See the risk before it finds you.
Most companies discover what one person was holding on the day they leave. This is the same information, months earlier, while you can still do something about it.
Three things you see
The work that stops if one person is on holiday, off sick, or gone for good.
The same handoff that stalls every month, and the question behind the delay.
Answers that have gone stale, been superseded, or now contradict each other.
When it matters
Four decisions that go better with this in front of you.
You already know which parts of the business only they understand, so a resignation is a plan rather than a scramble.
You can see which team is carrying knowledge nobody else has, and avoid splitting it in half by accident.
The gaps show you what the role actually needs to cover, not what the last job description happened to say.
The reason behind a decision is attached to the decision, so the evidence is already there.
This measures the work, never the person.
There are no individual scores and no rankings, and there never will be. If the system believes someone is the person who knows something, that person can see it, correct it, or switch it off.
Insights FAQ
No, and it never will. Insights measures teams and work. There are no individual scores, no leaderboards, and no productivity ratings.
Coverage and flow. Whether work has more than one person who can do it, where it waits, and whether the knowledge behind it is still trusted.
No. Nothing here is about how hard someone works or how fast they reply. It is about whether the company would cope without them.
Yes. Reporting is aggregated to teams and processes by design, and expertise inference is visible to the person it describes, who can correct or switch it off.
Connect one team's tools and the first coverage picture appears within a week. It sharpens as more context is captured.