I refactor the system that converts CEO decisions into results.
I design, refactor, and deploy Business Operating Systems for CEOs of profitable €2M–€50M companies whose growth has stalled because the past way of working no longer fits scale.
Typical situation
You have a strong product and capable people. Revenue exists. But growth becomes inconsistent because the organization can’t reliably translate senior decisions into coordinated execution.
- Decisions recur in loops; cycle-time increases.
- The CEO carries too much load because the system doesn’t hold.
- Teams act locally rational, globally incoherent.
- Structural debt accumulates across org design, governance, incentives, and cadence.
Most operating system failures begin with uncontrolled vocabulary.
Incentive Architecture Scan
“Show me the incentive and I will show you the outcome.”
Charlie Munger
Growth stalls when incentives quietly distort behavior.
This 2-day workshop tests whether your incentive system supports your next stage of growth or if it reinforces structural drag.
- What is formally rewarded
- What is informally reinforced
- Where incentives contradict strategic intent
Participants leave with a clear Incentive Alignment Snapshot and 3 structural adjustments to run over 90 days.
Controlled Vocabulary Workshop
Businesses stall when key terms mean different things across leadership. Ambiguity compounds. Decision cycles lengthen. Accountability dissolves.
This focused workshop surfaces and defines the small set of operational words that determine how your organization thinks, decides, and executes.
This is the fastest way to verify whether your growth friction is primarily semantic—or systemic.
- Check for common scaling traps in your business, through WOLF! words;
- Deep dive to methodically identify your essential words to define - creating the documented foundation for addressing surfaced issues;
- Define a one 30 day vocabulary experiment to run immediately - aimed at causing measurable improvement;
- Design the rollout for the entire organization.
Format: 1–2 sessions · CEO + leadership team · Structured facilitation
I work best with
- CEOs of profitable companies (€2M–€50M revenue).
- Teams of 10–150 where growth has stalled.
- Leadership that recognizes the issue is structural/systemic.
- Buyers who can back structural decisions and sustain follow-through.
I can’t help
- Leadership teams in active political warfare without CEO arbitration.
- Founders who can’t tolerate being identified as the bottleneck.
- Companies whose core problem is product–market fit.
- Buyers seeking a fractional executive to “fill a seat”.
- CEOs seeking validation and avoiding proper diagnosis.
How I work
I hold structural authority over operating system design without taking the CEO chair. I work on the system, part-time by design, to stay free of internal politics and preserve perspective.
Mode of engagement
- Independent contractor retained across 1–3 year arcs when warranted.
- Direct access to my reasoning on systemic issues within scope.
- Intervention rights: observe meetings, surface issues, facilitate difficult conversations.
Scope boundaries
- I don’t take operational ownership of functions (not acting COO).
- I don’t execute task work; I diagnose, design, and drive change through leadership authority.
- I don’t work around the CEO; structural decisions route through CEO authority.
Engagement structure
Phase 1 is mandatory. Continuation is a decision gate, not an automatic retainer extension.
Diagnosis
30 days
Systemic mapping of value, decisions, accountability and culture. You get clarity on a small number of unavoidable decisions that determine whether growth unlocks or continues to stall.
- Decision flow map (where decisions slow, loop, or die)
- Value creation chain (handoffs, ownership, metric gaps)
- Accountability architecture (who answers for what, and where it’s missing)
Stabilization
6–36 months
Embedded, retained presence speeding up decisions and driving change. BOS refactoring, leadership team formation/support, cadence implementation, and stabilization under real constraints.
Maintenance
Ongoing
Reduced presence for recalibration, strategic decision support, and offboarding when the operating system is self-sustaining.
Proof
“I couldn't imagine running a company without him.”
Founder & CEO, Ex Ordo
“If I ever have the privilege of leading another rapidly growing company, Andrei will be one of the first people I call.”
Angel Investor & Advisor (Hindawi growth period)
“We grew the team from a first hire to over 50… Andrei is a dedicated strategic thinker… I recommend him highly.”
VP Product Innovation
Track record notes
- Created and scaled technology division; team growth 0→50; contributed to €300M+ exit context.
- Designed and embedded operating systems; formed and advised multiple senior leadership teams.
- Long embedded engagements where stabilization under pressure was the core requirement.
Full recommendations: LinkedIn.
Book a 30-minute intro call
We confirm fit, define the problem in operational terms, and decide whether a 30 day diagnostic is warranted.