Private beta — free while we onboard five design partners this month. Claim a slot
You have two weeks. Maybe four. We run the interview, pull out what they know but never wrote down, and hand the next person something they can actually ask questions of.
For founders, operators, and small teams who run on one person knowing the thing.
When a key person gives notice, what you actually have is two weeks. Minus the goodbye lunches. Minus the half-checked-out exit conversations. Minus the fact that they've already started their next job in their head.
What they leave behind is a Google Doc called "Handover Notes." Bullet points. Half of what they knew, none of why. The next person reads it once and never opens it again.
Then the new person hits the first weird edge case. The vendor who's always late. The CEO's unwritten Tuesday-5pm deadline. The approval threshold that doesn't match the policy doc. And the only person who could explain it is gone.
We catch the part of the job that lives in one person's head, before they walk out the door.
“Pre-brief him Monday morning on anything over $15k unexpected. He hates surprises. Once saved us from a phishing wire.”
The kind of thing you'd only ever learn over coffee, three months in, when it's already cost you.
Straight answer before you ask: these are illustrations we wrote, not customer quotes. We're in private beta and don't have testimonials yet. When our first design partners go live, their real stories replace these — with their permission, and clearly marked.
“Pre-brief the CFO Monday morning on anything over $15k unexpected. He hates surprises in the Tuesday review. Once saved us from a phishing wire. Since then: anything weird, Monday, full stop.”
“Don't reply to the VP's escalation emails the same day. She wants acknowledgment, not a fix. Wait until EOD the next day. She'll have forgotten half of them and the other half she'll have answered herself.”
“The AWS bill comes via the reseller on the 8th. Their support is slow. If we need a credit, go directly to our account rep, not the ticket system. She replies in two hours. Tickets take three days.”
“The CRM's closed-won label is unreliable for forecasting. Half the reps mark deals closed before the contract signs. Use the billing data in the warehouse. Trust the money trail, not the CRM.”
“The on-call rotation looks fair on paper. It's not. Cover the Thursday slots first if you can. One engineer has his daughter's standup at 6am and the pages stack up. Everyone knows. Nobody says.”
“We have a $250k line of credit. The founder considers it runway insurance, not working capital. Don't draw it. Even mentioning drawing it makes him go quiet for a week. The last person drew $40k once. Worst meeting of her year.”
None of these would make it into a handover doc. That's the part we catch.
Eight short sessions across the notice period. The AI asks the questions a thoughtful successor would ask in week six. When the person hedges, it pulls the thread.
With written consent, the system reads recent email, calendar, Slack, and files. It finds the workflows that never made it into the interview because they were muscle memory.
The successor inherits something they can talk to. Not a 40-page doc. A working knowledge of the role that knows when to say I don't know.
No new tools for the person leaving. No multi-month rollout. Capture runs alongside their last weeks. The AI does the heavy lifting. The person just talks honestly.
Fifteen-minute call with HR and the person leaving. We walk through what gets captured, sign a scoped data processing agreement, and confirm the capture window. Typically the notice period only.
Eight to twelve AI-led sessions, twenty to thirty minutes each. When the person says "we usually do X," the system asks what the exception looks like. Process, decision rules, stakeholders, the quirks nobody wrote down.
Read-only access to work email, calendar, Slack, and recently touched files. Scoped to the consented window, typically sixty days back. The Observer catches workflows the person forgot to mention because they were muscle memory.
Combined interview and observation data becomes structured SOPs, decision trees, and a stakeholder map. The person leaving reviews everything and corrects the nuance the AI got close on.
The person leaving writes twenty to thirty hard role-specific questions. The AI answers the same ones. The person grades both. We iterate until the match rate hits about ninety percent. The remaining gap becomes explicit decision rules.
Successor gets access. The person who left stays on standby Slack for thirty days to resolve anything the AI flags low-confidence. Personal data gets a ninety-day deletion window unless extended.
Continuity is the data processor. You stay the controller. Observation is scoped to a consented window, read-only, no personal email or DMs touched. The person leaving sees what was captured and can redact. SOC2 Type I in progress. Data residency options for EU on Enterprise.
Two minutes to set up. The person leaving runs the interview on their own schedule. By their last day, the next person has something to talk to.