We help companies grow.
Vekta means grow. Växa. We work with companies that want to — on strategy, operations, talent. Cash and equity. On the ground with you until the work is done.
More than a full-time hire.
Four practices. Click to open.
Each engagement is a fixed fee against a clear outcome. Open what matters to you.
§ 01
Growth Planning.
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Most plans die in a deck. We build plans that show up in the work. Sequenced moves. Calibrated numbers. A sales motion the team runs.
Company summary.
A one-pager the whole team aligns around. What we're doing, who for, why now. Read in under two minutes.
Growth roadmap.
Which move first. Why. What it unlocks. Not a list of ideas — a path across the next four quarters.
Financial models.
Assumptions you can defend in a board meeting. Scenarios that cover the downside, not just the pitch.
Pricing & packaging.
Tiers that reflect willingness to pay. Plans that make expansion automatic. Capture the value on the table.
Partnerships.
Identified, approached, negotiated. Introductions from our network. Signed deals, not logo slides.
The one-pager anyone could hold.
Product and sales were pointing at different stars. We wrote the single page — what we're doing, for whom, why now. Two minutes to read. The engineering lead nodded and stopped asking.
Pricing as a lever, not a plaque.
Pricing isn't fixed. It's fluid. We ran tiers against willingness to pay, moved expansion into the default plan, and let the buyer self-serve into more revenue.
A model the engineer could lever.
A model isn't a finance artifact. An engineer should see how the line they shipped yesterday connects to the number on the board deck. Same tab. Same truth.
§ 02
Operational & Data Excellence.
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Unglamorous work. We audit what's broken, install the rhythm that connects north star to Monday morning, and leave you with data you can trust.
Process audit.
Two weeks. Fifteen interviews. A ranked list of what's actually broken, separated from what isn't.
Planning rhythm.
North star to quarterly to biweekly. A cadence that shows up on calendars, not PDFs.
KPIs that matter.
The five or six metrics the business turns on. Tracked in tools people open every day. Six max — the rest are diagnostics.
Cost reduction.
We find the spend that isn't earning and cut it cleanly. Cut what doesn't earn. Protect what ships.
Data infrastructure.
Scalable stack. Clean governance. One source of truth so the CEO and the analyst quote the same number.
A planning rhythm tight enough for AI.
In the AI era, quarterly plans break twice. We install the rhythm — north star to quarterly to biweekly. Aligned. Moving. On the calendar, not in the PDF.
The metrics the business actually turns on.
Teams track five or ninety-seven. The business turns on one — or six. We cut the set, put the survivors in tools people already have open, and retired the rest to diagnostics.
Cut what doesn't earn.
Most companies don't cut. They negotiate. We find the spend that isn't earning and stop it cleanly. Protect what ships. Kill the rest.
§ 03
Talent & Culture.
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Culture shows up in the decisions people make when no one is watching. We build the org that produces good ones.
Org & key hires.
A chart that says out loud what the next three hires are. JDs, scorecards, warm intros where we have them.
Compensation.
Levelled and defensible. Benchmarks that reflect your market, not last year's. Holds up in an exit interview and an audit.
Performance.
Assessed honestly. A cadence that surfaces the real picture, not a 360° theater. Underperformance handled early.
Executive coaching.
Confidential. Weekly. The hard conversations you can't have with your board or your team.
Onboarding.
First ninety days designed on purpose. Are they shipping by day forty-five? If not, why not?
The fifteen percent nobody was managing.
In teams of five to a hundred, the tail looks the same. Fifteen percent aren't working and nobody knows what to do. We build the read, run the conversations, install the cadence. The rest of the team feels it by month two.
Executives who don't want to manage.
Some execs want coaching. Some don't want to manage at all. We work on both. Weekly. No audience. Paired with the org design that lets them operate where they're strongest.
The org you need now. And can afford.
The sweet spot of finance and people. We draw the org you need now, the org you'll need in twelve months, and the payroll path between the two. A plan, not a dream.
§ 04
Fundraising & M&A.
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The deck. The model. The conversations. Plus the acquisition work when the time's right. We've been on the operator side of three acquisitions and a dozen raises.
Pitch deck.
Gets to the point in three minutes. No forty-slide backup. The investor re-tells it in the elevator.
Financial model.
Pressure-tested. The CFO across the table says "reasonable," not "optimistic." No magic hockey-sticks.
Valuation & target.
What you can actually raise at. A structure that doesn't screw you at the next round.
Investor relations.
Monthly updates to the top twenty funds whether or not you need money. Relationships that carry into the next raise.
M&A execution.
Target, evaluate, diligence, integrate. Most acquisitions fail at integration, not at signing. We know where.
The deck that answered the next question.
The level-7 deck is the one that answers the question the investor was already forming. We wrote it. We ran the rehearsals. We iterated between meetings.
One model. Two audiences.
Most raise models live in a vacuum. We build bottoms-up with operational drivers — the same model you open on a Monday morning. Investors love it. So does the team.
One narrative, not seventeen decks.
IR at most startups is board management plus keeping investors excited. We align leadership behind one cohesive board narrative — not seventeen pitch decks — and a short, fun investor email every month. Always be selling.
Satisfaction guarantee.
Fixed fee, not hours.
Clear chunks against clear deliverables. No billable-hour theater.
Up to half in equity.
Equity vests when the work lifts the business. Skin in the game, structural.
On-site, not farmed out.
We sit in your office until the deliverable is done. No associates. No Monday status decks.
If you're not happy, don't pay.
Satisfaction guarantee on every engagement. We eat what we cook.
Kimberly & Stefan.
The people you meet in the first call are the people who do the work. No associates. No junior layer.
Chief People Officer across AI startups, high-end design, and legal services. Attorney by training. Strong on the hard conversation, the honest performance read, the re-org that's six months overdue.
Fifteen-plus years in operations and finance. COO at FirstVet now. Before — VP Finance through COO at BEGiN (scaled $1M to $100M+ across three acquisitions), FP&A at Spotify, CPA at EY on the Zynga IPO.
Let's grab a coffee.
What's working. What isn't. What you're trying to move. No pitch. No deck. No deliverable until we both think there's something real worth building.
First conversation is free. Ninety minutes. You walk away with a clearer read on your organization either way.