Pod 1 is mid-ramp. Five roles filled, one onboarding (Project Manager), two actively recruiting. Leadership is the two founding partners.
Specialists across Colombia, Argentina, the Philippines, Venezuela, India, and the United States.
Pod members report to a US-side Pod Lead, who reports up to Van.
Pod 1 finishes hiring and stabilizes its playbook. Pod 2 begins ramp with leads recruited first.
Pod 1 final 4 seats plus the first wave of Pod 2 — heaviest recruiting quarter of the year.
Still the two founding partners. First Delivery Leads onboard in Q4 alongside Pods 5–6.
Four pods active. Pod 1 has stabilized into the reference playbook; Pods 3–4 ramp in parallel using it.
Still two partners running delivery directly. Delivery Lead hires kick off this quarter to be ready for Q4.
Two pod ramps simultaneously — recruiting is the operational priority.
Six pods active. Pod 1 has become the reference playbook other pods clone from. Q3 milestone: 4 pods live before doubling to 6 in Q4.
One per pod cluster. Frees the partners from day-to-day delivery oversight and gives each pod a single point of escalation.
Recruiting cadence accelerating — talent becomes the bottleneck on scale.
Ten pods active across three practice clusters. CMG is a real services org, not a founder-run team.
Each Delivery Lead owns three to four pods — the unit of management is the cluster, not the individual pod.
Dedicated Talent Recruiter unblocks pod scaling. Hiring is continuous, not project-based.