sprints and action rounds, with more hands-on support, targeted training, and time to tackle the bigger blockers and challenges that need more sustained focus. Think of the Sprint as the diagnosis and first treatment plan the Accelerator is the full course.
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A big consultancy audit typically means weeks of interviews, a hefty report at the end, and a polite handshake. By the time the recommendations land, everyone's moved on and the momentum is gone.
This is different. I work directly with you and your team, hands-on, practical, and built for the realities of a growing business, not a FTSE 500. Yes, there's a clear playback and recommendations at the end of the four weeks. But changes, conversations, and quick wins happen throughout. We don't wait until the report to start shifting things. And because I'm embedded in your world, not parachuting in from a distance. The output is something you can use on Monday morning.
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Yes, many of the founders and teams I work with are fully remote or hybrid, across different time zones, cultures, and working patterns. That context is part of what we look at. Sometimes it adds a layer of complexity around team culture, communication norms, or the invisible gaps that widen when people aren't in the same room. These aren't obstacles, they're part of the untangle. The four weeks accounts for your team's reality, not a textbook version of it.
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The 4 Week Untangle Sprint starts from £7,500. To find out what's right for your situation, book a discovery call and we'll talk through what the Sprint would look like for you specifically.