Our Services
From startup to enterprise, we help organisations redesign work for the AI labour era
Tier 0: AI-Native Startup Sprint
Design your scaling plan with AI labour from day one, not as an afterthought
What This Service Is
Most startups default to traditional hiring as they scale. But you're building during the AI era—you have the opportunity to design an AI-native organisation from day one. This sprint helps you identify which of your planned hires can be replaced or reduced by AI, where you should still hire humans, and how to structure roles for maximum leverage.
Perfect If You're:
- Planning to hire 10+ people in the next 12 months
- Recently funded and building out your team
- Want to scale without proportional headcount growth
- Founder or early leadership team with hiring authority
What's Included
Phase 1: Kickoff Workshop (2 hours, remote)
- Review your current team structure and roles
- Walk through your 12-month growth and hiring plans
- Identify your most pressing scaling challenges
- Understand your technology stack and capabilities
Phase 2: AI Opportunity Mapping (7 days)
- Analysis of which planned hires can be replaced or reduced by AI
- Identification of where you should hire humans vs deploy AI
- Role redesign for 3-5 key positions to maximize AI leverage
- Technology stack recommendations matched to your stage
- Estimated cost savings vs traditional hiring approach
Phase 3: Playback Session (90 minutes, remote)
- Present findings and recommendations
- Q&A and refinement based on your feedback
- Discuss implementation priorities and next steps
- Receive final deliverables
Deliverables
AI-Native Hiring Roadmap
12-month plan showing when to hire humans vs deploy AI, with specific timing and sequencing
Role Redesign Specs
Detailed specifications for 3-5 key roles showing how to structure them for AI leverage
Technology Recommendations
Specific AI tools and platforms matched to your stage, with implementation guidance
Cost Savings Analysis
Financial model comparing AI-native approach vs traditional hiring over 24 months
Qualification Criteria
✓ Ideal Signals
- Funding secured or revenue >£500K
- Clear growth plan with hiring roadmap
- 10-50 current employees
- Planning to hire 10+ people in next 12 months
- Founder or leadership team with hiring authority
✗ Red Flags
- No clear hiring plan or growth strategy
- Pre-revenue with no funding secured
- Just "curious" about AI with no hiring pressure
- Expecting ongoing implementation support for £5K
- Not ready to execute on recommendations
What This Service Is NOT:
This is advisory only. We don't implement the recommendations, hire contractors, or provide ongoing support. You'll need internal technical capability or implementation partners to execute. Think of this as getting the blueprint—you build the house.
ROI Example
Typical Scenario: 20-person startup planning to hire 15 people in next 12 months
Traditional approach: Hire all 15 roles = £750K in salaries (assuming £50K average)
AI-native approach: Hire 8 roles + deploy AI = £400K in salaries + £50K AI tools = £450K
Net savings: £300K in year one, £500K+ over 24 months
Tier 1: Discovery
Fast assessment of AI's impact on your workforce and opportunity identification
What This Service Is
Your executive team knows AI will impact the workforce. But where? How much? What should you do first? This service gives you clarity fast. In 4-6 weeks, you'll know exactly where AI affects your workforce most, what opportunities it creates, and have a prioritised action plan with business cases you can take to the board.
Pricing Breakdown
Perfect for testing the approach or addressing a specific function like customer service, operations, or finance.
Best for mid-sized organisations or divisions wanting comprehensive assessment across several functions.
For large organisations needing organisation-wide assessment with detailed analysis across all major functions.
What's Included
Phase 1: Current State Mapping (Weeks 1-2)
- Workforce activity analysis across target departments
- Time allocation mapping by role and task
- Skill inventory and capability baseline
- Current productivity metrics capture
- Stakeholder interviews with key leaders
Phase 2: AI Impact Analysis (Weeks 2-3)
- Task-level automation potential scoring (200+ task types)
- Augmentation opportunity identification
- Capacity release calculations (hours/FTE by role)
- Risk assessment (role vulnerability, transition complexity)
- Technology landscape review
Phase 3: Opportunity Identification (Weeks 3-4)
- New revenue opportunity discovery
- Operational efficiency gains quantification
- Customer experience improvement potential
- Innovation capacity creation analysis
- Competitive positioning implications
Phase 4: Roadmap Development (Weeks 4-6)
- Priority initiative sequencing based on impact and feasibility
- Quick-win identification (90-day opportunities)
- Investment requirement estimates
- Business case development for top opportunities
- Risk mitigation strategies
Deliverables
AI Impact Heatmap
Visual representation showing exactly where AI affects your workforce most, by function, role, and task type
Opportunity Register
Prioritised list of 15-25 specific opportunities with impact estimates, investment needs, and implementation timelines
Capacity Release Model
Excel model showing FTE impact by department over 24 months with scenario planning capability
90-Day Action Plan
Specific first steps with clear owners, resource requirements, and success criteria
Business Case Summary
ROI projections for top 5 opportunities with sensitivity analysis and risk assessment
Executive Presentation
Board-ready summary deck (20-30 slides) with supporting appendices
When to Choose This Service
✓ Ideal Signals
- Executive team asking "what do we do about AI?"
