Services
From vision to execution, in four steps.
Each step ends with a written result; the decision to move on is yours. Pricing is set out in a proposal tailored to your organisation.
Vision
CEO and board
We set the AI vision and priorities together with the board and senior leadership.
In half a day, the leadership team builds a shared language; in a full day, teams work on their own tasks. After 30-45 days we meet the same group in a practice workshop and look at what worked.
- Who it is for
- Senior and middle management; functional teams.
- Group size
- Up to 25 people per group.
- Format and duration
- A half-day executive session or a full-day team session, in person. Beforehand, a 30-minute needs call and a participant pre-survey; afterwards, a half-day practice workshop.
- What you get
- For the leadership team, three priority questions. For teams, a draft personal assistant, a map of one workflow and a 30-day plan with a named owner.
- What comes next
- Work that stands out in the practice workshop moves on to the Handover Map or the Leadership Workshop.
During strategy or target setting, the work to be delegated to AI is chosen together and put through the handover test.
- Who it is for
- HR leadership, functional leaders and the board.
- Group size
- 15-25 people.
- Format and duration
- 1 week of preparation (5-6 preliminary interviews), 1 full day in person and a 2-hour online follow-up on day 30. Half a day of content and a live demonstration on the two founders' own chiefs of staff; half a day of group work.
- What you get
- 3-5 prioritised tasks; a handover test and a 30-day first step for each; a one-page management note; a day-30 follow-up note.
- Out of scope
- Venue, catering and travel outside Istanbul; implementation; individual participant certificates.
Roadmap
The whole company
We write the company's roadmap: work ranked by value, cost and risk, each item with a named owner and a measure.
The leadership team's work is placed in four columns: delegable, with chief of staff, not trusted yet, not delegable. Three handovers are chosen for the first 90 days.
- Who it is for
- The managing director and the leadership team; the HR lead for role design.
- Group size
- 5-12 executives.
- Format and duration
- 3 weeks. One-to-one 45-minute interviews with executives (in person or online) and a half-day results session (in person). We work from a list of tasks, without touching company data.
- What you get
- A four-column handover map for the leadership team; Perception Gap Table; 3 priority handovers for the first 90 days; a reasoned list of what cannot be delegated; data and permission prerequisites; a one-page summary.
- Out of scope
- Implementation and tool selection; access to company data; team-level interviews; compliance audit (initial screening only).
Team training
Following the roadmap
We train teams on the work in the roadmap, have them apply it on the job and measure the result.
In half a day, the leadership team builds a shared language; in a full day, teams work on their own tasks. After 30-45 days we meet the same group in a practice workshop and look at what worked.
- Who it is for
- Senior and middle management; functional teams.
- Group size
- Up to 25 people per group.
- Format and duration
- A half-day executive session or a full-day team session, in person. Beforehand, a 30-minute needs call and a participant pre-survey; afterwards, a half-day practice workshop.
- What you get
- For the leadership team, three priority questions. For teams, a draft personal assistant, a map of one workflow and a 30-day plan with a named owner.
- What comes next
- Work that stands out in the practice workshop moves on to the Handover Map or the Leadership Workshop.
The first step of the 10-week programme. In four weeks a team puts its work on a handover map, picks one task and tests it with measurement; you finish with a working task in hand and no long commitment.
- Who it is for
- One functional team: finance, HR, marketing, operations.
- Group size
- 15-25 people.
- Format and duration
- 4 weeks; baseline measurement in the first week. Each week, 45 minutes of online learning, 60 minutes of team practice and 75 minutes of live coaching.
- What you get
- The team's handover map; a baseline measurement for the chosen task and a before-and-after comparison in week four; a draft assistant and approval rules; a written plan with an owner and a 30-day measure.
- What comes next
- At the end of week four we make the go or no-go decision together. If you stop, the map, the measurement and the working task stay with you. If you continue, you move on to the remaining six weeks of the 10-week programme or to Team Chiefs of Staff.
- Weekly flow
- Week 1 Baseline measurement and the team's handover map; a pilot task is chosen.
- Week 2 A role-specific personal system: context and productivity.
- Week 3 An elective functional module (content or analysis) and a draft assistant with approval gates.
- Week 4 Before-and-after measurement, a 30-day plan with an owner, a go or no-go decision.
The four weeks of the Handover Curriculum continue with six weeks of deeper work: each week the team learns, applies it to its own work and adjusts with coaching. Each week one output is put on record.
- Who it is for
- One functional team: finance, HR, marketing, operations.
- Group size
- 15-25 people.
