Sigma Advisory LTD Client Success Stories

Sabre56

Industry

Digital Asset Management Consultancy & Blockchain Data Centre Operations 
 

Scope

Strategic Expansion, Process & Policy Design, Leadership Empowerment

Background 
Sabre56 is at the forefront of designing, building, and operating technologically advanced blockchain data centres for a global clientele. With deep roots in the crypto industry and a management team of sector pioneers, Sabre56’s ambition was to transform from a startup into an SME capable of scaling operations across North America, the Middle East, and the Nordics.

Challenges 
As Sabre56’s footprint rapidly expanded, the company encountered several critical hurdles: 

• Operational Consistency: Maintaining high standards and efficiency across geographically dispersed sites. 

• Process Gaps: Early-stage, founder-led processes were not robust enough to support a larger, more complex organisation. 

• Policy Ambiguity: Lack of clear policies led to inconsistent decision-making and compliance risks. 

• Staff Engagement: Teams needed stronger empowerment to operate autonomously and drive innovation in a competitive, fast-moving industry.

Approach 
Sigma Advisory LTD partnered closely with Sabre56’s leadership to deliver: 

• End-to-End Process Mapping: Conducted deep-dive assessments of workflows at each site, identifying bottlenecks and inefficiencies unique to the blockchain data centre sector. Developed a tailored process architecture that balanced the need for standardisation with the flexibility required by local teams. 

• Policy Development: Crafted a suite of operational policies covering security, compliance, client onboarding, and incident response, reflecting both industry best practice and the realities of Sabre56’s global operations. 

• Future Leadership Development: Provided one-to-one and group coaching for the management team, focusing on shifting from hands-on control to strategic oversight. Helped future leaders develop the confidence to delegate, encourage independent problem-solving, and foster a culture of accountability. 

• Staff Empowerment Initiatives: Introduced feedback mechanisms and decision-making frameworks, enabling frontline teams to take ownership of operational improvements.

Results 

• Seamless Expansion: Sabre56 successfully transitioned from a founder-led startup to a scalable SME, with robust processes supporting consistent service delivery across all regions. 

• Operational Excellence: New policies and process frameworks reduced errors, improved compliance, and enabled faster onboarding of new sites and staff. 

• Empowered Teams: Employee satisfaction and retention improved as teams were given clearer roles, greater autonomy, and recognition for their contributions. 

• Market Leadership: Sabre56 strengthened its reputation as a trusted partner for global blockchain infrastructure projects, winning new contracts and expanding its client base.

Background 
Solstice Data designs and operates high-density, energy-efficient infrastructure for AI and HPC workloads, serving clients with demanding requirements for performance, sustainability, and scalability. The company’s rapid growth was driven by its unique technical architecture—leveraging Direct Liquid Cooling and renewable energy integration.

Challenges 
Solstice Data’s transition from startup to SME brought a new set of complexities: 

• Scaling Operations: Moving from a single, tightly managed site to a network of global facilities required a new approach to operational management and resource allocation. 

• Technical & Process Integration: Ensuring that advanced cooling and energy solutions were deployed consistently, without sacrificing performance or sustainability. 

• Policy & Compliance: Meeting evolving regulatory standards and client expectations around environmental responsibility. 

• Leadership Capability: Developing a management team capable of leading in a technically complex, fast-evolving field.

Approach 
Sigma Advisory LTD’s engagement included: 

• Strategic Roadmapping: Facilitated workshops to clarify Solstice’s vision, set measurable expansion milestones, and align technical strategy with commercial objectives. 

• Process Engineering: Worked alongside engineering and operations teams to document and standardise deployment, maintenance, and client onboarding processes. Introduced data-driven metrics to monitor PUE and operational efficiency. 

• Policy Implementation: Created a policy framework that addressed both technical standards (cooling, energy use, site safety) and broader sustainability goals, ensuring compliance and supporting Solstice’s brand as a responsible innovator. 

• Leadership Coaching: Delivered targeted coaching for managers, helping them move from technical specialists to strategic leaders. Focused on communication, delegation, and building high-performing, cross-functional teams.

Results 

• Efficient Global Rollout: Solstice scaled to multiple international sites with consistent operational quality, meeting both technical and sustainability benchmarks. 

• Process-Driven Culture: Teams became proactive in identifying and resolving process inefficiencies, leading to a measurable reduction in site downtime and resource waste. 

