Scaling Operations

What you'll learn

• Recognise the operational inflection points before they break the team
• Build a hiring system that scales beyond the founder's personal network
• Codify decision rights so velocity doesn't drop as headcount grows
• Run a meeting cadence that produces decisions instead of consuming hours
• Document process so new hires can self-onboard within their first week

1. 01

   From 3 to 15 — the ops inflection

   The specific changes between team-size 3 and 15 that founders typically miss. Hiring, comms, decision-making — what worked at 3 actively damages a team of 12.
   3 lessons56m
   • 01The transition points (5, 8, 12, 15)18m
   • 02The founder-becomes-bottleneck pattern22m
   • 03What breaks first (and how to know)16m
2. 02

   Hiring systems

   Founder-led hiring works up to ~5 hires. Past that, you need a system that produces consistent quality without the founder being in every loop.
   3 lessons1h 8m
3. 03

   Decision rights + meeting rhythm

   Velocity dies when nobody knows who decides what. This module covers the decision-rights framework and the meeting cadence that produce a fast organisation.
   3 lessons54m
4. 04

   Process documentation that compounds

   Process docs written under pressure are useless. This module covers the documentation pattern that gets used — and updated — instead of rotting in a Notion folder nobody opens.
   3 lessons1h 2m