Fractional Chief Customer Officer, embedded in your team and backed by an AI platform I built. Senior post-sale leadership before you're ready for the full-time hire. Measurable results from week one.
You closed the deals. Built the product. But customers keep leaving, and nobody knows how to stop it.
You spend $50K+ to acquire each customer, then watch them walk after 8 months. Your board is starting to notice.
No playbooks. No health scores. No early warning system. You find out about churn when the cancellation email hits.
Most Series A-C companies need senior CS leadership before the budget supports a full-time hire. The work cannot wait, but the burn rate cannot absorb a full executive package either.
Not advice on a slide deck. A battle-tested CS leader who taught himself to build production AI, and has the working system to show for it.
CCOPilot.ai is my working lab: the production-grade platform I built end to end to master modern AI engineering. Explore what's inside, then imagine what that skill set does for your team.
Every feature above forced a real architecture decision. This is the AI engineering I learned by shipping, not by reading about it.
15+ autonomous agents with tool-calling contracts, confidence-aware escalation, and human-in-the-loop approval before anything touches a customer.
A dual-mode assistant grounded in a curated knowledge base, with retrieval scoped per tenant so answers stay accurate and never leak across organizations.
A centralized LLM service layer with provider abstraction. Model migrations handled behind one interface, weighing cost, latency, and quality per workload.
Structured output contracts, template systems, and fallback handling, because a prompt that works in a demo is not one that survives production.
Composite health scoring and churn prediction that aggregate product usage, support sentiment, engagement, and billing into signals a human can act on.
Tenant isolation, role-based access control, and per-tenant feature flags. Every capability keyed to the organization, nothing hardcoded to one customer.
Secrets management, audit logging, CSRF protection, and cross-tenant isolation testing, designed with a CISSP holder's paranoia from day one.
React, Node.js, PostgreSQL, and Prisma wired into the messy real world: OAuth, Stripe, Twilio, calendar and meeting intelligence, and email deliverability.
Deep-dive into churn data, customer journey, team structure. Root causes identified within two weeks.
Playbooks, health scoring, and AI automation go live fast, accelerated by tooling I've built and documented so it all stays with your team.
Optimize, measure, and build the self-sustaining CS engine. When ready for a full-time CCO, I help you hire and transition.
Outcomes from the executive roles where I ran post-sale: Oracle, Tanium, Manta, Onapsis, and data.world. The same playbook I now run fractionally.
PMF but no CS function. Foundation needed fast.
Growth is real but churn scaling. Investors asking about NRR.
Enterprise-grade CS ops needed before next round.
Churn is a crisis. Need someone who has done this before.
25+ years leading Customer Success, Professional Services, and Support, from Oracle's enterprise CS division to high-growth cybersecurity startups. Two successful Fortune 500 acquisitions (IBM and ServiceNow).
I also built CCOPilot.ai because I got tired of watching startups manage customer health in spreadsheets.
These days I split my time between client engagements and building. I write production AI systems every day, which means the AI-augmented operating model I bring to your team is one I actually run, not one I read about in a newsletter.
That search will take four to six months. Your churn will not wait. I can be embedded 10 to 15 hours a week, delivering results while you interview. Either way, you win.
Health scoring, risk alerts, and save plays go live while your recruiters are still screening resumes. Results in weeks, not quarters.
Plenty of fractional engagements convert. You get months of a working interview instead of a gamble on a stranger's references.
I help you evaluate finalists, then your new hire inherits playbooks, health scores, and documented systems instead of a blank page.