Executive Search Firm — Frisco, TX
46% YoY revenue growth
Improved the operating model and go-to-market execution, contributing to 46% year-over-year revenue growth.
Operations Advisor
Most problems that look like people problems are actually operational system problems.
Staffing firms rarely struggle for lack of talented people. They struggle because the operating system behind those people was never intentionally built, measured, or improved — so leaders treat symptoms while the root cause stays hidden.
Who this is for
Staffing & staff-aug firms, $750K+
- Growth has stalled
- Margins keep shrinking
- Sales and recruiting are underperforming
- Managers spend more time reacting than leading
- Process changes depending on who does the work
- Leadership senses a problem but can't name its cause
Not built for
Quick fixes aren't the answer.
- Quick motivational fixes
- Generic business coaching
- Someone to temporarily run operations
- Leaders unwilling to examine their own systems
- Teams without a clear KPI and accountability rhythm
The High 5 Difference
Most consultants begin with recommendations. High 5 begins with diagnosis.
Before recommending technology, org changes, hiring plans, or sales initiatives, we identify the operational constraints quietly limiting performance — because solving the wrong problem is expensive.
The operating worldview
How we think about performance
The work starts with the operating system behind the people — not with a prescription.
01
People usually aren't the problem. Systems create behavior.
02
Metrics create accountability. Without them, ownership is a guess.
03
Managers should be developed — not simply promoted.
04
Growth exposes operational weakness. It doesn't create it.
05
Revenue without margin is not success.
06
Dashboards should drive decisions — not decorate meetings.
07
Every recurring problem is evidence of a system worth examining.
08
Clarity before change. Understand the business before you move.
What changes when the system gets diagnosed
From operational friction to predictable execution
Before
Reactive. Owner-dependent. Inconsistent. KPI-light. Constantly solving the same problems.
→
After
Clear priorities. Repeatable processes. Meaningful KPIs. Accountable leaders. A system the business can run.
The High 5 Steps
Diagnose first. Build what the business actually needs.
01
Assess
Understand what is actually happening across the business.
02
Diagnose
Identify the root causes behind the performance problem.
03
Build
Create the processes, KPIs, dashboards, and systems needed.
04
Develop
Strengthen the people and leadership needed to execute.
05
Transfer
Make the improvements sustainable inside the organization.
Every engagement leaves more than recommendations
Build the operating infrastructure that outlasts the engagement.
Clients leave with a business that leans on operational excellence, not individual heroics.
Clear prioritiesDocumented processesMeaningful KPIsUseful dashboardsOperating rhythmsClear accountabilityDeveloped leadersInternal ownership
Results from the field
Operational work should show up in performance.
Real examples of operational work translating into measurable business results.
Staffing & Solution Install Firm — Plano, TX
$10.8M built from a standing start
Built the operating infrastructure and growth engine that supported $10.8M in revenue from a standing start.
Technical Staffing Firm — Dallas, TX
51% revenue growth
Helped drive 51% revenue growth — the firm's best year in more than 25 years.
National Staffing & Recruiting Firm — Frisco, TX
$7M → $8.1M revenue growth
Improved sales and recruiting operations, helping move revenue from $7M to $8.1M.
Start with the problem — not a retainer
Something isn't working the way it should. Let's figure out why.
Start with a conversation. Identify the biggest operational opportunity and decide what needs to happen next.
Book a Strategy CallNo long-term commitment required to start.