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Pillar 1: Role Clarity
If roles are not clearly defined, staff spend their time figuring out what they're supposed to do — not delivering results. Role ambiguity creates bottlenecks, overlap, and leadership burnout.
Every current role has a written job description with defined responsibilities and expected outcomes.*
Decision-making authority is documented — employees know who approves what and at what level.*
Reporting relationships are clearly established and understood across the organization.*
Performance expectations and success metrics exist for each role.*
There is a defined onboarding process that communicates role expectations to new hires.*
Pillar 2: Documentation & SOPs
If key processes live only in someone's head, the organization isn't scalable. Documented workflows allow staff to ramp faster, ensure consistency, and free leaders from answering the same questions repeatedly. SOPs aren't bureaucracy — they're operational leverage.
Core operational processes are documented and accessible to all relevant team members.*
New hire onboarding materials exist and are kept current.*
Team members can execute key workflows independently, without relying on verbal instructions from leadership.*
There is a designated, organized location where documentation is stored and accessible (shared drive, wiki, intranet, etc.).*
Documentation is regularly reviewed and updated as processes evolve.*
Pillar 3: Leadership Capacity
Adding staff without leadership capacity creates management strain, not relief. If your leaders are already at capacity, more headcount increases friction — not output.
Current leaders have dedicated time for team management — they are not consumed entirely by individual contributor work.*
Structured feedback and check-in processes are in place (e.g., 1:1s, performance reviews, team standups).*
Leaders can clearly articulate the top 3–5 organizational priorities at any given time.*
Delegation is happening effectively — work is appropriately distributed, not concentrated at the top.*
The organization has a defined plan for how new hires will be managed and supported after onboarding.*
Pillar 4: Funding Compliance & Management
Managing multiple funding streams without compliant, documented systems is one of the most common places mission-driven organizations lose funding — or face audit findings that damage funder relationships. This is where proactive infrastructure pays for itself.
How many active funding streams (grants, contracts, government awards) does your organization currently manage?*
More streams = more compliance complexity. Score reflects relative risk, not volume.
Your organization has documented processes for tracking funder reporting deadlines, deliverables, and compliance requirements.*
Staff responsible for revenue reporting and invoicing clearly understand the compliance requirements tied to each funding source.*
Your organization can demonstrate programmatic and financial compliance to a funder or auditor within 48 hours if required.*
Funding compliance responsibilities are assigned to specific roles — not handled informally or absorbed by leadership when needed.*
Pillar 5: Growth & RFP Readiness
Opportunities don't wait for infrastructure to catch up. These questions help you honestly assess whether your organization is positioned to pursue and absorb new business — and how soon.
If a significant RFP or funding opportunity became available today, your organization could respond with a competitive, compliant submission within the required timeline.*
If awarded a significant new contract or grant today, your organization has the operational infrastructure to implement it within 3–6 months without disrupting existing programs.*
Your organization has the staffing capacity — or a clear plan to hire — to support a meaningful increase in program scope or contract volume.*
Leadership has identified and is actively pursuing at least one significant new funding opportunity or contract in the next 6 months.*
When are you looking to bring on significant new business, a major contract, or a new funding stream?*
What is the one operational or HR challenge you know exists but haven't been able to address yet? (Optional — but this is what we'll talk about first.)
Answer all 25 questions to unlock your personalized results.
Your Infrastructure & Growth Readiness Summary
Capital Back Office Solutions — Confidential Assessment
The diagnosis is complete.
Now comes the work.
Most organizations know something isn't working. Few act before it costs them. CBOS partners with mission-driven leaders to build the foundation, protect the funding, and connect the dots no one else is looking for.
Schedule your free consultation →No obligation. No pitch deck. A direct conversation about what your results mean — and what to do next.