Services

You hired fast, launched programs, and kept the lights on through sheer willpower. But at 30, 50, 100 employees — willpower stops scaling. Processes that worked when three people sat in the same room now create bottlenecks, confusion, and burnout.

We run a 4–6 week assessment of your operations, team structure, compliance posture, and technology stack. You get a prioritized roadmap — not a 90-page report that sits on a shelf, but a sequenced build plan with clear owners, timelines, and success metrics.

What you get: Current-state operations assessment, gap analysis against your growth targets, prioritized infrastructure roadmap, compliance review (FERPA/GLBA/HIPAA/ADA/CCPA as applicable), and a 90-day action plan your team can execute immediately.

Proof point: Tiffany scaled 2U from 200 to 750+ employees across multiple countries while maintaining a consistent NPS of 70 and zero compliance violations during Department of Education audits.

You know the risk: too many eggs in one basket. Whether it’s federal grants that could freeze overnight, a single major donor, or earned revenue that hasn’t kept pace with expenses — organizations that depend on one funding stream are one decision away from crisis.

We build diversified revenue infrastructure. That includes grant readiness systems — so your next cycle isn’t a fire drill — but it also includes individual giving strategy, corporate partnership frameworks, earned revenue models, and the financial controls that make every revenue stream auditable and sustainable.

This isn’t fundraising coaching. It’s revenue architecture — the systems, documentation, and processes that let your team pursue multiple funding streams simultaneously without dropping any.

What you get: Revenue source audit and risk assessment, diversification roadmap with timeline, grant readiness infrastructure (compliance documentation, budget templates, reporting systems), individual and corporate giving frameworks, earned revenue feasibility analysis, and board-ready financial narratives.

Proof point: Tiffany has secured $1.2M+ in grants across federal, state, local, and private funding sources, built a $10M business line from scratch at Noodle Partners, and managed 40+ institutional partnerships including Boston College, NYU, USC, and Georgetown.

You’re posting on social media, maybe running some paid campaigns, and sending a newsletter — but you have no idea who’s actually paying attention, what they care about, or whether any of it is driving results. Your board asks about marketing ROI and you change the subject.

We deploy social listening, sentiment analysis, and audience research tools to build a real picture of your landscape — who’s talking about your issues, what language resonates, where your competitors are showing up, and what your stakeholders actually need to hear. Then we turn that into a strategy you can execute.

What you get: Audience landscape analysis, social listening setup and training, competitive intelligence report, content strategy with channel recommendations, KPI framework so you can measure what’s working, and a paid/organic activation plan.

Proof point: Matt built CMI Media Group’s audience intelligence department from 1 person to 25+, managing 28 clients generating ~$12M/year in revenue across Fortune 500 healthcare and enterprise brands. Certified in Brandwatch, Meltwater, and Sprinklr.

You know you’re making an impact. Your team feels it. Your clients say it. But when a funder asks for numbers, or your board wants a dashboard, or a partner needs a case study — you’re stuck. The data either doesn’t exist or lives in someone’s head.

We build the measurement systems — KPI frameworks, dashboards, and reporting infrastructure — that make your impact visible and verifiable. And we translate that data into narratives your board, funders, and partners actually act on. This is where operations meets intelligence.

What you get: KPI framework aligned to your mission and funder requirements, dashboard design and implementation, data collection processes your team can maintain, board-ready reporting templates, and impact narratives for grant applications and stakeholder communications.

Proof point: Between us — Tiffany’s built performance analytics frameworks across 100+ distributed team members and managed $10M program budgets. Matt has turned complex datasets into strategic narratives for Fortune 500 clients and healthcare brands generating $2B+ in annual revenue.

You’re hiring to keep up with growth, but every new person takes three months to figure out what’s going on. There’s no onboarding system, no training documentation, and your best people are spending half their time answering the same questions. Knowledge lives in tribal memory, and when someone leaves, it walks out the door.

We build the enablement infrastructure — onboarding programs, training systems, performance frameworks, and succession plans — that turn new hires into contributors faster and keep your best people growing instead of grinding.

What you get: Onboarding program design, training curriculum and documentation, performance management framework, succession planning system, and a development pathway that your managers can run without outside help.

Proof point: Tiffany built a $10M business line from 3 to 100+ team members in 36 months at Noodle Partners with 90% retention and 70+ NPS — while designing the onboarding, training, and performance systems that made that scaling possible. At 2U, she managed 24 training programs for 750+ employees across multiple countries.

You’ve hired good people. But silos are forming, decisions are bottlenecking at the top, and meetings end without alignment. The problem isn’t talent — it’s that nobody built the operating layer between the people and the work. Values aren’t shared. Decision rights aren’t clear. Trust isn’t assumed.

We design the team architecture — shared operating principles, decision-rights frameworks, cross-functional collaboration protocols, and leadership development pathways — that make your systems actually stick. Because the best process in the world won’t survive a team that doesn’t trust it.

What you get: Team alignment assessment, shared operating principles workshop, decision-rights and accountability framework, cross-functional collaboration design, leadership coaching program, and a team charter your people actually reference.

Proof point: Between us — Tiffany achieved 90% retention during hypergrowth at Noodle and designed 24 training programs at 2U. Matt built cross-functional teams across analytics, design, and development at Darwin, and was hand-selected for company-wide AI strategy task force at CMI. Both scaled through the 2U hypergrowth era — and learned firsthand what breaks when teams grow faster than alignment.