A key person is leaving? We close the gap.
When a key person in IT resigns or retires, you lose two things: the person and their knowledge. We take care of both, from the resignation until after the successor has started.
Two situations in which the clock is ticking.
There are often only a few weeks between a resignation and the last working day. In that time, knowledge has to be secured and a successor found, both at once.
A retirement is announced long in advance. If you start early, you secure more knowledge and can find the successor without pressure.
You choose the building blocks you need.
How the building blocks fit together.
One point of contact for all building blocks.
For knowledge transfer and coaching, we work with specialized partners whom we introduce to you in the first conversation. We coordinate all building blocks and remain your point of contact.
Frequently asked questions about seamless succession.
Do I have to commission all building blocks?+
You choose only the building blocks you need. Each building block can be commissioned individually. Only the accelerated onboarding requires knowledge transfer.
When should I start?+
As early as possible. With a retirement, the date is usually known well in advance, and the earlier knowledge transfer begins, the more can be secured. With a resignation, every week until the last working day counts.
Who carries out the knowledge transfer?+
A specialized partner carries out the AI-supported interviews. We coordinate the process, align it with you and introduce you to the partner in the first conversation.
For which roles is this worthwhile?+
For roles with a lot of experience-based knowledge, such as the head of IT, SAP architecture or specialists who are the only ones who really know a system.
Who is leaving, and when?
Tell us which role is affected and how much time is left. We tell you which building blocks we recommend.