- Budget approved but unclear where to start
- Competing internal priorities need objective analysis
- Board requesting AI strategy
- New leadership wanting quick assessment
- Competitive pressure to move faster
✗ Red Flags
- No executive sponsor willing to champion findings
- Active restructure underway (wait until stable)
- Unwilling to consider workforce changes
- Looking for validation of predetermined decisions
- Expecting implementation within discovery timeline
Success Metrics
- 15-25 prioritised opportunities identified with clear value estimates
- At least 3 opportunities with ROI > 200% within 18 months
- Executive team alignment on top 3 priorities (measured by stakeholder survey)
- Board approval to proceed with Tier 2 design work
- 90-day plan initiated within 2 weeks of completion
Team Composition
Your Team Investment:
- Lead Consultant (senior, 60 hours) - Overall direction, stakeholder management, quality assurance
- Workforce Analyst (mid-level, 80 hours) - Data collection, analysis, modelling
- Data Analyst (junior, 40 hours) - Data gathering, quantitative analysis
- Project Coordinator (20 hours) - Logistics, scheduling, deliverable production
Client Team Required:
- Executive Sponsor (5-10% time) - Direction, decision-making, stakeholder alignment
- Project Lead (20-30% time) - Day-to-day liaison, data access, interview coordination
- Functional Leaders (5-10% time each) - Subject matter expertise, data validation
- HR Partner (10% time) - Workforce data, organizational context
Start with Discovery
Book a call explore if Discovery is right for your organisation
Book Discovery CallTier 2: Design
Detailed workforce redesign and human-AI integration strategy
What This Service Is
You know AI will transform your workforce. Now you need the detailed blueprint. This service gives you everything: new role definitions, individual transition pathways, human-AI workflows, skills development plans, and a complete roadmap for implementation. You'll leave with a comprehensive design you can execute internally or move straight to Tier 3 implementation with us.
Pricing Breakdown
One function or business unit with straightforward scope, limited complexity.
2-3 functions or business units with moderate complexity and some integration requirements.
Multiple business units, high complexity, extensive stakeholder management, complex integration requirements.
Two Service Options
2.1 Workforce Redesign Programme
Complete organisational redesign focusing on roles, structures, and transitions.
Choose this if: You're redesigning multiple roles and need comprehensive organisational change.
2.2 AI Labour Integration Strategy
Focus on how humans and AI work together, task allocation, and operating models.
Choose this if: You're deploying AI tools and need integration strategy more than org redesign.
