You knew the systems weren't working. Now leadership knows it too.
Evolve is for established organisations whose tools exist but don't talk to each other. It starts with a thorough audit of everything you have, and ends with a plan your leadership can say yes to. Then, if you want me to build it, we scope that next.
Phase 1 audit: £5,000 fixed fee · 1 to 2 months · Implementation scoped afterwards
You've been saying this needs fixing for a while.
It probably started small. A report that took longer than it should. A question from a senior leader that nobody could answer clearly. A board meeting where the data you needed lived in three places and had to be pulled together the night before.
You flagged it, but without leadership agreement there wasn't much you could do. Now you have that agreement, and you need someone who can understand the full picture and actually fix it, not recommend a new tool and leave you to figure out the rest.
That's what Evolve is for.
The tools are there. They're just not joined up.
You're not starting from nothing. You have a CRM, a project management platform, a membership database, a finance system, possibly more. The problem isn't the tools. It's that they don't know each other exist.
So information gets entered in one place and then copied into another, and another. The same data, typed three times by three different people. Nobody has a clear picture of what's happening across the organisation, and when someone asks a straightforward question, everyone in the room knows the answer is taking too long.
There are gaps too: processes that were never properly built, and workarounds that became permanent fixtures.
Your team isn't the problem. The structure is.
How Evolve works
Evolve ends with working systems, not a report in a drawer. It runs in two phases, so you can see the full plan before you commit to the build.
Phase 1: Audit
Fixed fee, about 1 to 2 months
Step 1. Audit the current setup. I see how work really moves. We start by looking at where things actually stand: where information lives, how work moves through the organisation, who owns what, and where that breaks down. I spend time with the people using your tools day to day, because that's where the real picture is.
Step 2. Deep dive into your tools. I go inside your platforms. I look at what's already set up, what's been left half-finished, and where you can connect what you already have. This is where I find the quick wins alongside the deeper fixes.
Step 3. Recommendations and agreement. We agree on the plan. I come back with a clear picture of what I'd change and why, and we go through it together. Nothing moves forward until you're confident in the plan, and confident you can present it internally.
Phase 2: Implementation
ButtonScoped after the audit.
Step 4. Build. Tested before your team sees it. I design and implement what we've agreed: rebuilt workflows, connected tools, new automations and clearer processes. Everything is tested before it goes anywhere near your team.
Step 5. Training and handover. A transition, not a goodbye. I walk you and your team through how it all fits together, how to use it day to day, and how to adjust it as things change. You'll have full documentation and a recorded walkthrough.
Current-state assessment
A scored baseline of how your operations work today, across 6 to 8 areas, which you can re-measure later.
Format: One-page scorecard plus narrative
Prioritised findings and risks
What to fix first, ranked by impact and effort.
Format: Now / next / later matrix
Recommended target operating model
Who owns what, and where operations sits alongside the rest of the organisation, such as membership, programmes and leadership.
Format: Single page plus notes
Process and systems recommendations
A map of how work moves across your member, customer or client journey, with single points of failure flagged, and which systems to adopt, retire or build
Phased implementation roadmap
What happens now (0 to 3 months), next (3 to 9 months) and later, with owners, dependencies and indicative costs.
Format: Roadmap on a page plus costing table
Role profile for ongoing operations support
Whether you need a fractional or full-time person, and which responsibilities should sit within your existing team.
Hire-ready one-page spec
Board-ready summary
Everything above, set out for the board's decision
Format: 6-8 slides or a two-page brief
What you receive from the audit
A clear baseline. A plan in priority order. A summary your board can say yes to. Phase 1 covers all seven deliverables.
Making the case internally
Getting sign-off is part of the job, and I can help with it. Once we've had a discovery call and I understand your situation, I'll help you put together what you need: a clear summary of the scope and investment, or something more detailed for a senior leadership team or board. And because the audit ends with a board-ready summary, the case for any build rests on evidence, not opinion.
If you'd like a head start, the free business-case resource is a good place to begin.
Is Evolve right for you?
- Your organisation has the tools but they aren't connected. The team is duplicating effort, information lives in too many places, and pulling together a clear picture of anything takes longer than it should.
- You don't have clear visibility across departments
and decisions are being made on incomplete information.
- You want a partner, not someone who tells you what to do and leaves: someone who can work inside your organisation, earn trust quickly, and understand the politics as well as the processes.
- You're ready to invest properly in getting this right, starting with a fixed-fee audit.
If you're a smaller business setting up your first proper system,
Simplify is a better fit.
Investment
Evolve is priced in two phases, so you know exactly what the audit costs before you decide on anything more.
Phase 1: Audit. £5,000 fixed fee. About 1 to 2 months, depending on availability and access to relevant materials. The fee covers all seven deliverables above and assumes reasonable access to your team. Additional interviews or a materially bigger scope would be agreed in advance.
Phase 2: Implementation. Scoped after the audit. Once the audit has set the priorities, we agree what to build, over what period and at what cost. Indicatively, that means 1 to 2 days a week over an agreed period, at £600 a day. From start to finish, an Evolve engagement runs four months or more. Nothing in Phase 2 is committed until you've seen the plan.
Expenses. Travel for any in-person sessions is charged at cost and agreed in advance.
Afterwards. Once your systems are working, I offer retainer support if you'd like to keep them that way. If what you need is ongoing operational leadership, that can grow into a Fractional COO arrangement, from £4,000 per month with a 3-month minimum.
- Apply. Tell me about your organisation through the application form.
- Have a discovery call. If it's a good fit, we'll talk through where your organisation is, what's not working, and what the audit would cover.
- See the proposal.
You'll get a clear scope, timeline and fixed fee before anything begins.
Have a question before booking? Get in touch.
FAQs
How is Evolve different from a Fractional COO?
Evolve is a project: an audit, then a build to an agreed plan. A Fractional COO is ongoing operational leadership. Some organisations move from one to the other, but you don't need to.
Do we need to prepare anything before the audit?
Not at all. Part of my job is to understand how things are actually working including the workarounds and the bits nobody's proud of.
Come as you are. I'll ask the right questions and work with what I find.
How involved does our team need to be?
Your team's involvement is essential.
The people using your tools and processes day to day know where the friction is better than anyone.
I'll need time with them during the audit, and they'll be part of the handover so the new systems actually stick.
What if we don't want to implement all of the recommendations?
That's completely fine. Nothing gets built without your agreement.
The recommendations report is the start of a conversation, not a prescription. We implement what makes sense for your organisation, in the order that makes sense for where you are right now.
How long does Evolve take?
The audit takes about 1 to 2 months, depending on availability and access to relevant materials. A full engagement, audit and build, runs four months or more. We'll agree a realistic timeline before anything begins.
What does the proposal include?
The scope of work, the timeline, the investment and the payment structure. The audit is a fixed fee. Phase 2 is scoped once the audit has set the priorities. Nothing vague or open-ended, so you know exactly what you're getting before you commit.
What happens after the project is complete?
You'll have full documentation and a recorded walkthrough of everything that's been built.
If you'd like ongoing support to maintain, optimise, and develop your systems as the organisation grows and changes, I offer retainer options for exactly that.
Can we start smaller?
Yes. If one process or tool is causing most of the pain, I can start there at £600 a day, with the days agreed in advance. We'll see whether a bigger project makes sense afterwards.
