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SearchSynth.
AI Enablement & Fractional Leadership

The tools are cheap now. Changing how people work isn't.

Almost every company has AI licences and almost none can say what they've changed. The gap is rarely technology — it's an absent owner, no shared standard, and teams left to figure it out privately. We supply the senior operator, the roadmap tied to real numbers, the role-specific training, and the internal standards that turn scattered experimentation into capability you keep.

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CAPABILITY, QUARTER BY QUARTERliteracyQ1pilotsQ2standardsQ3in-houseQ4

capability compounding quarter by quarter, until you don't need us

Per week, typical fractional engagement
2 daysPer week, typical fractional engagement
Training built on your work, not generic courses
Role-basedTraining built on your work, not generic courses
To a roadmap, a standard and a live pilot
90 daysTo a roadmap, a standard and a live pilot
Written on day one, not improvised later
Exit planWritten on day one, not improvised later

What an embedded AI leader actually does

Less strategy deck, more decisions made in your meetings. The work is choosing what to build, saying no to the rest, and getting the organisation over the line on the few things that matter.

Opportunity roadmap tied to P&L

We time-and-motion the work across your functions, size each opportunity in hours and money, and rank by value against feasibility. The output is a sequenced roadmap where every item names the number it moves — and an explicit list of what we're not doing this year.

  • Function-by-function workflow mapping with real timings
  • Value, feasibility and risk scored per opportunity
  • A deliberate not-doing list, agreed with leadership

Fractional AI leadership

A senior operator in your leadership meetings one to three days a week: owning the roadmap, arbitrating build-versus-buy, running vendor selection, unblocking teams, and giving the board a straight answer about progress.

  • Standing seat in leadership and planning meetings
  • Vendor evaluation and contract review
  • Board and investor updates that survive scrutiny

Role-specific training

Not a generic prompt-engineering webinar. Sessions built on the actual artefacts each team produces — sales sequences, support macros, financial models, spec documents — so people leave having improved a piece of real work.

  • Separate tracks for GTM, ops, finance, engineering and support
  • Hands-on sessions using live work, not toy examples
  • Recorded internally so new joiners get the same start

Standards & prompt libraries

The internal reference that stops forty people solving the same problem forty ways: approved tools, reviewed prompts and templates, escalation rules, disclosure norms, and a plain statement of what may never go into a model.

  • Versioned prompt and template library per function
  • Approved-tool list with the reasoning recorded
  • Data-handling rules written in language people follow

Champions & internal capability

We identify and coach the people in each team who will still be pushing this after we leave, give them a forum and a mandate, and make sure their wins are visible enough that adoption stops depending on us.

  • Champion cohort selected and coached per function
  • Internal community with a regular working cadence
  • Recognition that ties adoption to how people are assessed

Change management

Adoption stalls on fear more often than on capability. We handle the conversation about job security honestly, involve sceptics early rather than routing around them, and make the redesigned role concrete before asking anyone to accept it.

  • Straight internal comms about scope and intent
  • Sceptics and union or works-council engagement early
  • Redesigned roles described before the tooling lands

Adoption measurement

Licence counts are not adoption. We instrument what changed in the work — cycle times, deflection rates, output volumes, quality scores — and report it against the roadmap's original claims, including the items that underdelivered.

  • Baselines captured before anything is rolled out
  • Workflow-level metrics, not seat utilisation
  • Honest quarterly scorecard against forecast value

Build-versus-buy & vendor strategy

Most of what teams want to build already exists, and most of what they want to buy will be commoditised within a year. We make that call per opportunity with a written rationale, keep you off dead-end platforms, and design for the day a model or vendor gets swapped.

  • Written build/buy rationale per roadmap item
  • Vendor shortlists with lock-in and exit costs stated
  • Architecture that survives a model or vendor change

What you keep

  • Sequenced AI roadmap

    Every opportunity sized, ranked and owned, with the not-doing list written down beside it.

  • Internal AI standard

    Approved tools, data-handling rules, disclosure norms and escalation paths, in language your team actually uses.

  • Training programme

    Role-specific curricula and recordings that keep working for new joiners after the engagement ends.

  • Prompt & template library

    Reviewed, versioned assets per function, owned by a named person inside your business.

  • Adoption scorecard

    Baselines and current numbers per workflow, reported against what the roadmap originally promised.

  • Succession plan

    Who takes this over, what they need to know, and the date we step back — agreed at the start.

