My Employee is LeavingWhat you get
A usable artifact that saves hours of post-departure re-discovery. We focus on the things you'll actually need 30 days from now.
From "I Quit" to a Handover That Actually Works.
The two-week clock starts now. Is the documentation actually ready? Probably not.
No blank pages. We set up structured sessions to pull out what really matters.
They talk, we listen. Tribal knowledge becomes clear, documented facts.
A final review together. No surprises left behind, just a clean break.
How a transition stays on the rails.
The two-week notice is a sudden, disruptive moment. Our system provides structure when you don't have time to think clearly. We capture the tribal knowledge before it walks out the door.
Is this the right fit for your situation?
This is for the critical handoffs—the roles where "how" matters as much as "what." Use this if someone is leaving in ≤30 days, their role involves invisible judgment, and you are the one accountable for what happens next. We prioritize clarity over broad adoption.
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1. The Activation
You drop in the role details. We don’t ask for a manual; we ask for the stakes. The system prepares a path to capture the "tribal knowledge" that usually walks out the door.
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2. Structured Extraction
Your employee participates in focused, voice-first interviews. We don’t just ask what they do—we surface the vendor quirks, the "if-this-then-that" logic, and the silent dependencies. It's built to respect their remaining time.
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3. Fact Confirmation
AI structures the facts; the human verifies them. The employee reviews the output to ensure the context is accurate. We prioritize clarity over speed because a fast, wrong answer helps no one.
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4. The Manager Handoff
You receive a structured handover report. It highlights what we know, and—more importantly—what we don’t. You get a clear view of the risks before the seat is empty.
Inside the system
Start with your burning questions
Drop in the role, the last day, and the three questions that keep you up at night. The interview is built around what you need to know — not a generic checklist.
Scored the moment it lands
Every report arrives with a completeness score and per-section grades — you see what was captured and what wasn't, at a glance.
A debrief plan, not just a document
The report arrives with red flags, weak areas to probe, and suggested follow-up questions for your final conversation.
A guided, voice-first interview
They talk; the system listens, asks follow-ups, and does the structuring. No blank page, no homework packet.
On their schedule
Topic by topic, in sittings that respect their remaining time. Progress is visible; nothing is lost between sessions.
Every answer becomes facts
The interview extracts contacts, systems, metrics, and processes into a live fact sheet — each fact tied to its source topic and reviewed before the report is built.
A scored, sourced, usable artifact
Completeness and confidence on the cover. Provenance markers on every fact. Open items flagged before the seat is empty.
Your questions, answered
Page 2 addresses every priority you set — marked ANSWERED or PARTIAL, never silently dropped.
What we know — and what we don't
The report distinguishes confirmed facts from claims needing verification and known gaps. You get the truth about coverage, not a pretty binder.
What to expect (and what not to)
What we don't promise
Absolute completeness or a replacement for your judgment. We surface what matters; you maintain accountability.
Why it's worth it
Preventing one system failure or one lost customer relationship repays the cost of the credit immediately. It’s about avoiding regret.
The deliverable: a report your successor can actually use.
Not a transcript. Not a wiki dump. A scored handover report with your questions answered on page 2, a map of where the knowledge concentrates, and a provenance marker on every fact — so you know what's confirmed, what needs verification, and what walked out the door.
Common Questions
How many credits do I need?
A single credit covers one full employee departure and the resulting knowledge transfer report. Most managers buy one the moment a resignation lands.
Is this just automated documentation?
No. We use AI to structure the conversation and extract facts, but the employee reviews everything. We don't believe in AI-generated 'certainty' without human verification.
How much of my employee's time will this take?
The process is designed to fit into their final two weeks without being a burden. It typically takes 2-3 focused sittings of about 20 minutes each.
Reduce the risk of the next two weeks.
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