About FiloRosso
The thread that runs through the work.
FiloRosso Consulting is a Los Angeles fractional COO and transformation practice founded by Britt Dickson. We partner with the people who make a business run, executives, operating leaders, and the teams underneath them, through the moments that matter most: growth, transformation, integration, and the quiet inflection points in between.
FiloRosso takes its name from filo rosso, the Italian expression for "the red thread": the connective thread that runs through a story, holding together pieces that might otherwise look unrelated. It's the through-line most organizations already have, in their goals, their people, their process, but rarely see clearly enough to follow. FiloRosso is built to find that thread and make it visible.
The mission isn't to hand over a framework and walk away. It's to partner with an organization, and ensure that the team has everything they need to hold the thread themselves.
The founder
Britt Dickson
Founder & Principal
“I started FiloRosso Consulting on a simple conviction: complexity is rarely the real problem — the absence of a through-line is. Across years inside boardrooms and operating teams, I watched capable organizations stall, not for lack of talent, but for lack a single, shared thread connecting goals to people to process to technology.”
Britt Dickson founded FiloRosso after more than fifteen years running operations and leading transformation inside organizations ranging from global healthcare communications agencies and life sciences networks to digital marketing agencies and construction firms. She's a PMP-certified program leader and a Kellogg-trained strategist who has built enterprise AI strategies from the ground up, led pre- and post-acquisition integrations for organizations with thousands of employees, redesigned org structures and career paths for teams at every size, and stood up project management functions where none existed before. Programs she's led have cut delivery timelines by more than half, driven double-digit reductions in technology costs, and pushed AI tool adoption past 87% within a year of rollout.
Her work sits at the intersection of two disciplines that rarely get built by the same person: the operational rigor to actually run a business, and the change management skill to bring an entire organization along with it. That combination is why leadership teams bring her in at the moments that matter most, and why they keep her close long after the immediate problem is solved.
Based in Los Angeles, we work with a deliberately small number of clients at a time, on-site and in the room, because the work is intimate and the standard is high. The goal is always the same: dedicated partnership in reaching your goals, and a team holding the tools to maintain and keep optimizing the groundwork we lay together.
How we work
Principles of the practice.
Anchored in reality
Every plan is pressure-tested against what the organization can actually absorb. Ambition is worth little if the team can't carry it.
Built to run without us
Change is designed for your team to own and sustain — the communicate, train, reinforce, optimize loop keeps improving after we step back.
Transparent by default
Simple, honest terms: hourly time billed against the work, no retainer, no long-term lock-in. The plan we build defines the scope.
Few clients, fully present
We take on a small number of engagements at a time so each one gets a principal's full attention — on-site and in the room.
Common questions
Before we begin.
Who do you typically work with?
We start with operating leaders and their executive teams, but the work happens at every level. Engagements touch production floors, mid-management, and frontline teams as much as the boardroom, at companies navigating growth, transformation, integration, or an inflection point.
What does a fractional COO engagement look like?
Executive leadership without the full-time seat: we take real ownership of the operating agenda — cadence, priorities, accountability — for a defined portion of the week, scoped to what the business needs and can absorb.
How does a transformation engagement work?
It's staged. Phase 01 is a roughly three-month discovery and scoping effort across goals, people, and process — it produces a board-ready transformation plan anchored by a change-management plan. Phase 02 is execution, scoped by what Phase 01 reveals.
How is it priced?
Simple and transparent: hourly time, billed against the work — no retainer, no long-term lock-in. The plan we build in Phase 01 is what defines the scope and cost of anything beyond it.
Do you work on-site or remotely?
Both. We're based in Los Angeles and engagements include regular on-site time for in-person working sessions and floor time — while running seamlessly with distributed leadership teams when that's the reality of the business.
How do we begin?
With a conversation. Tell us where the business is and where you want it to go. We review the engagement plan, talk through any questions — no detail is too small — and when it feels right, we kick off Phase 01.