Strategy & Execution Consulting in Canada. Advice meets action. Until it sticks.
Strategy & execution consulting in Canada — embedded COO, CTO, or MD doing the work, not just advising. Scoped in 30 minutes, landed in weeks.
20+ years operating experienceTwo to four days per week in-seatFixed monthly retainerSuccessor in seat at hand-off
Operator-grade strategy. Executed alongside you.
A fractional COO or CTO engagement lands in 2–3 weeks and stays 6–14 months — covering strategy, operating rhythm, and a documented hand-off to a named successor.
Twenty years from the CEO seat, not advising it from the outside. Decisions made with real stakes: missed quarters, hiring misfires, board accountability. Theory gets tested against consequence, not slide-deck peer review.
Every engagement produces the three to five moves that determine the year. Cut from the thirty competing for attention, stress-tested against capital, team bandwidth, and market timing. The board reads it in ten minutes.
We stay embedded past the slide deck. Strategy meets reality within ninety days and we are there when it does. No handoff to the ops team and exit.
Four triggers. One operating outcome.
When do you need a fractional COO or strategy partner? Most engagements start with one of these four situations. The seat is the same; what differs is which gap needs closing in the next 90 days.
Founder transition / scale gap
The operating model that took the company from $5M to $20M won’t take it to $50M. We embed as the missing operator while the founder rebuilds the leadership team and the rhythm — without losing the velocity that got you here.
Post-acquisition / post-PE integration
New owners, new board reporting, new operating cadence. A fractional COO or CTO bridges the first 6–12 months while the permanent C-suite is hired and the integration playbook is run.
Interim coverage
A C-level departure with a 6–9 month hiring window. We sit in seat with full ownership — not as a consultant — so the company doesn’t lose a year while it searches.
Strategy with execution muscle
You don’t need a new strategy; you need someone to land the one you already have. We embed alongside the existing leadership team to drive the three to five moves that actually determine the year.
The operating system we hand over.
What stays when we leave: a documented operating cadence, a calibrated leadership team, and decision rights that keep running without us in the room.
Weekly leadership meeting reset, quarterly operating reviews, board-pack discipline. The rhythm that translates strategy into decisions instead of slide decks.
Honest 9-box on the leadership team, hiring decisions for the two or three roles that matter most, and a documented decision framework for the ones that come next.
A small number of metrics that actually predict outcomes, clear ownership for each, and a documented decision-rights map so the next hard call doesn’t bounce back to the CEO.
Five moves. No shortcuts.
Intake and scope in 48 hours, principal in-seat within 3 weeks, operating rhythm built in 90 days, successor named before exit — on a defined date.
- 01
Intake & scope
Same-day intake call to confirm the seat, the scope, and the cadence. We issue a written proposal within 48 hours — fixed monthly retainer, named principal, defined start date, and the scoreboard we will be measured against at hand-off.
- 02
Diagnostic
Two-week immersion: voice-of-org interviews with the leadership team and one layer down, operations and P&L review, customer-side and capital-stack diagnostics. Output: a written assessment of the gap and an honest recommendation, even when that recommendation isn’t us.
- 03
Embed
COO, CTO, CRO, CHRO, or Managing Director in-seat two to four days per week. The principal joins the leadership cadence as a peer, owns the scorecard, owns the hires that close the gap, and owns the outcomes the board is watching.
- 04
Operating rhythm
Ninety-day build: decisions tracked, scorecard live, systems documented, talent calibrated, and the team trained on the operating model they will inherit. The point is to leave behind a rhythm that keeps running — not a deck and a fond memory.
- 05
Hand off
Successor named — internal promotion when possible, external when it has to be — and onboarded before we exit. We leave on a defined date with the operating system documented, the scorecard in use, and a 90-day post-engagement check-in scheduled to make sure it holds.
Want to know which seat would close your leadership gap fastest?
Lived the seat. Kept the system.
AI Strategy for a Global Luxury Brand
A €4B+ luxury goods company turned scattered AI pilots into a coherent 3-year roadmap — 12% forecasting lift, 8% conversion gain, and an approved enterprise AI investment plan.
Digital Transformation of a Canadian Manufacturer
A 60-year-old manufacturer modernized operations, improved EBITDA, and readied for succession.
Fractional CFO Positions Cleantech Startup for $12M Series A
Fractional CFO built investor-grade financial infrastructure and closed a $12M round in 9 months.
They built the operational systems we needed without slowing down our entrepreneurial pace. Exactly the balance we were looking for.
What CEOs ask before they hire a fractional operator.
How much does a fractional COO cost? How long does an engagement run? When does fractional beat a full-time hire? Answers to the most common questions below.
- What does a fractional executive engagement cost?
- Engagement pricing depends on scope, role, and time commitment. Most fractional COO, CTO, or Managing Director engagements run $8K–$25K per month for 2–4 days per week. We scope in a 30-minute call and quote a fixed monthly retainer before any work starts.
- How long does a typical Strategy & Execution engagement run?
- Most engagements run 6–14 months: a two-week diagnostic, a 90-day operating rhythm build, and a defined hand-off. We are not a permanent arrangement — the engagement ends when a successor is in seat and the operating system holds without us.
- When is a fractional COO better than a full-time hire?
- A full-time COO takes 6–9 months to hire and costs $350K+ all-in. A fractional engagement lands in 2–3 weeks with 20+ years of operating experience, sized to the stage you are actually in. If you are $5M–$50M and still scaling the operating model, fractional usually wins on both speed and total cost.
- How do you hand off at the end of the engagement?
- A documented operating system stays — scorecards, cadence, hiring process, decision rights. A successor is named, internal or external, and on-boarded before we exit. We leave on a defined date, not an open-ended retainer.
- Do you work across industries or only technology?
- We work across technology, professional services, industrial, and healthcare — any mid-market business where the operating complexity has outgrown the founder or existing leadership. Our principals have sat in COO, CTO, CRO, and MD seats themselves.
Three free tools to diagnose the gap.
Fractional vs. Full-Time Executive Calculator · Canada
Free Canadian fractional vs. full-time executive calculator — side-by-side cost, capacity, and 3-year total cost of ownership for COO, CFO, CHRO, CTO.
Workplace Culture Risk Diagnostic
Free workplace culture risk diagnostic — heatmap across 8 dimensions with intervention priorities before exit interviews tell you what went wrong.
Leadership Pipeline Assessment · Canada
Free Canadian leadership pipeline assessment — bench-strength score with named succession priorities, development gaps, and a first-90-day roadmap.
From the same family. Often scoped together.
Diagnose the gap. 30-minute call.
30 minutes. We'll map the leadership gap, outline which seat closes it fastest, and give you a written scope within 48 hours.