// TRACK_RECORD
Case studies.
Anonymised where required by NDA. Specifics - metrics, timelines, organisational context - are factual.
Enterprise SaaS - Logistics
Crisis Stabilization: Production Incidents → Zero
Legacy SaaS logistics platform on the edge of a Fortune 500 onboarding failure. 60 days to stop the bleeding.
3-5 → 0
PRODUCTION INCIDENTS / WEEK
Before
- Daily prod incidents disrupting ops
- No incident ownership or escalation path
- Fortune 500 onboarding at risk
- No release freeze mechanism
- On-call rota burning out two engineers
After
- Zero incidents for 6 consecutive weeks
- Formal incident response process in place
- Fortune 500 onboarding completed on schedule
- Release gates and rollback runbooks documented
- On-call rotated across five engineers
Fortune 500 Media
Org Consolidation: 64 FTE, 5 Teams, Zero Disruption
Post-acquisition consolidation of five delivery sub-teams under one operating model. Four months. No release calendar slippage.
64 FTE
CONSOLIDATED ACROSS 5 SUB-TEAMS IN 4 MONTHS
Before
- Five teams operating under different processes
- No shared release calendar
- Conflicting sprint cadences
- No cross-team dependency tracking
- Escalation paths unclear post-acquisition
After
- Unified delivery operating model across all teams
- Shared release calendar with zero slippage
- Aligned two-week cadence across 5 teams
- Cross-team dependency board in Jira
- Clear RACI for escalation and decision rights
Hypergrowth SaaS - FinTech
PMO Scaling: 18 to 30 PMs, +67% Capacity, No Hires
Rapid headcount growth from 150 to 350+ exposed a capacity gap in the PM function. Built a 4-tier mentorship structure that closed it without external recruitment.
18 → 30
ACTIVE PM CAPACITY +67%
Before
- 18 PMs managing 150-person org
- No PM career framework
- Senior PMs absorbed junior work
- No mentorship or shadowing structure
- Capacity gap forecast at 12 roles
After
- 30 effective PMs from same headcount via levelling
- 4-tier mentorship: shadow / junior / mid / senior
- Senior PMs freed to strategic work
- 12-role external hire avoided
- PM career ladder documented and in use