Agreed monthly hours. Four functions. Redirected wherever your business needs it most.
Ops, finance, sales and HR — all before lunch.
Four specialists, four salaries, one budget.
Broad hires, but none of them go deep.
By the time you hire for it, the need has moved.
A monthly block, sized to your budget and workload.
Nothing is locked to one department, ever.
Policies written. Processes rebuilt. Work shipped.
Every client draws from the same pool — these are simply the directions it can point.
The same flat structure since the business started.
Complete restructure — clear departments, ownership and reporting lines.
Productivity and efficiency, across every department.
No visibility on margin by site — decisions made on instinct.
Weekly P&L dashboard built, broken down by location.
Cost leakage identified in the first quarter.
Inbound leads landing with no follow-up system in place.
CRM and lead scoring built, tied to sales targets.
Pipeline growth within 90 days.
No development path for anyone below the founder.
Leadership coaching rolled out for rising managers.
Of new leadership roles filled from within.
Founder, LuminaHQ — 30 years in senior operations leadership
Three decades running multi-site operations before founding LuminaHQ — leading teams through restructures, margin recovery and rapid growth across hospitality, retail and hire. LuminaHQ exists because that experience shouldn't be locked inside one company at a time.
Finally someone who tells us what to stop doing, not just what to start.
We got senior-level thinking without a senior-level headcount problem.
The hours moved with us. That flexibility alone paid for itself.
Eight questions, two minutes, no email required. See where you're strongest — and where senior hours would help most.
A short, no-obligation conversation. No generic proposal — just a clear picture of what we'd do first.