Capture critical knowledge before people leave
Flamekeeper runs the full handover process: ownership mapping, guided knowledge capture, and AI-validated documentation successors can use from day one.
No integrations to install. No IT ticket. The leaver gets a link.
You asked them to "document everything before they go." You got a long summary doc, but the details that actually keep work moving were still missing.
What gets lost usually looks like this:
Engineering: the fragile runbook step everyone forgets until incident day.
Product: the stakeholder history behind why a roadmap decision keeps getting reopened.
Sales / Success: the renewal risk signals one account owner tracked in their head.
Operations / Finance: the monthly reconciliation workaround that only one person knows how to close.
Two months later, the replacement is still discovering landmines, managers are coordinating in panic mode, and work slows down across teams.
The handover failed for a structural reason: "document everything" sounds clear, but it does not extract the right knowledge.
Flamekeeper does one thing.
It will not run your payroll. It will not track PTO. It will not handle exit interviews, equity vesting, or laptop returns. It captures what the person leaving actually knows — the parts that aren't in any document — and makes sure their replacement isn't flying blind.
What we do
- +Ownership mapping from manager + leaver context
- +Structured interviews to extract tacit knowledge
- +Guided validation via email or platform
- +Scored handover pack + successor brief + open risks
What we don't do
- −HRIS / employee records
- −Payroll, benefits, PTO
- −Exit interviews / surveys
- −Asset return / IT deprovisioning
Four steps. We do the heavy lifting.
Manager kickoff and ownership map
You share role, timeline, and key collaborators. The leaver identifies what they own, what is in-flight, and what is fragile. We convert that into a structured handover scope so you are not writing long manager docs from scratch.
Guided extraction interviews
We interview the leaver against the ownership map and missing-risk checklist. Instead of hoping they remember everything, we systematically pull out recurring tasks, stakeholder nuance, operational footguns, and decision context.
Fast colleague validation over email or in-app
People who depend on this person complete a guided check-in by email link or directly in the platform. We use that signal to confirm coverage, surface blind spots, and generate targeted follow-ups before the last day.
Manager-ready handover package
You get a structured handover document, risk-gapped sections, validation status, and a successor onboarding brief. It is built for coordination and sign-off, not just archival documentation.
The questions Luca would never think to answer.
Because nobody can document their own blind spots.
Most handover tools stop at self-report. Flamekeeper combines ownership mapping, guided interviews, and structured validation loops. We do the orchestration work so managers do not chase docs, and the leaver is not guessing what matters. Guided validation is one step in a larger process, not the whole product.
If you're the one leaving — this is for you too.
The last two weeks of a job are usually a slog of half-finished docs, awkward calendar invites, and the quiet feeling that you're leaving things undone — even though you've worked hard to leave well.
Flamekeeper is the offboarding you wished you'd had on the way in. Clear structure instead of a blank Google Doc, guided interviews instead of memory dumps, and targeted validation instead of endless back-and-forth. Your replacement gets a practical head start, and you can close the chapter properly.
Most people who use it tell us they wish someone had used it to onboard them.
Flamekeeper is in development.
Leave your details and we'll notify you at launch. We also use these responses to prioritize early access and product roadmap.
Prefer email? Reach us at hello@useflamekeeper.com.
Make this a team thing, not a Luca thing.
Individual handovers are useful. A standard handover process across the company is transformational — and it's the kind of thing HR teams are usually thrilled to fund, because "knowledge loss when people leave" sits squarely in their world.
We wrote them an email. Yellow placeholders are yours to fill in. Edit anything else.
Hi [HR contact],
I want to flag a tool I think we should fund company-wide: Flamekeeper.
The problem. Every time someone leaves — especially in product or engineering — we lose institutional knowledge nobody can fully reconstruct. The leaver writes a doc, we say thanks, and then for the next 2–3 months their replacement keeps hitting things nobody documented. Velocity doesn't recover for a quarter. Conservative estimate: several weeks of senior engineering time per departure, and we have [N] departures a year.
What it does. It runs a structured knowledge transfer workflow: manager kickoff, ownership mapping with the leaver, guided extraction interviews, and colleague validation. The colleague touchpoint is simple and guided, but it's only one part of a deeper process.
What we'd get. A manager-ready handover package with scored coverage, open-risk areas, follow-up questions before the last day, and a successor onboarding brief. PDF + Markdown, ours forever.
Pricing. I'd push for the Team plan: €2,400/year for up to 25 handovers — about €100 per handover vs. weeks of cleanup. Company plan is €7,200/year for up to 100. No integrations to install, no IT ticket, EU-hosted, no training on our data.
This sits squarely in HR's wheelhouse. Happy to do a 20-min walkthrough whenever works.
Thanks,
[Your name]