Client results
These are real results from real B2B service businesses. Every case study follows the same pattern: a founder who was stuck, the changes we made together, and the impact on their business.
Words from our clients
Case studies
AG Payroll UK and international payroll services From founder-reliant to scalable, systemised growth Exit-ready roadmap with a leadership bench installed
EBITDA increased significantly, margins improving, leadership bench in place, and compliance readiness advancing.
A strong product and proprietary app, but growth was founder-led. Sales cadence inconsistent, contractor churn higher than desired, and too many manual processes. Compliance accreditation was pending and management reporting was not guiding scale.
- ◆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
- ◆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
“I built a good business but did not know how to scale it. Now there is a plan we trust, leaders in the seats, and a machine that can grow without bloating headcount.”
Coconut Lime Sales-led recruitment From reactive to data-driven, repeatable growth 2× placements per month in six months
Placements per month more than doubled in six months, best months on record, and credit notes materially reduced.
Two-founder team working hard but flying blind. Minimal tracking. Reactive delivery. Decisions guided by the bank balance, not the plan. Hand-to-mouth cash rhythm made hiring and growth feel risky.
- ◆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
- ◆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
“Once we started tracking calls, interviews and submissions, the math told us what to do each day. The data runs the business now, not gut feel.”
Kitto Strategic marketing for recruitment and rec-tech From capacity crunch to a scalable growth engine ~100% year-on-year revenue growth
Near 100% year-on-year revenue growth with back-to-back best months, now building for profitable scale.
Kitto had repositioned and won big contracts. Success created a capacity crunch and the founder was getting pulled back into delivery.
- ◆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 is doubt, it is a no
- ◆Growth machine in motion: clear targets for MRR, consistent inbound, and founder time explicitly allocated to pipeline
- ◆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
“It feels scalable. The structure is in place, standards are high, and I have space to run the business.”
Konstrukt Recruitment From overwhelmed to a calm, scalable operation 3-year scale plan, with culture intact
First and second deals landed faster via the academy, with a clear 3-year scale plan and culture intact.
A growing business where the founder was stretched thin, firefighting daily, and unsure the pace was sustainable.
- ◆Built a repeatable academy so new hires ramp faster
- ◆Installed structure and standards to protect quality while scaling
- ◆Gave the founder space to operate as CEO against a clear plan
- ◆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
“It feels scalable. The structure is in place, standards are high, and I have space to run the business.”
Mixxos Specialist recruiters in head office, commercial and industrial sectors From winging it to structured, scalable growth +160% community attendance
Leadership upgraded, operating rhythm installed, community flywheel activated.
Founders doing everything. Hiring and spend driven by emotion rather than a plan. Roles unclear, processes light, and training ad hoc. Strong brand presence online, yet new hires landed in a company without the structure to match.
- ◆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
- ◆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
“We always knew how to win work. What we lacked was structure. Now we have clear roles, a training system that runs, and a cadence the whole team follows. It finally feels like a grown-up business.”