Most agencies think they need to hire more full-time staff to grow but that assumption is burning through budgets and burying teams in complexity. The Collective Model offers a smarter alternative: a lean core team supported by fractional specialists, structured for flexibility, trust, and margin. In this post, we break down how to build a team that flexes with your revenue without sacrificing quality, culture, or commitment.

You didn’t build your agency to babysit grown-ups, fix fires all day, or resent your own success. But without clarity and alignment, that’s exactly where you land.

This is the real cost of scaling without a clear operating system…and what to do instead.

The truth about indispensable and replaceable employees.

Ev’s first coach was very sweet and connected with her right away. This new coach, instead of being sweet, was a little spicy. It was during Evelyn’s third session with the new coach when I realized my perception of value and my daughter’s perception of value were very different.

Every organization has a culture. Some are intentional, some are accidental, and many are a combination of good intentions and poor implementation.

Culture has become a buzzword over the last several years, with numerous books and blogs written about what a healthy culture should look like and how to create, implement, and maintain it over time.

While the process of defining our culture was fun, and the end result of implementing it was incredible, the experience of launching a newly defined organizational culture was painful and messy (just being real). 

During my time as COO, I spent developed a hiring process that ensured we added long-term, valuable team members. That experience taught me one major lesson...

Saying what we mean and meaning what we say is harder than it sounds… but so worth it.