Case studies

Results That Speak for Themselves

Every engagement is different. Here's a look at the kinds of challenges we've helped businesses like yours work through — and what happened when they did.

Operations

38% improvement in first-year retention

A Regional Services Firm Cuts Onboarding Time by 60%

The challenge

A 45-person professional services firm was losing new hires in the first 90 days due to inconsistent onboarding and unclear role expectations. Turnover was costing them an estimated $180K annually.

Our approach

We mapped the full employee journey from offer letter to 90-day review, identified the 12 points of friction causing confusion and disengagement, and redesigned the onboarding process with clear milestones, manager accountability checkpoints, and a structured first-week experience.

The result

Onboarding time dropped from 10 weeks to 4. First-year retention improved by 38% in the following 12 months. The HR team now runs the process without external support.

Strategy

45% revenue growth in 18 months

A Family-Owned Manufacturer Finds Its Next Growth Chapter

The challenge

A second-generation manufacturing business had plateaued at $4M in annual revenue for three years. The owners knew they needed to grow but couldn't agree on direction — and didn't have a framework for making the decision.

Our approach

We facilitated a two-day strategic planning session with the ownership group and senior leadership, built a market opportunity analysis across three potential growth vectors, and developed a 24-month roadmap with clear decision gates and resource requirements for each path.

The result

The team aligned on a single growth strategy within 30 days. Eighteen months later, the business had grown to $5.8M — a 45% increase — by expanding into an adjacent market segment they'd previously overlooked.

Leadership

75% reduction in senior employee turnover

A Fast-Growing Tech Startup Stops Losing Its Best People

The challenge

A 30-person SaaS company was growing fast but losing senior engineers and product managers at an alarming rate. Exit interviews pointed to unclear leadership, poor communication from the executive team, and a culture that rewarded urgency over quality.

Our approach

We worked with the founding team over six months to redesign their leadership operating model — introducing structured communication rhythms, clearer decision-making frameworks, and a performance culture built around outcomes rather than activity.

The result

Senior employee turnover dropped from 4 departures per quarter to 1. The founding team reported spending 30% less time in reactive mode. The company successfully closed a Series A round 8 months later.

Your business has its own story to write.

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