A different approach to organisation structure in a technical consultancy
An article by Nicole Vukic, Founding Director
In most technical engineering firms, the organisational structure follows the big corporation model: functional, divisional, or matrix-based, often layered with hierarchy and dotted with silos. Even when teams operate with a flatter dynamic internally, the overarching structure tends to remain rigid. But what if we reimagined it entirely?
At our consultancy, we are excited to be bold and take a different path – one that reflects not just how we work, but who we are as an organisation and individuals contributing to a common goal.
From hierarchy to network
Rather than defaulting to traditional models, we are building our organisation around a network structure. Picture an amoeba with a nucleus – the founders at the centre, not as gatekeepers, but as anchors. Around them, the organisation grows organically, with fluid connections, evolving teams, responsive to opportunities, and space for new ideas to take root.
This is not just a metaphor. It is a visual story of growth, adaptability, and culture.
Figure 1: The start-up phase – Establishing a structure that enables us to tell the story of growth and evolution of Avandra Advisory – Without constant overhaul of structure
Why a network?
We want our structure to reflect the values we live by:
Room to move and develop careers: People are not boxed into roles – they are encouraged to explore, stretch, and evolve.
Inclusion of ecosystem partners: We are already building our business with collaboration in mind. Our structure makes space for external contributors to plug into our organisation meaningfully.
Adaptability without constant restructure: Traditional models often require disruptive overhauls to accommodate growth. Our network model is intended to respond to opportunities and flex and expand naturally.
Non-hierarchical by design: Influence is not tied to title – it is earned through contribution, collaboration, and impact.
True inter-team connectivity: As teams form and evolve, their relationships are visible and intentional. It is not about reporting lines – it is about shared purpose.
A culture-driven structure
We want our structure to tell the story of who we are: a consultancy that values openness, agility, and collective intelligence. We are moving away from a static chart and embracing a living system. We have not seen this done in a technical firm before, but we are determined to redefine what is possible in our industry! We will share what we learn along the way, and if you have experimented with something similar, we would love to hear your story.
Organisation structure is not just an operational decision; it is a cultural one. By choosing a network model, we are changing how we work. We are also changing how we grow.