You don't need another hire. You need an architect.
The Social Hub has already built the hardest part of a wellbeing business — the real estate. What's missing is the system that turns 21 hubs of gyms, pools and events into one measurable, revenue-generating membership. I'd like to build it with you — not as an applicant, but as a peer who does this for a living.
The role you posted is a full-time Director. Before you commit to that, there's a lower-risk path: bring me in as a fractional Chief Wellbeing Officer to architect the ecosystem, pilot it, and prove the numbers — then hand you a validated system and a set of playbooks. You keep the intellectual work either way. I'm comfortable with that: I care about B Corps and the impact they create.
01
A specialist, not a seat
You get a practitioner who has designed and deployed a wellbeing measurement system — at a fraction of the cost and risk of a senior full-time hire, with none of the ramp-up.
02
The window is open
Premiumisation is live, membership already trades in Rome, Florence and Barcelona, and a new COO is tasked with a membership-driven offering. The system needs building now, while the pieces are being assembled.
03
Playbooks that outlast me
Every output is documented so a permanent Director — or your existing teams — can run it. This proposal itself is that principle in action.
De-risking the decision
A full-time mis-hire is expensive. This isn't.
Losing a senior hire to a bad fit costs 1.5–2× salary — plus months of lost momentum. A fractional engagement removes almost every way this decision can go wrong. Here's the honest ledger.
The risk with a full-time Director
How fractional removes it
Ramp of 3–6 months before value
Value from week one — arrives with frameworks, score and method already built.
Wrong fit = salary, severance, re-hire
No severance, no sunk cost — fixed-scope retainer you can extend, pause or end at any phase.
Commit to a permanent structure before it's proven
Proof first — validate pilot economics before committing to a permanent hire or headcount.
A generalist learns wellbeing measurement on your time
You keep the playbooks — everything documented for your teams or a permanent Director.
Internal hire inherits the politics of the seam
A neutral outside architect knits Membership, F&B and the hubs together without turf.
And if it works — which the pilot will show — converting a proven fractional partner into a permanent Director (or a continuing retainer) is the easiest, lowest-risk hire you'll ever make. You'll have watched me deliver before you commit.
The thesis
Stop counting events. Start measuring outcomes.
TSH's assets behave like a collection of amenities, not a membership. Success is counted in events delivered and rooms sold — not in member wellbeing, retention, or lifetime value. Pausa's core belief is that wellbeing only scales when it is measured, personalised and tied to identity. Make that shift legible, and the same data drives retention, revenue, and your 2027 B Corp recertification.
TSH today
A gym, a pool, an events calendar
Success = events & rooms sold
Locally improvised programming
Wellness as an amenity
Impact reported qualitatively
The ecosystem we build
One membership, one measurable journey
Success = wellbeing Δ, retention, ancillary spend
Playbook standards, curated per hub
Wellness as the retention & brand engine
Impact measured — feeding B Corp data
The 2025 B Corp standards now require measuring worker wellbeing and belonging under the Fair Work impact topic (requirement FW4) — precisely the data this function would own.
What Pausa brings
Two programs, one measurement engine.
Pausa isn't a concept — it's two live, science-backed products. Adapting them to TSH is porting a working method, not inventing one.
Pausa for Leaders · pausa.pt
Performance wellbeing for leaders
Founders, CEOs and investors
A 12-month journey: a Baseline (wearable ring + a focused at-home clinical blood panel + validated wellbeing questionnaires, delivered to the door) → deep lab & AI insight turned into one weekly focus action → an immersive nature offsite near Lisbon → a Day-90 recheck → 12-month community integration. Steward-owned. This powers TSH's premium member tier and the leadership offsites.
Three revenue streams — one coherent membership story
This is the commercial core, carried forward from the original playbook and extended. Three streams monetise assets TSH has already paid for — layered on top of sunk capex, at high incremental margin.
Stream 1 · Clubhouse Membership
Premium tier — live in Rome and Florence, Barcelona next. Gym + pool + events + wellness programming. External members paying for access and belonging. Target: 500 members per hub at ~€100/mo.
≈ €50K / mo per activated hub
Stream 2 · Corporate Wellness
B2B coworking members and nearby companies buying team wellbeing programmes: quarterly workshops, Workplace Wellbeing Scores, leadership retreats at TSH hubs. CSRD-reportable outputs.
High-margin, low-churn B2B
Stream 3 · Wellness Partnerships
Ambassador collaborations and brand integrations (Technogym, OpenUp, nutrition, recovery). Co-created thought leadership positioning TSH as Europe's wellbeing authority.
Brand equity + non-dilutive revenue
The extension → premium segment
Assessment & Longevity — where Pausa multiplies ARPU
Headline figures shown as in the original playbook; a fuller unit-economics model (blended ARPU, ~55% contribution margin, and a +67% lifetime-value case from lifting retention toward 80%) sits in the companion strategy document and would be validated against TSH actuals first.
The premium journey
How the assessment becomes the product.
Pausa's live program, adapted into a TSH member and corporate offer. This is the differentiator no competitor can copy quickly — because it compounds.
1
Baseline
Wearable ring + clinical blood panel + wellbeing assessment. A genuine measure of where the member is — not a gym waiver.
