We design the organisation for how work runs now.
Structure, operating model, capability, and culture — redesigned for the way work actually runs in 2026, including alongside AI agents. Because the blocker to value is almost never the model; it's the organisation.
An organisation built for human-plus-agent work, and a team that can actually run it.
The problem, and how we solve it.
The hardest part of any transformation is the organisation around it. You can have the right strategy and the right software and still stall, because the structure, the roles, the incentives, and the culture weren't built for the new way of working. In 2026, with AI agents taking on real tasks, that mismatch has become the difference between capability that ships and capability that sits idle.
This service redesigns the organisation for how work runs now: roles and structures built for human-plus-agent teams, an operating model where decisions and work actually flow, and capability built in rather than endlessly hired. We build AI fluency into the team, and we protect psychological safety through the remix rather than pretending nothing changed.
It's deliberately not workshops and slides. We design the structure, run the delivery, and stay until the new way is operating — measured by adoption and performance, not attendance. It pairs naturally with Transformation when change needs muscle, and with our Cofoundry venture Chief Navigators on the leadership side.
The capabilities inside.
Engage one or several — most clients start with the sharpest one and expand.
Organisation & role design
Structure and roles built for human-plus-agent work — clear ownership, fewer hand-offs.
Operating model
How decisions and work actually flow — designed, not inherited by accident.
Talent & capability
AI fluency and the skills the new model needs, built in rather than just hired.
Culture & adoption
Change people actually take up — with psychological safety protected through the remix.
Leadership alignment
A leadership team rowing the same way, with shared goals and language.
Workforce planning
The right people, in the right shape, for what's next — including which work agents now do.
Five ways to bring us in.
Scoped to the outcome, not the hours. Most engagements start with a short readiness conversation, then take one of these shapes.
Build sprint
A fixed-scope build that ships a working system in weeks — not a phased programme that never lands.
Embedded operator
We sit inside your team and run the function until it's self-sustaining, then hand it over.
Readiness program
We get you ready for what's next — a raise, a sale, an AI rollout — and close the gaps first.
Fractional capability
A senior CFO, CMO, CSO, CHRO, or CTO for as long as you need one — full weight, part time.
Principal partnership
Where we believe, we put skin in — capital alongside you, or work for a share of the upside.
Fixed-scope ways to start.
Productised entry points — clear scope, clear outcome.
Org Design Sprint
A redesigned operating model and structure in weeks — clear, costed, and ready to run.
Capability Build
An AI-fluent team, trained and supported — fluency built in, not bought as a course.
Adoption Program
Change that lands and sticks — measured by what people actually do differently.
Two angles, in the sectors we know.
Organisation work lands hardest where people, complexity, and change collide.
Scaling your team after a raise?
Post-raise, the org is what lets you grow into the money. See how we help founders scale.
The things people ask first.
Isn't this just 'change management'?
Not the workshop kind. We design the structure, run the delivery, and stay until the new model is operating — measured by performance and adoption, not attendance.
How do you handle AI's impact on roles honestly?
We redesign roles around what humans do best and what agents do best, build the team's fluency, and protect psychological safety — rather than pretending the change isn't happening.
Can you help with culture, or only structure?
Both — and they're inseparable. A new structure without adoption is a chart nobody follows; we build the change so it sticks.
Do you work with leadership directly?
Yes. Leadership alignment is part of the service, and our venture Chief Navigators specialises in the human side of leading change.
Is the organisation keeping up?
Tell us where work is getting stuck. We'll design the organisation — and the change — to move it.
Talk to us →