Decided at the top, ignored on the floor
AI gets chosen in a boardroom and handed down to the people doing the actual work, who were never asked what would help. So it gets worked around, quietly.
The human side in partnership with Drouin RH
AI that fits your company,
AI that fits your company,
and the people in it.
We build the software, connect it to the systems you already run, manage the change across teams, and train the people who have to use it. One partner, 6 to 12 months, one objective agreed up front.
Software + people, together
Adoption measured, not assumed
Bilingual EN / FR
Your engagement
6–12 months
Objective agreed first — in your terms, before anything gets built.
- Software Build Integrate & harden
- People Prepare & align Train & embed
- Coherence Org-level coherence
Both sides arrive together — live, used, and measured.
1
partner, end to end — no vendors to stitch together
4
workstreams included: build, integrate, change, train
2
sides moved at once — the software and the people
0
hand-off gaps for your team to project-manage
The problem
Most AI efforts stall in the gap between the plan and the floor
It's rarely the model that fails. It's everything around it — who decided, who was asked, and what happened the week after the demo.
The pilot demos well and lands nowhere
Everyone claps at the demo. Six weeks later nothing about the daily work has changed, and the pilot is a tab nobody opens. Promising isn't the same as adopted.
Every team goes off doing its own thing
Five teams pick five tools with five sets of data and five ideas of what "done" means. A year in, the tools, the data, and the habits have drifted apart.
You don't have a technology problem. You have a coherence problem — and it has to be solved on both sides at once.
What's included
One partner for all four workstreams
Four workstreams, one team, one contract. We start objective-first: before anything gets built, we get clear on what you're actually trying to change and what success looks like in your terms.
01
Build
We design and build the software around how your people actually work — not a template, and not a demo dressed up as a product.
You don't hire a dev shop.
02
Integrate
It connects to the systems you already run — your data, your permissions, your processes — so it becomes part of the work instead of another tab.
You don't hire an integrator.
03
Manage the change
Teams are brought along while the software takes shape — sponsors, sceptics, and the people whose day it actually changes. Run with Drouin RH.
You don't hire a change consultant.
04
Train your people
Hands-on training on the tool they'll actually use, in the workflow they actually run — so the capability stays inside your walls when we leave.
You don't hire a trainer.
Adoption is part of the deliverable, not the whole of it. The software has to be right, and the people have to be ready. We're responsible for both.
The alternative
The other way to do this is to become the general contractor.
Most companies assemble the same four capabilities from four suppliers — and inherit every seam between them.
Assembled yourself
Four vendors, four contracts, four versions of the plan.
A software shop to build it contract 1
An integrator to connect it contract 2
A change consultancy for the rollout contract 3
A training provider for the team contract 4
And you in the middle, owning every gap between them — plus the one nobody's contract covers: whether anyone ends up using the thing.
With Neo Carbone
One accountable team, from the objective to the adoption.
- One contract covering build, integration, change and training.
- One objective, set with you at kickoff and measured against at the end.
- One team that can't point at another vendor when adoption doesn't happen.
- One roadmap where the software and the people are sequenced against each other.
White-glove means the coordination is our job, not yours. Your side of it is the objective, the access, and the decisions only you can make.
Software + people
The software and the people, in the same engagement
A good tool nobody uses changes nothing. A motivated team without the right tool changes nothing either. So we work both sides at once, and they arrive together.
The software side
Shaped around how the work is really done
Not around an org chart or a vendor's roadmap. We watch the actual workflow — including the workarounds nobody documented — and build to that.
- Built for the specific friction your team named
- Connected to the systems and data you already run
- Hardened for production, not left at prototype quality
The people side
Brought along while it's still being built
Not announced at the end. The people whose day changes are involved as the software takes shape, so launch day is a continuation, not a surprise.
- Sponsors, sceptics and daily users engaged early
- Change and adoption run with Drouin RH
- Training on the real tool, in the real workflow
They arrive aligned — not one lagging six months behind the other.
How the engagement runs
Six to twelve months, in a sequence you can see coming.
The exact shape is scoped to your objective. The order doesn't change — and neither does who's accountable at each step.
01
Before build
Objective first
We get clear on what you're actually trying to change and what success looks like in your terms — the number, the process, the outcome. Nothing gets built against a vague ambition.
A written objective both sides can be held to.
