C&B Group provides fractional executive leadership across brand strategy, operations management, human resources, and government contracting. Each works on its own or together, matched to where a business is in its lifecycle.
Most people arrive on this page already knowing something has to change. They are less sure what to call it. Find the sentence that sounds like your week, and the right discipline is attached to it.
Identity systems, digital presence, and the collateral that gets you taken seriously before the first conversation.
→An executive-level operator embedded in your business, building the structure that lets other people decide.
→A complete HR department on retainer. Compliance, documentation, and the hard conversations you should not be having alone.
→A twelve-week R.E.A.D.Y. sprint that turns a capable business into one a contracting officer can actually award.
→Full-service brand development for organizations building visibility, authority, and market position. From identity systems to content strategy, C&B builds brands that earn trust before the first conversation happens. The work starts with who you are, translates that into visual and written systems, then puts those systems in the places where decisions get made.
Logo, brand book, color palette, typography, and pattern library. The foundation that makes a business look like it belongs in the rooms it is trying to enter. Built to hold across print, screen, signage, and procurement documents.
Website design, professional email, social media setup, and content strategy. The digital infrastructure where contracting officers, clients, and partners verify credibility before picking up the phone.
Capability statements, pitch decks, proposals, signage, vehicle wraps, and branded materials. The designed deliverables that support business development in procurement meetings, trade shows, and the field.
All engagements begin with a discovery call. Scope is finalized during consultation.
The Business Manager is not a project manager, a consultant, or an assistant. It is an executive-level role. A senior operator who looks at your business with the eye of an investor, the discipline of a CFO, and the judgment of a chief of staff. The work begins with assessment of the business and the owner, then designs the partnerships, solutions, and systems that move your business from operating on momentum to operating with structure.
A business with the right legal entity, the right ownership map, the right contracts in place, and the right governance to make decisions without the owner being a bottleneck. The skeleton has to hold before the body can grow.
Documented systems for how work happens: intake, hiring, vendor management, client delivery, financial flow, dispute resolution. The clarity that lets a new team member ramp in days instead of months, and lets you take a week off without the business stalling.
P&L visibility, cash flow rhythm, reserves you can defend, and a risk management posture that protects what you’ve built. Sustainability is a function of what you see coming before it arrives.
All engagements begin with a discovery call. Scope and tier are determined during consultation.
The HR Business Partner is a fractional HR department embedded in your business. One role that replaces what a full-time HR director would do, without the salary, the benefits, the office, or the fixed overhead. The work spans strategic compliance and the day-to-day employee experience: mediation, scheduling, performance management, terminations. The moments where things either go cleanly or get expensive.
Labor law changes reviewed monthly. Classifications audited, employee against independent contractor and exempt against non-exempt. Multi-state employment requirements coordinated. Documentation built to the standard a review expects, and kept current.
Your team has a single HR point of contact who is not you. Mediation, performance issues, compensation questions, scheduling disputes: all routed through a professional. Owner gets the time back. Employees get someone with the bandwidth and training to listen.
Employee handbook. Staff operating manuals. Onboarding from day one through day thirty. Termination process documented and rehearsed. Performance reviews on a cadence. The infrastructure that lets you hire your fiftieth employee without rebuilding the wheel.
For businesses that need targeted help without an ongoing retainer. Each engagement is scoped on a discovery call.
New hire onboarding system design. Termination support and documentation. Structured exit interviews with retention analysis.
HR foundation assessment. Confidential compliance review. Difficult employee documentation sprints with Performance Improvement Plans.
Formal workplace investigations, run alongside your counsel: harassment, discrimination, misconduct. Family-in-business conflict resolution with mediated agreements.
A twelve-week sprint built to close every gap on the 80-point READY Checklist. Five phases: Registration, Economy and Education, Art of Business, Development, Year-Round Readiness. C&B does not bid for you. C&B builds the business that can bid.
Business structure, SAM.gov, UEI, state and local procurement portals. The legal and infrastructural foundation.
Billing, invoicing, accounting setup, tax document coordination, technical writing, and proposal interpretation.
Logo, brand standards, website, social media, and merch. The visible side contracting officers want to award.
CRM, business plan, procedural manual, insurance, master matrices, and bid proposal submissions.
Renewals, annual reviews, reserves, credit, vendor agreements, and continuity planning.
Registrations active. Banking, licensing, insurance, and operating systems in place. Procedural manuals and master matrices built. The legal and operational foundation that lets contracting officers verify your business is real and serious.
Capability statement, executive summary, and reusable proposal matrix complete. Past performance documented. Brand standards established and visible across website, email, and procurement profiles.
Bid proposals submitted during the sprint itself. A working pipeline of qualified opportunities identified. Relationships initiated with contracting officers, primes, and subcontractor partners.
Every sprint begins with the R.E.A.D.Y. Assessment. Package is determined by your score, not at booking.
A discovery call is forty-five minutes. We use it to understand your business, identify which discipline fits, and decide together whether an engagement makes sense. No pitch deck. No pressure.
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