- Format and duration
- 10 weeks. The first 4 weeks follow the Handover Curriculum format; for the next 6 weeks, each week 60 minutes of online learning, 60 minutes of team practice and 90 minutes of live coaching; a weekly evidence log. Online Academy included.
- What you get
- A risk map, draft assistants, the team's 90-day roadmap and an impact presentation at the end of the programme.
- What comes next
- With Team Chiefs of Staff, the work on the roadmap becomes permanent in that area.
Two hours, online: one topic, one practical exercise.
- Who it is for
- HR and the corporate academy.
- Group size
- No limit on participants.
- Format and duration
- Two hours, online; the topic is chosen from more than 15 subjects.
- What you get
- Awareness across the organisation.
Self-paced modules and a certificate for all employees.
- Who it is for
- HR, Learning and Development, the corporate academy.
- Group size
- No limit on participants.
- Format and duration
- Online Academy: 15 modules, self-paced, certificate with QR verification. Video Library: 12-21 modules, compatible with your learning platform, unlimited internal use.
- What you get
- A shared language across the organisation, a record of participation and certificates.
- What comes next
- Participation data shows which teams are ready; live training and the team programme are planned from there.
Transformation leadership
Fractional lead and chief of staff tools
As your fractional transformation lead we run the process with you, then hand the role over to the person we have developed inside.
Our co-founder Olcay Silahlı takes on this role in your company for about 10 hours a week. The aim is to develop the person who will own the role internally and hand the seat over to them.
- Who it is for
- CEOs who have made AI transformation a company priority but have not yet found someone inside to lead it.
- Group size
- One co-founder, reporting directly to the CEO.
- Format and duration
- About 10 hours a week, in person and online. A weekly working session, a monthly CEO review and a quarterly board presentation. Minimum 6 months, then renewable every three months.
- What you get
- Use cases and a roadmap ranked by value, cost and risk; a governance framework with approval gates and an AI inventory; start or stop decisions for pilots; a monthly report on value, cost, risk and adoption; development of the person who will take over the role and a written handover file.
- Out of scope
- Code and integration; running procurement; team management and hiring decisions; legal advice; a company-wide training programme; 24/7 support.
In four weeks, the first two tasks of your chief of staff are set up and run jointly for two weeks. Before committing to the full setup, you see how the chief of staff works in your own work.
- Who it is for
- CEO, managing director, founder-executive.
- Group size
- One executive and one person from the executive office.
- Format and duration
- 4 weeks: week one, memory, rules and channels; week two, setting up the two tasks; the last two weeks, joint operation and weekly tuning. In person and online.
- What you get
- A short executive handover map; written memory and rules; channels connected with the narrowest permissions; two working tasks and approval gates; a four-week monitoring log.
- What comes next
- At the end of week four we make the go or no-go decision together. If you stop, your chief of staff with its two tasks and its rules stay with you.
The executive's own AI chief of staff is set up with its memory, tasks, approval rules and monitoring, run jointly and then handed over to the organisation.
- Who it is for
- CEO, managing director and senior leadership.
- Group size
- One executive and one person from the executive office.
- Format and duration
- About 5 months: 2 weeks of start-up, 7 weeks of setup, 13 weeks of joint operation. In person and online.
- What you get
- An executive handover map; a signed Value Agreement; a working chief of staff (3-5 tasks); written memory and rules; approval gates and a permissions table; a monitoring and tuning guide; monthly value reports and the 90-Day Value Report; a handover record.
- Out of scope
- Custom software (if needed, with a partner named in writing, under a separate proposal); a second executive; tool and model licences; organisation-wide training; 24/7 support.
Team-level chief of staff tasks for the function that stands out on the handover map. Each function runs under a separate contract.
- Who it is for
- A functional leader (finance, HR, marketing, operations) and their team.
- Group size
- A team of up to 15 people; up to 8 tasks.
- Format and duration
- About 6 months. In person and online.
- What you get
- The area's handover map (current and target); a role change note (with HR); Value Agreement; working team tasks; approval gates; monitoring; monthly reports and the 90-Day Value Report; final handover.
- Out of scope
- A second area (separate proposal); custom software; headcount and performance decisions; tool licences.
Proposal
We write the proposal in three stages.
Each stage includes the previous one and opens the gate to the next.
- A · Vision
Leadership Workshop
One day; 3-5 prioritised tasks and a handover test for each.
- B · Roadmap
Workshop and Handover Map
The leadership team’s four-column map and three priority handovers for the first 90 days.
- C · Transformation
Roadmap, team training and transformation leadership
Teams are trained according to the roadmap; your fractional transformation lead runs the transformation with you.
The first three tasks for your AI plan.
In 30 minutes we write down these tasks, their owners and their measures together. No sales pitch.
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