Alex Kudelka

I am a hands-on go-to-market leader who helps growth-stage companies turn
partially structured sales teams into disciplined, scalable revenue engines. I
specialize in leading companies from ±$1M ARR through $45M+ ARR,
building the systems, teams, and performance culture required for predictable
growth.

I have done this multiple times in SaaS and technology-driven businesses. I've
led sales organizations of up to 45 people, partnered directly with CEOs, and
boards, and built playbooks that allow teams to scale across regions without
losing quality or accountability.

My strength is operating in the middle of growth: when the company has
momentum, but the sales motion is inconsistent, the data is noisy, and leadership
needs clarity, control, and results.

Co-Founder & CRO

Glassfy's SDK and Tools enable you to easily build and manage in-app purchases, create paywalls, and trigger monetization events from user behaviors maximizing revenue from apps.

Co-Founder @ Big Growth Group | Helping B2B leaders build content-led Growth Engines.

“They provided invaluable advice to Magnet Monster during our key scaling phase. We were able to attain Klaviyo Elite Status (reserved for the top 0.2% of agencies worldwide) and significantly improve profit margins."
— Adam Kitchen, CEO of Magnet Monster (Retention Agency)

“Romans & Kristina don’t bullsh*t you. They cut straight to what’s broken and how to fix it. It’s uncomfortable, but it works.”
— Bogdan Zabolotnov, COO Growthub (Creative Ad Agency)


So... you’ve built a strong $1-5M digital agency.

The team is in place and revenue is growing. But under the surface, things are starting to feel, let's say somewhat heavier.

Delivery is getting bloated, margins are tighter than they should be and projects take too many people, too many steps, and too much time.

“The big problem”

The problem isn’t bad people or even bad processes. It’s an agency business that was never re-architected after $1M.

The business was built for growth, not efficient scale. Ops grew reactively, not strategically. The business has grown but leadership hasn’t levelled up to match it.

How we fix it:

We fix ops and delivery inefficiencies to unlock $1M+/year in profit and turn your agency into a scalable asset.

Real results our clients see:

- $250k-1M+/year in recovered margin over 12+ months
- 20–40% reduction in over-servicing
- Teams that deliver without founder input
- Increased EBITA
- A delivery model that’s scalable, repeatable, and exit-ready

Who we work with

Agency founders doing $500K–5M in revenue who want to:

- Scale cleanly
- Fix profit leaks
- Step out of ops
- Or prep for a future exit

If that sounds familiar, it’s probably because you’re in the same stage... successful enough to grow, but too central to scale.

Run our Agency Scale Readiness Assessment. It exposes the exact reasons founders stay trapped in delivery and shows how to deconstrain growth.

Used by 55+ agency owners to step out of the day-to-day and add $150K–$750K in yearly profit: 

https://assessment.biggrowthgroup.com/

Romans Ivanovs

Next Agency Dinner. Dubai. 03.03.

25 seats confirmed.

3 more available.

DM to apply.

Big Growth Group x AgenCFO.

Joey de Wit
Elyse de Wit
Kristina Radeva

You built a $1-5M agency business. We make it run without you.

AI agency transformation at $356k/mo, 70% GP, 0% team churn.

We sat down with Mike Kolev, CEO and co-owner of Carbon Box Media to ask him about how they:

- Use AI where it actually matters (80% of efforts do not impact the revenue)
- Operating through hypergrowth
- Acquisition systems: volume game, vendors, ads, outreach
- Where agencies should start with AI 
- Future of agencies + adoption rate discussion

Links in the comment section 👇

Good agency talent is fu**ing rare.

Retention and performance agencies both struggle big time. Almost every other client we work with needs help with hiring.

Or do they?

Maybe the real problem is a weak pool of talent.

Maybe recruiters promise too much... and this agency folks can't stand them because of it (no offence, but the amount of negative feedback I receive about recruiters is off the charts). 

Maybe it's a training problem.

Or maybe founders just don't know how to attract quality talent??

To date we've assisted 55+ agencies with:

1. assessing their existing teams
2. getting the right talent in

I'm not a recruiter but I know a thing or two about building high-performance agency teams.

