For leadership teams
The Two-Speed Company Starts At The Top
Every AI transformation redesigns how the org works. Most stop short of the person sponsoring it. We rebuild the leadership layer's own week alongside everyone else's - scoped and capped inside the same fixed-cost engagement, with the same named internal lead, not a separate contract.
The problem
The Layer That Never Gets Redesigned
AI transformation usually reaches every layer of the org chart except the top of it. Leadership keeps working the old way while everyone three levels down gets new systems - which quietly recreates the exact two-speed problem the transformation was supposed to fix.
The inbox still runs the day
Messages get triaged one at a time and replies get drafted from scratch, so the calendar bends around whatever showed up last - the same pattern the rest of the company just left behind.
AI-curious, still stuck
Everyone on the leadership team has opened Claude or ChatGPT. Almost none of them have it wired into the actual workflow - the tab stays open, the habit never forms.
No shared map at the top
Email, calendar, board decks, Slack, the CRM: leadership works in these tools all day, yet the Company Brain built for everyone else rarely covers how leadership itself works. What goes in, if anything, is leadership's call.
Too busy to fix the machine
The people with the authority to redesign how the org works are also the people with the least slack to redesign their own week first.
Where the time actually goes
The Six Places An Executive Week Disappears
This shape shows up in published research on how executives spend their time, and it matches what we see inside every engagement: a small number of categories quietly absorb most of the week.
Every message gets read, triaged, and answered by hand, in the order it arrived rather than the order it matters.
Messages are triaged and drafted in your voice before you open the inbox - you approve, you don't originate.
Meetings & Follow-up
Notes get taken live, decisions get remembered instead of recorded, and action items depend on someone's memory holding up.
Internal meetings get transcribed, summarized, and turned into assigned action items automatically, inside your own systems. Board, client, and legal sessions stay opt-in, not opt-out - retention and access are yours to set, not ours.
Calendar & Scheduling
Every meeting request is a small negotiation, with no protected time and no prep before you walk in.
Scheduling enforces your real priorities, and every meeting arrives with a prep brief already attached.
Information Processing
Reports get pulled by hand from the systems you already use before anyone can see the pattern in them.
A single dashboard surfaces the pattern and flags what changed - built on the same systems already in scope for your engagement, reviewed with your team before any connector goes live.
Document Creation
Every memo, deck, and update starts from a blank page and goes through several rounds before the tone is right.
Drafts start from your own voice and past work, so the first version is close enough that editing takes over from writing.
Team Communication
Updates get missed across Slack, email, and whatever tool the last hire preferred, and nobody owns the summary.
Channel activity gets summarized on a schedule, scoped to the channels you opt in - members notified before their history is included, summaries visible only to that channel's owner, switched off per channel whenever you want.
This pattern - a handful of categories absorbing most of the week - echoes McKinsey Global Institute's research on time spent in email (2012) and Porter & Nohria's Harvard Business Review study of how CEOs spend their time (2018). We haven't re-run their numbers ourselves; we cite them because the shape matches what we find in every engagement, not as a claim about your specific week.
How it happens
The Same Four Phases, Applied To Your Own Week
This isn't a separate coaching track bolted onto the engagement. It's the same Map, Build, Train, Embed process the rest of the company goes through, run once for the leadership layer too - inside the same fixed scope, owned by the same named internal lead, not an open-ended add-on.
Map
With the leads you name, we audit your pilots, interview the people who run the work, and build a Company Brain: a machine-readable map of how work flows between the teams, tools and information in scope. It runs on AIOS, self-hosted on your infrastructure with permissions per department, so no outside party, including us, has to hold it. Your team owns it and decides what goes in.
Build
Custom agentic workflows and role-specific learning journeys, designed from your Company Brain. Then we roll out the agentic operating system one department at a time, each one scoped and signed off by your team first.
Train
Each role gets its own curriculum. We measure progress and adoption across the teams in scope, inside the security and compliance rules you already run. Regular showcases and hackathons let your people show what they built, and you pick who leads next.
Embed
Adoption isn't a launch event. In the final weeks we measure usage, refine the workflows, and hand everything to the lead you named. The engagement ends on the date fixed at kickoff.
The team
The people who do the work.
Same senior practitioners, same engagement, no hand-off to someone junior once your leadership layer is in scope.
16 years turning vision into working software, including two exits (Peak Democracy to OpenGov; Goodery) and co-founding ReFi DAO. Trained directly under Dr. BJ Fogg through his Behavior Design Teacher Team Training Program and is on his official certified teaching team. Now helps companies put AI to work in how they actually operate.
Leads the human side of transformation: the habits, hand-offs, and org design work that decide whether AI actually sticks. An organizational psychologist (master's degrees in social & organizational and forensic psychology), she has worked with Google, Snapchat, and the World Economic Forum.
An AI PhD (UC Berkeley) with 10+ years launching AI products, now founder and CEO of Rio. Builds the machine-learning core of our work, including the Insights Engine behind AIOS.
A senior AI engineer with 8+ years in the field, formerly at Microsoft. An end-to-end builder across LLMs, RAG, and agent systems, and the lead technical hand who ships production systems on our engagements.
Common questions
Questions Leadership Teams Ask
For organizations
AI Readiness Assessment
Answer a few questions about your organization and receive an automated readiness report. This helps us understand your situation before we talk.
What You'll Learn
This brief assessment evaluates your organization across key dimensions that determine AI adoption success.
- Current AI maturity level
- Organizational readiness indicators
- Key blockers to address
- Recommended starting point
- Next steps specific to your situation
About 5 minutes. A human reviews your answers; your tailored report arrives within 24–48 hours.
Company Information
Enter your work email and we'll automatically analyze your company's AI readiness.
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