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
Mid-market services firm, full Rippling rollout in one quarter.
Three-hundred-person services firm consolidating onto Rippling from a fragmented stack — separate HRIS, separate payroll provider, JAMF for devices, Okta for SSO. We ran the implementation: mapped existing employee data, designed permission groups and approval workflows against actual reporting lines, migrated payroll without missing a cycle, and unified device management and SSO under one identity layer. Onboarding went from a five-day checklist to a same-day automated workflow.
PE-backed software company, IT module deployment in six weeks.
Two-hundred-person company already on Rippling HR, expanding to the IT module for device management, identity, and access governance. We scoped the device fleet, configured zero-touch provisioning for Mac and Windows, mapped SSO across forty SaaS apps, and built role-based access policies tied to the existing org chart. Result: a new hire on day one gets a pre-configured laptop, SSO to every tool they need, and no IT ticket queue.
Human Resources
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.