Discover Our History
AI Infrastructures was not born from a sudden spark.
It's the result of years of silent yet surgical work, strategic vision, and brutal application of the principle that guides every business destined to dominate: either you scale, or you die.
Fluence Group is a holding company built with a single purpose: to generate concrete results through automated acquisition, conversion, and growth systems.
We weren't born into the world of AI.
We were born into the world of performance
We've built companies from scratch, taken campaigns from 0 to 7 figures, and generated millions of euros for clients across the world.
No compromises. Just strategy, data, and implementation.
While the Italian market was full of webinar gurus and marketers obsessed with "beautiful" (but non-performing) ads, we were optimizing invisible funnels that churned out ROI.
AI Infrastructures isn't a new beginning. It's the natural continuation. It's the moment we shift from doing marketing for others to building proprietary architectures to revolutionize entire industrial sectors.
Today, Fluence Group is a multi-project, multi-market structure with full international expansion.
AI Infrastructures is just one of the satellites in a much larger ecosystem, designed to bring performance logic to the world's least digitalized sectors: from business automation to decentralized finance, from healthcare to logistics.
We aren't building a company.
We're building a war machine.
And if today we seem a bit "too far ahead," it's only because we're exactly where the market will be in three years.
As always.
Denis Bilo
An internationally renowned entrepreneur and coach, Denis has trained hundreds of private students worldwide, leading many to call him "The GOAT of Coaching" – or "the greatest coach of all time." But his true strength isn't just his ability to train; it's his capacity to transform: businesses, teams, and visions.
As President and strategic leader of AI Infrastructures, Denis doesn't just outline goals; he demands them. With clear leadership, a complete intolerance for incompetence, and ruthless entrepreneurial clarity, he is the decision-making engine that fuels every phase of expansion.
He doesn't seek approval. He seeks results. And he always gets them.
Stefano is the bridge between Denis's vision and everyday reality. He translates the mission and vision into concrete actions, managing the board of directors and creating synergy between departments so that everyone works at the same pace. Discipline, organization, consistency, and resilience are the pillars on which he operates, and he is the first to arrive and the last to leave. His decisions are made for the good of the company and the team, not the individual. He has a spiritual vision of challenges: every obstacle overcome is a step forward compared to those who have stagnated. His ambition is enormous—he is the President's right-hand man, with an office in Texas and a thousand stores in Europe—and he was the man who brought order to the chaos, laying the foundations on which everyone else could grow.
Maurizio brings 38 years of experience in financial and administrative management. He is the only director resident in the UK, a key structural requirement for the company's fiscal and banking stability, and a guarantor of corporate transparency towards external entities. His strength lies in his foresight combined with professional integrity: transparency, loyalty, reliability, and honesty, even at the expense of his image. He describes himself as an experienced captain who knows how to navigate the ship through storms and calms alike. His approach to crises is methodical: a calm analysis, a list of pros and cons, action, result, and adjustment. His vision is ambitious: to structure an international holding company with local subsidiaries, UK sales networks, and a high-level image, including through cultural and social sponsorships.
Luca leads the sales department with a clear philosophy: reciprocity. Between clients and companies, between collaborators, value is created together. He's an excellent conductor, knowing full well that alone we go fast, but together we go far. His approach is calm, clear, and collected: one step forward at a time, even slowly, but never backwards. For him, failure is part of the process, not something to be avoided. He makes himself available to build tailor-made solutions for clients, with a focus on results and excellent communication skills. His ambition is to help the company lead the change in the national business landscape, leaving tangible value, processes, and ideas that continue to be used.
Guglielmo is cool-headed, analytical, and quick (and never makes decisions on a whim). He coordinates the marketing team for the CMO, analyzes funnel performance, and oversees marketing delivery for clients. Every day, he delivers leads, revenue, and satisfied customers with tangible results. His approach is entirely results-driven: he does X because he expects it to yield Y. Those who work with him immediately notice his speed and professionalism. He stays up to date 24/7, acts quickly on ads, and filters every situation through logic. He describes himself as a lion, and his ambition is to become a partner, to be remembered as the one who worked harder than anyone else, delivered more results than anyone else, and cared deeply for those who put their heart and soul into it.
Lorenzo is all about getting to the heart of the matter. He develops automation solutions for clients, and he has just one goal: to see projects through to completion. He doesn’t give up until the problem is solved; he does whatever it takes and works hard. Anyone who has the pleasure of crossing paths with him immediately notices that he is sharp and quick on his feet. His philosophy is that of the Hero’s Journey: there are no unsolvable problems; you assess the situation and plan your way out. He wants to learn as much as possible from everyone in the company and be remembered as a pillar in achieving the vision.
