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How it works

From resignation to a searchable handover in four steps.

  1. Scheduled meeting

    The handover starts.

    The manager adds the person leaving: their name and their role. That's the setup.

  2. The interview

    OakHive interviews the exiting employee.

    Up to two hours, in one sitting or spread over a few days. Nothing to prepare. OakHive asks about the role and follows up when an answer is vague. At the end, the person leaving gets a private summary of what they achieved, for them only.

  3. Manager summary

    The manager gets the summary.

    Four sections, including What wasn't covered, plus an offboarding checklist. It lands before the last day, while there's still time to chase what's missing.

  4. Team access

    The team inherits the knowledge base.

    The newcomer and the wider team get access to what was captured, searchable and ready when a question comes up.

You buy OakHive the week someone resigns. The manager's summary is ready before their last day. The next person gets the rest the day they start.

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See it in action

This is what step two actually looks like.

No script, no form to fill in. Just a conversation OakHive guides and captures.

The interview, In progress. OakHive: Everything you say here becomes three things: a summary for your manager, a handover guide for whoever takes over, and answers your team can search later. If something isn't yours to share, say so and we'll move on. The person leaving: Most of what I do is the month-end close. There's an order to it that isn't written down anywhere. OakHive: What breaks if it's run out of order?

Every interview becomes a searchable summary, ready before the exit meeting even ends.

What the person before them shared stays, and it's served in three ways.

A guide to read, a session to walk through, a chat to ask questions in.

Handover guide. What lands on you first: The five things that need attention in week one.; Decisions already made: What was decided, and the reasoning behind it.; Known risks & exceptions: The one case that breaks the default process.; Who to ask, and when: Contacts for what isn't in this guide..
01 The guide

Read it whenever you need it.

A written reference of what was decided and why - searchable, always up to date, not tied to any one conversation.

Guided session, Chapter 2 of 4. Chapters: The five things that land on you first; The month-end close, step by step (open); The one exception that breaks the default process; When to call, and when to escalate.
02 The session

Walk through it, chapter by chapter.

The guided session turns the guide into a conversation, so the next person can stop and ask exactly when something's unclear.

Ask Monica. A colleague: What happens if month-end runs late? OakHive: The close needs to be submitted before the 5th. If it slips, finance flags the account and the report has to be re-run manually - add half a day. Source: handover interview, Sep 14.
03 The chat

Ask, and get a sourced answer.

When the guide doesn't cover it, ask Monica directly. Every answer links back to where it came from.

Nobody starts from zero.

And it's not frozen. Each handover adds to it instead of replacing it.

Bring us the questionyour company keepsanswering twice.

Thirty minutes, no deck. You describe something your team has explained more than once, and we show you what OakHive does with it.

We are taking on a small number of companies at a time, so this is a conversation rather than a signup.

We reply within two working days.

What you send reaches the people who read these themselves, and is used to reply to you and prepare for the conversation. It is kept for 24 months, is never sold, and never feeds an advertising system. There is none here. Privacy Policy.