Your strategy is set. I help your leadership team turn it into results faster.
I work alongside your senior leadership team, usually for four to eight months, to find what is holding execution back, fix it with them, and hand it over so it holds. The measure is your productivity pulse™: the rhythm at which your people turn strategy into results.
I work with mid-stage tech companies that know they can grow faster, and want to scale efficiently, with the structure to hold it.
Former Group COO at Game Lounge. More than 25 years running operations, across six countries.
A 45 minute call, complimentary.
“What impressed me most was how she consistently turned complexity into clarity.”
Sound familiar?
Teams are fully stretched. There is plenty of data and few decisions. The strategy is defined, and execution lags behind it. Delivery runs slower than plan.
It is hard for anyone inside to say why, and growth stops short of what the business could do. That is where I come in.
The productivity pulse™
The strategy is yours, and so is the team that delivers it. I work alongside your senior leadership team to speed that up: I find what holds execution back and help them remove it, so direction, accountability and ownership line up.
When they line up, the pulse strengthens and stays steady, and revenue, EBITDA and growth follow it up. When alignment slips, the pulse weakens and turns erratic, and performance falls with it. After more than 25 years inside businesses, I can read the pulse early and see where it is low, and I know what lifts it and keeps it steady.
What you get
Growth that holds. Systems in place, so the business moves efficiently and nothing breaks as you scale.
A team that knows what it is doing. Clear roles, owners and priorities, so people carry on without me.
Results you can measure. We agree at the start what is tracked, against which baseline, and by when you will see it, whether that is revenue, margin or cash.
Along the way: a written diagnosis, adjustments made with your team as I find them, and a ranked priority list with an owner for each item.
I start by listening.
I spend the first weeks listening, in your meetings and one to one, and I make no recommendations until I understand how your business really works. Your team has been heard before anything changes, which is why the changes land.
Think of a business as a very large switchboard with a great many dials. Most of them cannot be seen from inside. A few are out of position, and each one takes a little from the pulse. I find them, and adjust them with your senior leadership team. Mostly that is a series of minor adjustments, and sometimes a large one.
Who this is for
It is for you if you want to grow faster and are ready to look honestly at what is in the way. I work best with leaders who share the values I bring to every engagement: candour, trust, psychological safety and accountability without fear.
It is not for you if you are content with your current rate of growth. Accelerating growth requires change, and change can meet resistance. I work to minimise disruption and keep the business moving, but lasting results depend on a leadership team that is ready to change. If you are unsure whether this is the right fit, we will establish that on the call, and I will give you a candid assessment.
Why an outside view
Sometimes what an organisation needs most is an independent view: someone free of internal politics, who can say clearly what needs to be said and help leadership make the changes that are hard to make from inside. I have worked on the inside as a COO, as part of the leadership team. I now work from outside, because being free of internal politics makes change easier to make.
What I bring to every engagement
Candour
I will tell you what I see, even when it is not what you want to hear.
“She has a strong grasp of business fundamentals and a calm, decisive way of navigating complex situations.”
Trust
Built through consistency. You will always know where I stand.
“She is the kind of leader who sets a clear direction while giving you the trust, feedback, and tools to grow into your full potential.”
Psychological safety
People do their best work when they feel safe to speak up. I build that environment deliberately.
“Rosi has an incredibly rare combination of operational efficiency and genuine people-first leadership.”
Accountability without fear
I hold high standards, and I look after the people who have to meet them.
“The balance she strikes between driving results and looking after people is rare and deeply appreciated.”
What happens, and when
The first phase. I start with the numbers, then listen to you, your management team and the people around them about where the company is going and what is getting in the way. You end the first phase with a clear initial diagnosis: the most important gaps, the quickest commercial opportunities and what needs attention first. I start where the business can feel the difference fastest, usually revenue, margin or cash.
The next phase. I work with your department heads and their teams, making adjustments as I find them. You don't wait for the end to see change, and I keep you updated as I go.
The final phase. Priorities are ranked by impact and effort, each with an owner, and I step back. You carry on yourselves, or keep me on with light-touch support.
The length of each phase depends on the size and complexity of the business and the availability of your team. A typical engagement runs four to eight months. We define the length of each phase at the start, so you know what to expect before we begin. Scope, length and fee are agreed upfront, with a review point where either of us can stop and you keep everything done so far. Your team could get there on its own. Where I come in is shortening the time it takes.
“Small things which brought immediate results.”
What drives the results
Results follow the pulse. When strategy, accountability and ownership are clear at every level, the organisation moves at a steadier and faster rhythm, and revenue, margin and cash respond to it.
The pulse only rises when people adopt the changes. Clarity on what matters and why gives them a reason to. Adoption turns the change into a habit, and the pulse then holds. So I work on both together: I remove what is unclear, and I bring your people with me while I do.
That is why we agree measures at the start, not promises. The direction is set by the business and the quality of the plan. The pace is set by how fully your team takes it on.
Clarity raises the pulse. Adoption sustains it. The numbers follow both.
What the people I worked with say
From colleagues across the leadership team and the business, during my time as Group COO.
“Her impact was immediate by being strategic, people-centred, and deeply transformative for how our teams operated.”
“She brought a sharp operational mindset and quickly improved structure, efficiency and margins across the company.”
“When Rosi says 'Leave it with me,' you never have to worry that it's not going to be handled. She's a strong implementer.”
Why me
More than 25 years running operations inside businesses. Now I work from outside, with no politics to protect.
I have worked from early-stage companies to international organisations, across operations, commercial strategy, technology, SaaS and iGaming, in six countries. I have sat on the leadership team and carried the numbers, so I know what you are dealing with.
I work independently with founders and leadership teams on structure, performance, operations, data, accountability and the bottlenecks nobody has quite managed to name.
Tell me where growth feels slow, and I'll tell you where I'd look first.
A 45 minute call, complimentary. If I can't help, I'll say so on the call.