02
Early months
Build and integrate
We build the software around the real workflow and connect it into your systems, data and permissions. In parallel, the people side starts: sponsors identified, teams prepared.
Working software inside your stack, not beside it.
03
Mid engagement
Change and training, in parallel
Adoption work runs alongside development, not after it — with Drouin RH handling the human side. Teams train on the real tool while it's still shapeable by what they tell us.
People ready on the day the software is.
04
Rolls in later
Introduced as the work matures
Coherence at the organizational level
Over the course of the engagement — not live on day one — we add coherence at the organizational level: spotting contradictions between what you intend, what your policies say, and what's actually happening on the ground, and helping you resolve them to drive real change. It's introduced once the software and the people are already in motion.
Intent, policy and practice pointing the same way.
05
Through to handover
Measure, then hand over
We report adoption and business outcomes against the objective we set at the start, and hand the tool and the know-how to a named team inside your company.
Owned in-house, with the numbers to show what changed.
How we measure success
How we measure adoption, in numbers you already track
Success isn't a launched tool. It's whether people actually use it, and whether that use moves the numbers you care about — the objective we set at the start.
So we agree on two things up front and track both in plain language: an adoption signal that tells us the tool became part of the work, and a business outcome that tells us it was worth doing. No dashboard theatre, no vanity metrics.
You see what changed and what it was worth — including the parts that didn't move, and what we're doing about them.
The human and change side is delivered in partnership with Drouin RH — so the people work is handled by people who do it for a living.
Success charter
Example
The objective
Cut quote turnaround from 5 days to 1, without adding headcount.
Adoption signal
Reps using it as the default path for new quotes.
Business outcome
Quote-to-close cycle time, reviewed monthly.
Review cadence
Monthly with your exec sponsor. Nothing reported you can't verify.
Illustrative. Your charter is written with you at kickoff, in your language and your numbers.
Who it's for
This is a serious commitment. Here's the honest line.
A 6-to-12-month, all-inclusive engagement is right for some companies and wrong for others. We'd rather tell you on the call than six weeks in.
This is built for you if…
- You want AI to change how the company actually operates, not to add another tool.
- You've already run a pilot or two and watched them fail to land.
- You'd rather have one accountable partner than manage four suppliers yourself.
- There's an executive sponsor who can make decisions and unblock access.
- You accept that adoption takes months of human work, not a launch email.
Start somewhere else if…
- You need one system built or connected, and nothing more — that's Build & Integrate.
- You mainly want your team to build the capability themselves — that's Résidence IA.
- You want an audit of something already shipped — that's Coherence & Security.
- You're hoping AI will paper over a process that's already broken. Fix the process first.
- Nobody internally has the mandate to change how people work.
FAQ
Why 6 to 12 months? Can't this be faster?
The software can be faster. The people can't. Building and integrating a real tool is a matter of months; changing how a team works around it takes longer, and rushing that is exactly why pilots die. If you need something narrower and quicker, Build & Integrate is the honest answer, and we'll say so.
What exactly is included, and what do we still have to do?
Included: building the software, integrating it into your systems, managing the change across teams, and training your people. Yours: the objective, access to your systems and the people who know the work, an executive sponsor, and the decisions only you can make. We handle the coordination between all of it — that's what white-glove means here.
Do we need technical people on our side?
Not to make it work. You need someone who can grant access to systems and someone senior enough to decide. The people we most want in the room are the ones who live with the process every day — they know the friction and the workarounds that never made it into any documentation.
What is "coherence at the organizational level", concretely?
It's the gap between what you intend, what your policies say, and what's actually happening on the ground. We surface those contradictions and help you resolve them. It rolls in during the engagement rather than on day one — it only produces useful signal once the software and the people are already in motion.
Who owns the software at the end?
You do. It runs in your environment, it's handed to a named team inside your company, and your people have been trained on it throughout — not in a rushed session at the end. The capability is meant to stay with you.
What does it cost?
It's scoped to the objective and the size of the change, so there's no list price to quote honestly. Tell us what you're trying to change on a call and we'll come back with a shaped engagement and a number — or tell you that a smaller piece of work would serve you better.
Can you work in French?
Yes. We're based in Québec and work bilingually in English and French — including the training and change work, which runs in whichever language your teams actually think in.
Start with the objective
Tell us what you're trying to change
We'll design the engagement around it, and say so plainly if something smaller would get you there.
All-inclusive · 6–12 months · With Drouin RH on the human side · EN / FR