Aziz is the invisible engine that keeps the operational machinery of Infrastrutture AI running. Every day, he immerses himself in tactical execution, solving technical problems, optimizing processes, and shielding leadership’s focus from minor obstacles—all with an energy and responsiveness that make him a self-driven catalyst. He describes himself as the roots of an oak tree: he works in the shadows, yet supports the entire structure. He doesn’t just solve problems—he builds systems behind every issue, transforming every crisis into an upgrade. His ambition is to make operations fully autonomous, scalable, and replicable. He is the silent architect who designed the infrastructure of success without ever seeking the spotlight.
Riccardo is the epitome of reliability under pressure. He manages the delivery of infrastructure projects with an approach that combines pragmatism, clear communication, and the ability to adapt instantly. Clients and management know that he delivers on his promises, even in complex situations. He describes himself as a shock absorber: he absorbs shocks, adapts to conditions, and maintains control. He transforms operational problems into opportunities for growth and upselling, making quick decisions without losing control over risks and quality. In a crisis, he doesn’t look for someone to blame; he looks for solutions. His ambition is to earn the role of partner by demonstrating in practice that he can grow the company, and to be remembered as the one who brought order and accountability by turning urgency into method.
Edoardo is practicality applied to web design. He uses artificial intelligence as a practical tool to design pages faster, with structure and visual consistency. His approach is straightforward: structure first, execute immediately after, always find the simplest and most effective solution. Anyone who works with him immediately notices his speed and organization. He never stops at the problem: he analyzes, restarts, improves. His vision is to develop AI systems that make web creation increasingly faster and more accessible, leaving a mark as someone who made everything simpler and more structured.
Pasquale brings nearly ten years of direct-response trenches into every line he writes. He doesn’t chase trends or hype — he chases conversions. He tests everything, trusts no opinions (not even his own), and if something doesn’t work, he tears it down and starts over without emotional attachment. His competitive edge is real: years of old-school experience in a world where everyone improvises with AI. He says things as they are, holds high standards, and turns complexity into simplicity. His philosophy is surgical: discipline beats talent, movement beats paralysis, and ego doesn’t pay the bills. He didn’t work for infrastructures — he built infrastructures.
Michele is a digital craftsman who translates brand identity into content that speaks to people, not just algorithms. He combines speed, quality, and reliability with a strategic vision focused on results. He doesn’t think in “what ifs” — every decision is analytical, based on data rather than feelings. Before making a decision, he always asks himself whether he is creating real value or simply adding noise. He makes sure ideas don’t get stuck between departments but turn into concrete results. His philosophy in difficult moments is simple yet powerful: “Breathe, restart.” He wants to be remembered as someone you could always rely on — both for results and for his word — and when there was a difficult problem, he was the person you wanted in the room.
Mario is the central nervous system of AI at Infrastrutture. He doesn’t just write code or design algorithms — he builds the connections that allow every part of the company to send and receive intelligent signals in a coordinated way. Five years of experience have given him the ability to translate the abstract world of Data Science into the concrete language of scalability and security. His guiding principle is clear: if it’s not measurable, monitorable, and scalable, it’s not ready to go live. To him, chaos is just a dataset that hasn’t been indexed yet, and every crisis is the perfect opportunity to make the infrastructure more resilient. His goal is to evolve from writing code to leading talent. In short, he is the architect who made the impossible possible.
According to Goldman Sachs, in the next 3 years alone, AI will eliminate 40% of jobs, while according to the McKinsey Global Institute, by 2030 AI will replace 800 million jobs...
But these are not the only scary numbers that have led us to create “the world's first layoff agency”.
Although the concept of automating to scale may seem like a new idea at first glance, the first to introduce it were the industrialists of the 19th century, with the introduction of steam engines and the first assembly lines. Since then, nothing has been the same.
Henry Ford then perfected the model with mass production, drastically reducing the need for skilled labor and radically transforming the automotive industry.
Throughout the 20th century, automation continued to evolve: from the introduction of the first industrial robots in the 1960s to the computer revolution of the 1980s and 1990s, each era redefined the relationship between humans and machines.
But what we are experiencing today is something completely different.
Unlike previous revolutions, where machines primarily replaced physical and repetitive work, AI is doing something unprecedented: it's replacing logic, strategic thinking, and intellectual work.
It's no longer just a matter of replacing hands, but brains.
And this is where AI Infrastructures stands out.
We are the first agency in the world that not only embraces this transformation but accelerates it.
We aren't consultants who tell you how to adapt to change.
We are surgeons who eliminate inefficiency at the root. Our model is brutally simple:
We enter your company, identify every process that can be automated, implement AI to replace it, and lay off redundant staff.
No compromises. No half-measures.
The result?
Companies that are more agile, more profitable, and, most importantly, ready to scale exponentially.
Our goal is not modest: we want to reach $1 billion in revenue by 2030.
And we'll do it by revolutionizing the Italian business landscape, one company at a time.
Because while others fear AI or use it as simple support, we see it for what it is: the only way to survive and prosper in the future of entrepreneurship
The question is no longer if AI will replace human work, but when.
And with AI Infrastructures, that "when" is now.
Before getting to know each other, we have the pleasure of introducing our 8 company values.
