I'm Sara.
I work with founders at the point where the company needs more operational rigour than it currently has. Sometimes that means things are growing fast and the structure isn't keeping up. Sometimes it means things have already started to break and need to be rebuilt properly. Either way, the work is the same: taking what a founder is trying to build and making the company capable of actually delivering it, reliably, without everything depending on one person to hold it together.
My work sits between strategy and execution. I clarify how decisions get made, how teams coordinate, and what needs to happen for things to actually move. Not more process for the sake of it, but the right structure for the stage the company is at.
How I got here
When I left Zurich, I wasn't looking for a business idea. I was networking, figuring out what came next, meeting people over coffee and seeing where conversations went.
The same conversation kept happening: a founder describing the moment when growth stopped feeling exciting and started feeling heavy, with more people, more decisions, and more things routing back through them. The team was good, the effort was real, and yet somehow it all still felt harder than it should. They didn't need a full-time COO with a full-time salary they weren't ready for yet. They needed the company to start carrying its own weight.
I had spent years doing exactly that work across industries, company sizes, and countries, building operations from scratch, restructuring teams mid-chaos, and keeping things moving when the structure underneath wasn't keeping up with the pace above it. The context changed constantly, but the core problem never did. Going fractional was the natural next step, a way to bring that experience to the companies that need it most, exactly when they need it, without the overhead of a full-time hire.
Why Fractional
A full-time COO makes sense when a company needs dedicated operational leadership across every department, every day. Most scaling companies aren't there yet, and hiring too early creates overhead before the structure exists to justify it.
What they need is someone who can think at that level, act with that authority, and deliver results without needing six months to understand the business first. That's what fractional means in practice: the right expertise, at the right moment, without the full-time price tag.
