European Management Consulting and Corporate Advisory
Viva Sync was engaged to bring consistency and operational discipline without disrupting client delivery
The company’s growth was driven by strong product-market fit and expanding international demand. While product development and sales scaled rapidly, internal operations were handled informally by founders and senior engineers, creating increasing operational and compliance risk as headcount and geographic reach expanded.
The company’s main issue was not lack of capability, but lack of structure behind the product.
HR operations were reactive. Recruitment, onboarding, and role definitions evolved organically, leading to inconsistent onboarding experiences and delayed productivity for new hires. Offboarding processes were undefined, creating data access and security risks in a technology environment where system permissions are critical.
Internal governance was minimal. Policies related to HR practices, data protection, and internal conduct either did not exist or were undocumented, exposing the company to regulatory and contractual risk when working with enterprise clients.
IT operations focused on keeping systems running day to day, but responsibilities were not clearly assigned. Website administration and SEO were treated as secondary tasks, while data backups existed without clearly documented recovery procedures. Business continuity depended heavily on individual knowledge rather than defined processes.
General administration increasingly absorbed leadership time, pulling founders and senior managers away from product strategy, roadmap planning, and customer relationships.
Viva Sync was engaged to absorb operational execution while preserving the speed required in a SaaS environment.
The engagement was deliberately incremental. Rather than imposing a fully built corporate structure, Viva Sync introduced operational discipline in layers, aligned with the company’s growth stage and commercial priorities. The goal was to create stability without slowing decision-making or product iteration.
Viva Sync centralized administration of recruitment channels and formalized onboarding and offboarding workflows. Employee lifecycle events became documented and traceable, reducing reliance on informal communication and individual memory. This brought consistency without constraining hiring flexibility critical to SaaS growth.
Core internal policies were developed to establish clear rules around HR practices, data protection, and internal operations. These policies were designed to support enterprise SaaS requirements, particularly around confidentiality and access control, without introducing unnecessary bureaucracy.
IT support was structured to stabilize employee software environments and clarify responsibility for core systems. Website administration responsibilities were defined, ensuring predictable updates and maintenance. Data backup and recovery procedures were formalized, reducing business continuity risk and supporting contractual obligations with enterprise customers.
General administrative coordination was transferred away from founders and senior engineers. Routine operational tasks no longer competed with product development and technical leadership responsibilities.
The company continued to scale its SaaS platform and international client base without adding internal administrative roles. Operational risk decreased, onboarding became faster and more predictable, and leadership regained time for product strategy and market expansion. The organization gained operational maturity without sacrificing agility.
This engagement succeeded because Viva Sync respected the realities of SaaS and digital product businesses.
Technology companies fail when structure is introduced too late or imposed too aggressively. Viva Sync avoided both extremes by focusing on operational foundations that sit behind the product rather than in front of it. HR administration, internal governance, IT reliability, and documentation were stabilized so product teams could operate without friction.
By acting as an external operational layer, Viva Sync allowed the company to mature internally at the same pace as its commercial growth. Processes were introduced only where they reduced risk or saved leadership time. This ensured that operations supported product velocity instead of becoming a constraint on innovation.
Viva Sync was engaged to bring consistency and operational discipline without disrupting client delivery
Viva Sync was engaged as a single operational partner responsible for stabilizing and coordinating back-office functions