What's Included (2.1 Workforce Redesign)
Phase 1: Baseline & Scope (Weeks 1-3)
- Detailed current state documentation
- Success criteria definition with leadership
- Stakeholder alignment workshops
- Governance structure establishment
- Risk assessment and mitigation planning
Phase 2: Future State Design (Weeks 4-8)
- New role definitions and specifications (20-40 roles typically)
- Team structure redesign with reporting lines
- Workflow and process reengineering
- Technology requirements specification
- Collaboration model design (how teams work together)
- Decision rights mapping (RACI matrices)
Phase 3: Transition Architecture (Weeks 9-12)
- Individual transition pathways (current role → future role)
- Skills development programmes with learning curricula
- Knowledge transfer planning
- Performance management adaptation
- Compensation and benefits implications
- Change management strategy and communications plan
Phase 4: Implementation Planning (Weeks 13-16)
- Detailed project plans with dependencies and critical path
- Resource allocation models
- Budget and business case refinement
- Communication cascade planning
- Pilot design and success criteria
- Monitoring and evaluation framework
What's Included (2.2 AI Labour Integration)
Phase 1: AI Labour Mapping (Weeks 1-3)
- Inventory of current and planned AI capabilities
- Task allocation between humans and AI (who does what)
- Workflow integration requirements
- Handoff point identification (when work moves between human and AI)
- Quality assurance framework design
- Exception handling protocols
Phase 2: Operating Model Design (Weeks 4-7)
- Human-AI collaboration models (how they work together)
- Decision authority frameworks (what AI can decide vs needs human)
- Escalation pathways for edge cases
- Performance management for hybrid teams
- Skill requirements for AI supervision
- Technology architecture requirements
Phase 3: Capability Building (Weeks 8-11)
- AI literacy programme design
- Prompt engineering training for relevant roles
- Quality assessment training (how to evaluate AI output)
- Troubleshooting and exception handling training
- Ethical AI use guidelines
- Continuous improvement processes
Phase 4: Scaling & Governance (Weeks 12-14)
- Rollout strategy and sequencing
- Governance framework for ongoing AI decisions
- Risk management protocols
- Cost allocation models (how to budget for AI labour)
- Success measurement framework
- Continuous optimisation approach
Deliverables
Workforce Blueprint
50-100 page comprehensive design document with all future state specifications
Role Catalogue
Complete specifications for all new/evolved roles with responsibilities, skills, and requirements
Transition Playbook
Step-by-step guide for moving from current to future state with timelines and milestones
Skills Development Curriculum
Detailed training programmes and learning pathways for all affected roles
Change Management Plan
Complete communications, engagement, and support strategy
Implementation Roadmap
12-18 month plan with phases, milestones, dependencies, and decision gates
Business Case Update
Refined ROI projections with detailed implementation costs and benefit timelines
Success Dashboard
KPI framework and measurement approach for tracking transformation progress
Risk Register
Comprehensive risk catalogue with likelihood, impact, and mitigation strategies
When to Choose This Service
✓ Ideal Signals
- Tier 1 discovery completed with clear priorities
- Executive commitment to transformation secured
- Budget and resources allocated
- Stakeholder alignment on need for change
- Timeline pressure (competitive threat, regulatory deadline)
- Recent strategy refresh requiring capability shift
✗ Red Flags
- No clear business case or executive buy-in
- Competing major transformation programmes
- Recent workforce reduction creating mistrust
- Leadership turnover expected soon
- Budget uncertainty or financial distress
- Unrealistic timeline expectations
Team Composition
Ocovai Team:
- Programme Director (senior, 100 hours) - Overall strategy and executive engagement
- Lead Consultant (senior, 140 hours) - Day-to-day programme leadership
- Organisational Design Specialist (senior, 120 hours) - Role design and structure
- Change Management Lead (senior, 100 hours) - Transition strategy and communications
- Workforce Analyst (mid-level, 160 hours) - Analysis, modelling, documentation
- Learning & Development Specialist (mid-level, 80 hours) - Training design
- Project Manager (100 hours) - Planning, coordination, quality assurance
Client Team Required:
- Executive Sponsor (10-15% time) - Strategic direction, stakeholder alignment
- Programme Manager (50% time) - Day-to-day coordination, decision facilitation
- Functional Leaders (15-20% time each) - Subject matter expertise, design input
- HR Partner (20% time) - People implications, policies, compensation
- IT/Technology Lead (10-15% time) - Technology feasibility, integration
Tier 3: Delivery
Full transformation programme from pilot to scale with ongoing support
What This Service Is
You have the blueprint. Now you need to execute it. This is full hands-on implementation support from pilot through enterprise scale. We don't just hand you a plan—we're with you in the trenches, managing the programme, delivering training, tracking benefits, and ensuring the transformation actually delivers results. You get a complete Programme Management Office (PMO) dedicated to making this successful.
Pricing Breakdown
One function like customer service, operations, or finance. Pilot + Wave 1 rollout.
2-3 functions with integration requirements. Pilot + 2 rollout waves.
Complete business unit with multiple functions. Pilot + 3 rollout waves.
Enterprise-wide transformation across divisions. Pilot + 4+ rollout waves.
Three Pricing Models Available
Fixed Fee Model
Total fee based on scope, paid in monthly instalments. Formal change control process for variations.
Best for: Clients wanting cost certainty and predictable budgeting.
Phased Investment
30% mobilisation + pilot, 35% wave 1, 35% wave 2+. Go/no-go gate after each phase.
Best for: Clients wanting validation before full commitment.
Outcome-Based
60% base fee + 40% success bonus tied to results. Measured at 6 and 12 months post-implementation.
