Agency Growth Advisory
Turning scattered new business activity into a disciplined growth system.
Over the past decade I've sat in just about every new business seat there is. Passenger side on nine-figure pitches. Driver's seat on the ones that defined agencies. Everything in between.
The same problem kept showing up. Leadership hires for seniority on the strategic side while the executional side of new business stays broken. Nobody knew how to qualify an opportunity. Nobody knew the rules of an RFP — when to push back, what to ask for, when to walk away. Responses got rushed, ownership was unclear, and the pipeline ended up held together by whoever happened to care most that week.
Agencies don't have a talent problem. They have a framework problem.
The right people are usually already in the building. They just need someone who's been in the seat to show them how it actually works.
The Offering
Offering 01 · Two Working Days
A focused, one-on-one working engagement with the agency's new business leader. Installs structure around inbound opportunities, RFP discipline, and outbound growth.
Offering 02 · 60 Days
A 60-day engagement focused on installing the operational structure behind the agency's prospecting and pipeline. Defines how opportunities are identified, qualified, tracked, and reviewed with leadership.
Both engagements can be combined. Reach out to discuss what's right for your agency.
A $20M independent agency in the Southwest was promoting their top account director into a new business leadership role. She was the right person. But she was also inheriting a mess — a CRM nobody trusted, a pipeline that lived in her predecessor's head, and no consistent way to evaluate what was worth pursuing.
What We Installed Over two days we built her qualification framework from scratch, walked through every stage of the RFP process, and got her outbound motion off the ground with a clear set of priority accounts to pursue.
Six Months Later The agency had passed on four opportunities they would have previously chased, closed one account from their priority list, and leadership was seeing an accurate, active pipeline for the first time.
Start a Conversation
Most agencies are closer than they think. If you're rethinking your new business structure, let's find out what's actually missing.
Offering 01 · 2-Day Working Engagement
A focused, one-on-one engagement with the agency's new business leader. Two days of structured work that installs the frameworks, disciplines, and habits the role actually requires.
Agencies promoting an account leader into a new business role, onboarding a new director, or adding growth responsibilities to existing leadership. The right candidate is usually already in the building — the Bootcamp installs the operating framework the role requires.
Offering 02 · 60-Day Engagement
A 60-day engagement that installs the operational structure behind the agency's prospecting and pipeline. The agency keeps its existing tools. The focus is installing the structure that makes the pipeline work.
Agencies with a growth leader in place but no consistent system behind the role. The pipeline exists in someone's head, or in a CRM nobody trusts, or in a spreadsheet that gets updated before leadership reviews. This engagement replaces that with something that runs on its own.
Defines how opportunities are identified, qualified, prioritized, tracked, and reviewed with leadership. The agency keeps its existing tools — this is not a CRM implementation. The work is installing the structure and discipline that makes those tools worth using.
Most Pipeline System Builds run 60 days and include regular working sessions with the growth leader and a leadership review at close. Scope and investment are calibrated to agency size and complexity.