Small window.
Big leverage.
When a key leader leaves, you have weeks to capture decades of judgment. Most companies let it slip away. Torchpass uses that window to work out what your successor actually needs to learn, where your team will be exposed, and how to hand off so it holds. This isn’t a documentation project. It’s a strategic transition.
Invited as an expert? Sign in with your invite, and we’ll guide you from there.
From knowledge to strategy.
We turn a departing leader’s last few weeks into something you can act on: what the successor needs to learn, where the team is thin, and what to do about it.
Capture
We document what your key person actually knows: how they work, the calls they make, the relationships that hold things together. The goal is a full picture of what they do and why.
- Interviews & documentation
- Process mapping
- Knowledge audit
- Risk identification
- Relationship and context mapping
Debrief & clarify
Before they leave, we sit with your leadership to answer the hard questions: What does this role need from a successor? Where are the gaps? What changes as they transition out?
- Strategic debrief with leadership
- Role clarity and gaps
- Successor readiness assessment
- Process improvement opportunities
- Organizational dependencies
Plan & handoff
Once we know what's needed, we build the transfer around it: training aimed at the real gaps, job descriptions rewritten to match what you've learned, and your departing leader on hand through the transition.
- Customized training plan
- Updated role definitions & SOPs
- Successor onboarding roadmap
- Callback arrangements
- Transition support
The outcomes
- 01Successor readiness. Training built from how your key person actually works and the decisions they make day to day.
- 02Role clarity. Updated job descriptions, processes, and success metrics that match what you’ve learned.
- 03Strategic intelligence. A clear read on where your team is exposed and what to watch as the transition plays out.
- 04Leadership continuity. Scheduled time with your departing leader for the questions that surface after they’re gone.
Questions will come up. We plan for it.
We set up callback access before they leave: pre-signed, billed hourly, fully auditable. Your successor can reach your departing leader directly to work through edge cases and close gaps in those first weeks, so the transition stays on track.
Run an engagement
Capture what a departing leader knows before they go. Invite them in, document the work together, and give your team what they actually need to take over.
Share what you know
Your company asked you to document what you do before you move on. Sign in with the credentials from your invite email, or reach out if one hasn’t arrived.