Every decision, every escalation, every "quick question" still lands on you. I build the operating system that gives you a full day back every week, within 90 days.
No sales pitch. You'll leave with 3 actionable fixes, whether we work together or not.
Six patterns show up in almost every founder-led company I audit. Tick the ones that sound like your week.
This isn't a team problem. It's a systems problem, and it's fixable.
I'm Andrew Venture. I spent a decade building, restructuring and systematising remote teams inside SaaS companies and digital agencies, in the exact roles you're struggling with: ads managers, SEO specialists, link builders, account managers.
I've lived inside these businesses rather than reading about them in case studies: hiring, firing, and restructuring remote teams for years. I usually know where the bottlenecks are before you finish describing them, because I've fixed the same ones dozens of times.
I only work with founders who are serious about getting out of the weeds. If you're not ready to delegate and let systems do their job, we're not the right fit, and I'll tell you so on the free call.
No annual retainers, no mystery scopes. Each stage has a fixed price, a defined output, and a clean exit. Most clients start with the Pulse Check and stop when the system runs itself.
No pitch. You leave with 3 actionable fixes, whether we work together or not.
Written diagnosis + prioritised 90-day roadmap. Three fixes worth the fee, or you don't pay.
Done-with-you: the systems get built, adopted, and owned by your team.
Senior operator runs your operations end-to-end, ~2 days/week.
Leave with three fixes worth the fee, or you don't pay. You won't be left holding a deck you can't act on.
Every deliverable stays with you when the engagement ends, unlike a retainer that evaporates when you stop paying. Here's what goes into the system:
Book a free call to find the right engagement for your stage. The whole stack is included in a standard 3-month Implement engagement.
No long onboarding, no bloated retainers. Clear milestones, and the founder-load number falling week by week.
Free discovery call, then the Pulse Check: two deep-dive calls, a written report, and a prioritised 90-day roadmap.
We agree the build order and operating cadence. Scorecards and KPI definitions are drafted for every role on the team.
SOPs, hiring system, KPI dashboard, and async cadence get built with your team, not dropped on them from above.
Ownership moves to your team. You review one dashboard for 30 minutes a week instead of chasing status in Slack.
If enterprise deals are stalling in security review, SOC 2 is an operations problem: evidence collection, vendor management, process discipline. That's my day job. Run as a separate, fixed-scope engagement alongside or independent of the work above.
Gap analysis against the SOC 2 criteria, a remediation plan, and a realistic timeline, before you commit to the full programme.
End-to-end programme management from readiness through a clean report: controls, evidence, auditor coordination.
transparent pass-through costs, no markups:
grc_software ≈ $10–15k/yr · independent_auditor ≈ $5k
The Employee Scorecard template (Google Sheets) is the first system I install in almost every engagement. It clarifies what each role is actually accountable for, sets 1–5 measurable KPIs per role, and gives you a monthly review that takes minutes instead of an awkward annual appraisal.
See it in action: the employee scorecard, explained
google sheets · opens a copy in your Drive · no sign-up
High-ticket work only pays off when the fit is right. Check both columns.
Book a free 45-minute discovery call. No pitch: I'll map your bottlenecks live, and you'll leave with 3 fixes you can ship this week, whether we work together or not.
Book a Free Discovery Call