Your key person
just gave notice.
You have two weeks. Maybe four. Continuity runs the AI interview, captures the processes, decisions, and tribal knowledge they've built up over years — and hands your successor a working knowledge twin of the role they're stepping into. Built for founders, ops leaders, agencies, and anyone whose business runs on what one person knows.
The handover doc is a lie everyone agrees to tell.
When a key employee gives notice, what you actually have is two weeks — minus the goodbye lunches, minus the half-checked-out exit interviews, minus the fact that they've already started their next job in their head.
What they leave behind is a Google Doc titled "Handover Notes." Bullet points. Half of what they knew, none of why they knew it. The successor reads it once and never opens it again.
Then the successor 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 built Continuity because the founder's finance manager left with two weeks' notice. The replacement was fired on her last day. Three months of cleanup. Never again — for any role, any company, any size.
Three weeks of capture. A lifetime of context.
Interview
AI runs 20-30 minute sessions with the departing employee across their notice period. Adaptive questioning that pulls threads, surfaces edge cases, and asks the question the new person will ask in 6 weeks.
Observe
With consent, the system reads their email, calendar, Slack, and files — to find the workflows they forgot to mention. The recurring Tuesday meeting they never put in writing. The vendor they email but no one else knows about.
Hand off
The successor inherits an AI twin of the role — a chatbot that knows the processes, the people, the rules, the exceptions, the why. Not a 40-page doc. Something they can ask.
Six phases. The whole thing fits inside a normal notice period.
No new tools for the employee to learn. No multi-month rollout. Capture runs alongside their last weeks — the AI does the heavy lifting, the employee just talks honestly.
Orientation + consent
15-minute call with HR and the departing employee. We walk them through what happens, sign a scoped data processing agreement, and confirm the capture window — typically the notice period only.
Interview series
Eight to twelve AI-led sessions, 20–30 minutes each. Adaptive questioning: when the employee says "usually we do X," the system immediately surfaces the exception. Pulls process, decision rules, stakeholders, undocumented quirks.
Passive observation (consented)
Read-only access to work email, calendar, Slack, and files touched — scoped to the consented window (typically 60 days back). The Observer agent catches workflows the employee forgot to mention because they're muscle memory.
Process extraction + review
Combined interview + observation data becomes structured SOPs, decision trees, stakeholder maps. The departing employee reviews everything and corrects nuance the AI got close on.
Turing test + iteration
The employee answers 20–30 hard role-specific questions. The AI answers the same ones. The employee grades both. We iterate until match rate hits ~90%. The remaining gap becomes explicit decision rules.
Handover + standby
Successor gets access. Departing employee stays on standby Slack for 30 days to resolve any questions the AI flags low-confidence. Personal data gets a 90-day deletion window unless extended.
Continuity is the data processor, you remain the controller. Observation is scoped to a consented window, read-only, no personal email or DMs touched. The departing employee gets full visibility of what's captured and can redact. SOC2 Type I in progress; data residency options for EU.
You have two weeks. Start now.
Two minutes to set up. The departing employee runs the interview on their own schedule. By their last day, your successor has a working knowledge twin.