So tomorrow I'm publishing a newsletter on:

→ What actually attracts high-quality talent (and what doesn't)
→ Autonomy matters. But not the way you think.
→ What does NOT attract high-quality talent
→ What NOT to do (the £1-5M agency mistakes I see constantly)
→ The 3 biggest levers to actually solve this
→ Community-based hiring (is this even a thing?)

Thanks to Josh Hill for vibing on this topic.

Subscribe here:

→ RemoveTheFounder.ai

The agency model is transforming at speed I've never seen before. I'm not sure everyone inside it realises how fast the walls are moving.

Observations:

1. The future belongs AI-native agencies. Full stop. Incumbents optimising around human workflows will face a structural cost and speed disadvantage they won't be able to overcome.

2. To build (or transform into) an AI-native agency, you must first build a unified data layer. This requires extracting delivery, operations, and finance from documents and human memory into queryable databases. Only then do AI systems become effective.

3. Paid media, retention, creative as well as operations behind the delivery are now accelerating at speed which is frankly overwhelming. One senior person can do what required teams, but this creates more volume to manage, test, and optimise.

4. AI bots and co-pilots are collapsing traditional org charts.

5. Basic automation (Zapier chains, simple scripts) is now table stakes.

6. Agentic systems enable hyper-personalisation at scale, but someone has to orchestrate the logic, guardrails, and measurement.

7. Ruthless operational excellence is not longer a preference. 

8. Agency operators with AI/technical capabilities are rare hybrid. Founders who can recruit and retain this combination will have a decisive advantage.


P.S. At Big Growth Group we're changing the playbook for agency operations, delivery and scaling systems. A lot of new updates coming soon.

If you're not on X then you don't know the amount of OpenClaw money-making advice that is blown up over the past 2 weeks. People sell pre-configured AI agents, tutorials, security protocols and other agentic stuff for eCom, agencies, content creation, etc.

Most of it is noise imo.

What I'm trying to pay attention to is product development.

Naval Ravikant published a pod this week (highly recommend) talking about how product dev is changing: "Just like now anybody can make a video or anyone can make a podcast, anyone can now make an application".

Marketing agencies and consultancies must start building their own applications.

Since 2 weeks ago I'm using claude code. Thanks to Fernando C. and Hosun Chung for inspiration guys. Yesterday, I learned how to copy any landing page design in 10 minutes without writing a single piece of copy.

At Big Growth Group we've started doing two things:

1. Productising our knowledge into AI tools (leading by example).
2. Helping agencies become AI-native.

I'll talk more about both in-depth once we have something tangible to show.

Sam G. Winsbury: “You need more authority on LinkedIn”

I’m confident we nailed the brief.

Joe Marston 🚀, founder of Soar With Us & For You | TikTok Growth Agency is joining the Agency Dinner a guest speaker.

His agency is now one of the most recognised DTC players in the UK with an 8-figure valuation and on track for £10M revenue this year.

We’ll run a relaxed fireside chat covering:

•⁠ ⁠His journey building the agency
•⁠ ⁠Scaling lessons
•⁠ ⁠Where he thinks the agency space is heading next 🌶️

Looking forward to hosting everyone on the 3rd of March.

You built a $1-5M agency business. We make it run without you (with systems and AI).

We're launching a NEW NEWSLETTER: RemoveTheFounder.ai. Here's why: 

1. The agency playbook is being rewritten. AI creates a structural shift in how agencies create value. This newsletter is where I'll share how we turn agencies into AI-native ones. 

2. The biggest problem for $1-5M agency founders is getting out of day-to-day execution. We specialise in the exact mechanics of extracting founders from execution. I'll continue sharing real cases and highly practical frameworks.

3. Operations, delivery workflows, founder-bottlnecks, hiring, leadership, account management, data workflows: we break down how to modularise, systematise, and use operational strategy to deconstrain your agency business so it can scale.

4. Real stories from agencies becoming AI-native (we already have a few in the pipeline).

5. The endgame is optionality. 

Systems that create true leverage so you can sell it, scale it or just take Tuesdays off.

Your call.

RemoveTheFounder.ai

Recorded an absolutely mind blowing conversation with Fernando C. and Hosun Chung about how they went from 50+ team to a lean and fully AI-native agency!!!

If there's anyone who's truly building for the future it's these guys!

