How It Works
This work is often fractional because it sits in a specific window. Complexity is high enough to slow execution, but the organisation hasn't yet stabilised around a permanent solution. Fractional engagement allows pressure to be absorbed, systems to be designed, and the right shape to emerge before a role is fixed.
TMR & Co. works with founders and CEOs whose teams have outgrown founder-led operations. Every engagement is shaped around how the business actually runs, not how it looks on paper.
Most work is delivered remotely or hybrid from Berlin.
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When this helps
You need immediate capacity relief while leadership infrastructure is built in parallel. Growth has accelerated, decisions are piling up, and strategic time is getting swallowed. You want someone embedded who can execute while systems take shape.
The cadence can flex. Some teams need shorter daily touchpoints rather than full days.
How the work happens
I embed alongside the CEO and leadership team, taking ownership of cross-functional work and carrying decisions that would otherwise escalate to the CEO.
Systems are built in motion. Operating rhythm, decision frameworks, and communication structures are adjusted in real time as the business keeps moving.
What this covers
• CEO Office cadence and rhythm
• Ownership of cross-functional initiatives
• Decision frameworks that evolve as realities change
• Executive communications infrastructure
• EA function redesign and ongoing supportOutcome
Immediate capacity relief and regained strategic focus. Systems are built while operating, so they hold.
Where useful, this can transition into a defined CEO Office build once foundations are in place.
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When this helps
You are ready to design and implement complete leadership infrastructure. You want a defined project with clear milestones and a clear handover. Leadership capacity exists to engage in design and implementation.
How the work happens
The work starts with a diagnostic to surface what is working, what is breaking, and what needs to be built.
From there, the CEO Office is designed and implemented with the leadership team. Systems are embedded in day to day operations, key people are trained, and what matters is documented so the organisation can run it independently.
What this covers
• Diagnostic and leadership working sessions
• CEO Office setup and operating cadence
• Decision frameworks and governance rhythm
• Executive communications frameworks, internal and external
• EA function design, hiring support, and onboarding
• Workflow and automation systems
• Documentation, training, and implementation supportOutcome
A functioning leadership layer that protects capacity and keeps important work moving. Systems designed for the business, not imported frameworks.
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When this helps
There is one clear area under strain. Board operations are creaking. Decision-making is unclear. Communications are not scaling. You want momentum without adding internal overhead.
How the work happens
Focused delivery in one defined system area. Working sessions, hands-on build, and testing with the team, followed by a clean handover so the system can be run independently.
What this covers
• Deep work in one clearly scoped system area
• Usable templates and processes
• Check-ins and adjustment cycles
• Handover and documentationOutcome
One functioning system. Built, tested, and ready to run.
Three Engagement Models
Every engagement is embedded and pragmatic. Regular check-ins and clear milestones keep progress steady. Systems integrate into how the business already operates, so adoption feels natural rather than disruptive.
The focus is always on what actually works for the business, never on adding unnecessary complexity.
The work is led by Tina. When specialist expertise is needed, the right people are brought in at the right moment. No excess overhead. No permanent hires unless they make sense.