Selected work

A few decisions that changed how the business worked.

I’ve spent most of my career in problems that do not sit neatly inside one department. These cases show what I saw, what I changed, and what happened once the new operating model was in place.

01
Capability ownership · Acquisition

Why I brought paid search in-house.

Paid search had become too important to manage at arm’s length. The move was about speed, visibility, economics and where the learning should live—not about being anti-agency.

73.5% improvementTrailing-12-month paid-search acquisition efficiency after the capability moved inside.
02
Growth architecture · Revenue system

Building a growth model that started with revenue, not leads.

The organization could already see traffic and lead volume. What it needed was a model that showed whether demand could actually become revenue—and where the system would break first.

One operating modelDemand, qualification, conversations, capacity, conversion, economics and revenue viewed together.
03
Digital transformation · Operating model

Turning a traditional media business into a digital-first operation.

The work was bigger than websites. It meant building acquisition, CRM, analytics, digital product, technology and revenue capabilities that could work together as part of the core business.

Cross-functional transformationMarketing, product, technology, audience/data and revenue capabilities built to work together.

How I think the modern growth system should work.

Start with the path from market signal to durable customer value. Then put measurement, economics, technology, AI and operating design underneath the whole chain. I do not think those should live as disconnected layers that each optimize their own activity.

Decision rhythmShort feedback loops tied to the constraint that matters now.
Resource allocationMove people, capital and technology toward the highest-return constraint.
01Market signals

See the changes in customers, competitors, channels and behavior.

02Demand

Create interest and reach the people most likely to matter.

03Qualification

Separate fit, intent and urgency so attention goes to the right opportunities.

04Conversations

Turn qualified demand into a real commercial interaction.

05Delivery

Create the promised value with enough capacity, quality and margin.

06Retention & expansion

Grow lifetime value, trust and the next source of demand.

Measurement & dataLeading indicators, outcome metrics, instrumentation and a shared source of truth.
Economics & forecastingUnit economics, capacity, sensitivity, rolling forecasts and explicit trade-offs.
Technology, AI & automationAutomate repeatable work, improve decisions and shorten the distance between signal and action.
People & operating designDecision rights, roles, capability ownership and teams designed around outcomes rather than inherited boundaries.
Continuous improvementSignalsActionOutcomeLearnReallocateRepeat
This is a forward-looking synthesis, not a prescribed org chart. The point is to organize around outcomes and feedback loops first, then decide which people, functions and systems should own the work.