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Get Tickets INDUSTRY INSIGHTSHow Buro Happold Tripled Profits Without Tripling Revenue Most engineering and professional services firms face a common problem. Revenue keeps growing, but margins don’t follow. You add people, take on more projects, expand your office. Costs rise in step with income. The profit line barely moves. When Marc Barone, COO of engineering consultancy Buro Happold, took stock of this challenge, he noticed something worth investigating: the firm was already strong. Good projects, good people, solid reputation across the UK, Middle East, and beyond. Three and a half thousand people. £400M in revenue. “There’s absolutely nothing wrong with Buro Happold,” he recalls. “It just could have been slightly more profitable.” In three years, he fixed that gap. Revenue grew 75 percent. Profits nearly tripled. The question for other firms: how do you triple profits without tripling everything else? The answer isn’t a single tactic. It’s a system of four interconnected levers, applied in sequence. Buro Happold’s work spans global landmarks, but their biggest transformation happened inside the firm. Photography: Mohamed Somji TL;DR Most firms grow revenue but not profit, running faster on a treadmill of more people, more projects, and higher costs. Buro Happold broke that cycle. In 3 years, they grew revenue 75% and tripled profit — without tripling headcount or chaos. Their secret? A system of four levers applied in sequence: Say No to the Wrong Work – Focus only on projects that fit your skills, margins, and strategy. Low-margin work burns bandwidth and hides better opportunities. Stop Wasting Time – Audit meetings, travel, and approvals. Free hours for value-adding work instead of bureaucracy. Build a Confident Culture – Profitability starts with people. Empower teams to make decisions from confidence, not fear. Use Tech to Enable, Not Replace – Automate repetitive work (contracts, drawings, admin) so humans focus on judgment and creativity. Each lever reinforces the other, better projects simplify operations, good culture accelerates tech adoption, and tech frees time for strategy. The bigger lesson: profitability isn’t about growth. It’s about discipline.Find the one lever constraining you, fix it, then move to the next. Boring is profitable. The Real Profitability Problem Here’s what most firms miss about growth. More revenue doesn’t automatically create more profit. If you grow revenue by hiring proportionally more people and allocating proportionally more overhead, your margins stay flat or decline. You’re just running faster on a treadmill. But what if you could grow revenue while keeping costs stable or even compressing them? This is possible because most service businesses leave margin on the table in four specific places. Revenue often scales with headcount, but profits don’t. Most firms run faster without moving forward. First, project selection. They win work that shouldn’t have been won. Low margins. High distraction. Wrong cultural fit. Second, operations. Organizations bloated with nonessential activity. Meetings that don’t need to happen. Travel that serves no real purpose. Approvals that add no value. Third, culture. Teams operating from fear or exhaustion instead of confidence. When people are burned out, they protect themselves and make defensive decisions. When they’re confident, they make bold decisions that save money. Fourth, technology. Tools deployed without purpose. Automation that replaces human judgment instead of enabling it. Complexity that creates busywork. Fix these four things, in sequence, and profitability follows naturally. Lever 1: The Discipline to Say No This is the hardest part of growth. When a project arrives, the instinct is to say yes. You need to keep people busy. You need the revenue. You fear the empty bench. The better frame: Which projects will move the needle on actual profit? A £10M project at 3 percent margin isn’t a win. It’s a distraction. It consumes leadership bandwidth, stretches your team, and leaves you exhausted for minimal gain. Meanwhile, a £2M project at a 15 percent margin funds innovation, pays for good people, and sustains the business. The discipline is a simple framework: Can we deliver this with our technical skills? This isn’t about sales capability. It’s about technical delivery. Can your team actually execute well? Technical risk, the stuff insurance doesn’t cover, destroys margins faster than anything else. This matters because increasingly, the toughest projects come with extreme liability pressure. If you don’t have the right skills and insurance structure in place, you’re exposed. Does the margin math work? Run real numbers, not hopeful ones. What’s the margin after risk, overhead, and contingency? If it’s below your threshold, decline it. Does it fit your strategy? Does this project align with where you want to go as an organization, or are you just chasing work? The psychology is counterintuitive. Saying no to revenue is harder than saying yes. But it compounds faster. When you’re selective, you stop firefighting constant crises. You have bandwidth for strategy. You build a reputation for quality, not just capacity. Your team doesn’t burn out. The opposite creates a death spiral: low-margin work keeps people busy, so you can’t pursue better work, so margins stay low, so you chase volume, so you take worse work. Buro Happold applied this ruthlessly. They passed on projects that didn’t fit. The result was counterintuitive: fewer total projects but better margins and less chaos.