We find the right person and embed them on your team.

A diagnostic conversation to learn more about the work and assess mutual fit, then a written proposal if there is a fit.

A short call, no preparation needed. We want to hear what you are working on, what has already been tried, and where it keeps getting stuck. If we are not the right answer, we will recommend resources or make introductions elsewhere.

If there's a fit, we draft a brief proposal to set shared expectations on scope, timing, and cost before anything is committed.

For teams who want a low-risk entry point to work with Mycela.

First, your entrepreneurial operator conducts a focused discovery phase combining 5–10 targeted interviews with a structured review of existing materials to establish a shared, current-state understanding of the work and its scalability.

Then the Mycela team facilitates a 2-hour Scaling Bootcamp, bringing together the operator and core team members to work through what they've found. The goal: assess scalability, surface key constraints and enablers, and define clear next steps toward a scalable strategy and delivery model.

• 8–24 weeks
• 15–30 hours/week
• Option to convert to a permanent hire

For teams that have alignment on a scaling direction and are ready to move from planning into action (i.e. testing concepts, launching pilots, or operationalizing a near-term scaling plan) but need dedicated capacity to do so quickly and well.

An operator embeds with the team to operationalize, test, and build momentum around the scaling priorities. Outputs vary based on team needs and scaling focus, and may include:

• Proof of concept or pilot launched
• Validated assumptions and learnings from early testing
• Draft resourcing, operating, or business plan
• Execution of a focused 3–6 month action plan
• Clear momentum toward the next phase of scaling or funding

Once the operator is embedded, we stay close. Weekly 1:1s with the operator, monthly check-ins with your team, and bi-monthly pulse surveys to catch what doesn't come up in meetings. If something's off, we adjust fast. When the engagement wraps, we check back at 6 and 12 months to see if what was built is still standing.

Start with a 30-minute scoping call. We'll learn about your organization, the role, and how you'd like to work together, including a rough budget range and who on your team should be involved. If there's a fit, we move fast.

Every team is different. Some want a shortlist of vetted names and will take it from there. Others want us to run the whole process end to end and hand over a single recommended candidate. We'll propose an involvement level based on your scoping call:

• Shortlist ($, Least Involvement)

  We source and vet candidates, then hand you roughly 20–30 to review and interview. The list reflects fit against the role, not confirmed availability or interest.

• Shortlist + Screening ($$)

  We add initial screening calls, narrowing to around 10 candidates with confirmed availability, interest, and a strong match to the profile.

• Shortlist + Interviews ($$$)

  We handle sourcing, screening, and one or more rounds of interviews, delivering candidates at whatever stage and volume is most useful to your team.

• Full Selection ($$$$, Most Involvement)

  We manage the entire process and hand you a single recommended candidate, ready for your sign-off.

Once we align on scope, our team builds a hiring heuristic with your team, defining exactly who we're looking for. Then we go find them. Sourcing difficulty varies by geography and skill set, and we price accordingly. If screening or interviews are part of the scope, we run short calls to confirm background, availability, and fit before anyone reaches your desk.