Continuity Os

Build a complete ownership sub-graph for a given employee. Traverses all relationships to surface projects owned or contributed to, systems where they are sole or primary owner, documents and processes they run, people who depend on them, customers they manage, and architectural decisions they made. Use this to visualize an employee's full organizational footprint and identify knowledge concentration risks.

Search through employee skills, system ownership, and project involvement to find domain experts. Scores and ranks employees by relevance to a given domain (e.g. "payments", "kubernetes", "react"). Use this when you need to identify who to consult for a specific technical or business domain.

Identify non-obvious responsibilities and hidden dependencies for an employee. Uncovers recurring meetings they likely run, approval chains they are part of, cross-team coordination duties, and implicit knowledge that would be lost if they departed. Use this during continuity planning or before role transitions.

Search the organizational knowledge base for decisions, documentation, meeting outcomes, or technical rationale. Understands natural language questions about why certain technologies were chosen, how systems are designed, what was decided in meetings, and where documentation lives. Use this as the primary tool for answering "why" and "how" questions about the organization's technical history.

Analyze organizational knowledge risk by calculating bus factor per team. Identifies sole owners of critical systems, undocumented services, and single points of failure. Use this when you need to assess continuity risk, identify knowledge silos, or determine which teams are most vulnerable to employee departure.

Calculate the bus factor for a specific team. The bus factor is the minimum number of team members whose simultaneous departure would halt critical systems. Use this when evaluating team resilience, planning for personnel changes, or preparing for knowledge transfer.

Generate a comprehensive transition plan for a departing employee. Analyzes the employee's full ownership graph (systems, projects, processes, decisions, dependents), prioritizes handovers by criticality, and produces a phased timeline with task assignments. Use this when an employee is leaving or changing roles to ensure continuity.

Score and rank potential successors for a departing employee based on skill overlap, team proximity, existing system knowledge, and current capacity. Use this when you need to identify the best person to backfill or absorb responsibilities from a leaving team member.

Generate a structured learning path for a new employee based on organizational knowledge. Maps out what systems to learn first (in dependency order), who to meet, what documentation to read, and milestones to achieve each week. Use this to accelerate new hire ramp-up using the organization's knowledge graph.

Fetch and sync a GitHub repository's data including metadata, contributors, commits, pull requests, and languages. Stores the data in the knowledge graph for further analysis.

Analyze a GitHub repository's contributor data to calculate bus factor, knowledge concentration, contribution percentages, and ownership risk. Provides recommendations for reducing single-contributor risk.

Enrich an existing employee profile with GitHub activity data. Merges commits, pull requests, last activity, and repository ownership into the employee's organizational profile.