Best for: Clients confident in ROI, want aligned incentives.
Programme Phases
Phase 1: Programme Mobilisation (Months 1-2)
- Programme governance establishment (steering committee, working groups)
- Team mobilisation and onboarding
- Detailed work planning and scheduling
- Stakeholder engagement programme launch
- Quick-win identification and delivery (build momentum)
- Baseline metrics capture for benefits tracking
Phase 2: Pilot Implementation (Months 3-5)
- Pilot population selection and preparation (typically 30-50 people)
- Technology deployment and integration
- Training delivery and certification
- Process implementation and refinement
- Issue identification and rapid resolution
- Results measurement and analysis
Phase 3: Pilot Optimisation (Month 6)
- Comprehensive pilot results analysis
- Process refinement based on learnings
- Training content updates and improvements
- Technology configuration improvements
- Business case validation with actual data
- Scale-up planning refinement
Phase 4: Scaled Rollout Wave 1 (Months 7-10)
- Expanded population deployment (50-200 people typically)
- Train-the-trainer programme (build internal capacity)
- Technology scaling and infrastructure hardening
- Process embedding and standardisation
- Change resistance management
- Performance monitoring and course correction
Phase 5: Scaled Rollout Wave 2+ (Months 11-14)
- Remaining population deployment
- Cross-functional integration
- Advanced capability development
- Excellence centre establishment
- Benefit realisation tracking and reporting
- Lessons learned capture and documentation
Phase 6: Sustainability & Handover (Months 15-18)
- Programme closure and transition to business-as-usual
- Internal capability transfer (train your team to run this)
- Continuous improvement framework establishment
- Long-term governance handover
- Final results measurement and benefits validation
- Case study development (internal and external)
What's Included
Programme Management Office (Full-Service)
- INCLUDED Programme director and delivery lead throughout
- INCLUDED Detailed project planning and tracking
- INCLUDED Weekly status reporting to steering committee
- INCLUDED Monthly executive dashboards
- INCLUDED Risk and issue management
- INCLUDED Quality assurance and governance
Training & Change Management
- INCLUDED Training design and curriculum development
- INCLUDED Training delivery for pilot population
- INCLUDED Train-the-trainer programme for internal trainers
- INCLUDED Change communications and engagement
- INCLUDED Leadership coaching and support
- OPTIONAL Training delivery for all waves (or use your internal trainers)
Technology & Process
- INCLUDED Technology requirements specification
- INCLUDED Vendor selection support
- INCLUDED Implementation oversight and quality checks
- INCLUDED Process documentation and standard operating procedures
- OPTIONAL Hands-on technology implementation (usually vendor-led)
Benefits Tracking & Reporting
- INCLUDED Benefits realisation framework
- INCLUDED Performance dashboard design and setup
- INCLUDED Quarterly benefits tracking reports
- INCLUDED Final programme results validation
- INCLUDED Case study development
Target Results
Programme Success Metrics:
Team Composition
Core Ocovai Team (Full Programme):
- Programme Director (0.4 FTE) - Strategy, stakeholder management, governance, executive engagement
- Delivery Lead (0.6 FTE) - Day-to-day execution, issue resolution, quality assurance
- Change Manager (0.5 FTE) - Communications, engagement, adoption, resistance management
- Project Manager (0.6 FTE) - Planning, tracking, coordination, reporting
- Workforce Analyst (0.4 FTE) - Metrics, analysis, benefits tracking, reporting
Specialist Support (As Needed):
- Technology Integration Specialist - For complex system integrations
- Training Delivery Team - For large-scale training delivery
- Process Design Specialists - For workflow reengineering
- Data Analysts - For advanced analytics and modelling
- Organisational Development Consultants - For cultural change
Client Team Required:
- Executive Sponsor (5-10% time) - Strategic direction, critical decisions, stakeholder alignment
- Programme Manager (50-100% time) - Internal coordination, decision facilitation, escalation management
- Functional Leaders (10-20% time each) - Subject matter expertise, change leadership, adoption
- Subject Matter Experts (varies) - Process knowledge, testing, validation
- Communications Lead (20-30% time) - Internal communications, engagement activities
- IT/Technology Lead (20-30% time) - Technology implementation, integration, support
When to Choose This Service
✓ Ideal Signals
- Tier 2 design completed and approved
- Clear business case with executive commitment
- Budget secured for full programme
- Client has capacity to dedicate internal resources
- Implementation timeline aligned with business calendar
- Quick wins from Tier 1/2 building momentum
- Leadership committed to seeing it through
✗ Red Flags
- Design not completed or unclear
- No internal programme management capacity
- Major competing initiatives consuming resources
- Budget constraints or uncertainty
- Key stakeholders not aligned on approach
- Unrealistic timeline expectations
- Expecting transformation without internal effort
Ready for Implementation?
