4 Businesses That Turned Operations Into Their Growth Engine.
Every one of them came to us with more ambition than infrastructure — growth capped by the way the work got done. Here's what we changed, and what it was worth.
Time to Hire Down 80%, and Onboarding That Finally Holds.
Where they started. A small ADHD clinic had grown fast into a team of more than twenty — nurse practitioners, RNs, therapists, admin, marketing, IT and HR. The growth was real, and the operations were straining to keep pace with it. Nurse practitioners wanted more structured training and mentorship than the clinic had built yet, onboarding varied depending on who ran it, departments were each working from their own version of the plan, and projects were tracked in more places than anyone could keep up with. Leadership had ambitious goals and knew the infrastructure needed to catch up.
- Built an onboarding training course for new NPs and RNs inside an LMS (learning management system), consolidating training that had been spread across several platforms into one place new hires could find
- Built an end-to-end hiring and onboarding system — job description, screening, salary negotiation, contract handoff to HR — and ran their new NP hire through it start to finish
- Worked with the Lead NP on the new hire’s first weeks, so the role came with an onboarding agenda, a training plan and mentorship built in
- Turned the CEO’s and Lead NP’s knowledge into written SOPs — step-by-step guides for the work that repeats, including specific appointment types and RN workflows
- Put every project into one project management tool with a daily communication rhythm, so questions got answered same-day and leadership had visibility across projects
- Met regularly with leadership to keep projects tied to the clinic’s longer-term goals, and built a model that could absorb the next wave of hires and patients
Where they're now. Hiring takes a fraction of the time it used to, new clinicians step into support and mentorship early, and the SOPs give the staff a shared version of how the work gets done. Leadership has visibility into projects without chasing them, and the clinic is growing with systems that can scale alongside it.
“You transformed the business and laid down our foundations and turned chaos to organization.”
LisaFOUNDER & CEO
Results
Different businesses, same starting point: the founder was the system.
She Was Ready to Sell. Instead She Took a Real Vacation.
Thirty clients and a team in place, but she was still the bottleneck — delegation was the hard part, and almost nothing was written down. She had started pricing an exit. We built the handoffs, documented the work, and moved her out of delivery and into growth.
- $100K brought in over 90 days
- A full vacation — the business kept running without her
- Delivery handled by the team, not the owner
He Went Live Every Week Because It Felt Like the Only Way to Sell.
Revenue rose and fell with his time on camera, and the expenses had grown to fit a much bigger business than he actually had. We cut the fixed costs first, then built marketing that keeps selling when he isn't performing.
- $180K of annual expense removed
- $10K/mo average from evergreen sales
- Demand no longer depends on him showing up live
She Put Off Her First Hire for a Year. Then Made It in Six Weeks.
She knew she needed help but kept deferring it, because figuring out the role felt like one more project on top of the work. She used Solo to Supported to decide what to hand off, hire for it, and actually hand it over.
- +30% capacity gained
- First hire scoped, filled and handed to, in order
- Six weeks, start to finish
Every One of Them Started With a Diagnosis, Not a Proposal.
Find Out Which Flow Is Costing You the Most.
$1,200. Two weeks from the last interview. You keep the plan either way.