Clients and agreements
Who promised what, on which terms, how to talk to whom. It’s not in the CRM — it was in their head.
When a key employee leaves
What happens to your business tomorrow if your best employee quits?
Clients, agreements, “how we do things here” — it usually lives in the heads of one or two people. We digitise their experience in advance, so the know-how stays in the company — even if the person leaves.
Get a free audit
60 minutes, no preparation needed
What leaves with the person
You can pay a salary to a new hire. But this is what the company loses right away.
“How we do things here”
The order of steps, workarounds, where to play it safe. A new hire only learns this from their own mistakes.
The owner’s time
While a replacement is found and trained, you fill the gap — instead of growing the business.
Team speed
Everyone went to them for advice. Without them every question takes longer and mistakes multiply.
It doesn’t only happen when someone quits
Dependence on one person shows every time they’re not there.
Vacationtwo weeks while the work waits for them to return or goes wrong
Sick leavesuddenly, with no handover — nobody knows where they left off
Promotionyour best person was promoted or moved to a new branch — and nobody can take their placeHow we keep know-how in the company
Not “write a manual before you go”, but calm work in advance — while the person is still with you.
- 1
In-depth interviews
We talk to the key employee and to you: how the work is really done, which decisions they make and why, where others usually slip up.
- 2
Demo days
They show the work live — we record every step: in the CRM, in your software, with documents, in client correspondence.
- 3
Role standard
We put it all into a clear standard: what to do, how to think, how to act in non-standard situations.
- 4
Training for a successor
Screencasts, breakdowns of real cases and assessments. The new person learns from your best one’s experience, and AI and a mentor check they really understood.
What stays with you
Standardyour best employee’s know-how in a clear form — independent of whether they still work for you
Traininga ready path for a successor: new hires get up to speed at least 3 times faster
Ownershipall materials belong to your company and stay with you for good
Results with the MDEX methodology
26 years of experience, 20 000+ people trained and assessed, 500+ roles digitised in 24 countries.
Any role×3
Onboarding at least 3 times faster: 3 months → 1 month
Sales×3
A sales manager hits target 3 times faster
Retail and chains4 days
To launch a new location instead of 14 days
Logistics and warehouse4 days
To get an operator working instead of 3 weeks
Questions about knowledge transfer
The employee is already leaving. Is it too late?
It’s not too late, but time is short. With 2–4 weeks before they leave, we can run the interviews and demo days and capture the essentials. The sooner we start, the more we keep.
The employee won’t want to share their experience
Usually it’s the opposite: people like it when their experience is valued and turned into a standard. We run interviews with care, and for the employee it’s also a way to stop the endless questions from colleagues.
How much of their time will it take?
Our methodologists do the main work. The employee only needs to take part in interviews and demo days — a few hours, without leaving their work.
Which role should we start with?
The one where losing a single person would hurt most: a key sales manager, a head of a department, a senior specialist. We’ll decide together at the audit.
Who will own the materials?
You. All the know-how and all the materials belong to your company and stay with you.
A free audit: where your know-how depends on one person
In 60 minutes a methodologist will look at which roles and processes depend on specific people and what happens if they leave. Roadmap in 3 days.
- 1A review of which know-how depends on one or two people
- 2Which role to digitise first
- 3Access to a demo training
- 4A roadmap with the cost of every step