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“By the end of the day I’d heard so many complaints that I just gave up. I’d leave the office and keep working from home, because at least there no one was knocking on my door. Now everyone knows where a complaint goes and who handles it. In the first three months, we grew revenue by 20%.”

Founder, E-commerce brand, 31 people

“When we mapped who owns what, my name was in 9 boxes. Two weeks later it was in 3. I took my first full week off in 4 years, and nothing caught fire.”

Founder, B2B SaaS, 45 people

“I’d convinced myself I had a people problem. I’d already talked to HR about letting two managers go. Then we looked at what they were actually allowed to decide. Almost nothing. I was blaming them for a job I never gave them.”

CEO, Logistics, 83 people

You deal with noise, we replace it with clarity.

You didn’t build a company to become its help desk.

Approvals. Complaints. Questions only you can answer, apparently. Every one of them lands on you.

And the work that actually grows the company, the investor, the new market, the client that changes everything, waits for a free afternoon that never comes.

We build the structure that carries the load and filters the noise. Only what really needs you reaches your desk.

Book a call Take the Two-Week Vanish Test

Things working fine? See what would stop if you left for two weeks.

Monday.

  1. You block two hours for the investor deck.
  2. A manager needs your yes on a discount.
  3. Two people want you to decide who owns a client.
  4. A new hire asks you something their manager should have answered.
  5. The deck is still on slide 3.
  6. You finally open it. Someone knocks.

By evening, you’ve made 23 decisions. Not one of them grew the company.

Now multiply Monday by a quarter.

The deck goes out late. The partner signs with someone faster. The leader you meant to hire takes another offer.

And at the quarterly review, the numbers are behind, and no one can tell you why.

Now picture the same review with one owner for every number.

Your managers made the calls before they reached you. You hear about problems after they’ve been sorted.

Three things needed you this week. The rest of the week was yours.

The cost keeps spreading.

  • Your best people carry everyone else until they leave.
  • New hires take longer to produce.
  • Complaints about colleagues land on your desk.
  • Your evenings go to the work you couldn’t reach during the day. The growth plan sits in a folder you haven’t opened since spring.

Your company grew faster than the structure holding it together.

No founder decides to stop growing at 30 people. The structure decides for them.

What works at 20 people starts breaking at 50.

  • So you hire more people.
  • Add meetings.
  • Change the CRM.
  • Bring in training.
  • Push harder.
  • You add AI tools too.

Everyone gets busier. The numbers don’t move.

“We hired a COO to fix it. He lasted eight months. On his last day he told me, ‘Everyone still goes to you.’ He was right. We fixed that before we hired again, and this time the role actually had something to own.”

Founder, Fintech services, 49 people

The target still slips because of

the Ownership Gap

Work, decisions, and revenue with no clear owner.

When no one knows who decides, deals stall, your best people leave, and everything that can’t find an owner lands on you.

That’s where your growth goes.

  • Your managers guess which decisions are theirs, then wait for you anyway.
  • Your best people fix what isn’t theirs to fix.
  • Your customers wait, and start looking elsewhere.

None of them can change this. They work inside the structure. You’re the one person who can change it.

Your company needs one clear owner for every role, decision, and number.

Then people stop waiting for you, and you get your days back.

We help founder-led companies that have outgrown the way they run.

We’ve fixed these problems from inside the business.

People functions
built from nothing
170 people
led across Sales and Operations
EUR 40M to EUR 120M+
annual revenue we helped grow

You could bring in an HR consultant, a sales trainer, a business coach, a fractional leader, or a large consultancy. Each solves part of the problem. None of them owns the whole of it.

You want a company that keeps growing without everything waiting on you. But every decision you hand over comes back up, because no one was ever told it’s theirs.

The usual fixes focus on one piece.

  • A new hire

    walks into the same unclear structure.

  • Training

    fades when managers measure something else.

  • A new process

    has no owner, so six weeks later no one’s following it.

You pay for the fix. The team is trained, the new leader starts, and by next quarter the decisions are back on your desk.

Leave behind three beliefs.

  • “We’re too small for an org chart.”
  • “My door is always open.”
  • “We’ll decide when I’m back.”

Each one keeps the work coming back to you.

Those beliefs cost even more now.

Everyone’s adding AI tools. But a tool only speeds up what’s already there. Give it a clear structure, and good work moves faster. Give it a messy one, and you get the mess faster.

More activity. Same miss.

Specter is organizational design, done by people who’ve also carried the revenue number.

We don’t stop at the org chart. We follow the problem all the way to your numbers.

The Ownership Map

By the end, everyone in your company can answer four questions without asking you:

  • What do I own?
  • Who do I go to?
  • What can I decide alone?
  • How am I measured?

  • Clear roles

    No more “I thought you had that.”

