Fit, honestly assessed
Who We Help
Some teams get a lot out of this work. Others are better off waiting until a specific condition changes. Here's how to tell which side you're on.
The common thread
Good data, confusing output
Every team we've worked with had one thing in common: the data collection was already solid. Nobody needed help gathering better numbers. The gap sat entirely in how those numbers got turned into something a manager, a funder, or an executive could act on in the room.
If your dashboards are missing data or your tracking is inconsistent, that's a different kind of problem, and probably not one we're the right call for. If the data's there but the chart hides it, that's exactly our lane.
Teams we've worked alongside
Five situations that come up often
Operations teams
Weekly ops decks that grew organically for years, layering new metrics onto old templates until nobody remembers why a chart looks the way it does.
People analytics and HR
Headcount, attrition, and engagement dashboards that need to work for both a hiring manager and a board member, which is a genuinely hard design problem.
Marketing analytics
Campaign reporting spread across four tools with four visual styles, stitched together into one deck nobody has time to reconcile before a Monday meeting.
Product teams
Usage and retention dashboards built by engineers as a side project, functional but never designed with a non-technical stakeholder in mind.
Nonprofits and public sector
Funder and board reports that need to build trust quickly, often prepared by staff without a design background and under real time pressure.
Worth being upfront about
When this probably isn't the right time
If your data pipeline is still unreliable, fixing the visuals will just make bad numbers look more convincing, which isn't a favor to anyone. Sort out the data foundation first, then come back to us for the reporting layer.
Similarly, if there's no real appetite internally to change how reports get built, a one-time redesign will drift back to its old shape within a couple of quarters. Training and template work only sticks when someone on the inside is willing to own the standard going forward.
And if you need a single hero chart for one board meeting next week, that's a smaller job than most of what we typically scope. Still worth an email, just set expectations accordingly.
Still not sure?
Describe your situation, we'll be direct about fit
If we're not the right match, we'll say so plainly and point you toward what might help instead.