The operational right hand founders and leadership teams bring in to turn vision into structure — building the systems a company can scale, raise and run on, without depending on any one person. Fractional for founders, or embedded as an interim Chief of Staff for established and scaling teams. A decade inside Goldman Sachs, HSBC and Marex is where I learned how.
Operations is the difference between a business and an expensive hobby.
Whatever your brand stands for — community, mission, creativity — I build the business underneath it.
“She brought, almost at once, the operational structure we had been sorely missing.”
Tifé joined us at the precise moment we began to commercialise our offering — that delicate juncture every fintech knows, when growth must learn to outrun the burn rate — and she brought, almost at once, the operational structure we had been sorely missing. Her diagnostic was both thorough and sharp; rather than paper over the cracks, she documented and rebuilt our operations into clear, repeatable processes — the kind a new hire can pick up and run with from day one, and which hold their shape even as we scale. She thinks like an operator who has worked at the highest level, and it shows in everything she touches.
A few kinds of client, one problem: the operation lives in someone’s head. Pre-seed and seed-stage founders with no operations hire yet — and established or scaling teams, often in financial or regulated environments, that need a steady operational right hand. The systems that got you here won’t get you to the next stage.
Your operational right hand, for Founders and CEOs — brought in three ways, matched to where you are. The documented systems are the deliverable every time.
Three fixed-scope engagements, matched to where you are.
The diagnostic fee is credited toward your Operating Foundation or Chief of Staff engagement if you continue within 30 days.
My job as a Chief of Staff, COO, Head of Operations — whatever the title — is ultimately the same: be the Founder/CEO’s right hand and help turn vision into reality.
I’m a pragmatic visionary. I believe almost anything is possible if you break it down far enough. Every ambitious goal, complex problem and bold idea can be reduced into a series of practical steps and executed.
My background spans both startups and some of the world’s most demanding financial institutions. The advantage of sitting in both worlds is that I bring the innovation of startups together with the structured discipline of corporates.
Most of my work stays confidential.
The nature of Chief of Staff and operational leadership roles means much of the work is confidential. Between NDAs, commercial sensitivities and executive trust, many of the most interesting challenges I’ve solved can never become public case studies.
I’m comfortable at the centre of a business — I just don’t need the credit for it. I’m obsessed with why things fail. I care about the “boring” stuff: the systems, decisions, people and processes that determine whether a vision succeeds or fails.
My testimonials and track record speak for themselves.
If my approach resonates, I’d be happy to discuss how I can add value to your organisation.
I execute the vision of the CEO. The way I work has two layers:
The CEO wants to expand the existing product into a new client market. The data points to a profitable market and the company product can be customised to fit. The CEO says: make it happen.
My job as the right hand is to turn the ambition into something concrete, costed, resourced and de-risked, and to come back to the board with three things in plain numbers: what we can do, what we can’t, and what we’ve mitigated. Every step below is run on data, which is what a board pays for.
Illustrative. The top layer is the strategic project I run to a board decision; the operating layer beneath is what lets each team execute and replicate it without me.
I identify the CEO’s vision: what market, what size, what region, who is the ideal client profile, what they are willing to pay, and how the service should be presented to them.
Then I define success metrics up front: what does good look like, by when, and how it’s measured. A number and a picture.
I turn the current landscape into numbers. I model the requirements of the new initiative (onboarding volume, support load, delivery hours) against the team’s current utilisation.
I identify and analyse the impact on EBITDA explicitly, analysing if revenue is growing faster than cost. I build these numbers together with Finance, so what I present to the board and what the CFO presents line up.
Control built in: the incoming pipeline should never exceed our capacity to deliver service; we never degrade service for the clients we already have. The warning signs and metrics of what this looks like are identified, communicated and mitigated against.
A new initiative often brings new demands the current setup wasn’t built for. I assess the capability of the existing systems and quantify this against the CEO’s vision.
Control built in: reversibility is a framework I apply everywhere — I don’t lock the business into an expensive commitment before the initiative has demonstrated it will pay.
I take the direction to the heads of Technology, Operations and Sales, and we pressure-test it against their own data. Can each function carry this inside its current resource, and if not, what’s the gap.
For each function we agree two sets of KPIs: what success looks like, and what failure looks like, both in numbers, so everyone can see “on track” and “off track” without debate. Over-communication is key here.
I come back to the C-suite with what’s been done, what can be done, what can’t (and why), and what’s been mitigated. Every claim carries a number and a way to track it, and every risk comes with how we’d know it’s materialising and what the response plan is.
The output is a credible business case and a practical implementation plan, with the trade-offs made explicit so the decision is an informed one. All of it tied back to the CEO’s original vision.
