Org Designer
Creating fulfilling, high-performing workplaces
Your company is outgrowing its structure.
Decisions pile up. Founders become bottlenecks. People don't know who owns what. Your early culture is slipping away as you scale.
You don't need more hierarchy. You need an organizational operating system that scales without bureaucracy.
I design org structures and processes that grow with you, keeping clarity, autonomy, and motivation intact.
What I bring
Proven scale-up experience
- Led org transformation at Gini (25→50) and Celebrate (150→500)
- Created autonomous team structures that own outcomes end-to-end
- Designed the 9 key practices now taught in my transformation course
Science-backed, pragmatically implemented
- Grounded in Self-Determination Theory and Viable Systems Model
- Minimal processes that prevent chaos without creating bureaucracy
- Iterative approach: start simple, evolve as you grow
Systemic impact across the org
- Decision-making frameworks that unblock value creation
- Feedback and performance processes that foster growth
- Leadership development that builds coaching capability
- Conflict mediation that turns tension into innovation
[Read my full CV]
What success looks like
- Org structures that maximize customer value and adaptability.
- People processes that are clear, minimal, and empowering.
- Leaders who create conditions for intrinsic motivation.
- A culture that people rave about to their friends.
Deliverables you get
- Team structures and role definitions that unblock value creation
- Decision-making frameworks that reduce founder bottlenecks
- Feedback and performance processes that foster growth
- Mediation and facilitation that turn tensions into breakthroughs
- Culture workshops that bring values to life in daily work
- Minimal handbook and policies that scale
Examples from my work
- Gini (25→50 people) Created a network of autonomous self-managing teams. Authored the Gini Handbook covering structure, decision-making, feedback, conflict resolution, and growth. Result: became a New Work role model that people still reference years later.
- Celebrate (150→500 people) Designed and implemented org practices that kept culture alive during 3x growth including an acquisition. Maintained high engagement through pandemic, short-time work, and layoffs.
From these experiences I distilled the 9 New Work by Design key practices.
Here is how my former colleagues describe it
“There was this massive autonomy that everyone of us had, this massive freedom to bring yourself in in multiple different way. But it never felt like a solo experience. I always felt like I had everybody's support.” - Mascha Busch (then: Recruiter | today: Head of People)
“The thing that I remember the most is how it changed people and the interactions between them… even the calmest and shyest people started to open up and take ownership and responsibility for themselves.”
- Daniel Kerwin (then: Head of Technical Operations | today: Director of Engineering)
“I'm an adult, and they trust me that I make this decision when it's ready. That was already on the first day, kind of a little bit of the mindset change of: ‘This is how things go here. From the very first day onward, you're given the responsibility and also the tools to make decisions.’”
- Nicola Heckler (then: Recruiting | today: Head of People Experience)
“One of the most amazing things was that even while being a junior developer, a lot of trust was put into me and I had a lot of freedom to participate, to do things, to experiment, to bring my own opinion. And it was basically valued as much as other people's opinion.”
- Benno Weck (then: Machine Learning Engineer | today: AI Engineer)
Who this is for
You're the right fit if:
- You're growing and org structure is lagging
- Decisions get stuck or bottleneck at founder/leadership level
- You want to scale without becoming bureaucratic
- You value intrinsic motivation over command-and-control
- You're willing to invest in getting org design right (not looking for quick fixes)
You're not the right fit if:
- Leadership isn't willing to be involved in the transformation
- You need traditional HR compliance work
- You want someone to execute your existing playbook without questioning it
What I am looking for
- Ethos: purpose‑driven and values‑oriented cultures
- Size: 25‑500 employees (larger if scope, autonomy, values align)
- Industry: tech, ideally AI-native
- Location: EU-based remote-first or Munich-based hybrid
- Role: my ideal org designer role description
- Engagement: full-time, part-time, or fractional
Let's talk
If you're a founder thinking "we need to figure this out before we break," book a free first consultation or contact me via email.