  • Clear reporting lines

    Complaints stop with the right person, not on your desk.

  • Clear decision rights

    A deal doesn’t wait three weeks for your answer.

  • Managers who manage

    They carry the load and filter the noise, so only what needs you reaches you.

Sales Performance Architecture

If the sales team is underperforming, we find whether it’s a will or skill problem, fix what’s structural, then build skills through frameworks, buyer psychology, and soft-skill selling.

“I kept saying our sales team couldn’t close. I was wrong. Deals sat for days waiting on a discount approval from me, because nobody else was allowed to say yes. Once that changed, Mihaela rebuilt how the team sells. Close rate went from 8% to 17% in one quarter.”

Founder, Wholesale distribution, 73 people

Every number has a name next to it. Everyone knows how they’re measured.

Monday morning, you open your calendar, and it’s yours. On Thursday you’re with an investor, and nothing stops while you’re out. When a number slips, the person who owns it already knows why.

Before implementation starts, we agree the baseline numbers and targets.

  • An HR consultant can redraw the org chart, but doesn’t answer for the number.
  • A sales trainer can build skills, but can’t fix who decides.
  • A business coach gives you weekly meetings, scorecards, and quarterly goals, but the same template every company gets doesn’t show where yours is broken.
  • A fractional leader adds experience, but works inside a structure no one has fixed.
  • A large consultancy brings a plan built for a much bigger company.

We’ve done both jobs. One of us built People functions from nothing. The other answered for the revenue.

And we don’t hand you a report and leave. We stay until the changes work, and track the results with you.

We start with real evidence.

  • How many decisions would wait if you vanished for two weeks?
  • Where did your last 10 complaints go?
  • Who do your newest hires really need permission from?
  • For every senior role, what do they decide alone, with you, and what stays yours?

How it works

  1. Step 1

    A 30‑minute call

    Tell us what’s slipping, and we’ll tell you where we’d look first. If we aren’t the right fit, we’ll say so.

  2. Step 2

    Diagnostics

    3 weeks

    We find the problems and design the changes. 1-hour interviews with key people in your organization. Everyone else keeps working.

    What you get:

    • A one-page summary of the main findings, what each one costs you, and where to start
    • A map of how work is really divided today, including overlaps and gaps
    • A picture of where your own time goes
    • A 90-day plan with an owner for every action
    • The things that work well, so you keep them as you grow

    Starting from USD 4,633

  3. Step 3

    Implementation

    3 months

    We stay involved, oversee the changes, and track results against agreed targets. We agree the baseline numbers and targets before we start.

    Priced by team size.

Start with a 30‑minute call.

Book a call

The experience behind the work.

Companies that trusted us

  • Johnson & Johnson
  • Capgemini
  • Huawei
  • Uniqa

We’ve seen what works in global companies. We bring only what a company your size actually needs, without the corporate layers.

“We used to need three meetings to make one decision. Now everyone knows who makes the call. Our leadership meeting went from two hours to 40 minutes.”

Founder, Marketing agency, 67 people

The people you’ll work with

Milos Radakovic

Milos Radakovic

Founder

Milos has been the person every decision runs through. He has also been promoted into leadership with no handover and no plan, so he knows what this problem feels like from both sides.

He has built a People function from nothing twice and served as Chief People Officer, working on the structure that decides who owns what, who decides, and what happens when a company outgrows the way it runs.

That’s why he started Specter: too many capable people are left carrying problems the structure should have solved.

He can walk into a company at your stage and quickly see where authority has gone unclear, why the same problems keep reaching the top, and what has to change first.

Milos on LinkedIn (opens in a new tab)

Mihaela Zareva

Mihaela Zareva

Co-founder

Mihaela has lived what scaling does to a company. She was part of the founding team at 12 people and stayed as it grew past 300, seeing what breaks at each stage.

With full P&L ownership and 170 people across Sales and Operations, she answered for the numbers as annual revenue grew from EUR 40M to EUR 120M+.

That’s why she can walk into a company at your stage and quickly see what’s holding the numbers back: where the structure has stopped working, where good people are being set up to miss, and what has to change first.

Mihaela on LinkedIn (opens in a new tab)

You’re here because you’ve stopped accepting “everyone’s busy” as an explanation.

You’re looking for the cause. The test below gives you the first clue.

The Two-Week Vanish Test

Eight questions about decisions, complaints, and your sales team. It takes about two minutes. It’s a self-check, not a validated score.

We don’t advise from the outside. We’ve sat in your chair, answered for the number, and lived with the decisions afterward.

Situations we work on

  • Your company hired fast and the org chart no longer matches the work.
  • You’re adding a management layer.
  • A top performer was promoted and the team is struggling.
  • Decisions stop when the founder is away.
  • The sales team is working hard, but revenue is behind.

