Human Resources
New hires take months to ramp because the company's knowledge lives in three people's heads.
We get it out of their heads and into a knowledge layer your team — and your AI — can use.
Institutional knowledge is the silent tax on hiring.
Every new hire reinvents the same workflow that the senior on the team already solved twice. The org chart looks healthy on paper, but the actual operating knowledge sits in a few people's inboxes and Slack threads. When one of those people takes a Friday off, the team feels it.
What changes after we engage.
Ramp time measured in weeks, not quarters.
New hires get to productive output faster because the playbook they need isn't tribal — it's queryable.
Experienced operators stop being the help desk.
The repeated questions get answered by the knowledge layer, not by interrupting the person who built the process.
Departures stop being existential.
When someone leaves, the work product stays. The next person inherits the system, not a fog.
How an engagement runs.
01 · Map the tacit
We surface what your senior operators know but haven't written down — the workflows, judgment calls, exceptions, edge cases.
02 · Structure the knowledge
We build the layer that holds it — searchable, versioned, owned by your team, used daily.
03 · Wire it into ramp
Onboarding plans, role-specific playbooks, and the AI tooling your team will actually reach for at 9am on a Monday.
Proof
Engagement detail forthcoming.
Real customer story replaces this card once the stub is retired. Treat as placeholder.
Get the knowledge out of three people's heads.
Start with a conversation. You leave with a plan — even if you don't hire us.