Out soon. 😎 

Fun fact:

they generated 3 billion views for their clients and 1 billion for themselves with content marketing on X.

Nothing triggers people faster than suggesting that AI will mess with how they make money. My previous post proves that.

I think some still haven't grasped that the minimum acceptable speed of execution is rising. Permanently.

A younger operator with high tool fluency + AI leverage without a doubt will "slaughter" a more experienced non-AI operator.

BUT...

AI amplifies both competence and incompetence. A fast idiot just makes mistakes faster.

So yes, of course productivity ≠ competitive advantage (on its own).

But if you don't agree that speed stops being a differentiator and becomes the new baseline, then I have no idea what are you even thinking about...

Example from agencies:

Faster campaign production will soon stop being an advantage. Everyone will be able to produce assets faster. (More output ≠ winning.)

Instead better data analysis, pattern recognition and selection → winning.

So the advantage moves upstream:

Problem framing
Decision quality
Taste and judgment
Commercial prioritisation
Relationship trust

The experienced person still wins if they move up the stack.

But they will lose if they stay where execution used to be valuable.

Why your Head of Delivery hire will fail (and how to fix It).

Just last week I had a conversation with a senior leader at a one of the fastest-growing eCom agencies in the world who’s taking on a more senior role.

He's been there for sometime now. He's capable and he's committed.

However…

The founder created a senior leadership role that includes:

own performance across 100+ clients (incl. enterprise level)
final word on strategy
handle all escalations
oversee several dozen onboardings per month
monitor churn risk
build systems
hold the team accountable
and much more

This is soooo typical… and to be honest nothing to be surprised about.

In today's newsletter I will breakdown:

- Why this is bad
- What it actually costs the business
- And why the best operators deliberately make themselves unnecessary at the performance level so they can operate at the architecture level instead

Subscribe: RemoveTheFounder.com

You built a $500k-$5M/y agency business. We make it run without you.

Here's a real use case from our client portfolio: two retention agencies, both doing $1M+.

One team spends 10 hours building 5 flows (strategy and copy only) every detail reviewed twice. The team is genuinely talented. Standards are non-negotiable. They'd rather lose a client than ship something average.

The other spends 1.5 hours on the same output (again strategy and copy only). Growth-oriented, moves fast, focused on scaling.

The first one charges $7.5k-12.5k retainer. Retains most clients 4+ years but plateaued for sometime now.

The later, charges $4.5-7.5k. Churns clients past 6 months more than they'd like to admit... however grew 200% last year.

Neither of them is "wrong".

In fact, both founders are acting completely rationally given what they believe.

And both have a blind spot shaped entirely by what they value.

The excellence founder has built something clients genuinely respect... but the business still orbits him. His obsession with quality and personal relationship with the team has become somewhat of a ceiling.

The growth founder is moving fast but hasn't built the foundation yet. Systems are work in progress. And without talent density and maturity to back up the speed, churn prevents stable growth.

Two founders.

Two different values.

Two different blind spots they can't quite see yet because those blind spots are hiding inside the thing they're most proud of.

The obvious conclusion when you see these two side by side is "just combine them - get systems AND quality AND then growth, etc."

But it's not that simple.

Telling the excellence founder to delegate more is telling him to compromise who he is.

Same with asking the growth founder to slow down and invest in talent density. 

The real work is sometimes much harder than copying a playbook. That's why some of the agency advice doesn't work, by the way. It's trying to change what someone does without touching why they do it.

So start examining the very thing that made you successful... and ask whether it's still serving you.

taplio

The Battle

Alex Kudelka

Romans Ivanovs

Followers

Posts

Engagements

Likes

Performance ScoreRomans Ivanovs's LinkedIn Performance

Ready to grow your LinkedIn presence?

taplio

The Battle

Alex Kudelka

Romans Ivanovs

Followers

Posts

Engagements

Likes

Performance Score.css-goub6s{font-size:var(--chakra-fontSizes-md);font-weight:500;color:var(--chakra-colors-gray-600);display:block;margin-top:var(--chakra-space-1);}Romans Ivanovs's LinkedIn Performance

Ready to grow your LinkedIn presence?

Performance ScoreRomans Ivanovs's LinkedIn Performance