What we changed

• Clear scale and exit roadmap with quarterly milestones
• Internal leaders installed for operations and sales so the founder can focus on commercial strategy
• Simple sales engine: scripts, activity targets, weekly pipeline reviews
• Contractor retention and referral initiatives to reduce churn
• Tighter management accounts to inform pricing, hiring, and market expansion
• Accreditation process underway to unlock larger agency partnerships

Impact

• Contractor base up materially and on track for four figures
• Consecutive growth months with EBITDA trending upward
• Lower churn through stay-in programmes and proactive account management
• Operations running with more automation via the app and portal
• Pipeline opening with accreditation-required agencies

Before

In the weeds, reactive, growth dependent on the founder

After

Focused, confident, leaders running the engine, growth that feels repeatable

What we changed

• Set a simple operating rhythm and weekly scorecard
• Built activity-to-pipeline targets so daily calls and submissions map to outcomes
• Clarified founder roles to reduce overlap and context switching
• Standardised core processes from first call to offer
• Focused effort on higher-quality accounts while preparing for a scalable resourcing hire

Impact

• Placements per month up significantly in the following six months
• Two best months on record achieved
• Credit notes down and client conversations easier
• Predictable daily activity targets for consistent delivery
• Cash position improving with a growing runway and clearer hiring path

Before

Busy, reactive, unsure what was working, growth felt risky

After

In control, confident, targets clear, cash runway building, growth feels repeatable

What we changed

• Focused the model: doubled down on larger agencies and rec-tech where work is true sales enablement
• Split leadership: co-founder leads delivery; senior hire to lead commercial and client services
• Raised the hiring bar: if there’s doubt, it’s a no
• Growth machine in motion: clear targets for MRR, consistent inbound, and founder time explicitly allocated to pipeline
• Systemised delivery: standardised playbooks and account rhythm so work moves from defence to offence
• AI uplift: training the creative team to 10x output without bloating headcount

Impact

• Revenue up nearly 100% YoY with consecutive record months
• More stable client base and upmarket retainers
• Team of 12 globally operating to clearer roles
• Founder stepping up to commercial strategy, not day-to-day execution
• Platform in place to grow margins, not just top-line

Before

Playing catch-up, capacity stretched, firefighting, second-guessing hires

After

Clear structure, better clients, confident hiring, and a plan to scale with profit

What we changed

• Installed a leadership layer and clear sales vs ops split
• Built European compliance playbooks and a single SOP hub
• Launched an internal academy to shorten rookie ramp time
• Professionalised credit control and installed P&L, cash flow and hiring triggers
• Introduced a simple weekly operating cadence

Impact

• Double-digit EBITDA growth with stronger cash conversion
• Founder time reclaimed for CEO work
• Cash unlocked from aged receivables
• First and second deals landed faster via the academy
• Clear 3-year scale plan with quality and culture intact

Before

Overwhelmed, stretched thin, firefighting, unsure about sustainability

After

Focused, calm, confident, operating as CEO with a plan the team trusts

What we changed

• Installed a leadership rhythm with weekly and monthly meetings, plus the first AGM where teams presented budgets and plans
• Codified the Mixxos DNA, role profiles, and a clear career framework
• Locked a monthly training cadence with external expert sprints and on-desk coaching, 12 months scheduled in advance
• Moved to monthly P&L reviews with an accountant to guide hiring and spending decisions
• Set a daily sales cadence so 4 to 6 people are selling every morning, even without founder presence
• Formalised the InMix community, events, and podcast to open doors with enterprise brands and elevate employer brand

Impact

• Founders operating as leaders, not firefighters
• Faster team development through a repeatable training system
• Clear roles and career paths that improve retention and attraction
• Budget discipline and decision-making driven by data, not gut feel
• Community attendance up 160%, strengthening pipeline and talent magnetism

Before

Fast, reactive, frustrating, a strong brand with a teenager business behind it

After

Clarity, structure, purpose, confident leadership with the team executing the plan