Six workstreams from a single engagement with a federal-scale automotive parts & service retailer — from one customer profile to automated pricing, order flow, and content.
Customer records were scattered across the ERP, web store, call center, and a mobile app. We built a central customer hub with real-time, event-driven sync, SMS verification, and automated deduplication — making loyalty and personalization possible for the first time.
Orders were re-keyed by hand between a CRM and two ERP backends. We shipped a custom integration microservice — Docker, CI/CD, webhooks — that creates orders automatically and keeps records in sync, proven over a 14-day zero-failure pilot.
A huge multi-supplier catalog made manual repricing hopeless. We built a rules engine with margin floors, price guardrails, and cross-brand sourcing that reprices automatically against live supplier data — without going uncompetitive.
Inquiries from web forms and the call center leaked between systems. We unified capture into the ERP — tied to leads via phone lookup, a structured status pipeline, payments, delivery, and returns — so nothing falls through the cracks.
Product photography was ad hoc and slow to reach the catalog. We built a dedicated photo-processing service and workflow — assign, process, publish — with images linked to the catalog by make, model, and brand.
Promotions were disconnected from customer data. We built gift certificates, service subscriptions, and a bonus-points program on top of the unified profile, so every action ties back to a single identity.
Selected engagements our lead has delivered as a Senior Business / Systems Analyst & Project Manager on contract — the background the agency is built on. Client and project names withheld under NDA; available on request.
Led the analysis-and-delivery workstream migrating a revenue-critical procurement platform off an end-of-life stack onto modern cloud infrastructure — a phased, low-risk cutover that kept enterprise clients running throughout, plus a repeatable migration runbook for recurring rollouts.
Defined the product and requirements for an AI assistant that replaced a rigid multi-step wizard with a single conversational interface — free-text and file (CSV/Excel) input, clarifying questions, validation, and auto-generated, supplier-ready specifications.
Scoped and ran the BA/PM side of a 3D retail-display configurator — a standalone React/.NET application on Azure microservices with a product-placement rules engine — and carried it from concept through a time-boxed proof-of-concept to a working MVP.
Led requirements for EU Deforestation Regulation (EUDR) compliance and carbon / CO₂e scoring — defining the data interfaces (reference lookup, CSV + API) that let clients meet new regulatory mandates and surface emissions data at the point of purchasing, without disrupting existing procurement flows.
Automation only ships when the systems underneath are solid. These are the platform and frontend rebuilds we've delivered to make that possible.
Real outcomes organizations achieved on the talent-assessment platform we helped build — from leadership 360s to company-wide engagement and talent pools.
A major universal bank replaced manual 360° feedback with a centralized annual process — role-specific questions per respondent group, personalized reports, and assessment waves across the year.
A large energy & utilities employer combined 360° feedback for soft skills with professional testing for hard skills — replacing subjective nominations with a transparent talent-pool matrix.
Alongside its annual review, a leading quick-service chain added a flexible 360° tool for probation reviews, team diagnostics, and growth requests — launched in about an hour, with completion consistently at 95–100%.
A specialist research-equipment supplier runs quarterly open-dialogue surveys across 20+ departments — every suggestion gets a manager's decision and an action plan, with priorities agreed at CEO level.
A leading spirits producer & distributor moved from manual 180° forms to a single digital platform — then expanded to full 360° with career plans, editable IDPs, a learning library, and mentoring.
A multi-location mobile & electronics retailer screens candidates with a custom soft-skills test, while semi-annual engagement surveys — turned into local action plans — raised engagement from 60% to 84%.
With headcount doubling in a year, a manufacturer of hydraulic lifting equipment ran its first 360° wave for managers and sales — the foundation for its management talent pool and leadership standards.