Four pillars. Ten AI services. One outcome — measurable growth.

You book online, send a one-paragraph brief 24h ahead, and join a 60-minute working session with a senior partner. We don't do a discovery call first — the hour is the deliverable. Most clients use it to pressure-test a decision before committing to a larger engagement.

Founders, CEOs and senior leaders with a specific decision in front of them — pricing, hiring, market entry, partnership, fundraising. Not for "I need a strategy doc". For "I need a partner in the room while I think it through".

Hard to quantify in cash terms — easier to think of it as the cheapest insurance against a bad decision. Roughly 60% of Focus Hour clients book a follow-on engagement within 90 days, and the £400 is credited against it.

Week −1: we run 4–6 stakeholder interviews and send a pre-read. Day 0: we facilitate an 8-hour session (with breaks) covering context, choices, bets and execution. Week +1: we deliver a one-page plan and 30/60/90 roadmap, signed off in a 60-minute follow-up call.

Leadership teams of 4–10 that need alignment on direction without spending 6 months writing a strategy document. Best when the business is at an inflection point — new market, post-acquisition, scale-up phase, or facing a structural shift.

Across 80+ Strategy Days, the average first-year financial impact reported by clients is £40k–£120k — usually from one or two new revenue streams the team wouldn't have prioritised without the day. We measure at 12 months and publish case studies on request.

A senior partner is embedded 1–2 days per week across a defined period. We agree the top 3–5 workstreams (e.g. go-to-market, operating model, talent, finance, technology) and the metrics each is moving. Weekly steering keeps delivery on track, monthly board updates keep the leadership aligned, and a 12-month post-programme review proves the ROI.

Mid-market operators (£5m–£100m+ turnover) who have done the diagnostic and need senior delivery capacity. Not a strategy exercise — this is a "ship the moves" engagement. We work alongside your team; we don't replace them.

Each workstream has 1–3 hard metrics agreed in week 2. We report against them monthly. At month 12 we run a structured review comparing baseline to actual — and the typical client sees 3–6× the programme fee in measurable value (revenue lift, cost takeout, capital efficiency).

We onboard your bank feeds, POS, invoicing and payroll, then run the books to a 10-business-day close. You get a management pack on the 12th of each month with P&L, balance sheet, cash flow, variance vs budget and a short narrative. We file VAT, corporate tax and WPS on your behalf where scope allows.

UAE mainland and free-zone companies with 1–200 employees that need clean, audit-ready books without hiring a full finance team. Particularly strong for UK-headquartered groups with a Dubai subsidiary, where IFRS reporting and consolidated accounts are required.

Three tiers, all-inclusive monthly retainer: AED 2,500 (≤ 75 monthly transactions), AED 4,500 (76–200), AED 7,500 (201–500). Above 500 transactions we quote per scope. No per-hour billing, no invoice surprises.

We collect the source data (POS exports, bank statements, AP/AR listings), reconcile to the trial balance, prepare the return, send it to you for sign-off, then file on the FTA portal before the deadline. For clients on a retainer, we run this every quarter on autopilot.

Any UAE taxable person with a corporate-tax or VAT obligation — mainland, free zone (qualifying and non-qualifying), and branches of foreign entities. Also handles transfer pricing documentation for groups with cross-border related-party transactions.

Representation is included on the retainer. We handle FTA queries, document requests and red-flag correspondence; we don't pass them to you to interpret. If a penalty is triggered by our work, we cover the cost — that's the retainer guarantee.

UAE mainland LLCs and PJSCs (above certain thresholds), free-zone entities where the regulator requires it (e.g. DMCC, JAFZA, DIFC, ADGM, RAKEZ), and branches of foreign companies where the head office requires a UAE audit opinion. Holding structures and group consolidations are also a frequent trigger.

We agree the audit plan, materiality and timeline in week −2. Fieldwork runs 4–8 weeks depending on transaction volume and group complexity. We deliver a management letter alongside the audit report, highlighting any control gaps and how to close them. Free-zone submissions are filed on your behalf.

We run internal control reviews, IFRS conversion projects and agreed-upon procedures for PE-backed operators and family groups that need comfort without a full audit opinion. Quoted per scope.

We start with a 2-day family discovery, run a series of principal and next-gen interviews, then design the governance architecture (council, board, advisory bodies) and draft the family constitution. Month 3 is a family retreat to ratify; month 4 is implementation — entity setup, advisor selection, IPS, family council kick-off.

Principal families with £20m+ in investable assets (or GCC equivalent), at any life-cycle stage: first-generation wealth creation, mid-generation professionalisation, or later-generation succession. We also restructure existing family offices where the operating model has drifted.

Continuity. A well-governed family office compounds across generations and protects the principal's time. Quantified: families that complete a Pinnacle governance engagement report a 60% drop in intergenerational conflict metrics at the 24-month review.

Month 1–2: founder interview, next-gen interviews, family assembly. Month 3–6: capability development (rotations, courses, stretch assignments). Month 7–12: governance hand-over — formal roles, board composition, voting protocols, and a written succession roadmap signed by the principal.

First-generation founders preparing to step back, mid-generation principals handing over to siblings or cousins, and families where the next generation is ready but lacks a structured on-ramp. Cross-border families (UK + GCC) are a particular focus.

Three primary metrics: (1) successor readiness score at month 6 vs month 0, (2) principal's reported confidence in the hand-over at month 12, and (3) family council decision velocity (decisions per quarter) — a leading indicator of governance health.ثلاثة مقاييس أولية: (1) درجة جاهزية الخلفاء في الشهر 6 مقابل الشهر 0، (2) ثقة صاحب العمل المبلّغ عنها في التسليم في الشهر 12، و(3) سرعة اتخاذ قرار مجلس العائلة (القرارات لكل ربع سنة) — وهو مؤشر رائد على صحة الحوكمة.

12 weekly modules across four themes: self-leadership (mindset, presence, energy management), leading others (coaching, feedback, difficult conversations), leading the business (strategy, finance, operating model), and leading change (transformation, change management, ESG). Each module is 4 hours, half theory half workshop.

Senior managers, directors and VPs (typically 7–15 years' experience) preparing for C-suite or operating-company leadership. We size cohorts at 12–18 to keep the learning peer-led and the capstones challenging.

Across 9 cohorts, employers report a 22% increase in senior-leader retention at 12 months and a 35% increase in internal promotion rate into the C-suite. Individual participants report a 0.8-level promotion or scope increase within 18 months on average.

We run a 60-minute discovery with the sponsoring executive, then a half-day with the target cohort to surface the real skill gaps. From that we co-design the curriculum — modules from our 12-course catalogue, adapted to your context. Delivery is on-site (or hybrid) and the impact review runs 90 days post.

Sales excellence, key account management, ESG reporting (GRI, ISSB, TCFD), change management, digital fluency, AI for business leaders, leadership fundamentals, performance management, presentation skills, executive presence, strategic finance for non-financial leaders, and family business governance. Custom topics on request.

At 90 days we measure two things: NPS for the programme (typically 70+) and one observable behaviour change per participant (set with their manager at the start of the programme). Across 40+ bespoke engagements, 87% of participants have demonstrated the target behaviour at the 90-day mark.