Embedded work does not scale like software, and we will not pretend it does. We take a small number of executives at a time. Begin with a low-risk diagnostic, transform a leader's quarter, keep them ahead of the frontier, and extend it across the team.
The low-risk way to feel the difference before committing to the quarter. A senior partner maps where AI fluency would pay first in your executive's week, and builds one real workflow with them, on their real work, so they experience the change on a single task rather than take it on faith. Its fee credits in full toward the Embed if you proceed.
A tailored map of the highest-leverage workflows in their week
One real workflow, built with them on their own work
A clear plan and price for the full transformation
Credited in full toward the Embed when you proceed
One quarter · one executive · ends in graduation
See the Embed →A senior partner owning the relationship and a partner in the loop every week, the path to a true power user within a quarter. Power user does not mean engineer: it means your executive understands the advanced workflows enough to run and adjust them, and can build the everyday ones themselves. They learn it by doing their own work, not in a course, ending in graduation: Cobench-certified, the fluency genuinely theirs. The frontier is where we go next together.
A senior partner owning the relationship, a partner beside them weekly on live work
Daily Slack access and async written feedback
At least one new workflow your executive runs themselves every month
Documented executive playbooks, kept current
Graduation: your executive Cobench-certified as a true power user
Fluency does not stand still, because the tools do not. Once your executive is a power user, Stay Sharp keeps them ahead of the frontier: a senior partner on call for what comes next, the newest patterns and capabilities brought to them as they emerge, and a room of peers doing the same. The support relationship, reimagined for AI fluency, and kept deliberately accessible because the value compounds the longer they stay.
A senior partner on call for the novel question or the new workflow
The newest patterns and skills brought to your executive as Claude evolves, with a hand to onboard each one
A monthly workshop and a private community of peer leaders
First access to what we learn building for leaders like them, and a guest pass to bring a colleague
The natural next step once one leader has proven what this does. We extend fluency across the leadership team and down, each transformed executive making the next one faster, the shared patterns compounding as they spread. One power user becomes a leadership group that operates on a different level, then a firm that does.
Multiple executives under one coordinated programme
Your team's own playbooks, shared and reused across the firm
Office hours and workshops to keep adoption sticky
A foundation to scale into broader teams
No. Training ends; this sticks. A senior partner and a partner coach on real work until your executive graduates a Cobench-certified power user, the fluency genuinely theirs. Many leaders then keep a partner on call to stay ahead as the tools evolve, but that is a choice, never a dependency.
Not at all. Your Cobench partners handle everything technical. The entire point is to make a non-technical senior leader fluent without turning them into an engineer.
Within thirty days, at least three recurring tasks already run a different way. We measure success by what their week looks like, not by hours logged.
Primarily Claude across every surface: Projects, Skills, Code, Cowork, MCP integrations, and the API, applied to research, writing, analysis, synthesis, automation, and agents.
Because the work is embedded and senior. We would rather take a handful of executives and change their week than scale thin and change no one's.