Let's discuss your specific transformation requirements and create a tailored delivery plan
Book your CallAI Labour Governance Toolkit
Self-service framework for making consistent labour technology decisions
What This Product Is
This is NOT a consulting engagement—it's a comprehensive digital toolkit designed for self-service use. Think of it as "governance in a box." It gives you the frameworks, tools, templates, and knowledge you need to make good labour technology decisions independently, without ongoing consultant dependency.
Perfect for organisations that:
- Have multiple AI initiatives across the organisation
- Need consistency in decision-making about AI labour
- Have strong internal capability but need proven frameworks
- Want to build internal AI governance muscle
- Have completed Tier 1 or 2 and want to sustain momentum
Core Components
Decision Framework
- When to automate vs augment vs leave human-only
- Economic decision model (cost-benefit calculator)
- Risk assessment framework
- Ethical considerations checklist
- Stakeholder impact analysis
Assessment Tools
- Task suitability evaluation (20 criteria)
- Automation readiness scorecard
- Skills gap analysis template
- Change impact calculator
- ROI projection model
Process Templates
- Business case template
- Stakeholder communication templates
- Pilot programme design template
- Success metrics framework
- Lessons learned capture template
Implementation Guides
- Step-by-step playbooks for common scenarios
- Risk mitigation strategies
- Quality assurance approaches
- Training development guidelines
- Rollout planning templates
Governance Model
- Decision authority matrix (RACI)
- Review and approval processes
- Exception handling protocols
- Portfolio management approach
- Continuous improvement cycle
Knowledge Base
- Use case library (50+ examples)
- Common pitfalls and how to avoid them
- Vendor evaluation frameworks
- Technology landscape overview
- Regulatory compliance guidance
Format & Delivery
- Primary: Web-based platform with self-service access
- Secondary: Downloadable toolkit (Excel, PowerPoint, Word templates)
- Support: 2 hours of implementation guidance via video call
- Updates: Quarterly content updates included for 12 months
Pricing
Standard Licence
Single business unit, up to 200 people
- Full access to all frameworks and tools
- All templates customisable
- 2 hours implementation guidance
- 12 months of quarterly updates
Enterprise Licence
Organisation-wide, unlimited users
- Everything in Standard Licence
- Unlimited user access across organisation
- Custom branding available
- Priority support
Annual Renewal: 30% of licence fee for continued quarterly updates
What's Included vs NOT Included
✓ What's Included
- Full access to all frameworks and tools
- All templates customisable to your organisation
- 2 hours of implementation guidance
- Quarterly content updates for 12 months
- Access to knowledge base
- Email support for technical issues
✗ What's NOT Included
- Consulting or advisory services
- Custom framework development
- Hands-on implementation support
- Training delivery for your team
- Technology vendor recommendations
- Ongoing coaching or mentoring
This is a product, not a consulting engagement
Think of it as "governance in a box" for organisations that want to build internal capability rather than rely on external consultants. Perfect for clients who have completed Tier 1 or 2 and want to sustain momentum independently, or have strong internal teams but need proven frameworks.
Service Comparison
| Feature | Tier 0 Startup |
Tier 1 Discovery |
Tier 2 Design |
Tier 3 Delivery |
Governance Toolkit |
|---|---|---|---|---|---|
| Investment | £5K | £15K-£35K | £45K-£120K | £150K-£450K | £8K-£15K |
| Timeline | 2 weeks | 4-6 weeks | 8-16 weeks | 6-18 months | Immediate |
| Organisation Size | 10-50 people | 50+ people | 100+ people | 100+ people | Any size |
| Consulting Support | Advisory only | Assessment | Design | Full implementation | Self-service |
| Deliverables | 4 key outputs | 6 key outputs | 9 key outputs | 12+ outputs | Digital toolkit |
| Implementation Support | No | No | No | Yes - full PMO | No |
| Best For | Early-stage scaling | Understanding impact | Detailed planning | Full transformation | Self-sufficiency |
Ready to Get Started?
Choose your entry point based on your organisation size and readiness
Questions? Email us at hello@ocovai.io
