When someone leaves, the work stays.
Employer-sponsored seats, organized by department, for the people the work actually runs on. The business product ships first.
The judgment survives the exit.
Continuity the company owns. New hires train against how the best actually decided: day one, handed the tapes.
Onboarding that compounds: every capture raises the standard the next person starts from, and the amplifier answers from what your own people actually said.
Every seat is opt-in. Capture is built with your people, never run on them.
No monitoring, no scoring, no ranking: the jar measures what is kept, never the person. Admins see coverage, maps, and gaps, not raw transcripts by default.
You are not training your replacement. You are training a system that protects you, credits your work, and lets the company keep the work without pretending the person was replaceable.
One seat. Two sides.
The capture call, the jar, the amplifier.
A voice-led session that captures the judgment. A jar that shows what is kept. Answers that cite their own words. Pause anytime, export anytime, and nothing is kept without their yes.
Coverage of the work, department by department.
What is kept, where the gaps sit, which seats hold the judgment the work runs on. Maps and gaps, never transcripts. Continuity that stays when the person moves on.
Start with the person you can least afford to lose. Then the department the work actually runs on.
Seats open with the first release. The waitlist below is the line.
Be first through the door.
The business product ships first, with the personal release behind it. Leave an email and you are on the list.