We help founder-led, scaling companies catch and solve organization-wide issues across attrition, work culture, and hiring.
Beta Programme — Now Open
We're psychologists building this consultancy with founder-led companies. We work with small companies with employee ranges from 20 up to 1000. If something has started to break, let's talk.
Gen Z isn't the future of the workforce, it's the present, and its influence is only growing.
What gets labeled as "Gen Z issues" is namely, resistance to change, misalignment, and outdated structures. We're psychologists designing evidence-backed diagnostics, interventions, and protocols to help organizations evolve, across culture, attrition, and hiring, so adaptation becomes an advantage, and people don't just stay, they thrive.
Why the turnover?
Attrition is usually a symptom of a larger issue. By the time people leave, the conditions leading up to the decision to leave have been brewing for a while.
Before it reaches that point, there are clear signs. These patterns tend to sit within four core rubrics we assess across organizations. They influence how people engage with their work, their teams, and the company over time.
We start with a diagnostic to understand where your organization stands across these rubrics, and then apply tailored interventions at the right points before it leads to outcomes like attrition.
How we think about organizational health
Our approach evaluates organizations through psychological rubrics that are translated directly into actionables and processes that people work within every day.
Explicit Processes
Well-defined expectations, roles, and growth paths that bring clarity to day-to-day work and prevent misalignment.
- • Clear role boundaries
- • Explicit success criteria
- • Realistic expectations from day one
Responsible Authority
People who can act without waiting for permission. Leaders who can make decisions without guilt. Authority used fairly, not politically.
- • Autonomous initiative
- • Clear decision ownership
- • Authority without ego
Emotional Regulation & Boundaries
Staying regulated through pressure, feedback, and disagreement, so interactions remain constructive across teams and roles.
- • Composure under pressure
- • Constructive feedback
- • Psychological safety with performance standards in tact
Organizational Resilience
Teams that can sustain performance without burning out. People who distinguish between real urgency and noise, and find meaning without illusion.
- • Sustainable pace
- • Real versus false urgency
- • A sense of meaning without burnout
What we see
When we work with founder-led companies, we pay attention to how work moves on an ordinary day. The same issues show up in small ways long before they turn into visible outcomes.
Feedback loops break down. The slow accumulation of undiscussed things. Concerns raised once, received badly, and never raised again. Chronic urgency decouples apparent priority from actual need. The people most damaged are the ones who keep responding to it longest.
Everything escalates to the founder
A lot of decisions that could be handled by the team still end up with you. People tend to check in before moving, so things keep coming back up instead of staying where they should.
High performers leave
People leave for different reasons, but you can usually see it coming. The role starts to drift from what was expected, or the way work runs makes it harder to do good work, and over time they opt out.
Conversations stop being constructive
Reviews, 1:1s, and check-ins start to feel unhelpful or repetitive. If a conversation goes badly once, or doesn't really lead anywhere, people either hold back or work around it instead of saying things directly.
Fast becomes frantic
Chronic urgency that decouples apparent priority from actual need. The people most damaged are the ones who keep responding to it longest.
How we work
We bring a psychological lens into the organization itself. Working at the level of structure, behavior, and practice. That lens is what allows us to see what conventional HR and management consulting systematically misses.
Now open · Beta
5-Week Beta Programme
Our current offering for founding beta companies. Two weeks diagnostic, three weeks interventional. Embedded, observational, and built entirely around what we find.
2 wks diagnostic + 3 wks intervention · 6–8 days on-site/month
Full engagement
90-Day Organisational Intervention
The full programme — 12 on-site days per month across three months. Deeper diagnostic, extended intervention, and a complete organisational health picture at close.
90 days · 12 days on-site/month · All employees
Additional services
Hiring & Onboarding Support
Psychology-informed hiring frameworks and structured onboarding design. The conditions that determine whether someone stays are set long before month six.
Role capacity profiles · Interview frameworks · 30/60/90-day structures
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Want to understand where your organization stands?
Take our 6-minute diagnostic quiz. You'll get a clear picture of your team's strengths and where things are breaking down.