Every organization is different, but the problems rhyme. Find your situation below.
A focused 1–2 week look at how your organization runs. I talk with your team, map the tools and workarounds, and you leave with a prioritized plan. If you need a new tool, I weigh the options against your team's skills and budget first.
I build the simplest thing that works, then hand it off so it sticks. Depending on the audit, that can include:
I can stay on: routine updates to hours, menus and events, new tools as you grow, fractional operations support. A few weeks to an ongoing retainer.
Click any group to see what the work looks like, and where I've done it.
What I'd build: a site you can edit yourself, with events and specials your staff update directly.
The Charlie O's Squarespace site, with a "What's On" events widget connected to Google Calendar and four specials widgets the staff update.
What I'd build: Canva templates for your regular nights and a short weekly routine that takes a post from idea to live.
The Charlie O's flyer workflow. A Monday reminder leads to updated templates, and posts are live by Thursday.
What I'd build: shared calendars organized by purpose, with clear sharing rules.
The Charlie O's shared calendars for events, private bookings, and deliveries.
What I'd build: a clean setup in the owner's name, old access removed, and a written record of who owns what.
The Charlie O's domain move, new Google Workspace, removal of old staff access, and transfer of Google Business Profile ownership to the owner.
What I'd build: one organized shared drive and a training binder the team can add to.
928 Charlie O's files gathered into one shared Drive, plus an operations and training binder for the kitchen and bar.
What I'd build: an SEO audit and fixes, plus an AI-visibility setup.
The Charlie O's SEO audit and llms.txt setup.
Program data lives in a dozen spreadsheets, compiled by hand before every board meeting. Accurate, but slow, and one wrong formula throws it off.
What I'd build: I map where your data lives and build a lightweight system that compiles your key metrics automatically.
New staff take months to feel confident, because everything important lives in someone's head or an unsorted Drive. Onboarding is "just ask someone", and that someone is always slammed.
What I'd build: I interview your team about what they know, then build a knowledge base in a tool you already use, with an onboarding sequence new staff can follow alone.
A knowledge management redesign for a growing DEI consulting firm.
Donor communication matters, but it slips. Thank-yous get written one at a time, and year-end appeals are always rushed.
What I'd build: I map the donor journey, work out which touchpoints need a person and which can be automated, and build the workflows in your CRM.
What I'd build: find the real cause first, then fix the process and how it's explained.
The student stipend process redesign, where about 80% of complaints turned out to be confusion rather than errors.
What I'd build: a registration and scheduling process with clear rules written down, an online system students and families can use themselves, and staff trained to run it without me.
The master schedule redesign and online course registration system (2,100+ students), still in use years later.
What I'd build: a rollout plan built around the people using the platform, with short visual guides, training at the moment people need it, and a simple way to see who's stuck.
Implementation program management for a national ed-tech platform serving 650+ districts, plus pandemic-era visual guides for teachers.
What I'd build: procedures rewritten so staff can find and follow them quickly, plus training that makes them stick.
The safety procedures and staff training redesign.
These are examples, not a menu. If your situation doesn't fit one of them, that's usually the interesting kind.
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