Senior-only delivery.
Capacity-limited by design.

We cap active engagements per quarter to maintain the senior-only standard. Typical limit: 3–5 active engagements at any one time depending on phase mix (Diagnose engagements are shorter, Build engagements run longer). For E4 Transformation Programs in the $300k+ range, we are transparent about start-date availability at scoping; we do not over-commit.

The Engagement Lead is named in the SOW. The supporting roles (Solutions Architect, Senior Trainer, PoC Engineer, etc.) are named in the kickoff document within the first week. You meet every practitioner who will touch your engagement before they start work.

Engagement Leads have a designated backup named at kickoff — typically the Solutions Architect or another senior practitioner who has been in the engagement from week one. The backup has working context, attends key reviews, and can step in without re-orientation. Lead transitions (planned or otherwise) are handled with written notification and a 2-week overlap where possible.

Sometimes, but with strict boundaries. For specialized capacity (e.g., a deep MLOps engineer for one workstream, a regional language specialist), we work with a vetted senior partner network under back-to-back NDAs. Every subcontracted practitioner meets the same seniority bar as our core team. We never use junior staff augmentation. Subcontractors are disclosed to you before they join the engagement.

Larger programs are delivered with a small senior team — typically 3–6 practitioners (Lead + Architect + Trainer + Engineers + Adoption + Governance) — coordinated through the Engagement Lead. The team scales by adding seniors, never by adding analysts. For programs requiring more than 8 active practitioners, we partner with system integrators as the AI specialist arm of a broader delivery.

For SMB engagements (S1–S5) and Phase 1 Strategic Diagnostics, the founder is typically the Engagement Lead. For multi-quarter enterprise programs, the founder may be the executive sponsor with another senior practitioner as Engagement Lead. The founder remains accountable to every client and is reachable for any client at any time.

Two hard requirements: (1) Senior — minimum 8 years of professional experience, mostly in AI / ML / cloud / enterprise software delivery; (2) Certified or equivalent — Microsoft Certified Trainer status, or equivalent vendor certifications, or a verified track record of senior delivery in AI for the role we are hiring for. We hire slowly. We do not hire to grow the headcount.

Honestly. At scoping, we tell you when we can start. For Strategic Diagnostics (E1) and most SMB packages, start is typically within 2–3 weeks. For E3 Pilots, 2–6 weeks. For E4 Transformation Programs, 4–10 weeks depending on the queue. If your timeline is urgent and we cannot meet it, we say so — and we recommend partner firms when relevant.

Three protections built in by design: (1) Your code, models, prompts are in your repositories from day one — you can operate without us. (2) Your cloud accounts and credentials are yours — we have no access after off-boarding. (3) Your documentation is handed over at every phase gate — no critical knowledge lives only in our heads. Practically: if we disappeared tomorrow, your AI system would keep running, and you could engage another firm to extend it.

Not as a hard rule, but as a soft commitment. For large, multi-quarter engagements, we sometimes agree to non-compete clauses for direct competitors within a defined region or sector for the engagement duration. The clause has to be reasonable and not constrain our practice broadly — we serve multiple clients across BFSI, healthcare, public sector, and others, and that diversity is part of what makes our team good.

Per the contractual KT clause: by Go-Live (Phase 4) or scope completion (any phase), your team has the artifacts, the runbook, the credentials, and the practice to operate independently. Off-boarding includes: credential revocation within 5 working days, final documentation pack, exit retrospective with written recommendations, and (optional) a 4-week hypercare extension. After hypercare, the relationship continues through Sustain (Phase 5) if you elect it; otherwise we are out of your environment.

Slowly, deliberately, and with a hard floor on seniority. Our growth path is: (1) Build a small core team of 4–8 seniors (not 40 mid-levels). (2) Use a partner network for surge. (3) When we grow, we add seniors only — no analyst tier ever. The reason we cap engagements per quarter today is exactly because growth at the wrong tier would dilute the model. We would rather turn engagements down than under-deliver on senior delivery.