Interim · Consulting · AI Enablement · Berlin
Operations, transformation, and AI —
under one mandate.
I'm Peter Matysiak — an operations and transformation consultant based in Berlin. Twelve years of leading teams and shaping processes at enterprise scale, paired with recent hands-on practice working with AI agents. I help leaders in enterprises and Mittelstand companies bring both sides to the table.
About
A senior operator, hands-on with AI.
My background is operations leadership at scale — from aerospace quality management at Altran, through post-merger quality work within the German organisation at Capgemini Engineering, to running four operational service units at Auto1 Group.
I've used AI in daily work since 2024. What changed in 2026 was the agentic generation of models — the work shifted from prompting to directing. Since then, hands-on with AI agents — not as an engineer, but from an operator's chair. The surprise wasn't that AI is powerful. The surprise was how much of what makes human teams work also makes AI teams work — and where the differences matter.
I work with leaders in enterprises and Mittelstand companies who need the next chapter written well: someone who can step into a director role, re-shape operations, or help a team actually use AI in their daily work. The same approach across all three.
Services
Ways of working together.
Engagements typically take one of three forms. They share the same approach: decide the outcome first, run the work honestly, hand back a team that can keep going without external support.
Lead
You've lost a leader on short notice, you're standing up a new unit, or a team needs a steady hand through a difficult phase. Director- or Head-of-level seat, full authority, coached successor.
- Director / Head-of-level roles
- Weeks to months, on-site preferred
- Every engagement ends with a coached successor
Build
Operations that hold under real load. Target operating models, post-merger work, quality systems, supply chain — scoped, delivered, and documented by the team that will run them.
- Three- to nine-month engagements
- Scope fixed at kick-off, outcomes signed off
- Documentation written with the team that uses it
Multiply
Active across the arc — with AI, through AI, and for AI. Team enablement, automation builds, data foundations, or the AI layer embedded in a broader mandate. On your machines, with your data.
- Team enablement: Foundation, Builder, Strategist
- Automation builds and data foundations
- Embedded AI inside Lead or Build mandates
Read the full perspective on AI Operations — why most adoption doesn't show up in the P&L
How I work
A handful of standing commitments.
Hands-on, not slideware.
A working system in the team's hands beats a deck that's filed away. If it can be shipped, it should be shipped.
Vendor-neutral by design.
I don't sell a platform. I work with the tools your organisation already has, or help you choose one for the right reasons.
From the operator's chair.
Deep enough to judge an architecture; not so deep as to defend it like an engineer would. The point of view sits with the C-suite.
Built-in exit.
Every engagement includes coaching a successor. The aim is to leave the house lighter than it was — and the keys with someone else.
Selected mandates
A sample of recent work.
Most engagements come with some level of confidentiality, so the descriptions are kept generic. The full list of publicly disclosable mandates is on the Mandates page.
Questions before we talk
Four honest answers, up front.
What does Peter Matysiak actually do?
Three things, one approach. Interim leadership at Director or Head-of level when a seat is vacant or a unit needs steadying. Operations consulting on target operating models, post-merger work, quality systems, and regulated supply chains. AI enablement for teams that need to move from prompting to directing agents — in most cases embedded inside one of the first two.
When does it make sense to bring in an interim operations director instead of hiring?
When the clock is short, the scope is bounded, and decisions need to be made before a recruitment process will produce them. Typical triggers: an unplanned exit, a new unit being set up, a transformation that has lost momentum, or a programme where a permanent leader will be hired but the team cannot wait. Every mandate ends with a coached successor — the exit is planned from day one.
What does "AI enablement" mean here — training, consulting, or implementation?
All three, depending on what the team needs. A Foundation workshop for a leadership team that has never directed an agent. A Builder track for teams building automations on their own machines with their own data. A Strategist track for C-suite decisions. Vendor-neutral — no platform to sell. Often embedded inside a Lead or Build mandate rather than delivered as a standalone workshop.
Is this for enterprises or Mittelstand companies?
Both. The track record runs from 13,000-employee post-merger work at Capgemini to 50-FTE operational units at Auto1 to scale-ups like Octopus Energy. The Mittelstand is where the AI-enablement conversation matters most right now — budgets are tighter, vendor risk is higher, and the gap between pilot and P&L is where most initiatives stall.
Let's talk
A thirty-minute call usually answers the question.
Share the trigger — a vacant seat at the top, a transformation programme that's stuck, a team that wants to use AI properly — and we'll find out in the same conversation whether this is the right fit, or which peer would be better placed.
- Email peter.matysiak@pleaple.com
- Phone +49 176 708 62157
- Based in Berlin, Germany
- Languages German · English · Polish
- LinkedIn linkedin.com/in/peter-matysiak