Three minutes from now, you'll know what to fix first.
Eight questions. A red, yellow, or green on People, Structure, and Systems. And the one thing to fix first.
Free · 8 questions · Sent to your inboxNot a feeling. Not a valuation. A plain answer: will what you've built hold when the work doubles?
People use “scale-ready” loosely, so here's what it means. It is not your revenue, your valuation, or how fast you grew last year. A company can have all three and still fall apart if one person quits. Scale-ready is about load, the amount of work coming at you. If it doubled tomorrow, would the way you're built hold? Or would it break?
Scale-ready isn't how big you are. It's whether more work makes you faster or slower.
You can't answer it from a feeling. So picture twice the work, and check the three parts that carry it.
Do you have people where the work is heaviest? Or are your best people quietly covering the gaps? Then the harder question. What happens if one key person leaves? If the answer is “a lot,” that's key-person risk. It gets worse as you grow, not better.
Is it clear who owns what and who decides what? Does that hold as you add people, or does it jam? This is where the founder bottleneck lives. When every real decision still goes through one person, doubling the company just doubles the line at their door.
Is the work written down, with tools that fit the size you're growing into? Or does it run on memory and heroics? “Ask the person who knows” stops working when twice as many people are asking.
Put those together and you get the answer: scale-ready, or not yet. But an answer alone is just a grade. The useful part is what comes with it. You get the Top 5 People Moves that close the gap, in order. And you get a 90-day plan, so you know what to do first.
The point isn't to hear that you're fragile. It's to know exactly where, and what to change.
Most founders expect the answer to feel like a grade on them. It isn't. If growth slowed right when it should have sped up, that's almost never an effort problem. It's how the company is set up. And that can be fixed.
“Not yet” with a clear list of moves beats “everything's fine” with no idea where the cracks are. The relief isn't the grade. It's finally seeing the problem.
A Staff Analysis gives you exactly this. It uses your answers plus answers from up to 25 of your people. You get the scale-ready answer, the five moves that close the gap, and a 90-day plan to do them. It's about roles, not people. Nobody gets graded. One price: $1,500.
Eight questions. A red, yellow, or green on People, Structure, and Systems. And the one thing to fix first.
Free · 8 questions · Sent to your inbox