Every engagement is measured against what actually changed — in the numbers, in the org, in the market.
The situation: A 40-person SaaS company needed investor-ready financial models and a clear operating budget before their next board presentation.
What Crimson did: Built a three-statement model, 18-month operating plan, and investor narrative in 3 weeks. Ran two board prep sessions to pressure-test the numbers.
The outcome: Board approved the raise. Round closed in 6 weeks.
The situation: A 60-person operations firm was burning faster than they knew — no 13-week forecast, no visibility on working capital.
What Crimson did: Deployed a cash flow model within a week. Identified $400K in recoverable working capital. Restructured payment terms with three vendors.
The outcome: 6 additional months of runway — no dilution, no layoffs.
The situation: An operations company with 120 employees had outgrown its HR function. Manual processes, compliance gaps, and an overwhelmed HR manager.
What Crimson did: Ran a full HR diagnostic. Selected and implemented a new HRIS. Rebuilt comp bands, the employee handbook, and the performance review cycle.
The outcome: 34% reduction in HR admin overhead. External compliance audit passed on first review.
The situation: A 70-person tech company was losing senior talent to better-compensated competitors. No equity program. Inconsistent pay bands.
What Crimson did: Benchmarked the entire leadership team against market. Rebuilt the compensation philosophy, pay bands, and equity structure from scratch.
The outcome: Zero departures in the 12 months following implementation.
The situation: A B2B professional services firm was losing deals on price — because buyers couldn't articulate what made them different from cheaper alternatives.
What Crimson did: Rebuilt the positioning from ICP clarity to message architecture. Redesigned the website narrative and sales collateral.
The outcome: Qualified pipeline doubled in Q1 post-launch. Win rate on competitive bids improved significantly.
The situation: An 80-person company needed CMO-level marketing leadership but couldn't justify the full-time cost or risk of a senior hire without a proven playbook.
What Crimson did: Ran the marketing function for 18 months — strategy, team building, channel execution, and board reporting. Hired and trained a permanent Head of Marketing to take over.
The outcome: A fully operational in-house marketing team, an established demand engine, and a clean handoff.
Crimson gave us the financial model clarity we needed to walk into our Series A with confidence. They worked fast and thought like an operator, not a consultant.
Our HR function was a mess. Crimson came in, assessed without judgment, and built a framework we've actually used. That's rarer than it should be.
The repositioning Crimson did for us changed how we showed up in the market. We started winning deals we used to lose on price — because buyers finally understood what made us different.
Book a call and let's figure out what outcome would matter most for your business right now.