Organization, leadership and people
Who does what, who answers for what and how it is measured. The structure the company you want needs, not the one you inherited.
The bottleneck
The owner as the only decision point.
Almost every company that plateaus shows the same pattern: it grew in revenue and not in structure, so everything still goes through one person.
This is for you if…
- ✓You cannot take a week off without the operation stalling.
- ✓There are roles nobody can describe and duties nobody claims.
- ✓You hire and they leave soon after, or they underperform and nobody can explain why.
- ✓You have people with potential and no path to develop them.
This is not for you if…
- ✕What you want is to cut staff and you need an outside argument for it.
- ✕You are looking for a volume recruiting agency.
- ✕There is no intention to delegate decisions, only tasks.
What it includes
Six deliverables.
Current and target org chart
How it looks today and how it needs to look for the size you are heading to.
Job descriptions
Responsibilities, reporting line, decision authority and how performance is judged.
Performance framework
What gets measured per role, how often, and what happens with the result.
Hiring profiles
What to look for and what to ask so you stop hiring the same mistake.
Leadership development plan
Who can grow, what they are missing and how to prepare them.
Team operating rules
Meetings, reports and agreements: the minimum mechanics for the company to run itself.
How we work
Four stages.
Interviews
With management, middle managers and the floor. The three versions never match, and that gap is the diagnosis.
Structure design
The target org chart and the route to get there without breaking the operation.
Role documentation
Job descriptions and evaluation frameworks are written.
Rollout and support
Communicated to the team, with support for managers through the first months.
Frequently asked
What clients ask most.
We support with profiles, screening and interview questions. The hiring decision is yours.
No. That belongs to a labor attorney or your accountant. Here we work on structure, roles and performance.
That is part of the work. Change communication is planned before the announcement, not after.
Yes, and that is where it is needed most. The delicate part is always separating the family role from the company role.
Design takes four to six weeks. Real adoption takes months, which is why it comes with support.
Other services
What usually comes before or after.
Contact
Is this the right fit?
We reply the same business day. The first conversation is free.
- Phone and WhatsApp
- 899 187 7225
- Where we are
- Zona Hidalgo
Reynosa, Tamaulipas - Hours
- Monday to Saturday, 9:00 to 19:00