The real knowledgeisn't in the manual.
Ask anyone who's actually run a shop floor. It's knowing why the Tuesday delivery always comes in short, or which regular needs a size held back before it disappears. Retail loses people faster than most industries, and each time someone leaves, something goes missing that was never written down.
What walks out the door
Each time someone leaves, something goes missing.
OakHive interviews them before they go. This is what comes back.
The Tuesday delivery that comes in short
There's a reason, and someone on the floor knows it. It's been that way so long that nobody thinks of it as knowledge. The new manager will count it three times before anyone tells them.
From the handover guide, written to whoever takes the role next.
The register that jams
There's a workaround. It has never been written on anything, because everyone on the shift already knows it, until the shift changes.
From the guided session that walks the role chapter by chapter.
The regular who needs a size held back
Customers stay for the person who remembers them. When that person moves to another location, the memory goes too, unless someone recorded it.
From the chat, answering after they have gone.
The seasonal display that never matches the diagram
The printed plan says one thing; the floor does another, for a reason that was good three seasons ago. Whoever built the display is the only one who can say why.
From the manager's summary, ready before the last day.
Who to interview
The store manager finishing up. The supervisor headed to another location. The floor lead everyone asks when the register jams.
What they knew stays behind after the last shift.
Questions retail teams ask
Testers told us they'd rather talk for an hour or two than write handover documents for weeks. There's nothing to prepare, they can pause and come back over a few days, and the interview stays on the work. Smaller roles finish well inside two hours.
Yes. It's for any time a role changes hands: a resignation, a retirement, an internal move, a long leave. The interview, the documents and the chat work the same way.
A handover guide written to them and a guided session that teaches the role chapter by chapter, with the option to stop at any line and ask. After that, a chat that answers from what the last manager said and says so when something wasn't covered.
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.