Embedded work does not scale like software, and we will not pretend it does. We take a small number of executives at a time. Begin with a single sprint, transform a leader's quarter, keep them ahead of the frontier, and extend it across the team.
The clearest, lowest-commitment way to see what this does to a leader's week. In thirty days, a senior partner and a partner assess, plan, and coach your executive until they run their first three power-user workflows themselves, on their real work.
Full usage assessment and a tailored 30-day plan
Three recurring tasks your executive now runs as their own workflows
Daily Slack access for the duration of the sprint
A documented playbook of every workflow your executive now runs
A senior partner owning the relationship and a partner in the loop every week, the path to a true power user within a quarter. Power user does not mean engineer: it means your executive understands the advanced workflows enough to run and adjust them, and can build the everyday ones themselves. They learn it by doing their own work, not in a course, ending in graduation: Cobench-certified, the fluency genuinely theirs. The frontier is where we go next together.
A senior partner owning the relationship, a partner beside them weekly on live work
Daily Slack access and async written feedback
At least one new workflow your executive runs themselves every month
Documented executive playbooks, kept current
Graduation: your executive Cobench-certified as a true power user
Fluency does not stand still, because the tools do not. Once your executive is a power user, Stay Sharp keeps them ahead of the frontier: a senior operator on call for what comes next, new patterns and capabilities brought to them as they emerge, not left to find on their own. The support relationship, reimagined for AI fluency.
An operator on call for the novel question or the new workflow
New playbooks and skills brought to your executive as Claude evolves
Office hours and periodic working sessions to push fluency further
First access to what we learn building for leaders like them
The natural next step once one leader has proven what this does. We extend fluency across the leadership team and down, each transformed executive making the next one faster, the shared patterns compounding as they spread. One power user becomes a leadership group that operates on a different level, then a firm that does.
Multiple executives under one coordinated programme
Your team's own playbooks, shared and reused across the firm
Office hours and workshops to keep adoption sticky
A foundation to scale into broader teams
No. Training ends; this sticks. A senior partner and a partner coach on real work until your executive graduates a Cobench-certified power user, the fluency genuinely theirs. Many leaders then keep a partner on call to stay ahead as the tools evolve, but that is a choice, never a dependency.
Not at all. Our operators handle everything technical. The entire point is to make a non-technical senior leader fluent without turning them into an engineer.
Within thirty days, at least three recurring tasks already run a different way. We measure success by what their week looks like, not by hours logged.
Primarily Claude across every surface: Projects, Skills, Code, Cowork, MCP integrations, and the API, applied to research, writing, analysis, synthesis, automation, and agents.
Because the work is embedded and senior. We would rather take a handful of executives and change their week than scale thin and change no one's.