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Day 75 Deliverable Leadership Blueprint

Leadership Blueprint

Organizational design, team structure, OKRs, and hiring roadmap to scale PetJoy from $40K/mo to $150K/mo.

Michelle Joy

Founder & CEO, PetJoy / B2B SaaS monthly pet toy subscription for pet stores & vet clinics

In This Blueprint

CEO Summary Org Chart Recommendation RACI Matrix Company OKRs Meeting Cadence Hiring Roadmap Team Alignment Scorecard

CEO Summary

Org chart: current 3-person team mapped to recommended 6-7 person structure over 6 months
RACI matrix defining ownership across sales, success, ops, content, and product
3 company OKRs designed around PetJoy's $150K/mo revenue target
Meeting cadence keeping a small team aligned without drowning in overhead
Hiring roadmap sequenced by impact: Head of Sales and Customer Success Manager first, freeing 20+ hours/week
Team alignment scorecard to track organizational health as you scale

Org Chart Recommendation

Current state vs. recommended structure. Dashed borders indicate new hires needed to hit $150K/mo.

Current Team (3 People)

Michelle Joy

CEO / Everything

Operations Person

Ops & Fulfillment

Part-Time Contractor

Social Media

Recommended Team (6-7 People)

Michelle Joy

CEO & Brand

Head of Sales

New Hire #1

Customer Success Mgr

New Hire #2

Operations Manager

Promoted

Content/Social Mgr

New Hire #3

Part-Time Designer

Contractor

RACI Matrix

Responsibility assignment for PetJoy's core business activities. R = Responsible (does the work), A = Accountable (owns the outcome), C = Consulted, I = Informed.

Activity	CEO	Sales	CS Mgr	Ops Mgr	Content	Designer
Product Curation	A	I	C	R	I	I
Shipping & Fulfillment	I	I	I	R	I	I
New Account Sales	A	R	C	I	I	I
Marketing & Brand	A	C	I	I	R	R
Customer Success	I	C	R	C	I	I
Finance & Reporting	R	I	I	C	I	I

Company OKRs

Quarterly objectives aligned to PetJoy's $150K/mo revenue target within 12 months.

Objective 1

Scale Monthly Recurring Revenue from $40K to $150K

KR1 Grow subscriber base from 200 to 750 active pet store/vet clinic accounts
KR2 Increase average revenue per account from $200/mo to $225/mo through premium tier upsells
KR3 Reduce monthly churn rate from 8% to under 4% through dedicated customer success

Objective 2

Build a Sales Engine That Operates Without the CEO

KR1 Hire and ramp a Head of Sales who closes 30+ new accounts per month by Q3
KR2 Establish a repeatable outbound sequence generating 100+ qualified leads per month
KR3 Reduce CEO involvement in sales calls from 80% to under 10% of total pipeline

Objective 3

Establish PetJoy as the Category Leader in B2B Pet Retail Subscriptions

KR1 Publish 12 LinkedIn thought leadership pieces and 4 case studies per quarter
KR2 Secure 3 industry partnerships (pet trade associations, vet supply distributors) for co-marketing
KR3 Achieve Net Promoter Score of 60+ from existing subscriber base (baseline: unmeasured)

Meeting Cadence

Structured rhythm to keep a small team aligned without meeting overload.

Weekly

Team Standup

15-minute standup every Monday at 9am. Each person shares: what shipped last week, what is the priority this week, what is blocked.

All team members / Monday 9:00 AM / 15 min

Bi-Weekly

1:1 Check-ins

30-minute 1:1 with each direct report. Focus on growth, blockers, and alignment. Not status updates (that is what standup is for).

Michelle + each report / Alternating Wednesdays / 30 min

Monthly

All-Hands

45-minute team-wide meeting. Michelle shares company metrics, celebrates wins, addresses concerns. Open Q&A.

Full team / First Friday of month / 45 min

Quarterly

Strategic Planning

Half-day session to review OKR progress, set next quarter goals, and discuss resource allocation. Includes retrospective on what worked and what did not.

Michelle + leads / Last week of quarter / 3 hours

Hiring Roadmap

Sequenced by impact. Each hire is timed to the revenue stage where the ROI is highest.

Head of Sales

Hire immediately. This is the single highest-leverage move. You need someone who can own outbound, run demos, and close pet store and vet clinic accounts. Look for B2B SaaS sales experience, ideally in the pet or retail vertical. This hire pays for itself within 60 days if they close 15+ accounts per month.

$70K-$90K base + commission / Months 1-2

Customer Success Manager

Hire at month 2-3 once the sales pipeline is flowing. Churn at 8% is your silent revenue killer. A dedicated CSM handles onboarding, monthly check-ins, upsells, and at-risk account intervention. Target: cut churn in half within 90 days of hire.

$55K-$70K base / Months 2-3

Full-Time Content/Social Manager

Upgrade the part-time social contractor to a full-time content and social manager at month 3-4. This person owns LinkedIn content, case studies, email campaigns, and brand storytelling. They feed the sales engine with inbound leads and build PetJoy's thought leadership position.

$50K-$65K base / Months 3-4

Budget Impact Summary

Total additional headcount cost: approximately $175K-$225K per year. At the $150K/mo revenue target ($1.8M/yr), this represents 10-12% of revenue in team investment. Current team cost at $40K/mo revenue is already lean. The path to $150K/mo requires this investment. Delaying hires extends the timeline and keeps Michelle as the bottleneck.

Team Alignment Scorecard

Rate each statement 1-5 (1 = strongly disagree, 5 = strongly agree). Run this assessment monthly. A total score below 35 signals structural misalignment that needs to be addressed before scaling further.

Every team member can articulate PetJoy's mission, target customer, and 12-month revenue goal without prompting.
Each person knows their top 3 priorities this quarter and how those priorities connect to company OKRs.
Decision-making authority is clear. People know what they can decide independently vs. what requires Michelle's input.
Cross-functional handoffs (sales to CS, ops to shipping) happen smoothly without dropped balls or repeated follow-ups.
Team members proactively flag problems and blockers before they become crises.
Weekly standup feels productive and time-efficient. People leave knowing what matters most this week.
New team members can get fully productive within 30 days using documented processes and onboarding materials.
The team celebrates wins together and shares credit openly. There is no "that is not my job" culture.
Michelle spends less than 20% of her week on tasks that someone else on the team could own.
Every team member had a meaningful growth conversation (skills, career, development) in the last 30 days.