The first 30–60 days are real work, at a fair rate — not a trial dressed up as something else — while you decide where I add the most value, and whether I'm delivering to your expectations. You see my judgment, my communication, and whether your burden is actually decreasing.

What happens after is agreed upfront: if it's working, we discuss what more looks like — an adjusted rate, or something tied to results.

You will never be blindsided by a conversation you didn't see coming. The scope, compensation, decision rights, and review points are agreed upfront — not renegotiated after value shows up. Everything I help create is documented and transferable.

In writing, before the work starts — and in two stages, so nothing gets renegotiated after value shows up.

My Fractional Operator arrangements run 5 to 20 hours per week. I prefer an initial two-month engagement: enough time for me to adjust to your working style, for us to find a rhythm, and to build real momentum.

The lowest-risk entry, for both of us: in the first 60 days I help you define a series of specific, measurable, close-ended tasks. They might build toward a single project, or they might be separate priorities — whatever is most urgent on your desk.

For the second stage, I'm open to a range of arrangements, and it doesn't need to be written in stone at the beginning. I believe in managing expectations by outlining potential structures from the start, aligned with the opportunities actually available. I have deep experience forming those kinds of deals.

Trust is the mitigation of risk, time, and money. I understand that every dollar I cost comes directly out of your pocket.

So here's the context you'd need. Fractional COOs and operating partners with comparable track records typically run $150–$400 an hour through an agency, or $5,000–$15,000 monthly retainer.

Working with me directly, no agency layer, costs significantly less than that.

Where a specific engagement lands depends on the type of work, the weekly commitment, availability expectations, and whether there's performance-based growth upside over time.

I'll ask you to propose the compensation structure you believe fits the opportunity. That gives me a concrete basis for evaluating your offer.

I'm flexible on the entry period specifically: I'd rather structure a first 60 days that's easy for you to say yes to than optimize a rate before either of us knows what the work is worth.

You can step away cleanly if the fit changes. Exit terms are part of the initial agreement. And because everything I build is documented as we go, what you paid for stays with your business. You're never stuck.

I build trust by doing what was agreed, communicating early when something changes, making problems visible instead of managing how they look, and producing results you can verify.

One conversation — not a sales presentation. Share what you're navigating: the problems that keep resurfacing, the projects that aren't moving, and the responsibilities you no longer want to personally carry.

We'll clarify what's happening, identify the most valuable starting point, and determine whether I'm the right person to move it forward. I'll synthesize what you've shared and come back with two or three specific starting options — you choose, combine, or redirect.

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