Qfour.aiThe most important things are in no wiki: rules of thumb, customer logic, a feel for the machine. Whether retirement, restructuring or job cuts: we secure this knowledge before it leaves – in conversation rather than at a desk – and use it to onboard the successor until they truly fill the role.
Laura runs the interviews with the experienced specialist, follows up and organises. Afterwards she answers the successor’s questions – with sources, around the clock.
If two or more of these sound familiar, a conversation is worthwhile. Click what applies.
Retirement, restructuring, job cuts: every change takes experience that is written down nowhere.
In restructuring and job cuts, knowledge disappears quickly and unplanned. Securing it early keeps it, even when people leave.
Whoever does not secure what is in people’s heads now starts from zero with every change.
Coach, AI coach Laura, knowledge holder and successor work hand in hand. Every phase ends with a tangible outcome.
A capability is ability that holds up at work – not knowledge from a seminar. That is what we align training, coaching and support with.
The coach clarifies with you which knowledge is critical, checks the quality of the interviews and supports the successor in the new role.
Laura runs the interviews with the experienced specialist, follows up and organises. Afterwards she answers the successor’s questions – with sources, around the clock.
One programme, three winners: the company, the successor and the people who pass on their knowledge.
A single training, a coaching or a programme – depending on where you stand.
Every format comes with transfer support: a needs check up front, four weeks of AI coach support afterwards, an impact check after six weeks. We adapt content and length.
All 22 formats across eight topicsThe knowledge of the role is secured, and the successor grows into the role faster.
Experience and decision logic pass to the successor, supported by an experienced coach.
Onboarded and coached with the predecessors’ knowledge until the role sits.
No. Relationships with customers and hands-on skills still need people and personal handovers. But the successor progresses much faster and depends less on colleagues’ time. We plan the personal handover meetings in.
Usually 8 to 15 hours of conversation, spread over several weeks in short sessions. Ideally we start three to six months before the departure.
The knowledge belongs to your company. We only process it on your behalf, under a data processing agreement, and never use it to train AI models. Only the people you specify have access. At the end you receive everything as a document and can have it deleted.
Participation is voluntary, and the knowledge holder approves every chapter. What matters is that the experience is valued – then almost everyone is glad to take part, even when leaving is not their choice.
Yes, especially then. We start as early as possible, compress the programme to four to six weeks if needed and ensure a respectful setting: participation is voluntary, the coach moderates and the person’s contribution is explicitly recognised.
Your wiki stays. We capture the knowledge that never ends up there because nobody writes it down – and make sure the successor actually uses it.
Yes. We are currently starting with selected companies. Talk to us if a key person is leaving in the coming months.
A short conversation is enough. Within two working days you receive a quote with a fixed price.
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