Don't just survive the resignation. Keep everything they knew.
Five business days to capture it. Two weeks to hand you everything your team and their replacement need. $5,000 flat.
- ◆Operational certainty for your team: the daily business keeps moving from the docs after they leave.
- ◆We carry the heavy lift: two weeks' notice or four, the capture still finishes first, and you stay focused on running the business.
- ◆Recorded walkthroughs and AI-ready docs: structured so your team can ask ChatGPT or Claude how to run a task instead of digging through files.
- ◆Hiring materials you can hand straight to a recruiter, and an onboarding plan the next person can start from.
Tell us what happened.
Keep your phone nearby. You'll hear from Ryan today.
That didn't send. Email [email protected] and we'll pick it up from there.
He took the processes out of my head, scaled them, and made them available to a whole new audience.
Whenever we face complex technical challenges, Ryan is who we trust to step in. He has provided an important layer of operational certainty for our development team.
He continues to surprise us with how he streamlines our workflow. We know how deeply he cares about our day-to-day experience as operators.
Six deliverables, in your hands within two weeks.
The capture finishes in the first five business days. The rest of the notice period systematically identifies gaps, tests the documentation, and refines the deliverables, so by their last day you have everything you need to run the work, hire the replacement, and train them.
Institutional knowledge, documented
Detailed documentation of what they actually do and how they decide, captured through recorded, narrated walkthroughs.
Ask-it-questions documentation
Every document is structured for tools like ChatGPT and Claude, so you, your team, or your next hire can just ask it questions.
A staffing recommendation
Backfill the seat, split the role, or absorb it, grounded in what the capture shows the job actually turned out to be.
The job description, corrected
Rebuilt from the actual recorded workflows, not an outdated template. Most job descriptions drift years behind the real work. We align yours with reality so you hire the right person.
The onboarding blueprint
A structured guide built directly from the captured walkthroughs: core processes to review, initial tasks to run, key 30-day milestones. Training is guided by documented workflows, not tribal memory.
The exit postmortem
An objective assessment of why this departure happened, synthesized from the process work and one-on-ones. Clear perspective on team dynamics and the organizational blind spots worth addressing.
The hard part goes first. Then space to refine.
Capture, hard and fast
Kickoff as soon as the next morning: routine work stops, priorities get triaged, and narrated screen recordings start that afternoon. Every evening we review the footage, spot gaps, and queue clarification questions while they're still in the building to answer them.
The seat itself
Evaluate whether to backfill, split, absorb, or restructure. We align leadership's expectations with the actual recorded workflows, eliminating years of job description drift, so you can hand a battle-tested spec straight to your recruiter.
Tested, refined, and ready
Identified gaps get filled, and a teammate tests a process straight from the new docs while the leaver validates it. The documentation is formatted for AI querying, the onboarding blueprint is finalized, and goodbyes are said. Everything completed well before their last day, not on it.
What if the exit isn't textbook?
We had to revoke their system access immediately.
Then we pivot from live screen recording to structured interview capture. Nobody needs admin rights to talk through their daily workflows, decision logic, vendor relationships, and edge cases. As long as they're still on paid notice, we get what they know, remotely, and without your systems being exposed.
Handover docs are usually terrible. Why would these be different?
Because we don't ask them to write. Traditional handovers fail the moment you hand an expert a blank page: they spend days formatting prose instead of sharing what they know. Here they talk and share their screen. Every evening we review the footage, find the gaps and contradictions, and queue targeted questions for the next morning. The synthesis and organization are our job.
What if the employee is checked out or uncooperative?
This is built for valued contributors stepping down professionally, and most of them want to leave on good terms and see their work survive. Since the process asks for no writing and no formatting, the effort on them is small. A truly hostile exit usually doesn't come with a working notice period anyway. For standard ones, we make contributing easy.
How do you handle confidentiality, IP, and PII or HIPAA?
A mutual NDA before day one, and we'll gladly sign your organization's own confidentiality and compliance agreements instead. We work in your systems on your accounts, and everything we produce lives in your storage from the first day. Nothing is reused anywhere else.
How much time will this take from me or my leadership team?
About three to four hours total across the two weeks. We carry the administrative lift; you stay in the driver's seat at three touchpoints.
Align on scope, set priorities, share any existing context on the role.
An evening read-out of what we captured, so you can spot gaps and point us deeper.
Walk the finished documentation, the corrected job description, and the postmortem before handoff.
Our stack and our industry are extremely niche.
We aren't arriving to re-engineer your stack. We're capturing one person's execution judgment. The process records process logic, tool dependencies, and decision criteria whether the seat is in software, finance, or specialized operations. The domain expertise stays theirs; the documentation of it becomes yours.
Their notice is almost up. Is it too late?
Reach out anyway. If there's a week left, we compress the capture sprint onto their highest-risk responsibilities first. If they've already walked, we still have options, from structuring a clean post-exit consulting arrangement to reconstructing their core workflows through system artifacts and team interviews.
One fee, six deliverables, complete closure in two weeks. The active knowledge capture is done in the first five business days, giving you operational certainty right away.
Our focus is getting your business through this transition. We're happy to discuss other areas of need at your convenience.
You have about ten business days. That's enough if you start today.
Send a quick note above to start. It reaches Ryan directly, we'll be in touch today, and your kickoff can happen as soon as tomorrow morning.
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