Organizational diagnostics for companies of 20–100 people

Being the CEO of a small company is f**king hard.

The next stage of growth feels close, but day-to-day operations take all your time, and none is left to look at how the company actually works and where it could grow.

Grepny helps you pin down the problems that hurt your business most and find how to solve them, by interviewing your team and analyzing how work actually moves through the company. You get a report in ten working days.

Start an assessment →Read a sample finding

About 18 minutes per employeeReport in 10 working daysNo hiring or firing recommendations

What we diagnose

One problem, examined properly.

Each assessment examines the one problem that worries you most, across up to two of your processes. Below are two examples of what an assessment can look at.

Example A · Owner dependence

Which decisions still wait for you?

We map the decisions that reach the CEO: approval limits, escalations, and who decides when you are away. The decisions you keep on purpose are recorded first, so they are not reported as a problem.

We map

Recurring decision types, who makes them in practice, limits, backups.

A typical result

Decision	Who decides in practice
Renewal discount above 10%	CEO, every case
Vendor contract under $5k	Operations lead
Hiring exception	CEO; no backup

Fits when

You are the bottleneck and want to know which decisions you can hand off.

Example B · Cross-team handoffs

Where does work lose its owner?

We follow one or two processes across teams and ask both sides of every handoff the same questions: what starts it, what has to be ready, who accepts it, and who owns it in between.

We map: Handoff triggers, inputs, acceptance, deadlines, exceptions, owners of the gap.
A typical result: Salesdone at signature
No owner2–5 days
Onboardingstarts when billing details arrive
Fits when: Customers or tasks stall between departments and each team says it did its part.

Why this matters: 81% of surveyed leaders report delays when accountability is unclear (AchieveIt, 2025). 70% of small and midsize business CEOs experience burnout at least occasionally (Vistage, Q2 2026). 43% of firms using AI find it hard to adapt the tools to their business (Federal Reserve small business survey, 2026).

Sample finding

Every finding shows how we know it, and what we don’t.

This is the format of a finding in a Grepny report. The company and the details are fictional.

Issue · Diagnostic A

Renewal discounts above standard terms default to the CEO

Severity: medium to highConfidence: high

What we found: In all four recent cases people described, a renewal discount above 10% went to the CEO for approval. Sales leads have no written limit, and nobody else approves these discounts when the CEO is away.
How we know: Five independent sources, including both people who request and people who wait for these approvals. Four specific cases from the last three months.
Why it matters: Two renewals waited three to six days for an answer. People reported this; we did not measure it.
What we don’t know: In your interview you listed pricing as a decision you keep on purpose, but for new enterprise deals only. We could not tell whether renewals were meant to be included.
Limits: Finance was not part of this assessment.
Proposal: Set a written discount limit for sales leads on renewals and name a backup approver. Recommendations are proposals; the decision is yours.

How it works

Ten working days from the team invitation to the report.

Interviews are written, in the browser, one question at a time. Nobody needs to book a meeting or fill in a process template.

Before day 1
Your interview
About 45 minutes. You describe goals, teams, the process to examine, and the decisions you keep on purpose. You approve who will be invited: 10–15 people, including you.
Days 1–10
Team interviews
About 25 minutes for managers and 18 for employees. People can skip a question, answer “I don’t know”, or stop. Reminders go out automatically on days 2 and 4.
End of each interview
People check their own answers
Each participant sees 5–10 short points about their work and can confirm, correct, or remove any of them before they are used.
Day 10
The report
Issues, discrepancies between teams, strengths, and open questions, each with its evidence, confidence, and limits. If no significant problem is confirmed, the report says so.

What your team can count on

People answer honestly when they know the rules.

These rules are built into how Grepny works and apply to every company in the same way.

You see who has finished, not what they wrote.During the interviews you see each person’s status: not started, in progress, finished, or declined. Answers reach you only through the report.
Names where the finding needs them.A finding names the people it involves when it can’t be understood without them. What you do about it is your call.
Not a performance review.We don’t ask about competence, loyalty, health, pay, or personal life, and we don’t recommend hiring, pay, or discipline decisions about anyone.
Not a complaint channel.The interview points people to your own reporting channels for harassment or safety issues.

Early-access pricing

One diagnostic, one price.

Indicative pricing for early pilots. Final scope and pricing will be confirmed before any engagement.

Pilot assessment

$399

One diagnostic, A or B

Request a pilot

Included

Interviews with you and 9–14 people you choose
Up to two processes examined
Report in 10 working days, as a web page and PDF
Each finding with its evidence, confidence, and open questions
Recommendations framed as proposals for your decision

Time it takes your team

You: about 45 min
Each manager: about 25 min
Each employee: about 18 min

No meetings to schedule. People answer in the browser when it suits them.

Who makes Grepny

You’ll be talking to the founder.

I’m Aleksei Danilov. I build Grepny, and during the pilot phase I handle every request myself: the start date, the interview plan, and your questions about the report.

Aleksei DanilovFounder, GrepnyLinkedIn ↗

Start with the problem that costs you the most time.

Leave your company website and email. We’ll reply with a start date and the interview plan, and help you frame the problem worth examining first.