The department that handleseveryone's transitionsrarely gets one.
An HR generalist who's been at a company for years ends up holding things nobody assigned to them. When they leave, the handover is usually a folder of old emails and a rushed meeting the week before. OakHive has that conversation properly.
What walks out the door
Judgment built up quietly, through years of handling the same situations.
OakHive interviews them before they go. This is what comes back.
The shift-bidding process that works differently for one team
A scheduling arrangement made two years ago just stuck. Nobody documented it, and the next generalist will spend a week wondering why one team is the exception.
From the handover guide, written to whoever takes the role next.
The hiring manager whose postings need rewriting
One manager's job postings need a rewrite before anyone qualified applies. The generalist knows it; the applicant tracking system doesn't.
From the guided session that walks the role chapter by chapter.
The vendor to call first when a benefits claim stalls
Which vendor to call first, and who at that vendor actually picks up. That's a relationship, and it leaves with whoever built it.
From the chat, answering after they have gone.
The decisions that look arbitrary to whoever's new
Plenty of HR decisions have a good reason behind them that was never written down. Without it, the next person either reverses them or defends them blind.
From the manager's summary, ready before the last day.
Who to interview
The generalist who's been there long enough to hold arrangements nobody assigned to them. The coordinator who knows which vendor picks up. Anyone whose leaving would send people back to a folder of old emails.
This time, HR gets the handover it gives everyone else.
Questions HR teams ask
No. HR's exit interview is about how someone felt, why they're really leaving, what might have kept them. OakHive is about the role: what they did, why they did it that way, and what the next person would wish they'd been told on day one. Two interviews, two different jobs.
Frustrations, opinions about a manager or colleagues, and anything personal. None of that gets asked, and none of it makes the file. OakHive only keeps what belongs to the company: the reasoning behind a process, the context behind a relationship, the workaround everyone relies on.
Yes. Setup for a departure is the person's name and role. OakHive is bought one-off, per departure, or as a yearly subscription that covers a pool of transfers plus the chat and guided sessions.
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.