FRACTIONAL COO · EXECUTIVE ADVISORY
For operational and manufacturing companies with 50-250 employees and $10M-$30M in revenue, when capable people are in place, but ownership and execution have not caught up to growth.
Alfredo reviews every inquiry personally before scheduling a conversation.
THE INFLECTION POINT
Growth has outpaced the leadership system.
The same conversations happen without anything changing.
Capable managers have not yet taken ownership of the whole result.
Senior leaders still carry too much of the business.
HOW WE WORK
It is one that knows how to perform when we are not. Alonso Operating Partners helps growing operational companies establish the ownership, operating cadence, and leader development required to sustain execution.
01 / 6 MONTHS
When execution is breaking down.
Execution Capacity Transformation
A 6-month engagement to diagnose where execution is breaking down, install the operating cadence and accountability system needed to close the gap, and develop the leadership required to sustain it.
02 / ONGOING · MOSTLY REMOTE
Executive Advisory
Ongoing, mostly remote support for leadership teams that need continued coaching, scorecard reviews, and accountability, without a full 6-month engagement.
03 / EMBEDDED · 1-2 ONSITE DAYS/MONTH
Fractional COO
Embedded operational leadership on a capped, mostly remote cadence, with 1-2 onsite days per month, for organizations that need ongoing executive-level leadership without adding a full-time hire.
THE AOP METHOD
Alfredo does not walk in and tell people what to do. He asks better questions, makes problems visible, removes barriers, develops the leader responsible, and holds that leader accountable.
THE WORK IN PRACTICE
Ask better questions. Make problems visible. Remove barriers. Develop the leader responsible. Hold them accountable.
THE STANDARD
The goal is not an operation that performs because Alfredo is there. It is one that knows how to perform when he is not.
ABOUT ALFREDO
He started pushing brooms on a shop floor. That experience still shapes the work: respect the people closest to the work, stay close enough to see what is really happening, and build systems that let good people execute consistently.
WHAT SHAPES THE WORK
When an organization struggles, the problems themselves are rarely the real issue. Most organizations already know what is wrong. The breakdown is in how the organization operates around those problems.
CORE BELIEF
The work is hands-on, but it is not about creating dependency. The system has to hold when Alfredo is not in the room.
Leadership capacity is developed through visible ownership, practical problem-solving, and consistent accountability.
TRACK RECORD
Operational outcomes built before Alonso Operating Partners.
This is Alfredo’s leadership background, not a portfolio of client engagements delivered by AOP.
~$2M
Unabsorbed cost variance
Identified approximately $2M in unabsorbed cost variance; recovered $1M, eliminated $250K in maintenance leakage, and addressed $120K through quality and training.
$2.8M
Sales capacity built
Built the operating capacity to capture $2.8M in sales that would have been missed, representing approximately $532K in net operating income.
2×
Production and turns
Doubled production without adding headcount and doubled inventory turns.
47 → 23
Days in plant
Cut days-in-plant from 47 to 23, roughly a 51% cycle-time reduction.
$2.825M
Annual performance protected
Protected $2.825M in annual financial performance during a 17% sales decline, evidence that the systems hold under stress, not only during growth.
20-30%
Manufacturing operations
Operational efficiency gains across manufacturing operations of 200+ employees and $75M+ in annual revenue.
ACCOUNTABILITY MECHANISM
Restructure the problem so individual ownership becomes visible.
A major cross-functional cost problem was restructured into smaller teams with individual ownership, while the larger group maintained the operating cadence and reviewed progress, creating far more accountability than shared ownership across a big group.
CONFIDENTIAL INTAKE
Alfredo reviews each inquiry personally before any introductory conversation is scheduled. The form is designed to establish the conditions prompting the conversation, not to replace it.
WHAT TO EXPECT
No public calendar. A reviewed conversation.
Alfredo considers each operating context personally. If there is a fit, the next step is a conversation about what growth is exposing in the leadership system.
A useful place to begin: what keeps coming up without anything changing?