A four-week operating model redesign for software companies of 10–60 people. Every recurring piece of work gets a best owner — a person, an AI, or the two working together.
Human + AI · one owner per piece of work
The problem
Teams ask for relief from the symptoms. In a founder-led software company where everyone already uses ChatGPT, Claude, Cursor, and a growing set of agents, work isn't broken — it just outgrew the way it was divided. We hear the same sentences again and again.
“Everybody is building their own AI workflows.”
“We don't know what can be delegated.”
“Knowledge lives inside people's heads.”
“Every project starts from scratch.”
“People keep interrupting each other.”
“Nobody knows who should own new work.”
“Documentation is outdated.”
“We're hiring while AI could probably do half of this.”
The founders feel it first — they become the bottleneck. Not because work is broken. Because AI suddenly made delegation possible.
I want every recurring piece of work to have a best owner.
What the founder actually wants — one way or another.
That owner might be one person, several people, an AI, or a human working with one. The technology is beside the point. The outcome is less friction — and clarity about where work should live.
Who it's for
The playbook is deliberately narrow. It is not an organizational operating system for everyone — it is built for one environment where work allocation becomes valuable fast.
The company
The shape
People already work with ChatGPT, Claude, Cursor, Copilot — and increasingly with agents. What's missing isn't tooling. It's knowing who owns what, where work should go, and what can safely be delegated.
The playbook
Not consulting. Not AI strategy. Six phases that move from how work actually happens today to reusable human + AI workflows — each phase producing something you keep.
01
Week 1
Understand how work currently happens — through interviews and everything the company already has: SOPs, project boards, Slack, Notion, Linear, Google Drive.
Output → Current Work Map
02
Week 1–2
Every recurring activity becomes a Work Item. The company suddenly sees itself clearly.
“We actually perform 350 recurring activities.” That alone is valuable.
Output → Work Inventory
03
Week 2
Instead of looking at people, we look at work. Each Work Item belongs somewhere — and roles emerge naturally. Not John, Mary, and Lisa. Roles.
Product Discovery
Sprint Planning
Release Management
Customer Success
Finance Operations
Knowledge Steward
Prompt Engineering
Agent Maintenance
Output → Role Library
04
Week 3
Every Work Item is assessed against five questions. The answers become a delegation score — a grounded view of what AI should and shouldn't touch.
Can AI fully perform this?
Can AI prepare it?
Should AI review it?
Should AI only assist?
Should AI never perform it?
Output → delegation score per Work Item
05
Week 3
Ownership is redesigned. Instead of one person carrying everything, each role holds a collection of work — and each collection goes to its best actor.
06
Week 4
Now the interesting part. Allocated work becomes reusable workflows, with humans and AI each doing the part they're best at — like this support flow.
One reusable workflow
Deliverables
Seven artifacts — each one useful on its own, together a complete picture of how your company works and where the leverage is.
01
Everything recurring inside the company, made visible.
02
Every operational role, extracted from the work itself.
03
The highest-ROI automation opportunities, ranked.
04
Exactly who — or what — should perform each piece of work.
05
Where knowledge lives — and where it is missing.
06
Current agents, missing agents, and the ones to build next.
07
Where Tribre fits
Not another documentation tool. Not another project board. Tribre becomes the living operating system — the source of truth for how work is allocated, and how that allocation keeps improving.
When roles change, when a new agent arrives, when a workflow stops working — the map changes with you.
Success metrics
Adoption numbers say little about whether work got easier. Organizational clarity does — and it can be measured.
Recurring work documented
Work assigned to roles
Work with clear ownership
Work AI-assisted
Work fully automated
Time spent searching for information
Time to onboard a new employee
Recurring interruptions
Undocumented workflows
Duplicated activities
The first engagement
Deliberately small and outcome-focused. Two weeks, your team and ours, ending in an executive presentation of where work should live and what to change first.
You walk away with
Tell us a little about how work happens today. We read every note.
Know what can be delegated, what should stay human, and which changes create the greatest leverage.
Book the two-week sprint