You came here because you want to grow the company, without every decision having to wait for you.

That’s still the goal. The only thing left is how to start.

Start with the diagnostics.

You see the problems and get the design for the changes. Then you decide whether to continue.

You can also stop there and run the plan yourself. If we think that’s enough, we’ll tell you. If you continue, we agree the baseline and targets first.

The First-Week Clarity Guarantee

By the end of Week 1, you’ll have your First-Week Clarity Check.

If it doesn’t show you something your team hasn’t been able to see, we keep working at no extra cost until it does.

“Honestly, I expected another consultant telling me what I already knew. At the end of the first week, I sat in my car outside the office for twenty minutes. The problem wasn’t my team. It was how I’d set everything up.”

Founder, E-commerce, 38 people

This isn’t for you if:

  • You need a recruiter or payroll administration.
  • You aren’t willing to hand over decisions.
  • You’d send a deputy instead of showing up yourself.

Every quarter you wait, the same review starts with the same question: what happened?

“I put this off for a year because things were ‘fine.’ They weren’t. I was answering messages at midnight and we still missed our growth target. If you’re on the fence, add up what this year already cost you. I wish I had.”

Founder, IT services, 53 people

Questions

Do you have results with companies like ours?

Yes. We’ve worked with founders of companies from 31 to 98 people, across e-commerce, SaaS, logistics, manufacturing, and more.

One e-commerce brand grew revenue 20% in three months. A wholesale distributor’s close rate went from 8% to 17% in one quarter.

We agree your baseline and targets before implementation starts, so you can see your own result.

Will I just get a report?

No. The diagnostics give you the problems and the design for the changes.

If you continue, we stay involved, oversee the changes, and track results against agreed targets.

What exactly do I get from the diagnostics?

A one-page summary of the main findings, what each one costs you, and where to start. A map of how work is really divided today, including overlaps and gaps.

A picture of where your own time goes. Findings for each area.

A 90-day plan with an owner for every action. And the things that work well, so you keep them as you grow.

How long does it take?

The diagnostics take 3 weeks.

Implementation takes 3 months. We confirm the exact scope after the diagnostics.

How much of my team’s time will this take?

Very little. During the diagnostics, we run 1-hour interviews with key people in your organization, about 12 to 15 in a 25-person company.

In implementation, we do the heavy lifting, so your team can stay focused on their work.

We need your managers at the training sessions and you in a meeting every two weeks.

Why can’t we fix this ourselves?

You can try. But if it were that simple, it would already be fixed. Your team is busy running the business and working around the problem every day, so fixing it always comes second.

Some founders try to hire their way out. One client hired a COO who lasted eight months, because everyone still went to the founder.

We find what’s broken, design the changes, and stay with you until they’re in place.

We already have an HR or People lead. Do you replace them?

No. They keep running People day to day. We work with them to fix the structure around it.

Will my team feel like they’re being judged?

We look at the structure, not at who to blame. Conversations are confidential, and our findings never single out individuals.

Often it turns out the opposite of what the founder expected. One CEO came to us ready to let two managers go. Then we looked at what they were allowed to decide: almost nothing.

This frees your best people to do the work that actually brings in revenue.

What happens on the call?

It takes 30 minutes. You tell us what’s slipping, and we tell you where we’d look first. If we aren’t the right fit, we’ll say so.

Book a 30‑minute call.

Tell us what’s slipping, and we’ll tell you where we’d look first. From there, you can start with the diagnostics.

Book a call

Picture your company six months after the Ownership Gap closes.

“An advisor told me, ‘Right now, you’re the asset, not the company.’ That stung. Six months later I skipped two leadership meetings in a row and the numbers still came in on time. That’s the first time I believed it could work without me.”

Founder, Manufacturing, 98 people

Your competitors are still waiting on approvals. Your managers are already deciding.

You add 20 people, and the noise doesn’t grow with them.

New tools speed up good work, because someone owns every result.

And you spend your time on the next stage of the company, not the last one.

If nothing changes, you already know how the next six months go.

The same decisions wait for you.

Your best people keep carrying the gaps, until one of them hands in notice.

Your managers keep asking before they act.

You buy another tool, and the team gets busier.

Then the quarter closes. Same miss. Fewer good people. And the growth plan still in the folder.

On USD 10M in revenue,

every 1% is USD 100,000

The diagnostics cost USD 4,633

Before we start, we set your baseline and targets. Then you can see what the changes are worth in your own numbers.

This is simple math, not a promised result.

What you’ll have after Week 1, the First-Week Clarity Check:

  • The decisions that would stop if you vanished for two weeks
  • Where your last 10 complaints should have gone
  • Who your newest hires really need permission from
  • The 3 gaps we’d look at first, and why

You’ll know in the first week whether we’ve found something your team hasn’t been able to see.

Book a call