The questions leaders bring us don't fit in a deck.
We sit beside founders and product, design and tech leaders — to shape their organization, their ways of working, and the influence to make it stick.
The organizational counsel product, design and tech leaders never had.
Most leaders in product and design decide alone. The board has its advisors, finance has its firms — the person shaping how product, design and tech work together usually has no one who's held the seat. We have. The Counsel puts a practitioner at your side: to design the organization, set the operating rhythm, weigh the calls, and build the influence that makes them hold. Design-driven, always — but measured where it counts: in the value your teams ship.
Growth breaks operating models silently. We redraw how the teams work together — roles, responsibilities, interfaces — and set the org model for the stage you're entering, not the one you're leaving.
Moving from UX/UI profiles to strategic product designers is a role change, not a training plan. We redefine the roles and what's expected of them, redraw the org around discovery, and help the team actually make the move.
A design system that can't state its value gets budgeted like a liability. We build its case — adoption, velocity and consistency, tied to money — and the narrative that moves it from cost line to asset.
We audit the load against the teams — product, design, tech — say plainly what holds and what won't, and sequence the delivery so the critical path survives: scope, staffing, rituals, escalation.
We went to see. A field benchmark of design organizations across Europe and beyond — governance, contribution, tokens, team shapes — with what breaks, at what scale, and what to steal.
We build it from our reference framework — the levels, the expectations at each, the craft/people fork — shaped for hybrid design × tech profiles, and negotiated so it survives the next reorg.
No PM doesn't mean no decisions. We define how design × tech prioritizes, decides and ships — the rituals and the ownership that replace the missing role instead of pretending it exists.
We define where design plugs into strategic planning — the moments, the artifacts, the mandate — so it shapes the portfolio of company initiatives instead of receiving it.
Influence is built, not granted. We work your posture as a leader and your influence strategy — who decides, what they value, which battles to take — in working sessions on your real situations. Confidential by construction.
A few weeks, and you know. We audit organization, rituals, discovery, delivery, tooling, influence — and hand you the honest picture with the sequence of moves, whether or not we execute them with you.
One reference career path. Every craft.
Progression is the most political document in an organization. We maintain a reference career path — the levels, the expectations at each, and the fork where craft and people leadership part ways — and decline it for product managers, product designers, brand designers. Yours will differ. That's the point of starting from one that works.
Declined for product management, product design, brand design.
The advisory
Half a day a week, on retainer. A standing seat beside a founder or a product leader: product strategy, arbitrations, org calls — whatever the week brings. The cadence most of our counsel runs on.
The audit
A few weeks to map your design and product maturity: organization, rituals, discovery, delivery, tooling, influence. You get the honest picture and the sequence of moves — whether or not we execute them with you.
The mission
A defined transformation, led end to end: standing up a product organization, rebuilding career paths, deploying continuous discovery, moving to value-based steering. Scoped, sequenced, shipped with your teams.
The coaching
One leader, sustained. Posture, management, influence — working sessions on the real situations: the reorg, the exec meeting, the hard conversation. Confidential by construction.
The decisions are yours. The counsel can be ours.
Tell us what's on your desk. We counsel a handful of leaders at a time — be the next.
Describe your situation. We read every request, one by one.
We come back to you within 48 hours.
We set up a first conversation — confidential, both ways.
What's said at the table stays at the table.