Incoming Executives

You inherited
the organization.
Not the guide.

You’ve got a short window to get a read on your new role. PerfOps Diagnostic gives incoming executives an independent, root-cause analysis of the business you just took on — where it’s constrained, where the upside is, and what to move on first — in days, not months.

Get Started How It Works
Diagnose. Repair. Recover. Built by Senior Operators
A senior leader arriving at a new organization
Clarity
On what’s really going on
Days
To a root-cause read
Objective
Data-driven analysis
Confidence
Operator-validated
How it works

Three steps. From narrative to plan.

The narrative tells you what leadership believes. The panels selected for your situation test it — starting day one from what’s observable, deepening as your access opens up.

01
Diagnose the organization’s health — from the outside in.
Before you even have system access, get a read of the organization from what’s observable: the narrative you’ve inherited, an independent market scan, and conversations with the people around the seat. You get a named pattern and a root-cause hypothesis — a real first read, not a questionnaire.
02
Every signal measured to get a systems-level read.
Baseline Panels — Commercial Health and Operating Health — read whether the business is real and the organization executes. The Transition Panels a leader most needs on arrival: whether the team is aligned and capable, whether the culture operates the way it’s described, and whether the strategy you inherited still holds.
03
You get the plan. Sequenced. Right-sized.
The fix and recovery plan sequenced by what matters most, and operator-validated — ready to act in your first 100 days, and defend to the board if anyone asks why.
The transition workup

The bloodwork that gives you insight into what you inherited.

Two baseline panels give you a systems-level read of constraints and opportunities. Specialty panels are the reads leaders in transition need to go deeper where it counts. Select any panel below to see what it reveals.

Baseline · Transition specialty · Added where the read points

What does it tell you
What you walk away with

Clarity, confidence, and command of the business — in your first weeks.

The real problem — and the real opportunity.
The one constraint actually driving performance, located in the organization, and the upside hiding next to it. Stop spending your mandate on symptoms — your first moves hit the cause and press the advantage.
Your first-100-days plan.
Not a report — a sequenced course of action. What to move first, in what order, and why, right-sized to your first hundred days. Use it as is, or iterate from it.
What you can trust.
The story you were handed, tested against the data — what holds up and what doesn’t. You walk in knowing which “truths” are real, instead of finding out in month six.
Conviction you can defend.
Every read is pressure-tested by operators who’ve run companies — so you can take it into the boardroom and defend it under questioning, not caveat it.
Why it’s indispensable

The same first hundred days, two different ways.

Without a diagnosis
  • Your first readThe loudest theory in the room
  • Your first hundred daysA hundred days with no sequenced plan behind them
  • Your first big moveDefending the number you were handed
  • Your first board meeting“I’m still getting up to speed”
  • By month sixStill leading on a story no one’s tested
With a diagnosis
  • Your first readAn independent, root-cause read
  • Your first hundred daysA sequenced plan you can act on from day one
  • Your first big movePressing the advantage no one had named
  • Your first board meetingA point of view you can defend
  • By month sixLeading on a story you tested and trust
Who it’s for

Whatever seat you’re stepping into.

You’re new, the clock is running, and the story you’ve been handed may not hold. The diagnosis answers the first question your seat is asking.

A leader pausing at the window, the organization behind them
Incoming CEO
“Is the business as healthy as the board said — and where’s the real risk and upside hiding?”
New Chief Revenue Officer
“Is the revenue engine real and durable, or propped up where I’ll take the blame?”
New Chief Marketing Officer
“Is growth a demand problem I can fix, or a positioning problem I inherited?”
New COO or GM
“Will this organization execute what I decide, or absorb it and stall?”
PE-installed operator
“Does the operating reality match the thesis — and what closes the gap?”
Any incoming leader
“Is it what I was told — and where do I act first?”
What a read looks like

The diagnosis finds what the narrative misses.

Representative examples of how a transition read reaches the non-obvious cause.

The situationA new CEO inherits a company the board calls a sales-execution problem — growth has stalled, and the fix on the table is a bigger sales team.
What the read foundDemand was fine; distribution had quietly broken. New logos were closing and then dying in a 14-day onboarding gap no one owned. More salespeople would have made the leak worse.
The first moveFix the ownership gap in onboarding before adding a single rep — the highest-leverage move, and the opposite of the plan he was handed.
The situationA PE-installed operator takes over 18 months after close. The thesis assumed margin expansion; EBITDA keeps compressing despite revenue growth.
What the read foundThe strategy never reached the budget. Spend still followed the pre-deal thesis, and pricing had eroded under discounting no one was tracking. An execution problem, rooted four layers up in an unrevised strategy.
The first moveReset capital allocation and pricing discipline against the actual thesis — before touching headcount.
The situationA new CRO is told the team is strong and just needs focus. Attainment is down, and morale is the suspected cause.
What the read foundThe team was capable; the operating model wasn’t. Decisions had no clear owner and stalled for weeks — an accountability gap reading as a motivation problem. Replacing people would have lost capability and kept the constraint.
The first moveInstall decision rights and a weekly cadence — fix the system around the team, not the team.
How it’s priced

Fixed fees. No surprises.

Start with a fixed-fee diagnosis — credited toward your panels if you proceed. From there, you only run the panels your situation calls for.

Every result is operator-reviewed, includes a live read of findings, root cause, and a sequenced course of action.
Run in sequence
1
Initial Diagnosis
An independent root-cause read of the business you inherited — a named pattern, a validated hypothesis, and a first-100-days plan.
Fixed fee · credited toward your panels
2
Baseline Panels
Commercial Health and Operating Health — the systems-level read of whether the revenue engine is real and the organization executes.
Runs in every workup
3
Transition Panels
The specialty panels a new mandate calls for — leadership, culture, and strategy — added only where the diagnosis points.
Added to baseline
Get Started →
For partners

Offer it to every leader you place.

Boards, PE operating partners, executive search firms, and CHROs are accountable for a leader’s success — but hand them the seat with no independent read of what they’re inheriting. PerfOps Diagnostic equips your incoming executive with a root-cause diagnosis of the organization from day one: a differentiated way to de-risk the placement, accelerate the ramp, and protect the investment it represents.

Search & recruitingDon’t just fill the seat — de-risk the landing. A diagnosis your placed leader walks in with.
PE operating partnersClose the gap between thesis and reality in the first 30 days, not the second quarter.
Boards & CHROsGive a new leader — and yourselves — an honest, independent read on what they’ve taken on.
Partner with Us →
Get your first honest read

Diagnose. Repair. Recover.

Tell us what you’re walking into. We’ll show you the panels we’d run underneath it — and an operator will review your situation.

Get Started →
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