• Sustainability Leadership: Solstice was able to credibly market itself as an environmentally responsible provider, attracting clients prioritising green infrastructure. 

• Leadership Maturity: Management developed the skills to lead larger, more diverse teams, supporting innovation and resilience as the company grew.

Zulu Staff Inc.

Industry

Data Centre Staffing 
 

Scope

Rapid Scaling, Operational Process Implementation, Leadership Transformation

Background 
Zulu Staff Inc. is a boutique staffing agency specialising in the data centre sector. The company’s growth trajectory was steep: from just 3 employees at a single site to over 80 staff across 9 locations in the US over the course of 2 years.

Challenges 
Zulu Staff faced the classic growing pains of a fast-scaling service business: 

• Scaling Operations: The existing team and processes were stretched thin by new site launches and client demands. 

• Leadership Bottlenecks: Founders and senior leaders were deeply involved in day-to-day operations, limiting their ability to focus on strategic growth. 

• Process Weaknesses: Recruitment, onboarding, and performance management processes were informal and inconsistent, leading to variable client experiences.

Approach 
Sigma Advisory LTD helped Zulu Staff build the foundations for sustainable growth: 

• Scaling Blueprint: Developed a phased expansion plan, identifying critical hires, infrastructure needs, and process improvements required at each stage of growth. 

• Process Standardisation: Introduced documented workflows for recruitment, onboarding, assignment management, and client communication, ensuring every new site operated to the same high standard. 

• Leadership Coaching: Worked intensively with founders and new managers to shift their focus from firefighting to strategic leadership. Provided tools and frameworks for effective delegation, feedback, and team development. 

• Empowerment Culture: Encouraged a shift from top-down control to empowering site managers, enabling faster decision-making and local problem-solving.

Results 

• Sustained Growth: Zulu Staff grew from 3 to 80+ employees and expanded to 9 sites without compromising service quality or client satisfaction. 

• Operational Consistency: New processes reduced onboarding time for staff and improved the reliability of service delivery across all locations. 

• Leadership Depth: The management team became more strategic and less reactive, freeing up founders to focus on business development and innovation. 

• Staff Engagement: Employee turnover decreased as managers adopted a more supportive, empowering approach.

Private Family Office

Industry

Multi-Sector Investment & Business Management 

Scope

Business Development Overhaul, Marketing Transformation, Strategic Leadership Support

Background 
A private family office with a portfolio of over 20 diverse companies sought to overhaul its business development and marketing functions across the group. The group’s leadership recognised the need for a unified approach to digital presence, proposal management, and internal processes to support continued growth and professionalisation.

Challenges 
The family office faced several unique hurdles: 

• Fragmented Branding: Each company operated with its own approach to marketing and business development, leading to inconsistent messaging and missed opportunities for synergy. 

• Inefficient Processes: Documentation, proposal development, and sign-off procedures were manual and time-consuming, slowing down deal cycles. 

• Leadership Overload: Senior leaders were overwhelmed by the complexity of managing multiple companies, each with its own challenges and growth targets.

Approach 
Sigma Advisory LTD delivered a holistic, hands-on transformation: 

• Digital & Marketing Upgrade: Led the redevelopment of websites and marketing materials for all companies, establishing a consistent, professional image and ensuring alignment with group-level strategy. 

• Business Development Process Redesign: Streamlined proposal creation and documentation workflows, introducing templates, approval workflows, and digital tools to cut turnaround times and reduce errors. 

• Leadership Advisory: Provided executive coaching and strategic support to the family office’s leadership team, helping them prioritise initiatives, delegate effectively, and maintain focus on high-impact opportunities. 

• Change Management: Supported the rollout of new processes and systems across all companies, ensuring buy-in from teams and minimising disruption.

Results 

• Unified Brand Presence: The family office now presents a cohesive, modern image to clients, investors, and partners, enhancing credibility and market positioning. 

• Operational Efficiency: Proposal and documentation turnaround times were reduced by more than 30%, enabling the group to respond faster to opportunities. 

• Leadership Clarity: Senior leaders report greater confidence in their ability to manage complexity, set priorities, and drive growth across the portfolio. 

• Sustainable Growth: The new processes and leadership capabilities have positioned the family office for continued expansion and innovation.