Decided at the top, ignored on the floor
AI is chosen at the executive level and handed to the people who do the work, without asking them what would help, so they quietly work around it.
In partnership with
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 your teams with Drouin RH, and train the people who will use it every day. One contract over 6 to 12 months, measured against an objective agreed before the build starts.
Software and people, together
Adoption measured at handover
Bilingual EN / FR
Your engagement
6–12 months
Objective agreed first, in your terms, before the build starts.
- Software Build Integrate & harden
- People Prepare & align Train & embed
- Coherence Org-level coherence
Software and people ready together, with adoption measured.
1
partner and contract, from objective to handover
4
workstreams included: build, integrate, change and train
2
sides delivered together: the software and the people
0
supplier hand-offs for your team to manage
The problem
Most AI projects stall between the decision and daily use
The model is rarely what fails. The cause is usually the work around it: who made the decision, which teams were consulted, and what happened in the weeks after the demo.
The pilot demos well and is never adopted
The demo is well received, but 6 weeks later the daily work has not changed and the pilot sits in a browser tab that nobody opens.
Each team adopts its own tools
Each team picks its own tool, with its own data and its own definition of "done", and within a year the tools, the data and the working habits have drifted apart.
The underlying problem is coherence between the software, the data and the people, and it has to be solved on both sides at the same time.
What's included
One partner for every workstream
One team delivers each workstream under a single contract. Before anything is built, we agree with you on what the engagement has to change and how success will be measured in your terms.
01
Build
We design and build the software from your people's real workflows, so it matches how the work is done today.
Replaces a separate software vendor.
02
Integrate
We connect it to the systems you already run, with your data, permissions and processes, so it becomes part of the daily work instead of another tab to open.
No integrator to hire on the side.
03
Manage the change
With Drouin RH, we involve sponsors, sceptics and the people whose daily work will change while the software is still taking shape.
Change consulting within the same contract.
04
Train your people
Your teams train hands-on with the tool they will use, inside the workflow they run every day, so the capability stays in your company after we leave.
Training without a separate provider.
Adoption is part of the deliverable alongside the software itself, and we are accountable for both: software that works in production and people who are ready to use it.
The alternative
The alternative is to act as your own general contractor
Most companies buy these capabilities from separate suppliers and take on every gap between them.
Assembled yourself
A separate vendor, contract and plan for each workstream
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, managing every gap between them, including the one no contract covers: whether anyone uses the software once it ships.
With Neo Carbone
One accountable team, from the objective to 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.
We coordinate the build, the integration, the change work with Drouin RH and the training, so your part is the objective, access to your systems and the decisions only you can make.
Software + people
The software and the people, in the same engagement
A good tool that nobody uses changes nothing, and neither does a motivated team without the right tool, so we work on both in parallel and deliver them together.
The software side
Built around how the work is done
We observe the workflow as it runs today, including the workarounds nobody documented, and build the software to fit it.
- Built around the problems your team identified
- Connected to the systems and data you already run
- Hardened for production use
The people side
Involved while the software is being built
The people whose work will change are involved as the software takes shape, so the first day of use holds no surprises.
- Sponsors, sceptics and daily users engaged early
- Change and adoption run with Drouin RH
- Training on the real tool, in the real workflow
The software and the people are ready at the same time, with neither 6 months behind the other.
How the engagement runs
6 to 12 months, in a sequence agreed up front
We scope the exact shape to your objective, while the order of the stages and who is accountable at each one stay the same.
01
Before build
Objective first
We define with you what the engagement has to change and how success will be measured in your terms, whether that is a number, a process or a business outcome, before any building starts.
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 to your systems, data and permissions, while the people side starts in parallel with sponsors identified and teams prepared.
Working software running inside your stack.
03
Mid engagement
Change and training, in parallel
Drouin RH runs the change and adoption work in parallel with development, and teams train on the real tool while their feedback can still shape it.
People ready on the day the software is.
04
Rolls in later
Introduced as the work matures
Coherence at the organizational level
Once the software and the people side are in motion, we add coherence at the organizational level. We identify contradictions between what you intend, what your policies say and what happens on the ground, and help you resolve them.
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
We measure success by whether people use the tool and whether that use moves the numbers in the objective we set at the start.
We agree on 2 measures up front and report both in plain language. The adoption signal shows that the tool has become part of the work, and the business outcome shows that it was worth doing.
Our reports show what changed and what it was worth, including the measures that did not move and what we are doing about them.
Change management and the human side are delivered in partnership with Drouin RH, so HR and change professionals handle the people work.
Success charter
Example
The objective
Cut quote turnaround time 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 executive sponsor, using figures you can verify.
Illustrative example. Your charter is written with you at kickoff, in your own terms and numbers.
Who it's for
Companies this engagement is built for
An engagement of 6 to 12 months that covers build, integration, change and training suits some companies and not others. We will tell you which on the first call.
This is built for you if…
- You want AI to change how the company operates, not to add another tool.
- You have already run pilots that were never adopted.
- You'd rather have one accountable partner than manage separate 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, which is our Build & Integrate.
- You mainly want your team to build the capability themselves, which is Résidence IA.
- You want an audit of something already shipped, which is Coherence & Security.
- You expect AI to compensate for a process that is already broken and needs fixing 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 delivered faster than the change around it. Building and integrating a real tool takes months, and changing how a team works with it takes longer; rushing that second part is why many pilots fail. If you need something narrower and quicker, Build & Integrate is the better fit, and we will 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 coordinate the workstreams with each other and with Drouin RH on the change side, so nobody on your team has to manage suppliers.
Do we need technical people on our side?
No. You need someone who can grant access to your systems and someone senior enough to make decisions. The people we most want involved are those who run the process every day, because they know the friction and the undocumented workarounds.
What is "coherence at the organizational level", concretely?
It addresses the gaps between what you intend, what your policies say and what happens on the ground: we identify those contradictions and help you resolve them. It starts partway through the engagement, because it only produces useful findings once the software and the people side are in motion.
Who owns the software at the end?
You do. It runs in your environment and is handed over to a named team inside your company, whose people have trained on it throughout the engagement.
What does it cost?
Each engagement is scoped to the objective and the size of the change, so there is no list price. Describe what you want to change on a call, and we will come back with a scoped engagement and a price, or recommend a smaller piece of work if it would serve you better.
Can you work in French?
Yes. We are based in Québec and work in English and French, including the training and change work, which runs in the language your teams use day to day.
Start with the objective
Discuss your objective with our team
On a first call, we will outline an engagement around your objective, or tell you if a smaller piece of work would get you there.
Build, integration, change and training · 6–12 months · With Drouin RH · EN / FR