Company Install · Large Tier
Real institutional scale. Real deployment program.
4–6 month engagement. 60-day post-launch support included.
Mid-market companies installing AI org-wide. Companies past the point where a single project plan handles the rollout. Real change management required.
50–250 employees. The tier where the install stops being a project and becomes a structured organizational rollout — with phases, change management, and the kind of governance that holds across leadership transitions.
What changes at 50+ employees.
Below 50, the AI install is mostly an architectural exercise — design the system right and the people fall into using it. Above 50, the install becomes an organizational change project. The architecture is necessary but not sufficient. What determines whether the rollout lands is whether the change management is real.
The Large tier exists because at this scale, the technical install is roughly a third of the work. The other two-thirds is the deployment program — getting 100+ humans to actually adopt the system in a way that compounds value.
The foundation is still the two-tier brain system. What Large adds: multi-tenant infrastructure (multiple Company Brains for separate divisions or BUs), cross-department rights infrastructure, and a real 6-month rollout program with change management built in.
What Large adds over Mid
Five institutional layers.
Multi-tenant platform
Multiple Company Brains under one institutional umbrella. Separate divisions, BUs, acquired entities — each with its own governance + corpus.
Cross-department rights
Per-folder permissions, per-skill access, time-limited grants for specific projects, audit trails on every cross-department query.
6-month rollout program
Pilot (8w) → wave-one (10w, 3-4 depts) → wave-two (6w). Each phase has explicit success criteria; only proceeds when prior is stable.
Change management
Department champions identified during pilot. Executive sponsor briefings every 30 days. Comms plan running alongside the technical deployment.
Outcome measurement
Quarterly dashboards tied to business metrics, not usage stats. Time-to-productivity, cycle time, senior IC retention.
“Above fifty, the architecture is necessary but not sufficient. What determines whether the rollout lands is whether the change management is real.”
At Large scale, change management is the install
Scope the 6-month program in 30 minutes.
Diagnostic Call (free) maps your organizational reality — pilot department selection, compliance footprint, executive sponsorship structure. No commitment.
How a 6-month rollout actually runs
Pilot, wave, wave, steady state.
- M1–2
Discovery + pilot
Executive interviews. Departmental discovery. Compliance scoping (always real here). Multi-tenant architecture. Pilot dept selected.
- M2–4
Pilot deployment
Company Brain for pilot dept. Personal Brains for the team (15–25 employees). Skill library + workflow integration. Weekly leader check-ins.
- M4–5
Wave one
3–4 additional depts brought online in parallel using the pilot's template. Pilot-trained champions shepherd the wave.
- M5–6
Wave two + steady
Remaining depts. Cross-department rights activated. Outcome dashboards stand up. Hand-off to internal owners.
- M7+
Stabilization
60-day support. Quarterly outcome reviews. Year-1 standard retainer; year-2 light retainer or scale to Enterprise.
Pricing variance — why $50K–$100K.
Four factors. Headcount enrolled (~75 vs ~200 brains). Number of departments (4 vs 10+). Multi-tenant complexity (single Company Brain vs multiple division-level brains). Compliance scope (general business vs heavy SOC 2 / HIPAA / GLBA).
A typical $50K install: 80 employees, 4 departments, single Company Brain, standard compliance. A typical $100K: 200 employees, 10 departments, 3 division-level brains, heavy compliance. Most Large installs land in the $65K–$85K range.
Monthly retainer ($5K–$7.5K) covers ongoing care across the whole footprint. Payback runs 4–8 months — longer than smaller tiers because the ramp is longer.
Who this is for
Named by role.
- The Chief Operating OfficerYou own the operational rollout at the institutional level. The board wants AI on a real footing. You need a partner who treats it as organizational change, not a tooling purchase.
- The Chief of StaffYou coordinate across the executive team. The AI question keeps coming up in every department. You want one cohesive rollout instead of seven uncoordinated experiments.
- The CIO / CTOYou're responsible for the technical stack. You want the AI architecture to be real and yours, not a vendor-locked product. The two-tier brain system gives the employees what they want and you what you need.
- The Head of TransformationYou lead the change office. Your job is to make organizational changes actually land. The 6-month deployment program is calibrated to your reality.
What’s included
In the price.
- Everything in Mid tier, plus:
- Multi-tenant platform supporting multiple Company Brains under one institutional umbrella
- Cross-department rights infrastructure with per-folder, per-skill, time-limited permissions
- Structured 6-month rollout program: pilot → wave one → wave two → steady state
- Change management layer: champions, executive sponsor briefings, comms plan
- Outcome measurement dashboards tied to business metrics (not just usage stats)
- Compliance scoping across SOC 2 / HIPAA / GLBA / industry-specific as required
- Phased Personal Brain installs at volume (typically 60-200+ brains)
- 60-day post-launch support, transitioning to standard quarterly governance reviews
Common questions
Asked, answered.
What if our company has multiple acquired entities still on different stacks?
The multi-tenant architecture is built for exactly this. Each entity can have its own Company Brain with its own governance, run on its own SSO, while sharing the institutional umbrella for cross-entity coordination when it makes sense. The acquisitions don’t have to integrate before the AI install — the install can become part of the integration plan.
How do you handle highly regulated industries (financial services, healthcare, etc.)?
The Large tier includes structured compliance work as part of the engagement. For heavy regulatory footprints, we typically bring in a compliance specialist as part of the team and add 4-8 weeks to the timeline for proper architectural review, BAA work, and audit trail design. The Cloudflare-based infrastructure satisfies most enterprise compliance frameworks; the architectural work is in scoping which data lives where.
What if our existing AI vendor relationships (Copilot, Gemini Enterprise, others) conflict with this?
They don’t, by design. The Install layers on top of existing vendor relationships. Copilot and Gemini Enterprise consume MCP endpoints; the Personal and Company Brains expose them. Your team continues using whichever vendor tools they prefer; the brains just give those tools much better context. Most Large installs run alongside existing enterprise AI deployments.
How do you measure success?
Outcome metrics tied to business reality. Time-to-productivity for new hires (typically drops 40-60% by month 6). Cycle time on workflows the brain touches (varies by function — typically 20-40% reduction). Senior IC retention (Personal Brain ownership is a measurable retention factor; the magnitude depends on your baseline). Employee NPS on the AI experience (we set the baseline at month 1 and measure quarterly). The dashboards report on these explicitly, not on vanity usage stats.
What happens if the pilot fails?
We pause wave-one rollout, diagnose what didn’t land, and decide together whether to fix-and-continue, change pilot department, or restructure the engagement. Pilots can fail — that’s why they’re pilots. The 6-month program has the structural slack to absorb a 4-week reset if it’s needed. The risk is bounded by the pilot scope, not the full engagement.
What's the executive time commitment?
Realistic: 2 hours/month from the executive sponsor (typically COO or Chief of Staff). 4 hours/month from the operational owner (Head of Operations or equivalent). 1 hour/quarter from the broader executive group for governance review. Department leaders carry more weight during their department’s active rollout window (4-6 hours/week during that window, dropping to 1 hour/month afterward). The whole engagement is designed to leverage executive attention without consuming it.
Adjacent paths
Where this connects.
Start with the Diagnostic Call.
The Diagnostic Call commits to nothing. If this install isn’t the right shape for your work, I’ll tell you what is.
As featured in
