The playbook outlives the person.
Before someone leaves, the agent interviews them through their work and turns it into an offboarding book: their accounts, their workflow, the first call to make.
A live demo of the Opmore coworker, rotating through one conversation per use case. In each, someone asks the agent to do real work and it answers from the Company Playbook and acts across the connected tools.
The laptop comes back. The knowledge doesn’t.
Every item on the standard offboarding checklist takes back something you handed the person on day one. Nothing on it captures the thing you never handed them: years of knowing how the job actually gets done.
Read the longer version
Ask any HR handbook what offboarding covers and you get the same checklist: equipment returned, access revoked, final pay, an exit interview, maybe a cake. It is a fine list. Every item on it takes back something you handed the person on day one, and none of it touches the thing you never handed them: years of knowing how the job actually gets done.
That knowledge is the expensive part. One large workplace study found that close to half of what a job takes lives only in the head of the person doing it. No wiki holds it, no CRM holds it, and on their last day it walks.
The two rituals meant to catch it don’t. The exit interview asks why you are leaving, not what you know, and people at the door protect the reference and give the polite answer. The handover doc fails more quietly: someone great at a job has stopped noticing what they know, so what they type up in their final week reads fine and holds almost none of it.
Then the replacement arrives and the cost stops being abstract. They inherit a login list and an empty chair, and they spend their first months rediscovering by trial and error what the last person could have told them over coffee. That is the real price of a departure: not the goodbye, the starting over.
Offboarding checklist
What they actually knew
Not on the list. This is the part Opmore captures.
What Maria knew, left on the shelf for her replacement.
The agent turns the exit capture into a book the next hire can read or listen to, so nothing walks out inside someone’s head.
Maria’s handover
5 chapters listen anytime
- 01How Maria ran her accounts
- 02The relationships that matter
- 03Her weekly workflow
- 04Open deals and next steps
- 05Who to call first
What every founder asks about this.
Is that not what an exit interview is for?
An exit interview collects reasons, rarely honest ones. The agent goes through their accounts and work log instead and asks how the job gets done. The output is a book the next person runs on, not notes in an HR folder.
What if they leave on bad terms?
Most of the book comes from their accounts and work log, so it does not run on goodwill. And the honest answer: this is why the playbook captures on a normal Tuesday, while everyone is still happy. The exit is the last pass, not the only one.
How long does the capture take?
A few hours across their notice period, which in Sweden is paid and can run for months. You are already paying for that window. This is what it is for.
Asks what they know.
Not why they are leaving. The agent works through the leaver’s accounts and work log, pulling out how the job actually runs: the judgment, the relationships, the next move on every open thread.
The notice period, used.
Paid notice is the best knowledge-transfer window a company ever gets, and most spend it letting someone coast to the door. The agent puts it to work, a chapter at a time.
The answers outlive the goodbye.
Teams lose hours every week waiting on the one colleague who knows. The offboarding book keeps answering after that colleague is gone, so nobody queues on a memory.