They are not a simple formality or a display of politeness, but our operational tool through which we recruit people, evaluate situations, and make decisions.
And if something does not respect these principles, it does not enter or is immediately removed from our ecosystem.
And even if this may seem extreme and perhaps a little exaggerated, we understand. For this reason, we invite you to step in and see it with your own eyes.
Commitment is the first Absolute and inviolable Value of the Fluence Group.
Unlike other companies, Fluence Group was not born from a simple idea, but from an unshakable and superhuman DECISION — a matter of life or death — to become the largest and most powerful group of companies in the world, making every obstacle or limiting belief useless and therefore nonexistent in the eyes of every team member.Commitment, taken to an atomic level of depth, is the single variable that determines the success of a mission.
Fluence Group was born from a superhuman Commitment, and the only way to grow a company of this kind is to ensure that the individuals who are part of it grow personally.
For this reason, Commitment and Recommitment, embraced at a life-or-death level (at every moment of one’s life), are the first fundamental requirement to access any company that is part of the Fluence Group.
If the level of Commitment of a team member in achieving their goals is lower than a life-or-death decision, that member is defined as “weak and cowardly” and is therefore immediately expelled from the Fluence Group, with no possibility of returning.
Within the Fluence Group, it is absolutely forbidden to LIE.
Lying to colleagues, to superiors, to oneself, or to clients is unacceptable and is considered a sign of absolute weakness and cowardice.
Any form of lie, silence, or exaggeration is considered a sign of dishonesty and therefore a moral betrayal.Whether small or large, moral betrayal results in immediate termination, with no possibility of returning to the team.
Since our fourth value is Personal Development, mistakes caused by lack of experience or competence are fully accepted — and even encouraged.
However, repeated mistakes or a lack of responsibility are considered a red flag.
Both the Fluence Group and each of its members have personal and business goals so ambitious that they are sometimes considered foolish and unattainable by those outside our organization.
We deeply enjoy playing with our limits and with those imposed by society.
That is why we remain calm even when we fail to overcome them, because for us failure does not exist — it is simply feedback. You either win or you learn.
Beyond the goals connected to the Fluence Group, every team member must have a personal vision that describes the new version of themselves, the qualities this new person possesses, and it is this very vision that drives them to achieve the goals set before them.
The Fluence Group firmly believes in — and invests heavily in — training.
Continuous and consistent personal and professional development is the only way to achieve the goals previously set.
A company is the sum of the people who are part of it.
Therefore, an exceptional company is the result of exceptional individuals.
Information is the key to both individual and collective success.
The objective of every member within the Fluence Group is to possess the greatest amount of the right information humanly possible.
“To succeed, you do not need to be super intelligent; you simply need to have the right information.
”The Fluence Group strongly and unequivocally believes that we attract what we are, not what we want. For this reason, continuous and constant development is a must-have, given the scale of our ambition.
Furthermore, since the growth of the company depends on the growth of the individuals within it, personal development, hierarchical advancement, obtaining increasingly prestigious roles, and covering positions of greater and greater responsibility — up to becoming partners of the Fluence Group by creating one’s own company or companies — are considered a MUST within the organization.
Within the Fluence Group, every team member is fully and entirely responsible for every single task, project, or department assigned to them.
Every task, project, or department must be managed as if it were one’s own company. This means that when work is submitted to a superior for review, it should be delivered with the intention of being published, not revised.
Since every member is completely responsible for their actions and their work, every company within the Fluence Group is built on trust.
If team member A states that the fact is X, team member B will not recheck whether the fact is X or Y, but will take what member A declared as true and base their work on it.
Furthermore, the Fluence Group is an organization where negativity flows upward, positivity flows horizontally and downward.
The Fluence Group is a meritocratic organization founded on the principle that power does not belong to everyone, but to those who earn it.
Since it is NOT a democracy, the idea and vote of two members with different levels of merit carry different weight.
Within the Fluence Group, there are NO titles obtained through favors, friendships, or personal sympathies.
When a member with greater authority than another issues a command, the subordinate is required to execute it, even without explanations or justifications from their superior.
Loyalty as a personal value is a fundamental and central principle within the Fluence Group.
Loyalty, understood as a personal value within the Fluence Group, goes beyond contracts or NDAs.
Loyalty lies at the foundation of any personal or professional relationship between colleagues, collaborators, clients, or suppliers within the Fluence Group.
The Fluence Group is against any type of activity that does not generate a greater return in the long, medium, or short term.
This type of activity is defined as “Instant Gratification” and is banned within the Fluence Group.
Examples of instant gratification include: using social media without a clear purpose, gossiping, complaining without any proactivity or without proposing a solution, smoking, eating due to stress…
True gratification comes from the love of results, improvement, personal growth, and the growth of the team.
The ability to delay instant gratification is a skill that every member of the Fluence Group team strives to cultivate in order to achieve increasingly greater goals in both personal and professional life.