Where the work fits
Most organisations meet AI at one of five moments. Each service below belongs to one of them, and you can start at whichever moment you are in.
Seven ways we work with you
Workforce mapping
Where AI fits your organisation, and whether it fits at all. Every role broken into tasks, each task placed as keep human, augment, automate or leave alone, and each opportunity shown with its business case and its human return side by side.
You get: a task-level map, a ranked list of opportunities, a readiness check and a plain verdict: go, not yet, or no.
HOW WORKFORCE MAPPING WORKS →AI strategy and roadmaps
An AI strategy for an organisation, a sector or a country, with the human goal written beside the business goal, so that hours, contact and capability are targets rather than side effects. Sequenced into a roadmap your own teams can deliver. We have done this at national level, leading the AI strand of a national digital transformation strategy for a Caribbean government.
You get: a strategy short enough to be read, a sequenced roadmap, and a business case with both sides of the ledger filled in.
SEE OUR WORK →Implementation and change
Putting AI into real work without losing the people doing it. We consult the staff affected before go-live and record what changed as a result. We design pilots with success measures for the business and for the people, set clear rules on who can overrule the system, and stay with you while the new way of working settles.
You get: a rollout plan, pilot measures you can defend, and a record of what your people raised and what you did about it.
Policy, risk and regulation
The written rules: an AI policy and acceptable-use guidance people will actually read, a risk assessment, disclosure under Article 50 of the EU AI Act, and alignment with the NIST AI Risk Management Framework and ISO/IEC 42001 where your clients or regulators expect it.
You get: policies written to survive scrutiny, and a clear statement of where you stand.
DOES THE EU AI ACT APPLY TO YOU? →Leadership and workforce training
Tiered from new starter to board: what AI can and cannot do, how to use it well in each role, and how to keep practising the skills it takes over. Delivered as workshops, programmes or keynotes, to rooms of ten or three thousand.
You get: people who use AI with confidence and judgement, and leaders who can question a business case.
Deployment audit
Once AI is running: where it is really running, what it has removed, and who absorbed the loss. Your Human Return baseline, assessed against the eight Guardrails, with the evidence a board, a regulator or an enterprise client will ask for.
You get: a Human Return with its workings, the Guardrails met and unmet, and a short list of changes ranked by what they move. The same evidence carries forward into certification when the Standard opens.
WHAT AN AUDIT LOOKS AT →Board and executive advisory
A senior adviser on call when AI decisions reach the board or the executive team. We review business cases, vendor proposals and restructuring plans before they are signed, and brief directors on regulation as it changes.
You get: a second opinion before the expensive decision rather than after it. Usually a quarterly retainer.
Who we work with
Governments and public bodies, universities and schools, professional services firms, enterprises, and small and mid-sized firms, in London, New York and the Cayman Islands. The work looks different in a cabinet office and a 30-person firm, but the question underneath is the same: what does this AI do to the people it touches, and is that what we meant? See our work.
How an engagement works
It starts with a conversation about what you are trying to decide. From that we propose the piece of work that answers it, which is often smaller than people expect. Typical shapes are a workforce map of one team or the whole organisation, a strategy and roadmap, a leadership programme, a six-week deployment audit, or a quarterly advisory retainer.
Scope, timetable and cost are agreed in writing before an engagement begins.