2
Personalise
Deep lab & AI insight → one focused action a week, mapped to the member's profile and the four dimensions Pausa measures: physical, mental, emotional, and purpose & values.
3
Recheck
Day-90 recheck shows measurable movement. The member sees progress; TSH sees programme impact. Both get proof.
4
Belong
12-month community integration — the retention engine. Belonging, quantified, is why members renew.
The approach
Most wellbeing programmes fail. We start at the top.
The single biggest reason workplace wellbeing initiatives fail is that they launch without the senior team genuinely on board — no sponsorship, no participation, no accountability. So we invert the usual order. We don't start at the gym floor. We start with the C-suite.
Phase 0Weeks 1–2
Align the C-suite
Use the ORT tool to assess leadership readiness and secure genuine executive sponsorship and participation. Nothing launches until the top team is bought in — and measured in.
Structured interviews with each leader: what wellbeing means to them, to members and to the organisation; where the strain is; what "good" looks like in six months.
Scale with me on a continuing fractional basis, or hand the playbooks to a permanent Director. Either way TSH owns a proven system.
DeliverableScale-up plan + full playbook set.
Structured as a fixed-scope fractional retainer (≈ 2–3 days/week), remote with on-site sprints at the Amsterdam hub. Each phase ends in a concrete deliverable, so value is visible from week one and the engagement can be extended, scaled or handed off at any point.
How we structure this
Tie my pay to your result.
A full-time Director costs the same whether the wellbeing programme works or not. I'd rather do it the other way around. Most of what I earn should depend on the value we actually create together — so my incentive and yours point in the same direction from day one.
"The healthiest incentive is a shared one. I'd rather earn from the value I create than from the seniority of my title."
A lean base
A modest fractional retainer that covers focused time and keeps your fixed cost and risk low. Deliberately light — the base isn't where the reward sits.
Delivery milestones
Payments unlock as concrete, pre-agreed deliverables land: C-suite alignment and the Blueprint, pilot enrolment, a validated proof pack. You pay for progress you can see, not promises.
Gainshare on outcomes
A share of the incremental revenue generated at the hubs activated under the programme, for the engagement plus a defined tail. My upside scales only with real, attributable results — so if it doesn't work, it barely costs you.
Prove it before you commit — the opening diagnostic and Blueprint can be a fixed-scope sprint, so you see the thinking and the plan before any ongoing arrangement begins.
Transparent by design — we agree exactly what counts, at which hubs, and how it's measured, up front; revenue-or-contribution basis and any caps are yours to choose.
This is what a peer partnership looks like: I carry some of the risk, you keep the control, and we both win from the same thing — a wellbeing system that actually performs.
The dual mandate · members and managers
Offsites for the people who run your hubs.
The same method that measures members can care for the managers carrying the load — and it isn't a separate budget. Each offsite does two jobs at once: it gives your GMs, Connectors and hub leads a genuine reset as human beings, and it co-builds that hub's tailor-made wellbeing system while they're in the room. Managers recover; the hub leaves with a system it owns — which is exactly how you get adoption without line authority.
Leadership method · pausa.pt
The Leaders' Reset
A two-day nature offsite near a hub for GMs and senior leaders. Baseline (wearable ring + biomarkers), recovery, and a peer circle for the people who carry the most.
♥For them — real recovery, an honest read on their own energy, a circle of peers.
◆For TSH — lower leadership burnout and fewer regrettable exits.
→Output — each leader leaves with a personal energy plan and their hub's baseline score.
Org method · b2b.pausa.pt
The Hub Systems Lab
A working offsite for a hub's GM, Connector, Membership and F&B leads. Using the 3S "Shape" phase, they redesign that hub's wellbeing system — participatively, not from HQ.
♥For them — agency over how their hub runs, less crunch, clearer roles.
◆For TSH — a bespoke, adopted wellbeing playbook per hub — no mandate required.
→Output — each hub leaves with a tailor-made system it co-authored.
Purpose dimension · better society
Purpose in Practice
A meaning-and-belonging day pairing a wellbeing reset with a Movement on the Ground or Talent Foundation activity — feeding the "purpose" energy dimension that pure fitness never reaches.
♥For them — reconnection to why the work matters.
◆For TSH — a living Better Society story, evidenced with real wellbeing data.
→Output — a repeatable ritual tying employee wellbeing to TSH's mission.
The bigger vision
TSH as Europe's wellbeing network — not a hotel chain with a gym.
A living infrastructure of human-performance hubs where anyone, anywhere in Europe, can access science-backed wellbeing as part of daily life. Recovery formats in 10+ hubs, a pan-European B Corp wellbeing benchmark with TSH as the standard-setter, and a "Wellbeing Passport" — one membership, access at any hub. The membership is the product; the network is the moat.
About
"Pausa was born from a personal mission: that the most effective way to create positive impact at scale is to protect the people building it. Support one founder, and the effect flows through their entire team, company, and community."
I help founders, CEOs, VC partners and leadership teams build sustainable performance from the inside out: behavioural science, energy across four dimensions (physical, mental, emotional, and purpose & values), and structured accountability — not wellness fluff. Pausa is steward-owned and science-backed.
