Scale Transition Consulting · Argentina

When growth turns into a fire, we help you build the exits.

When an Argentine SME grows from 10 to 30 employees, everything that worked informally stops working — but no one notices until it's already burning. We diagnose what will break before it does, and build the structure your company actually needs.

Start a conversation How it works
Small business team planning organizational structure on whiteboard
10 → 30 employees The critical transition
The real problem

What worked at 10 people breaks at 20

Growth is exciting until processes that ran on trust and informal agreements start failing under new volume. The issues were always there — growth just makes them visible.

Roles without definition Everyone does everything, decisions get duplicated or lost, and no one knows who's responsible for what.

Processes that live in people's heads When a key person leaves, critical knowledge leaves with them. There's no handover, no documentation.

Systems that don't scale Spreadsheets, WhatsApp groups, and verbal agreements stop working when the team doubles in size.

Business owner overwhelmed at desk surrounded by paperwork and sticky notes
Our approach

How we work with you

A structured six-month process with biweekly visits — hands-on, not theoretical.

01

Structural Diagnosis

We map every current process, role, and informal agreement. We identify which ones will fracture under double the volume — before they do. You get a clear picture of where your company actually stands, not where you think it does.

02

Priority Sequencing

Not everything needs fixing at once — and trying to fix everything at once paralyzes companies. We define the order of changes so growth continues while structure gets built underneath it, without shutting operations down.

03

Hands-On Implementation

We don't hand you a report and disappear. We show up every two weeks for six months, working alongside your team to build what's needed: role definitions, process documentation, system decisions, and written agreements where they matter.

What we address

Four areas where structure matters

Process Mapping

We document what actually happens in your company — not the ideal version, the real one. Then we identify which processes need a proper system and which ones just need a written agreement.

Role Formalization

We define which roles need to exist before you hire more people, what each role is actually responsible for, and how decisions should flow through your growing team.

Systems vs. Agreements

Not every problem needs software. We help you distinguish where a proper system is necessary and where a clear written agreement is enough — saving time and money.

Change Sequencing

We design the order in which changes happen so your company doesn't freeze while trying to professionalize. Operations continue while structure gets built in parallel.

We're not a high-level strategy firm. We roll up our sleeves.

We work with Argentine SMEs that are growing fast enough to feel the strain but haven't yet built the structure to handle it. Our six-month accompaniment is hands-on, biweekly, and focused on what actually needs to change — not on producing reports.

We sit between the garage and the real company. That's the gap we know, and that's where we work.

See how we work
Consultant working hands-on with small business team around a table

Six months of biweekly visits. We work alongside your team — not above them. The goal is structure that your company owns when we leave.

Let's talk
Common questions

Things people ask before starting

Both, but the earlier the better. We work with companies that are growing and starting to feel the friction — things that used to work are getting slower or messier. We also work with companies where something has already broken. The diagnosis is the same; the urgency and starting point differ.
Every two weeks, we meet with your team — in person at your location in La Rioja or remotely depending on the situation. Each session has a defined agenda: reviewing what changed since last time, working on the current priority area, and setting the tasks for the next two weeks. Between visits, you have access to us for questions that come up.
We work across industries, but we have particular experience with gastronomy, retail, professional services, and light manufacturing. The structural challenges of growing from 10 to 30 employees are similar across sectors — the specific processes and roles differ, but the diagnostic framework applies broadly.
We help you decide what kind of solution fits each problem — and sometimes the answer is software, but often it's a clear written process or a defined responsibility. When a system is genuinely needed, we help you choose one appropriate for your scale and budget, and support the implementation. We don't sell software or receive commissions from vendors.
The main thing is time and honesty. We need access to the people who actually run things — not just the owner — and we need the team to be candid about what's working and what isn't. The changes we design won't be implemented by us alone; your team does most of the building. We structure, guide, and troubleshoot. The commitment is real, and the results are proportional to it.
The goal is that by month six, your company has the structure it needs and the team knows how to maintain it. We document everything we build together so it doesn't depend on our presence. Some clients continue with occasional check-ins after the main engagement; others don't need to. Either way, the structure stays with you.