FOR MID-MARKET COMPANIES (200 TO 1,000 EMPLOYEES)
Turn your AI strategy into a workforce that can run it.
I work with mid-market companies, 200 to 1,000 employees. Your AI plan is set, and the tools may already be live or still being set up. But the work itself has not changed to match. I help you redesign the work: new roles, new ways to measure performance, and new skills for your managers. One method, built for the AI era.
THE PROBLEM
The strategy is sitting on top of work that was never redesigned.
You did the hard part everyone can see. You wrote an AI plan and took it to the board. Maybe the tools are already live. Maybe they are still being set up. Either way, the real problem is underneath. The expensive processes the plan was supposed to fix still run exactly like before. Performance reviews still eat hundreds of manager-hours. Planning takes a whole quarter and produces a document nobody reads. Hiring is still messy.
And the people side never got a plan. So every team made it up as they went. Different tools, different habits, different version of the new normal. The managers who were already stretched are now stretched and confused.
Here is the part nobody tells you. AI will not turn a bad manager into a good one. It only makes the gaps easier to see. The fix is not more tools. It is redesigning what the work is, and building the skills to run it.
THE TRANSFORMATION
From
- You have an AI plan. The work has not changed.
- Every team is making it up as they go.
- Managers are stretched thin, with skill gaps everywhere.
- You can show usage numbers, but not results.
To
- Two or three key processes redesigned so AI actually helps.
- One clear plan your senior team has actually agreed on.
- Managers ready to lead the new way of working.
- A straight answer for the board within three months.
THE ENGAGEMENT PATH
You will not see prices on this page. Every project is priced to its size.
Tier 1
The Readiness Conversation
free, 30 minutes
What it is
This is the way in. Bring me one process you think is stuck. In thirty minutes, I tell you what I see, where your AI plan and your daily work do not match, and what has not moved underneath.
What you get
A one-page written summary in your inbox within 48 hours. Free, honest, and not a sales pitch.
InvestmentFree.
Tier 2
The Workforce Redesign Readiness Scorecard
AI-Transformation Readiness Diagnostic
paid scoping engagement, 2 to 3 weeks
What it is
We dig in properly. I interview your senior team, walk through your processes, and check how ready your managers are, across six areas. You get a simple red, yellow, or green read on how ready your people are for the AI you have chosen.
What you get
The full scorecard, plus a plan that names what to redesign, in what order, and why. Your senior team can act on it whether or not we work together after this. It is the low-risk way to see exactly what the work would be before you commit.
InvestmentScoped to your engagement.
Tier 3
The 3-Month Push
fractional advisory, one engine cycle
What it is
I work with you for three months to run one full redesign cycle: the first process on the plan. Foundations first, then your most expensive process, then the work that follows from it.
What you get
Your senior team agrees on one plan. One or two key processes redesigned with AI in the loop, including new roles and new ways to measure work. Managers ready to run it. A plan to keep it going after I step back.
InvestmentScoped to your engagement.
Tier 4
The 6 or 12-Month Push
extended fractional engagement
What it is
The same work, deeper and wider, over six to twelve months. More processes, and the way your company runs day to day. I help build a team inside your company that can keep doing this without me.
What you get
Two or more processes redesigned and holding. A program your own HR team can run without me. Clear reports every quarter that show the board what the AI investment actually returned.
InvestmentScoped to your engagement.
You start with the free conversation. It shows where you are. The scorecard digs in and tells you what to fix first. Then I help you run the plan. You are hiring me for a set period, not buying a package off a shelf, and you can stop after any step with something useful in hand.
WHO THIS IS FOR, AND WHO IT IS NOT
This is for you if:
- You are a mid-market company, roughly 200 to 1,000 employees.
- Your AI plan is set, the tools are live or nearly there, and the way your people work has not caught up.
- The decision sits with your senior team: CEO, President, Head of IT, Head of HR or People, Head of Strategy, or COO.
- You are in a sector I know well: IT consulting, financial services, banking, insurance, food and beverage, facilities, civil engineering, or small pharma and pharma-tech.
- You want the work redesigned, not a deck about the work.
This is not for you if:
- You are a very large company with your own experts in this field. You do not need me.
- You have fewer than 200 or more than 5,000 employees. My method is built for mid-sized companies, and it shows.
- You want me to pick your AI tools or write your AI plan. That choice is yours, and you should make it before we talk.
- You want a big speech or a team retreat that changes nothing afterwards.
- You want the cheapest option. That is not me, and this is not the work that gets cut first.
THE METHOD
The Workforce Redesign Method, built for the AI era.
One method runs every project, big or small: Diagnose, Redesign, Build, Sustain. And underneath it sits one rule I never bend: fix the foundations before the flashy fixes. Under pressure, senior teams want to start with the loudest broken process. I start with what that process sits on, because a redesign lands on shaky ground when the senior team is not aligned. The whitepaper walks through the full method, including the worked example: redesigning the performance review process with AI in the loop.
DIAGNOSE
Find out how ready your people and processes really are.
REDESIGN
Rebuild key processes with AI in the loop.
BUILD
Build the manager skills to run the new work.
SUSTAIN
The new way of working holds after I step back.
Redesign the work, not the tools.
WHY ME
A decade running this inside a Fortune 500. Still doing the work today, not just advising on it.
I spent five years as Senior Director of Performance and Organizational Effectiveness at a Fortune Global 500 company, part of a decade there. I ran performance management for more than 16,000 managers, with a budget over 12 million dollars. I understand both the people side and the technology side, which is exactly where AI projects tend to fall apart. And I am not talking from memory. Right now, I am running three AI process redesigns in my own organization: performance reviews, development plans, and strategic planning. The performance review work is the most developed. The worked example in the whitepaper is what I am doing right now, not an old case study.
- 0
- managers
- $0M
- budget
- 0 years
- in the field
SOCIAL PROOF
"Veronica quickly understood the business context, the people dynamics, and the operational pressure our leaders were facing. She designed and ran working sessions that were practical, thoughtful, and immediately relevant. Leaders left with language, tools, and a clearer sense of how to lead through real workplace challenges."
CEO, mid-market IT consulting firm
"Veronica helped us navigate a period of change with more clarity and less noise. She understood that people needed more than information. They needed context, conversation, and support. Her approach helped leaders communicate more effectively and stay grounded during uncertainty."
Head of IT, mid-market banking firm
Bring me one stuck process. I will tell you what is actually going on.
Thirty minutes, my honest read on the spot, and a one-page summary in your inbox within 48 hours. You leave with something useful, whether or not we ever work together.