Chronicle
What leaves when they leave.
Every departure is a data event. Chronicle transforms exit interviews into structured, searchable institutional knowledge — before it walks out the door.
The Problem
Institutional knowledge is the most valuable asset you are not protecting.
70%
of organisational knowledge is undocumented, existing only in the heads of individual employees.
6 months
Average time for a replacement to reach the productivity level of the person who left — if they ever do.
42%
of role-specific knowledge is permanently lost after an employee departs, according to internal knowledge audits.
How It Works
From conversation to structured knowledge in four steps.
01
Schedule Interview
Create a session for a departing employee. Choose a role-specific template — engineer, executive, or general — that targets the right knowledge domains.
02
Conduct or Import
Run the interview using guided question frameworks, or import an existing transcript. Upload audio for automatic transcription with speaker diarisation.
03
AI Extraction
The extraction pipeline processes the transcript through four layers — decision archaeology, shadow process mapping, relationship graphing, and risk analysis.
04
Knowledge Base & Handover
Structured artefacts flow into your organisational knowledge base. Generate handover briefs, flag single-source risks, and track knowledge decay over time.
Extraction Pipeline
Ten knowledge types, extracted and classified automatically.
Each artefact is tagged with confidence level, decay estimate, and linked entities. Validated by reviewers, tracked over time.
Decision Rationale
Why things are done the way they are. The reasoning behind architectural, strategic, and operational choices.
Shadow Processes
Actual workflows versus documented ones. The real way work gets done, not the org chart version.
Relationship Maps
Who knows what, who really decides. The informal influence network that keeps things moving.
Risk & Fragility
What breaks when this person leaves. Single points of failure, undocumented access, critical dependencies.
Tribal Knowledge
Institutional memory that exists nowhere in writing. Context that makes the difference between competence and expertise.
Workarounds
Clever fixes for systemic problems. The duct tape holding production together that nobody documented.
Undocumented Dependencies
Systems, tools, and processes that depend on each other in ways the architecture diagrams do not show.
Cultural Norms
Unwritten rules about how the organisation actually operates. What the handbook does not tell new starters.
Failure Patterns
What has gone wrong before and why. Lessons learned that prevent the organisation from repeating mistakes.
Success Patterns
What works and why. Repeatable approaches that deliver results, extracted before the person who knows them leaves.