Advisory Consultations
Pay-by-the-hour expert thinking partner. Bring a people decision, situation, or strategic question — leave with a clear diagnosis, options, and next steps you can act on internally.
People systems for scaling companies
Your business is growing. Is your people system ready?
GrowthLens helps founders and leadership teams turn messy, founder-dependent people work into a scalable system — clear roles, sharper execution rhythm, stronger management routines, better hiring quality, and real AI readiness.
Why the people side cannot stay informal
20%
Global employee engagement fell to 20% in 2025 — meaning four out of five employees are not engaged at work.
Gallup State of the Global Workplace 2026
+23%
Top-quartile engaged teams show 23% higher profitability compared with bottom-quartile teams.
Gallup employee engagement research
+18%
Top-quartile engaged teams show 18% higher sales productivity.
Gallup employee engagement research
−81%
Top-quartile engaged teams show 81% lower absenteeism than the least engaged teams.
Gallup employee engagement research
+38%
UK firms with more structured management practices had 38% higher average productivity than firms with less structured practices.
CIPD People Management & Productivity Report
107%
Skills-based organisations are 107% more likely to place talent effectively and 98% more likely to retain high performers.
Deloitte skills-based organisation research
WHEN WE CAN HELP
Growth exposes people side issues
The business is growing, but the people side is becoming a constraint. Execution slows, ownership blurs, and the founder ends up holding the system together.
Founder-dependent people system
The founder is still the centre of every people decision, slowing the business down.
Hiring quality is inconsistent
Hiring happens under pressure, without a shared standard for what good looks like.
Unclear roles and ownership
Responsibilities and decision rights blur as the team grows, slowing execution.
Weak management routines
1:1s, reviews, and KPI follow-up are inconsistent — execution rhythm suffers.
The processes are patchy or chaotic
HR processes are the last thing leadership pays attention to when scaling — so they grow organically instead of by design.
KPIs that don't drive behaviour
Measures exist but they don't change what the business actually delivers.
Employee relations handled too late
Issues escalate because there's no early, structured way to deal with them.
Capability gaps go unaddressed
Training is generic and not tied to the capabilities the business needs to build.
AI used in pockets, not embedded
AI tools appear here and there, but aren't built into workflows, roles, or decisions.
The GrowthLens view
GrowthLens connects people work to business goals
We help you see what is actually happening in the team, what is blocking execution, and what needs to be built so your people system supports growth — not slows it down.
Clarity
Roles, responsibilities, decision rights, expectations, and priorities.
Execution
KPIs, management routines, accountability, feedback rhythm — and building the HR processes that make them stick.
Capability
Hiring quality, competency assessment, leadership development, and L&D.
AI readiness
Workflows, roles, decision-making, and capability for AI-enabled work.
Case studies
Real businesses, real results
Case example
Helping a founder-led visa support business scale
A UK visa support business outgrew its founder-led model. We helped document workflows, redefine her role, and build a team that could scale without her in every decision.
Case example
Building a scalable people system for a luxury tech startup
A luxury tech startup’s growth was being held back by retention, silos, and inconsistent hiring. We rebuilt their people system around clear roles, KPIs, and decision-making.
The outcome
What changes in your business when the people system works
From reactive people management to a scalable people system that supports execution, hiring, performance, leadership, and AI readiness.
Leaders have the right people data to make decisions.
The team understands what good performance looks like.
KPIs are connected to business goals, not just activity.
Hiring decisions are based on role requirements and competencies.
Managers know how to lead, give feedback, and develop people.
Employee relations risks are handled properly and early.
L&D is targeted, measurable, and linked to business needs.
AI readiness is visible across workflows, roles, and capability gaps.
The founder is no longer the only person holding the people system together.
OUR SOLUTIONS
Choose the level of support you need
Three engagement formats, defined by how much GrowthLens involvement you need. Start light, go deep, or embed senior support inside your leadership team.
Project Delivery
End-to-end delivery of a specific people system — diagnostic, design, and implementation. You walk away with a working process embedded in your business, not a slide deck.
Fractional People Leadership
Senior, part-time people leadership embedded into your team — Chief of Staff or People Director-style support that prioritises risks, drives execution, and gives the leadership team experienced backup without a full-time hire.
How we work
A simple, practical process
- 1Step 1
Understand your business goal
- 2Step 2
Diagnose the people-side blockers
- 3Step 3
Choose the right path
- 4Step 4
Build, advise, or embed support
- 5Step 5
Move towards a scalable people system
Who we are
Meet the team behind GrowthLens
Between us, we bring 60+ years of experience redesigning leadership, people and operating systems across growth-stage and complex organisations. We have worked as HR and business transformation leaders, CEO-level operators and assessment experts — helping companies align strategy, structure, capability and execution.
Founder & CEO
Raushan Irgaliyeva
Raushan has led and advised organisational transformation at executive level across professional services, high-growth assessment businesses and complex multi-team organisations. Her work spans operating model design, leadership layer effectiveness, accountability structures, talent systems and founder/CEO advisory. Since 2022, she has also worked on innovative projects in the UK, bridging enterprise-grade transformation experience with earlier-stage environments.
LinkedInCo-Founder & CPO
Maiya Sattarova
Maiya has spent 20+ years designing and rebuilding people and leadership systems across high-growth and large-scale organisations — from fintech scale-up environments to enterprise and retail. Her work has included organisational redesign, leadership capability assessment, goal-setting systems, performance architecture, hiring frameworks and operating rhythm.
Senior HR & Transformation Advisor
Anastasia Kuzmina
Known for her clarity, commercial acumen, and ability to bring structure to ambiguity, Anastasia partners with CEOs and boards to accelerate performance, strengthen leadership capability, and build organisations that scale. Her work spans multicountry transformations, carveouts, leadership development architecture, and operating model design. She is currently involved in fractional HR and transformation roles in London, combining global experience with a passion for building high-performing, future-ready organisations.
Capability areas
What we can help you build
KPI system development
Employee relations
UK employment-law aligned HR processes
Hiring and team building
Competency assessment
Learning and development
Leadership development
AI readiness of teams
Organisational structure & role clarity
Performance management
Founder & leadership alignment
Chief of Staff-style operating support
AI readiness
AI readiness is part of people strategy
Most startups already use AI tools, but scattered usage doesn't create an operating advantage. GrowthLens diagnoses whether your roles, workflows, capability, leadership habits, and culture are ready to turn AI into real business capability.
- Eight-pillar readiness diagnostic
- Clarity, alignment, maturity and risk per pillar
- Priority AI use cases tied to roles and workflows
- Capability gaps and leadership habits to close
- Practical, sequenced next steps for implementation
PillarClarityAlignmentMaturityRiskOverall
1. DirectionRED
2. Operating ModelAMBER
3. Execution SystemsRED
4. Leadership StyleAMBER
5. People & RolesRED
6. CapabilitiesAMBER
7. CultureRED
8. AI-Native ReadinessRED
Illustrative output — every engagement produces a diagnostic tailored to your business.
Let's talk
Make your people system fit for growth
Whether you need one focused advisory call, a delivered HR project, embedded Chief of Staff support, or fractional People Director-style leadership — GrowthLens helps you build the people infrastructure your growth requires.