My pragmatic visionary approach: I connect the functions, turn an ambition into a costed and de-risked plan the board can actually decide on, and then make it run.
Brand, story, community, content, creativity — the icing is yours, and it should be. I care about the four layers underneath:
A framework your future hires inherit — and that holds up to the scrutiny of lenders, acquirers and VCs.
See an illustrative CPG Operational Risk Assessment →A candle brand is building out its range for the Christmas quarter, the season where most CPG brands make the majority of their sales. Ahead of launch, a premium brand might choose to screen-print and foil-stamp its glass vessels across several new scents/SKUs at once, before any of them has proven it will sell.
Every SKU sits somewhere between fully recoverable and irrecoverable. A plain candle vessel with a stick-on label is recoverable: if the SKU doesn’t sell, you peel the label and the glass still has reuseable value. The moment you permanently print that vessel, a recoverable SKU has become a financial risk; it can’t be discounted into something useful and it can’t be reused.
Many CPG founders unknowingly ignore the foundations of a business which are the tiers I pointed out. So while everyone’s asking the marketing question — “will this SKU sell?” — the operational one gets missed: what happens to the capital if it doesn’t? The brand has locked money into a form it hasn’t validated with data. This operational risk compounds in two ways: every extra SKU is another irreversible risk, so the risk grows with the size of the range; and because the sales pattern is seasonal, if you get it wrong you have to wait a whole year to put it right.
Illustrative. The worst corner is many unproven SKUs committed to a single seasonal peak — and the route to market decides whether one wrong line stays contained or multiplies into a write-off, a fees bill and trapped cash at once.
Sell direct, and a failed line stays contained: full margin, controlled volume, you can make a few hundred and stop. Put that same line into retail and the damage multiplies — retailers buy at roughly half your price, charge listing and fill fees for every product in every store, and pay you weeks later. One failed line becomes a write-off, a fees bill and trapped cash all at once. The route to market is itself a reversibility decision: prove a line selling direct before you commit it to a shelf you can’t walk back from.
This applies to every CPG brand — swap “scent” for “SKU” and it fits skincare, drinks, food, anything. One of my diagnostic lenses is simply: how reversible is this? I weigh how permanent a decision is against how much data actually backs it. As a right hand, I’m always asking “what does this cost us if we’re wrong, and can we get it back?”
I’m Tifé — an operations leader with 10+ years inside Goldman Sachs, HSBC, Société Générale and Marex: the institutions that live or die by how well they’re run.
Startups win on speed and ideas; established teams win on reputation and scale. What carries either of them — through a raise, a due-diligence process, or a leadership transition — is the unglamorous part: a business that runs on systems instead of on one person. That’s the work I do, fractionally or embedded as an interim Chief of Staff, and, fortunately for you, I love it.
A fractional Chief of Staff is a senior operator who works as a founder or CEO’s right hand on a part-time basis, typically 2 to 2.5 days per week. Strategy stays with you, execution sits with me. I build the governance, reporting and systems that let the business run without you in every room, at a fraction of the cost of a full-time executive.
An Executive Assistant manages a leader’s time. A Chief of Staff manages a leader’s execution. I work on the operating layer of the business: governance, KPI reporting, cross-functional delivery and the systems that turn a CEO’s vision into results. Diaries and inboxes are not part of the role.
My engagements start at $3,000 (£2,250) for a two-week operational sprint, $8,000 (£6,000) for a four-week operating foundation, and from $13,000 (£9,500) per month for an ongoing Chief of Staff partnership with a two-month minimum. Every engagement ends with documented systems your team keeps.
Within a week. I specialise in stepping into ambiguity and creating immediate structure. “She brought, almost at once, the operational structure we had been sorely missing.” Phil Clements, CEO, Finspector.
Yes. I am London-based and US work-authorised, and I run US engagements on East Coast hours: a client’s 9am in New York is my 2pm in London. Deliverables land overnight and cadences run in your morning.
Everything is handed over documented. I build operating frameworks your team inherits and runs: SOPs, controls, scorecards and onboarding systems that do not depend on any one person, including me. If you are hiring a permanent Chief of Staff, they start with a working framework rather than a backlog.
Founder-led startups, CPG brands and established corporate teams that have outgrown how they are run. My background is fintech and financial services, with ten years across Goldman Sachs, HSBC and Marex. I also work with consumer and physical-product businesses.
Start with a two-week diagnostic — a clear, founder-ready map of where you’re exposed and what to build first. The fastest way to see whether we should work together, and the fee is credited if you continue.
I handle the business, so you can enjoy the journey.
Book an operations diagnostic