How we work with your organisation

Cadence

  • Weekly leadership session
  • Fortnightly champion forum
  • Monthly board note

Functions covered

  • GTM
  • Support
  • Finance
  • Operations
  • Engineering
  • HR

Assistants

  • Claude
  • ChatGPT Enterprise
  • Copilot
  • Gemini

Enablement tooling

  • Notion
  • Slack
  • LMS integration
  • Internal wikis

Measurement

  • Workflow baselines
  • Cycle-time tracking
  • Quality sampling

Governance handoff

  • Risk register
  • Approved-tool list
  • Disclosure policy
Process

The first 90 days

  1. Weeks 1–3

    Listen and measure

    Interviews across functions, time-and-motion on the work that eats the week, and a baseline of what tooling is already in use — including the unsanctioned kind.

  2. Weeks 4–5

    Roadmap and standard

    The sequenced roadmap, the not-doing list, and the first version of the internal standard, agreed in a leadership session rather than emailed.

  3. Weeks 6–9

    Train and pilot

    Role-specific training for the first two functions, champions selected, and one pilot shipped so the roadmap stops being theoretical.

  4. Weeks 10–12

    Measure and widen

    First adoption scorecard against baselines, honest review of what underdelivered, and the next functions brought in.

  5. Ongoing

    Hand it over

    Champions take the forum, an internal owner takes the roadmap, and our days come down on the schedule we agreed on day one.

Enablement engagements

Every option is designed to end. If we're still indispensable at month twelve, we've built the wrong thing.

AI Opportunity Sprint

$12,000

fixed fee · 4 weeks

A sized, sequenced roadmap of where AI pays in your business — and where it demonstrably doesn't.

  • Cross-functional interviews and workflow mapping
  • Time-and-motion baselines on the biggest costs
  • Opportunities sized in hours and money
  • Ranked roadmap with a not-doing list
  • Leadership workshop to agree the sequence

Leadership teams under pressure to 'do something with AI' without a plan.

Get started
Most chosen

Fractional AI Lead

from$14,000

per month · 6-month minimum

A senior AI operator embedded two days a week, owning the roadmap and the outcomes attached to it.

  • Everything in the Opportunity Sprint
  • Two days a week embedded with your leadership
  • Role-specific training across functions
  • Internal standard and prompt library
  • Champion programme and vendor selection
  • Monthly board reporting and adoption scorecard

Mid-market companies who need the decisions made, not just advised on.

Get started

Enablement Programme

from$6,000

per month · 3-month minimum

Training, standards and champions for teams that already have an internal owner driving the strategy.

  • Role-specific training tracks with recordings
  • Prompt and template library per function
  • Champion coaching and community setup
  • Adoption baselines and quarterly scorecard
  • Office hours for teams as they roll out

Companies with a capable internal lead who needs delivery capacity.

Get started

Prices are starting points, not quotes. Scope drives the number, and you get a fixed one before you commit.

AI Enablement

AI Enablement questions, answered

How is a fractional AI lead different from hiring one?
Mostly speed and risk. A permanent head of AI is a six-to-nine-month search for a role many companies can't yet write a good spec for, because they haven't done the roadmap that tells them what the job is. Fractional gets a senior operator in the room next month, and the engagement usually produces the job description you'd hire against. Using the engagement to define and then recruit the permanent role is a success, not a loss.
Isn't this just training we could buy off the shelf?
Off-the-shelf training is fine for literacy and we'll happily point you at it. What it can't do is decide your roadmap, arbitrate build-versus-buy, or hold a function accountable for adopting anything. The measurable difference in our engagements comes from having someone senior who owns the outcome, not from the sessions themselves — the training is what makes the decisions land.
Our people are worried about their jobs. How do you handle that?
Directly, and early. We ask leadership to decide their actual position on headcount before we run a single session, because staff will ask and an evasive answer poisons the programme for a year. Where the intent is capacity rather than cuts, saying so plainly and showing the redesigned role works. Where roles genuinely are changing, people deserve to hear it from leadership rather than infer it from a rollout.
How do you measure whether this worked?
Against baselines we capture before anything changes: how long a task took, how many touches a ticket needed, what quality looked like. We report the workflow-level movement quarterly against the roadmap's original forecast, including the items that underdelivered. Seat counts and licence utilisation are not on the scorecard, because they've never predicted value in any engagement we've run.
Do you also build the systems on the roadmap?
We can, through our automation and business systems practices, and plenty of clients do exactly that. But it's deliberately a separate decision with separate pricing, and we'll tell you when an internal team or an off-the-shelf product is the better answer. An advisor whose recommendations only ever point at their own build team isn't worth listening to.
How long does a fractional engagement typically run?
Six to twelve months in most cases. The exit plan is written on day one and names who takes over, what they need to know, and the date our days start reducing. If the honest answer at month nine is that you need a permanent hire instead, we'll say so and help you make it.

Get a plan your leadership team will actually agree on.

Bring the disagreement you're stuck on — which function goes first, build or buy, whether to hire. Thirty minutes with someone who has made the call before.

30-minute strategy call

With an engineer, not a closer

Book a strategy call

Typical reply time: under 4 business hours.

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