Role Continuity Guide
Turn the knowledge inside a role into a practical handover guide before turnover creates confusion, delay, or risk.
Every role carries more than a job description. Over time, people collect the systems, shortcuts, timing, contacts, access paths, exceptions, preferences, and “ask this person, not that person” details that keep work moving.
When that knowledge walks out without a clear handover, the next person has to rebuild the role through the first 90 days of lessons, misses, and avoidable friction.
Tell me which role or responsibilities need documenting. I'll help determine the right scope and package.
What this solves
A missing handover can slow down far more than one person.
Reception may hold visitor processes, security steps, foreign visitor instructions, delivery rules, badge procedures, and the quiet judgment of who is allowed past the front desk.
Administrative and coordinator roles may hold the calendar rhythm, vendor contacts, recurring reports, meeting steps, travel details, file locations, follow-up habits, and the informal “how things actually get done.”
Managers and directors may carry approval paths, team routines, stakeholder expectations, recurring deadlines, project history, and decision nuance.
Executive, founder, and CEO roles may hold relationships, board rhythms, leadership priorities, sensitive workflows, preferences, and context that should not be rebuilt through guesswork.
How Wren & Co. helps
Wren & Co. comes in as the new set of eyes: shadowing the role, asking the questions a new person would need answered, reviewing recurring responsibilities, identifying missing context, and building a practical guide from the perspective of someone who has to use it.
The result is not a dusty SOP folder or a generic onboarding packet.
It is a role-specific guide with the who’s who, where’s what, how-to, who-can-help, and what-to-watch-for details that keep a handover from becoming a scavenger hunt.
How the engagement works
Shadow the role. Observe how the work actually happens, not only how the job description says it should happen.
Ask the missing questions. Capture access paths, decision points, recurring responsibilities, timing, handoffs, exceptions, and the small details that usually live in someone’s head.
Build the guide. Turn the role knowledge into a practical, organized handover resource with links, contacts, steps, visuals, routines, and watch-outs.
Test it like a new person would. Review the guide for gaps, unclear instructions, and places where the next person would still have to guess.
Hand it over. Deliver the finished guide so the company has a reusable role resource for the next hire, interim support, internal coverage, or future turnover.
What the guide can include
- Role overview and recurring responsibilities
- Key systems, links, files, and locations
- Access needs and who grants what
- Daily, weekly, monthly, and quarterly rhythms
- Step-by-step workflows and visual instructions
- Important contacts and “who handles what” notes
- Approval paths and escalation points
- Meeting, calendar, travel, reporting, or visitor routines
- Client, vendor, visitor, or executive preferences
- Common mistakes, exceptions, and watch-outs
- First 30/60/90 day ramp notes
Roles this can support
Role Continuity Guides can be built for roles where knowledge loss creates friction, delay, risk, or repeated retraining.
- Reception and front desk roles
- Office administrators
- Administrative assistants
- Executive assistants
- Coordinators and operations support roles
- Project, program, and event coordinators
- Office managers
- Department managers
- Directors and cross-functional owners
- Chiefs of staff
- Executive leaders, founders, and CEOs
If the role holds knowledge other people depend on, it is a candidate for a Role Continuity Guide.
Fixed-price role guides
Start with the role in front of you.
Pricing is per role: one person, one role, one guide. Additional roles are scoped separately.
Admin · Reception · Coordinator
Support Role Guide
$750
For roles where daily routines, access paths, front-desk or security steps, files, and recurring tasks need to be captured clearly.
Manager · Department-Level
Manager Guide
$1,500
For roles carrying approvals, team rhythms, recurring deadlines, vendor or stakeholder touchpoints, and department-specific nuance.
Director · Cross-Functional
Director Guide
$2,400
For roles where work moves across teams, decisions depend on context, and handoffs need to preserve project history and ownership.
Executive · Founder · Sensitive Role
Executive Guide
$3,200
For roles with leadership priorities, sensitive workflows, relationship context, board rhythms, executive preferences, or founder-held knowledge.
What a finished guide can include
Illustrative outline, not a completed client sample: role purpose and recurring responsibilities; critical contacts and decision boundaries; system access and reference locations; calendar of deadlines; step-by-step handoffs; open items and escalation paths.
Facing an upcoming departure? Discuss your handover needs.
Best time to use this
- Someone has given notice
- A role has high turnover
- A new hire is starting soon
- A team keeps retraining the same position from scratch
- Work is slipping because too much lives in one person’s head
- Growth has made informal handoffs too fragile
- A key role is too important to rebuild through guesswork
Start a Conversation
If a role would be hard to cover, train, or replace because too much lives in one person’s head, Wren & Co. can help turn that knowledge into a guide someone else can actually use.
Share the role, the timing, and what feels most fragile. The next step can be a simple fit conversation before anything is scoped.
